24 novembre 2012

CHEA and AAUP Release Advisory Statement on Accreditation and Academic Freedom

The Council for Higher Education Accreditation (CHEA) and the American Association of University Professors (AAUP) have released an advisory statement on Accreditation and Academic Freedom.
“This advisory statement addresses the role that accreditation plays in sustaining and enhancing academic freedom in the context of review of institutions and programs for quality,” said CHEA President Judith Eaton. “It is a response to concerns that academic freedom is increasingly challenged in today’s environment and that accreditation can play an even more helpful role in meeting this challenge.”
AAUP Senior Program Officer Anita Levy noted “This effort emerged from a desire to reaffirm the importance of academic freedom and its central role in the success of colleges and universities and the work of faculty. The advisory statement is designed to stimulate discussion of academic freedom among institutions, faculty and accrediting organizations.”
In early 2012, CHEA and AAUP agreed to work together to address the issue of academic freedom and the role of accreditation. CHEA and AAUP brought together a group of accrediting organizations, members of the AAUP Committee on Accreditation and others to develop an advisory statement.
The advisory statement has been approved both by the CHEA Board of Directors and the AAUP Committee on Accreditation. The statement provides guidance to CHEA institutional members, recognized accrediting organizations and AAUP members.
A national advocate and institutional voice for self-regulation of academic quality through accreditation, CHEA is an association of approximately 3,000 degree-granting colleges and universities and recognizes 60 institutional and programmatic accrediting organizations. CHEA is the only national association focused exclusively on higher education accreditation.
The American Association of University Professors is a nonprofit charitable and educational organization that promotes academic freedom and shared governance, and defines fundamental professional values and standards for higher education. The AAUP has approximately 48,000 members at colleges and universities throughout the United States. For further information, see AAUP’s 1940 Statement on Academic Freedom and Tenure and The Role of Faculty in the Accrediting of Colleges and Universities, and CHEA publications The Condition of Accreditation: U.S. Accreditation in 2011 and The Value of Accreditation.

Posté par pcassuto à 17:33 - - Permalien [#]


VAE à distance - Université de Reims Champagne Ardenne

cariforefL'Université de Reims Champagne-Ardenne est une université pluridisciplinaire qui propose des diplômes du Bac +2 au Bac +5 (offre disponible sur le site www.univ-reims.fr). L'ensemble de ces certifications est accessible par le dispositif de Validation des Acquis de l'Expérience (VAE).
Grâce à l'accompagnement de qualité que nous proposons, 75% des candidats à la VAE obtiennent une validation totale de leur diplôme.
Forte d'une offre de certification répondant aux besoins économiques et adaptée aux attentes de nombreuses régions françaises, l'Université de Reims a fait le constat que la plupart de ses candidats à la VAE sont issus de la France entière, et pas uniquement de Champagne-Ardenne.
Pour répondre aux besoins spécifiques des candidats extérieurs à notre Région, nous mettons à leur disposition un outil performant: LA PLATEFORME D'ACCOMPAGNEMENT VAE à DISTANCE.
Cette plateforme offre les services suivants: - l'accès en ligne à différents documents: guides, trames de dossier, maquette de diplôme - un système de visioconférence - un support de travail en simultané - des forums de discussion - des actualités - un lieu de partage de documents - l'accès à des vidéos de démonstration Et tout cela sans nécessiter, chez le candidat, de matériel ou de logiciel spécifique! Étant un espace d'accueil et d'information du public, vous êtes un acteur important de la VAE.
Ainsi, nous vous demandons de contribuer à informer le plus largement possible vos réseaux, vos partenaires, vos adhérents, vos collaborateurs et toutes les personnes susceptibles d'être intéressées par la VAE, de l'existence de cette plateforme d'accompagnement à distance au sein de l'Université de Reims Champagne-Ardenne.
Nous sommes à votre écoute pour tout renseignement. Dans l'espoir d'une collaboration fructueuse, les conseillères VAE 03.26.91.86.66 vae@univ-reims.fr.
cariforef Το Πανεπιστήμιο της Reims Champagne-Ardenne αποτελεί μια ολοκληρωμένη πανεπιστήμιο που προσφέρει βαθμούς Δίσκος 2 στο Δίσκο 5 (προσφέρει στο χώρο του ξενοδοχείου www.univ-reims.fr). Όλες αυτές οι πιστοποιήσεις είναι διαθέσιμες από την επικύρωση της συσκευής της αποκτηθείσας εμπειρίας (VAE). Χάρη στην υποστήριξη της ποιότητας που προσφέρουμε, το 75% των υποψηφίων να VAE μια πλήρη επικύρωση του πτυχίου τους. Περισσότερα...

