Identification of Core Competencies for an Undergraduate Food Safety Curriculum Using a Modified Delphi Approach

Identification of core competencies for undergraduates in food safety is critical to assure courses and curricula are appropriate in maintaining a well‐qualified food safety workforce. The purpose of this study was to identify and refine core competencies relevant to postsecondary food safety education using a modified Delphi method. Twenty‐nine experts representing food safety professionals in academia, government, and industry were given 2 rounds of questionnaires that specified initial food safety competencies, core domains, and subdomains. Competencies were defined as a set of skills, knowledge, and abilities that correlate to success of a trainee. The framework for which competencies were classified consisted of (1) core domains, defined as broad food safety subjects; and (2) subdomains, or more specific food safety subjects. The expert panel used a 5‐point Likert scale with an acceptance criterion, or consensus, of 75%, with a rating of “4” or greater. After 2 rounds of questionnaires and revisions from the expert panel, 5 core domains were established: (1) Food Production, Manufacturing, Retail, and Consumer; (2) Foodborne Hazards; (3) Public Health; (4) Legislation and Policy; and (5) Communication and Education. Specific responses from the experts highlighted areas in which further curriculum revision would be beneficial. This study provides a framework for the development of a vetted, standardized undergraduate food safety curriculum. The Delphi method, with its inclusion of professionals representing various sectors of food safety, provided relevant perspectives for curriculum design, and also allowed participants the opportunity to contribute to the education of future food safety professionals.     

Examining problem-solving skills in technology-rich environments as related to numeracy and literacy

ABSTRACT

This study sought to a better understanding of the construct of problem solving in technology-rich environments and the effect of literacy and numeracy on problem solving. Data used in this study were drawn from Programme for the International Assessment of Adult Competencies US data which includes 5010 completed cases and a total of 1326 variables. The assessment of literacy, numeracy and problem-solving competencies were administrated using computer-based approaches. The result of the study showed that adults with higher numeracy and literacy competencies were more likely to have higher level of problem-solving skills. The results of the analyses also revealed that solution latency (i.e. time) were an important factor influencing problem-solving skills. This study indicates that basic mathematical skills are essential for solving problems that require interpersonal communication, computer and software knowledge, planning, and organising. The findings from this study provide several implications for researchers, educators, teachers and policymakers.     

Overview of Transfer of Training: From Learning to Performance

This article explores the background, current state, and emerging trends in transfer of training. Transfer of training can be denned as, ensuring full application of new skills and knowledge to the workplace. Typically, past training efforts have focused on ensuring learning by trainees, and not on supporting the transfer of that learning to performance on the job. Today's organizations recognize effective workforce performance as a strategic asset in the global competitive economy but face problems in attaining high performance. Experience of successful organizations shows that key stakeholders (managers, trainers, trainees, and others) must be closely involved in all phases of the design, development, and implementation of training and other performance improvement efforts, to achieve and maintain effective workforce performance. However, both managers and human performance professionals frequently overlook the need to gain stakeholder involvement to support full transfer of new skills to the job. A successful program in a government agency, and recommendations for transfer strategies for technology-based learning, illustrate the collaboration of stakeholders which is necessary to achieve high levels of transfer of skills to the workplace.     

Bringing competency analysis into the 21st century

Current business and educational environments are mandating the identification, building, and assessment of specific critical competencies for the workforce. However, traditional approaches to competency analysis are often slow, expensive, and backward looking. This article presents several new computer‐aided approaches to competency analysis and provides examples of their use, including a detailed case study analyzing curricula and skills for professionals who provide benefits and work incentives planning and assistance to persons with disabilities.     

Training Needs Assessment of Heads of Islamabad Model Schools

The professional capacity of managers has always been a crucial factor in enhancing the efficiency and effectiveness of any organization. In the education sector, the education managers working at different administrative levels are responsible for the planning and management of educational institutions toward achieving the goals of the education sector. This article attempts to explore the capacity‐building needs of the heads of Islamabad Model Schools in the context of their job requirements. Data were collected from 50 head teachers of Islamabad Model Schools through questionnaires and focus group discussions. In Islamabad Capital Territory, there is no education management cadre; therefore teachers are appointed as head of schools by virtue of their seniority. These heads usually lack the required management skills to manage an educational institution. Moreover, there are no arrangements for building the capacity of these newly appointed school heads to run these institutions. While managing the educational institutions, head teachers have to perform various important functions for which they need managerial skills. It has been discovered that head teachers needed training in different areas of management, including financial management, office management, personnel management, school improvement, planning, community participation, and computer literacy. The head teachers of Islamabad Model Schools need service management training in various areas of management to enhance the knowledge and skills they need to run educational institutions efficiently and effectively.     

