Navamaga: a new path to new lives

A project in Sri Lanka sponsored by USAID AND the Overseas Education Fund (OEF) used nonformal training to prepare development workers to help women's groups orgnize income-generating projects. OEF and the Women's Bureau developed a 2-phase program for a toatl of 2 months training, which was separated by a 5-month period of field work. By the time the project came to an end in June 1982, development officers had helped rural women set up 2000 income-generating activities in Sri Lanka. their net profit was US $32,000 per month or an average of US $16 per woman. The profits from their activities surpassed the cost of the training project in less than a year. In the following year another 2000 activities were successfully started, so that beneficiaries, as of June, 1983 totalled over 22,000 people--4000 rural wmen and their families. The project, therefore, had a positive impact in a variety of areas: increased agricultural population, increased employment, increased participation of women in economic activities, development of institutional capability in rural areas, raised income of the rural poor and enhancement of health and nutrition.     

The reading–science learning–writing connection: Breakthroughs,barriers, and promises

This article establishes a broad framework from which to interpret and evaluate the reading–science learning–writing connection. The presentation of breakthroughs, barriers, and promises is intended to outline the established links between, to identify current bottlenecks in thinking about, and to highlight productive inquiries into, print-based languages and scientific understanding. The ideas presented come from various disciplines connected to science education. The ideas are meant to be informative, provocative, integrative, supportive, and without hidden agenda.     

Sexual reconviction rates in the United Kingdom and actuarial risk estimates

OBJECTIVE: Assessing the risk of further offending behavior by adult sexual perpetrators of children is highly relevant and important to professionals involved in child protection. Recent progress in assessing risk in sexual offenders has established the validity of actuarial measures, although there continues to be some debate about the application of these instruments. This paper summarizes the debate between clinical and actuarial approaches and reviews the "base rate" for United Kingdom sexual offense reconviction. METHOD: A review of the literature revealed 16 UK sexual reconviction studies, 8 using incarcerated samples (N=5,915) and 8 using non-incarcerated samples (N=1,274). UK estimates of sexual reconviction rates are compared with European and North American studies. RESULTS: The mean sexual reconviction rates for the incarcerated sample at 2 years (6.0%), 4 years (7.8%) and 6 years or more (19.5%) were higher than that of the comparative non-incarcerated sample at 2 years (5.7%), up to 4 years (5.9%), and 6 years or more (15.5%). The overall sexual reconviction rate for both samples combined was 5.8% at 2 years, and 17.5% at 6 years or more. CONCLUSIONS: The sexual reconviction rate for incarcerated sexual offenders is higher than that of non-incarcerated sexual offenders. The UK sexual reconviction rates were comparable with European and North American studies.     

The mid life transition and career couseling in Britain

Conclusion Despite these assertions, there has been considerable support for the relevance of Jung's work to women as well as men (Wehr, 1988; Downing, 1991). The framework that Levinson (1978) used to analyse his group of mid life men was useful in explaining more fully the woman client in the case study. Mid life brings many challenges and career counsellors need to be equipped to respond to their client's needs. As well as the appropriate skills, they require an appropritate theoretical framework. As Seligman (1994) put it, “counsellors who treat adults contemplating a mid life career change as they would treat the adolescent who is trying to formulate career plans will probably be unsuccessful and may well alienate the client” (p. 393).     

The Status of Career and Technical Education Undergraduate and Graduate Programs in the United States

The purpose of this study was to examine undergraduate and graduate student enrollments, course delivery modes, and curricular trends and issues of CTE programs. Based on findings from 139 program/department coordinators, results emphasized that although CTE programs within institutions of higher education have declined in number (Fletcher, Gordon, Asunda, &; Zirkle, 2015 Fletcher, E., &; Djajalaksana, Y. (2015). Instructional strategy preferences in the career and technical education classroom. Journal of Research in Business Education, 57(1), 32–56. [Google Scholar]), student enrollments within those programs have remained steady compared to prior studies (Bruening et al., 2001 Bruening, T., Scanlon, D., Hodes, C., Dhital, P., Shao, X., &; Liu, S. (2001). The status of career and technical education teacher preparation programs. (Report No. V051A990004). Minneapolis, MN: The National Research Center for Career and Technical Education. [Google Scholar]; Lynch, 1990 Lynch, R. (1990). A national database on vocational teacher education (Report No. V051A80004-89). Berkeley, CA: National Center for Research in Vocational Education. [Google Scholar]). Even so, CTE program/department administrators have articulated that declining student enrollment is a major challenge within their programs. Additionally, the development of online courses and the impact of state/national educational reform initiatives were identified as major curricular trends for CTE programs. Recommendations include the need for CTE faculty to embrace online instruction, and for programs to use broader nomenclature of CTE/Workforce Education, instead of names of more traditional subdisciplines within the field to remain more accessible and sustainable in the future. The condition of undergraduate and graduate CTE programs will likely impact the viability and sustainability of CTE teacher preparation programs, recruitment of a talented and diverse CTE teaching force, continuity of the U.S. teaching workforce, and ability of K–12 teachers to maintain high-quality CTE programs.