Posté par pcassuto à 17:30 - - Permalien [#]
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Beyond 2012: The Future We Want “To Create”

http://www.guninetwork.org/resources/bibliography/beyond-2012-the-future-we-want-201cto-create201d/image_miniPUNTENNEY, P., LYNGDOH, B., BALLHORN D., PADUA, S. (eds.) 2012. Beyond 2012: The Future We Want “To Create”. Rio de Janerio: UN CSD Education Caucus, 2012.
This publication is the United Nations Commission on Sustainable Development (CSD) Education Caucus' summary Report for Rio+20, where various team members and partners shared their observations and insights.
The primary objective of the Education Caucus is to work within the United Nations system to promote policies that support education and sustainable development. Education for sustainable development engages stakeholders on three levels: the learning individual, the learning organization, and the learning society. For more information follow this link.
Beyond 2012: The Future We Want “To Create”
The fourteen Peoples’ Sustainability Treaties, evolved through a consultative process with hundreds of civil society organizations, converged at the Rio+20 to launch a Manifesto on the final day of the summit. They have declared that another world is possible after Rio+20 and pledged their commitment to a transition toward increasingly sustainable futures on earth.
• Environmental Education for Sustainable Societies and Global Responsibility (draft for Rio+20)
• Sustainability Treaty on Higher Education (draft for Rio+20)
6. UN Higher Education Sustainability Initiative (HESI) & Declaration for Rio+20:

On the occasion of the UN Conference on Sustainable Development in 2012, the leaders of the international academic community are called upon to commit to the development of sustainable practices for Higher Education Institutions.
Since Higher Education Institutions educate and train decision makers, they play a key role in building more sustainable societies and creating new paradigms. As educational institutions, they have the mission to promote development through both research and teaching, disseminating new knowledge and insight to their students and building their capabilities. Given the objectives of Rio+20, Higher Education Institutions have a special responsibility to provide leadership on education for sustainable development.
Education for sustainable development aims at enabling everyone to acquire the values, competencies, skills and knowledge necessary to contribute to building a more sustainable society. This implies revising teaching content to respond to global and local challenges. It should also promote teaching methods that enable students to acquire skills such as interdisciplinary thinking, integrated planning, understanding complexity, cooperating with others in decision-making processes, and participating in local, national and global processes towards sustainable development.
7. Global Universities Partnership on Environment and Sustainability (GUPES) Launch
The Global Universities Partnership on Environment and Sustainability (GUPES) is a flagship project of UNEP’s Environmental Education and Training Unit (EETU). GUPES aims to promote the integration of environmental and sustainability concerns in higher education through teaching, research, community engagement and infrastructure as well as enhance student engagement and participation.
United Nations Conference on Sustainable Development, Rio+20
The United Nations Conference on Sustainable Development - or Rio+20 - took place in Rio de Janeiro, Brazil on 20-22 June 2012. It resulted in a focused political outcome document which contains clear and practical measures for implementing sustainable development.
In Rio, Member States decided to launch a process to develop a set of Sustainable Development Goals (SDGs), which will build upon the Millennium Development Goals and converge with the post 2015 development agenda.
Governments also agreed to strengthen the United Nations Environment Programme (UNEP) on several fronts with action to be taken during the 67th session of the General Assembly.
See also A/RES/66/288 - The Future We Want [Arabic] [Chinese] [English] [French] [Russian] [Spanish].