Confronting Prejudice and Stereotypes: A Teaching Model

ABSTRACT : As the demographics of the workforce continue to change dramatically and the globalization of the marketplace escalates, it becomes increasingly important for employees, managers, and leaders to value differences and to work effectively with people who have various cultures, backgrounds, races, genders, sexual orientations, and languages. The competencies and skills necessary for effectively working across these boundaries do not necessarily come naturally, and it is increasingly essential for organizations to provide opportunities for people to develop the capacity to deal with volatile issues such as diversity, prejudice, and stereotyping. These issues, which lie at the heart of many problematic interpersonal conflicts and systemic dysfunctionalities, are extremely difficult to address in learning situations, whether classroom or boardroom. In this article, we present a management development experience based on the notion that sharing accurate information, developing self awareness, and enhancing the capacity for empathy lead to heightened awareness of the negative consequences of prejudice and stereotyping and quite possibly encourage people to consider adopting more effective attitudes and behaviors. Specifically, we present a conceptual framework upon which diversity education initiatives may be based and a brief activity entitled, “Prejudice in Our Lives,” which has proven very effective in both higher education and management development venues.     

HOW HOMES INFLUENCE SCHOOLS: EARLY PARENTING PREDICTS AFRICAN AMERICAN CHILDREN'S CLASSROOM SOCIAL–EMOTIONAL FUNCTIONING

Data from the Early Childhood Longitudinal Study, Kindergarten Cohort were used to examine the extent to which early parenting predicted African American children's kindergarten social–emotional functioning. Teachers rated children's classroom social–emotional functioning in four areas (i.e., approaches to learning, self‐control, interpersonal skills, and externalizing behaviors). Mothers completed self‐report questionnaires assessing their home‐based parenting practices (i.e., warmth and home learning stimulation). Hierarchical regression analyses revealed that mothers who engaged in more frequent home learning stimulation (e.g., shared book reading) had children with more positive teacher ratings of approaches to learning, self‐control, interpersonal skills, and fewer externalizing behaviors. Notably, demographic characteristics also contributed to children's social–emotional functioning. Specifically, African American girls from more affluent, two‐parent homes with highly educated mothers had the most positive ratings of classroom social–emotional functioning across all four dimensions.     

Self‐perception of gifts and talents among adults in a longitudinal study of academically talented high‐school graduates

Definitions of giftedness and self‐perceptions of abilities were examined among adults who have been participating in a longitudinal study of academically talented students since their high‐school graduation in 1988. For the present study, participants answered open‐ended questions and completed scales measuring adult giftedness and adult self‐perceptions of abilities in 12 different domains. Gender differences in perceptions were examined. When participants were asked if they believed they were gifted in high school and now, more men than women responded affirmatively to both questions. Further, significant gender differences were identified for perceived competencies in four areas: job competence, nurturance, athletic competence, and morality. Implications of the findings and directions for future research are discussed.     

An Exploratory Investigation of the Counseling Competencies Scale: A Measure of Counseling Skills,Dispositions, and Behaviors

The authors examined the psychometric properties of the Counseling Competencies Scale (CCS; University of Central Florida Counselor Education Faculty, 2009 ), an instrument designed to assess trainee competencies as measured in their counseling skills, dispositions, and behaviors. There was strong internal consistency for the 4‐factor model for midterm data (.927) and the 5‐factor model for final data (.933). Interrater reliability for the total CCS score was .570, and criterion‐related validity (correlation between the total score on the final CCS and semester grade) yielded a moderate correlation (r= .407, p < .01). Thus, the results provide initial support for using the CCS to assess counseling students’ professional competencies.     

A comparative study of perceptions of overseas consulting ‘effectiveness’ ‐Australian providers and Asian and Pacific clients

This study sought to compare the perceptions of Australian consultants, involved in a three year assignment in the South Pacific of the essential knowledge, attitudes and attributes, and skills needed for ‘effective’ consulting, with those of the client group and a third group of Asian and Pacific consumers and providers of consulting services. This latter group consisted of executive members, sub‐regional coordinators and program facilitators of the Asia South Pacific Bureau of Adult Education.