Posté par pcassuto à 17:04 - - Permalien [#]

Active Ageing will be further fostered in 2013

European Association for Education of AdultsEuropean Year for Acive Ageing and Solidarity between Generations is coming to an end. Experts would like to invigorate intergenerational dialogue and the elders to work longer. EAEA's website on Active Ageing. Website of the European Year 2012.
Every year Europe gains 2 million over 60-year-olds. At the same time, the birth rate decreases. At first glance the situation seems to be hopeless.
- Ageing is good news: it offers new possibilities for Europe. Elders can for example mentor young, low-skilled generations, says Androulla Vassiliou, the Commissioner for Education and Culture. She spoke in the beginning of this week in a conference "One Step Up in later life: learning for active ageing and intergenerational solidarity" in Brussels, where a group of experts invited by the European Commission Adult Education Unit came together. The aim was to brainstorm the future of the ageing Europe. This was done during workshops, one of which facilitated by the EAEA Secretary-General Gina Ebner. The conference produced a Conference Memorandum that the Commission will look into when considering new policies. More...

Posté par pcassuto à 13:27 - - Permalien [#]

A head start for young people with vocational education

In the EU, 79% of vocational education graduates were working in 2009.
Reducing unemployment, increasing employability and ensuring better job quality and working conditions are key European Commission priorities. Vocational education seems to be a contributing factor.
Several indicators are considered in this survey. First, the 25-29 year-old population is broken down by level and orientation of educational attainment. For medium-level graduates of the same age, three more factors are taken into account: current employment rates for non-students, time elapsed from graduation to the first job lasting longer than three months, and length of time spent in the first job.
Key points
- A 79% of vocational education graduates at medium level were employed in 2009, compared to 75% for general graduates. The difference is twice as much for 20-24 year-old non-students (8.2%).
- VET graduates tend to find a job slightly more quickly: of employed 25-29 year-olds, 85% found a job within 11 months, compared to 80% for general graduates.
- VET graduates are more likely to stay longer in a job: 34% stayed in their first job for four years or longer, compared to 29% for general graduates. This could point to a slightly better match among VET graduates between the skills needed for the job and those of the individual.
- Although short-term employment prospects are better for vocational graduates, there are worrying signs, according to Cedefop’s medium-term skill forecast. Fewer job openings in occupations traditionally filled by VET graduates will be entirely new, compared to occupations usually filled by higher education graduates. In the longer term, vocational education graduates would be well advised to continue training to ensure their skills are up to date.
These and similar findings are available in Cedefop’s new report, From education to working life: the labour market outcomes of vocational education and training.
Notes

Data originate from the EU labour force survey ad hoc module 2009 on the entry of young people into the labour market, and are subject to its methodology. Data were processed by Cedefop based on extractions provided by Eurostat. In interpreting the data, possible differences in national implementations of the EU LFS should be taken into account.
Indicators on time from graduation to work and average time in the first job exclude Germany. The first job is a job lasting longer than three months. Data date back to 2009, at which point EU Member States had been affected by and responded to the crisis in different ways.

Posté par pcassuto à 12:23 - - Permalien [#]


Workshop on Guidance in employers’ age management strategies

Cedefop - European Centre for the Development of Vocational TrainingThessaloniki, 10 December 2012. The workshop will be targeted at 40 European and national policy-makers, stakeholders, researchers and experts, who show a professional interest in guidance in age management strategies and issues linked to the integration of immigrants. The objectives of the work-shop event are as follows:
- to discuss the preliminary results of the first interim phase of the European study currently being developed by  Cedefop on employers’ age management strategies;
- to address the key questions and challenges arising from these results;
- to suggest adjustments/improvements for the next phases of the study.
Download the Background Note.
The study includes four phases:

- An introductory phase, adjusting methodology, data collection formats and discussing the literature review, as well as defining criteria for country clustering into coherent groups;
- A first interim phase, which comprises a literature review regarding the 12 selected countries and interviews with national experts from all the 27 countries. The implementation of the first 5 case studies (from a total of 20) and corresponding draft descriptions.
- A second interim phase of the study, which comprises the implementation of the remaining 15 case studies and of 40 mini-cases (mini-cases are to be based on information supplied by national experts). This stage will also comprise interviews to EU level stakeholders.
- The fourth stage will be the final analysis of information identifying good practices on/innovative approaches to designing, developing, implementing and monitoring age management strategies in public and private sector organizations and delivering key messages for EU and national policy-makers, employers and guidance experts.
The introductory and first interim phases of the study are completed, and the preliminary results from the first five case-studies as well as the analysis of the national frameworks are now available.
Countries were clustered, during the introductory phase of the study, into four groups according to the following criteria: labour market regulations, economic situation, employment levels of older workers, levels of VET availability and enrolment among older workers.
Three representative countries were selected from each cluster, accounting for geographic and demographic variety as well as a diversity of situations in EU antiquity, providing a total of 20 case-studies in 12 countries. The representative countries also serve as a basis for a more in depth analysis of policy and legislative context. This later information will benefit from the input of interviews to national experts, partly implemented during the first interim phase and to be completed during the second interim phase.
Case studies consist of guidance practices targeted at older workers within organizations. They attempt to retain variety concerning firm size and sector of activity. Each case study is linked with two similar practices implemented in other countries. The mini-case studies will reflect similarities or relevant aspects of the in-depth case studies, being developed in parallel situations in two other countries. The mini-cases will account for interesting elements regarding crosscountry and/or cross-sector transferability of practices.
The first five case-studies and the national reviews have identified, up to this point, some fundamental challenges to achieving critical results for firms and workers:
- There is fragmentation and lack of coordination between guidance services for older workers;
- Firm-based strategies frequently have a low degree of definition in what concerns the content, nature and methods of guidance methods used;
- The concern for the inclusion in the activities of professionals with appropriate guidance skills or for the organisation of adjusted training in guidance methods to management level seems to be irregular;
- There is a lack of established methods to follow-up and evaluate the benefits of guidance for older workers;
- There is a frequent inaccuracy and lack of clear strategy in inserting guidance in the age management strategies at both national and firm level;
- The labour participation of older workers managed at small scale through regional/local programmes;
- There is a certain difficulty in identifying examples of good practice addressed specifically to older workers – strategies are frequently mixed (in age targets) and have only specificities aimed at older workers;
- Frequently there is not a consensual definition of active age management agreed at national level, which results in low common vision between policy fields, coordinating bodies, etc;
- Not all countries have developed a National strategy on ageing, which does not favour the development of structured approaches and supports.
The present workshop has as purpose to discuss the relevance and quality of the results, addressing these fundamental challenges and to suggest adjustments/improvements for the next phases of the study. Download the Background Note.

Posté par pcassuto à 12:15 - - Permalien [#]

Working and ageing - The benefits of investing in an ageing workforce

Publication coverSlowly but steadily, the attitude towards population ageing is changing in Europe. Early reports had described it as a demographic time bomb with negative consequences for economies and societies. But these changes are increasingly seen as harbingers of opportunity and the emerging ‘silver economy’ as a driver of future growth.
This publication, which marks the European Year 2012 for active ageing and solidarity between generations, contributes to the debate by providing new insights that are based on the latest research and best practices in Europe and the Member States.
The evidence points towards the importance of demonstrating the benefits of learning to all stakeholders and developing the capacity of organisations to make the best of their employees’ abilities at any age. Download Working and ageing.
Press release - Despite changing attitudes, employers are not yet prepared for an ageing workforce Cedefop study draws implications for human resource management and training policies
Attitudes toward what used to be called “the demographic time bomb” are improving: Europe’s ageing workforce is increasingly seen as a factor of growth and innovation. Yet while employers are fully aware that the workforce is ageing, they do little to prepare for this change, and certainly not enough to make the best of it.
Cedefop’s latest publication on working and ageing, The benefits of investing in an ageing workforce, collects papers that examine this ‘ageing paradox” and show how investing in learning later in life can bring real benefits to companies as well as individuals. The papers cover, among other EU Member States, Germany, Italy, England, Austria and Belgium, but also look at developments in Canada and the USA; sectors discussed range from the pharmaceutical industry to retail.
The papers collected in this publication emphasise that employers need first and foremost to develop ‘demographic literacy’, i.e. to understand how to create a learner-friendly environment for employees of all ages. Successful companies, research shows, take a life-cycle approach to active ageing, addressing the learning needs of employees from recruitment to retirement. Download Working and ageing.