A two‐round questionnaire was employed to enable them to provide qualitative data on the knowledge, qualities and skills required of ‘effective’ consultants and then to rank order these items, and others obtained from an extensive literature search, to guide project managers and cross‐cultural trainers in the recruitment and preparation of consultants for effective outcomes. These guidelines seemed particularly urgent in the light of the 80% early return rate (premature return of consultants before project completion) at a cost of two billion dollars per annum (in the USA) and the evidence that fewer than one‐in‐three consultants receive cross‐cultural preparation before their departure and are generally recruited on the basis of strong success records at home.

The major findings that emerge are that there are statistically significant differences between the three groups as to the most important ‘competencies’ required for successful overseas consulting; that ‘cultural sensitivity’ is the most important attribute; ‘interpersonal’ and ‘teaching’ skills the most important skills, after ‘technical expertise'; that the composite ‘Mentikit’ effective consultant yielded by the literatureis quite different from that constructed from the survey responses; and that ‘home country success’ is unimportant compared with other traits and skills with major implications for culture‐general and culture‐specificcross‐cultural selection and training.     

An Exploratory Study of the Relationship between Knowledge Management and Performance Professionals

The transition of the workforce from brawn‐power to brain‐power has prompted organizations to fixate on the knowledge created by employees, managers and customers. Knowledge Management (KM) involves recognizing, documenting, and distributing the explicit and tacit knowledge resident in an organization. Although extracting, packaging, and distributing information is not new ground for human resources and training professionals, this preliminary study pursued the authors' curiosity regarding how far beyond job aids and documentation, precursors to KM, the profession has come. This initial study investigated the knowledge management practices reported by volunteer respondents and assessed readiness for knowledge management by teasing out evidence of the systems and goals associated with KM. Additionally, we sought to understand the roles professionals reported themselves to be playing in KM, with particular interest in the thought leadership provided by consulting firms and the implications of organizational culture and information technology.     

Do universal social and emotional learning programs for secondary school students enhance the competencies they address? A systematic review

While universal school‐based social and emotional learning (SEL) programs claim to target various SEL competencies, earlier reviews have not provided a clear overview of the competencies in question. We therefore wished to identify the competencies targeted in SEL programs for secondary school students. We also aimed to examine the effects of these programs on SEL competencies and psychosocial health. The specific SEL competencies directly addressed in the programs' primary learning targets were identified based on the Collaborative for Academic, Social and Emotional Learning (CASEL) framework for SEL. Five bibliographic databases (PubMed, PsychINFO, Education Resources Information Center (ERIC), Applied Science Premier (ASP), and Web of Science) were searched for relevant research papers published between 2014 and 2018. We included 40 studies that investigated 32 programs focusing on two or more SEL competencies. While most programs targeted four or five of the SEL competencies, many of the included studies did not measure the programs' effects on all the competencies targeted. Our results showed that the SEL programs had substantial effects on the SEL competencies they addressed and on psychosocial health. Although the programs focused predominantly on self‐management skills and relationship skills, the largest summary effects were found for self‐awareness and social awareness.     

Preferences of Training Performance Measurement: A Comparative Study of Training Professionals and Non‐training Managers

ABSTRACT This survey‐based study addressed a perceived gap between training performance evaluation practice and decision‐making criteria required in business. Training professionals and non‐training managers in North Carolina were surveyed. The study found that the groups differ in the performance measures that motivate them to act on training issues. Non‐training managers preferred measurements of productivity, organizational climate, product quality, cost, and customer service reports. Training professionals preferred measures of opinions of the trainee's supervisor, end‐of‐training exam scores, progress/work performance reports, and opinions of the trainee. The study concluded that (1) training professionals and non‐training managers react to different training performance measures; (2) training professionals are more likely to react to job/individual‐level performance measures; (3) non‐training managers are more likely to rely on organizational‐level measures; (4) non‐training managers are not primarily concerned with converting training benefits to dollar figures; (5) on‐the‐job tests and customer service reports are valued by both the training profession and business and industry; and (6) the low response suggests a potential lack of interest for the strategic position of the training function.     