Posté par pcassuto à 12:10 - - Permalien [#]

Working and ageing - The benefits of investing in an ageing workforce

Publication coverSlowly but steadily, the attitude towards population ageing is changing in Europe. Early reports had described it as a demographic time bomb with negative consequences for economies and societies. But these changes are increasingly seen as harbingers of opportunity and the emerging ‘silver economy’ as a driver of future growth.
This publication, which marks the European Year 2012 for active ageing and solidarity between generations, contributes to the debate by providing new insights that are based on the latest research and best practices in Europe and the Member States.
The evidence points towards the importance of demonstrating the benefits of learning to all stakeholders and developing the capacity of organisations to make the best of their employees’ abilities at any age. Download Working and ageing.
Press release - Despite changing attitudes, employers are not yet prepared for an ageing workforce Cedefop study draws implications for human resource management and training policies
Attitudes toward what used to be called “the demographic time bomb” are improving: Europe’s ageing workforce is increasingly seen as a factor of growth and innovation. Yet while employers are fully aware that the workforce is ageing, they do little to prepare for this change, and certainly not enough to make the best of it.
Cedefop’s latest publication on working and ageing, The benefits of investing in an ageing workforce, collects papers that examine this ‘ageing paradox” and show how investing in learning later in life can bring real benefits to companies as well as individuals. The papers cover, among other EU Member States, Germany, Italy, England, Austria and Belgium, but also look at developments in Canada and the USA; sectors discussed range from the pharmaceutical industry to retail.
The papers collected in this publication emphasise that employers need first and foremost to develop ‘demographic literacy’, i.e. to understand how to create a learner-friendly environment for employees of all ages. Successful companies, research shows, take a life-cycle approach to active ageing, addressing the learning needs of employees from recruitment to retirement. Download Working and ageing.

Posté par pcassuto à 12:10 - Permalien [#]

Δελτίο τύπου - Ο κόσμος της εκπαίδευσης πιο ανοιχτός στη σύνδεση με την αγορά εργασίας

Cedefop - European Centre for the Development of Vocational TrainingΗ εκπαιδευτική κοινότητα της χώρας είναι πλέον πιο ανοιχτή στην ανάγκη στενότερης σύνδεσης της εκπαίδευσης με την αγορά εργασίας. Παράλληλα όμως και οι οικονομικοί φορείς οφείλουν να αναλάβουν περισσότερες πρωτοβουλίες για την αξιοποίηση και αναβάθμιση των δεξιοτήτων και επαγγελματικών προσόντων των εργαζομένων τους.
Αυτό ήταν ένα βασικό συμπέρασμα της ημερίδας με τίτλο  «Γεφυρώνοντας την εκπαίδευση και την κατάρτιση με την αγορά εργασίας – αξιολόγηση και πιστοποίηση της μάθησης και των προσόντων σε ευρωπαϊκό επίπεδο», που διοργάνωσε χθες το Cedefοp σε στενή συνεργασία με τον Δήμο Θεσσαλονίκης και την Περιφερειακή Διεύθυνση Εκπαίδευσης Κεντρικής Μακεδονίας, με τη συνδρομή του Κέντρου Ευρωπαϊκής Πληροφόρησης Europe Direct.
Η ημερίδα, που επικεντρώθηκε στις τελευταίες μελέτες του Cedefop σχετικά με την αναντιστοιχία δεξιοτήτων και θέσεων εργασίας, και τις νέες μεθόδους αναγνώρισης επαγγελματικών προσόντων, εντάσσεται στο ευρύτερο πλαίσιο των εργασιών της Συντονιστικής Επιτροπής Διά Βίου Μάθησης και Σύνδεσης με την Απασχόληση του Δήμου Θεσσαλονίκης. Στην επιτροπή συμμετέχει το Cedefop μαζί με τους κοινωνικούς, παραγωγικούς και εκπαιδευτικούς φορείς της πόλης. Δελτίο τύπου σε μορφή PDF.

Posté par pcassuto à 12:07 - - Permalien [#]

Les docteurs - un levier pour l’innovation qu’il est urgent d’actionner

Par Thomas Gauthier, Guillaume Miquelard-Garnier et Elifsu Sabuncu (rapporteurs). Le présent rapport de synthèse fait suite à la journée de réflexion organisée par l’Alambic à l’ESPCI ParisTech le samedi 27 octobre 2012.
La France reste l’un des rares pays où la poursuite de carrière à l’issue de l’obtention d’un doctorat est problématique. Les postes de chercheurs ou enseignants-chercheurs dans le public ne représentent qu’environ 30% du flux des docteurs. Tandis que la majorité d'entre eux a donc vocation à rejoindre l’entreprise, l’immense majorité des salariés dans la R&D française sont des diplômés ingénieurs bac+5. Le présent rapport de synthèse, rédigé à la suite de la journée de réflexion organisée par l'Alambic à l'ESPCI ParisTech le samedi 27 octobre 2012, présente 5 propositions pour actionner le levier de l'innovation que constituent les docteurs.
Introduction