Responsibility for career transition preparation

Summary The continuing need and desire for assistance in planning for, entering, and progressing in a career is well-documented over the past decade. Although assistance with finding and securing a job is a part of this need, it is but one aspect of the competencies needed by students to be aware of the world of work and how this world differs from the educational world they are leaving. The ability of students to adjust and contribute to many roles in their post-high school world is crucial for a successful and lasting transition.The competencies needed by students as they prepare for and implement their transition to the occupational world can serve as the focal point of the career guidance program in the high school. Such competencies must go beyond the acquisition of occupational information and job search and interview skills. Competencies expected of students must be those that will allow them to adjust, mature, and succeed in the world of work and allow them to satisfy the multiple roles they will have throughout their careers.School counselors must become an integral part of the program to assist students to acquire and use competencies that will ensure their successful adjustment and development in the occupational world. Career guidance programs must be expanded and maintained to meet the continuing needs of students and counselors must revive or renew the competencies and the skills necessary to serve students during their transition to the world of work.Edwin A. Whitfield is Associate Director, Division of Educational Services, Ohio Department of Education, Columbus, Ohio     

Components of leadership giftedness and multiple intelligences among Chinese gifted students in Hong Kong

This study examined the relationships between components of leadership giftedness and multiple intelligences among 510 Chinese gifted students in Hong Kong. These students perceived their strengths in intrapersonal, interpersonal and verbal‐linguistic intelligences, and their weaknesses in bodily‐kinesthetic and naturalist intelligences. They also rated themselves higher on leadership flexibility and goal orientation than on leadership self‐efficacy. In predicting the three leadership components, intrapersonal and verbal‐linguistic intelligences emerged as common and significant predictors, suggesting that self‐reflection and self‐management skills as well as a good command of language use were important in leadership. Other significant predictors such as logical‐mathematical intelligence for leadership self‐efficacy as well as goal orientation and interpersonal intelligence for leadership flexibility suggested that critical thinking might be important for the sense of confidence or efficacy and the vision of goals, whereas relational or people skills might be important for the openness to different options. Students who were classified high on both verbal‐linguistic intelligence and personal intelligences, high on one and low on the other, and low on both were found to be generally high, medium and low on all three leadership components, respectively. Implications of the findings for inferring different levels of components of leadership giftedness from specific intelligences and for developing leadership training programs are discussed.     

Didactic competencies of teachers from the learner’s viewpoint

Teacher competencies can be researched in many different ways. In the present article they are studied from the learner’s viewpoint. The article presents results of the extensive project “Teacher Education for New Competencies for the Knowledge Society and the Role of these Competencies in Educational Goal Attainment at School”, carried out at the Faculty of Arts of the University of Ljubljana, with the financial support of the Slovenian Ministry of Education and Sport. We present the results of the learner’s judgement of the teacher’s didactic competencies. We formed a questionnaire with which we operationalised teacher competencies with the purpose of measuring the teacher’s efficiency of instruction. In order to achieve the goals of modern instruction it is important to engage both models: learner‐centred and teacher‐centred education. The research showed that elements of the traditional instruction model are more frequently used than the model that demands a changed learner role.     

Development of a competency model and tailored assessment method for high school science teachers utilizing a flipped learning approach

Many professional development programs aim to improve student outcomes by enhancing teacher competencies. Effective evaluation of these programs requires a clear delineation of the competencies to be gained. A competency model was developed to evaluate the impact of a teacher professional program that aimed to improve teachers’ ability to effectively implement technologically engaged modules in a flipped classroom setting. Competencies were identified via participatory evaluation techniques and assessments were aligned to the competencies. The competency of teachers in the knowledge, skills, and abilities needed for creation and delivery of effective flipped lessons can be tracked using a radar graph to guide tailored professional development.

     

Gender Earnings Gap among Young European Higher Education Graduates

This paper examines the composition of the gender earnings gap among young European higher education graduates, with a particular focus on competencies controlling for individual background and job characteristics. The results show that much of the female worker’s earnings advantage can be explained by job characteristics. With respect to the competencies required at current jobs, we find that foreign language proficiency and computer skills play a large role in explaining part of the female earnings advantage. Additionally, estimation results by each one of the countries included in the analysis show that gender earning gaps are disparate in size as well as in composition.