La France reste l’un des rares pays où la poursuite de carrière à l’issue de l’obtention d’un doctorat est problématique: le taux de chômage y est comparable à celui de l’ensemble de la population, deux fois plus élevé que pour les diplômés bac+5 (niveau Master ou Ingénieur), et dépasse les 15% dans certains secteurs, d’après les enquêtes du Céreq. Les postes de chercheurs ou enseignants-chercheurs à l’Université et dans les Établissements Publics à caractère Scientifique et Technologique (EPST) ne représentent qu’environ 30% du flux des docteurs tandis que la haute fonction publique ne leur est encore que marginalement ouverte: la majorité des docteurs a donc vocation à rejoindre l’entreprise. Or, dans la Recherche et Développement (R&D) française, l’immense majorité des salariés sont des diplômés ingénieurs bac+5 tandis que seuls 10% sont des docteurs, pourtant formés pour être moteurs de l’innovation. De plus, 60% des entreprises n’ayant jamais recruté à ce niveau n’envisage pas de le faire (Compétences et employabilité des docteurs. Rapport d’enquête, Adoc Talent Management, 2012). En conséquence, le phénomène de « fuite des cerveaux » s’accélère et est plus marqué que dans les autres pays européens.
Le doctorat : un parcours encore difficile à valoriser
Proposition 1 : Généraliser le contrat de travail pour tous les doctorants.

Tout d’abord, une exigence assumée vis-à-vis des doctorants et la ferme volonté de redorer le blason du titre de docteur ne peuvent se justifier qu’en généralisant le contrat de travail pour tous les doctorants....
Proposition 2 : Instaurer une véritable “démarche qualité” en renforçant le rôle et les moyens d’action des comités de thèse et en définissant des critères académiques de validation du doctorat.
Si la qualité d’une grande majorité des doctorats obtenus n’est pas remise en question, il suffit de quelques exceptions, qui s’ajoutent de plus à une relative mauvaise image globale de l’Université en France (tant du point de vue des étudiants que des employeurs, de la licence au doctorat), pour faire perdurer la frilosité nationale face au doctorat....
De l’Université à l’entreprise : une transition encore difficile
Proposition 3 : Approfondir le rôle des formations doctorales dans la poursuite de carrière des docteurs en-dehors de l’Université....
Proposition 4 : Promouvoir les mécanismes incitatifs existants (CIFRE et CIR), les nouvelles pratiques de recrutement de docteurs et la validation des acquis par l’expérience afin d’encourager le cofinancement par l’entreprise du doctorat et le recrutement en contrat à durée illimitée des docteurs....
Du doctorant à l’entrepreneur : un continuum à encourager et à accompagner
Proposition 5 : Mettre en place une politique commune autour de la valorisation de la recherche publique issue du travail des doctorants.

L’intérêt pour l’aventure entrepreneuriale semble progresser au sein de la population doctorale, notamment pour les doctorants bénéficiaires d’une bourse CIFRE. Pour autant, il faut que les outils conceptuels et pratiques soient mis à leur disposition, ce qui pourrait faire l’objet d’une partie de la formation doctorale....

By Thomas Gauthier, Guillaume Garnier and Miquelard-Elifsu Sabuncu (rapporteurs). This synthesis report following the retreat organized by Alembic to ESPCI ParisTech Saturday, October 27, 2012.
France remains one of the few countries where continued career after obtaining a doctorate is problematic. Research positions or lecturers in public only about 30% of the flow of doctors. While the majority of them therefore destined to join the company, the vast majority of employees in the French R & D engineers are graduates tray 5. This synthesis report prepared following the retreat organized by the alembic ESPCI ParisTech Saturday, October 27, 2012, presents five proposals for the lever of innovation that are doctors. More...

Posté par pcassuto à 11:13 - - Permalien [#]