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Benchmark Best Practices: Nature of Work: Service
(2014). Benchmark Best Practices: Nature of Work: Service.
The COACHE surveys of college faculty produce data that are both salient to full-time college faculty and actionable by academic leaders. The survey items are aggregated into 20 benchmarks representing faculty satisfaction along key themes. This white paper examines service: faculty satisfaction or dissatisfaction with the portion of their time spent on service, the number of committees on which they serve, the attractiveness of those committees, and the discretion faculty have to choose them.
The COACHE survey instrument asks questions about the quantity, quality, and equitable distribution of their service work, as well as their institutions' efforts to help faculty be service leaders and sustain their other commitments. In follow-up interviews with faculty and institutional leaders, a common refrain emerged: faculty are eager to participate not in more service, but in more meaningful service, and institutions must do better to engage and to reward those contributions.
Benchmark Best Practices: Nature of Work: Research
(2014). Benchmark Best Practices: Nature of Work: Research.
The COACHE surveys of college faculty produce data that are both salient to full-time college faculty and actionable by academic leaders. The survey items are aggregated into 20 benchmarks representing faculty satisfaction. This white paper discusses research, including the portion of faculty time spent on research, external funding, the influence faculty have over the focus of their research/scholarly/creative work, the availability of course release time, and institutional support. Faculty satisfaction with research is a function not just of the time faculty members have to commit to research, but of the clarity and consistency of institutional expectations for research productivity and the resources colleges and universities provide faculty to meet them.
COACHE researchers interviewed leaders from member institutions whose faculty rated items in this theme exceptionally well. While several of the highest ratings were found at baccalaureate institutions, the lessons derived from our interviews with their leaders are transferrable to universities at the school-, college-, or division-level.
Benchmark Best Practices: Mentoring
(2014). Benchmark Best Practices: Mentoring.
The COACHE surveys of college faculty produce data that are both salient to full-time college faculty and actionable by academic leaders. The survey items are aggregated into 20 benchmarks representing faculty satisfaction. This white paper examines the effectiveness of mentoring within departments, outside departments but at the same institution, and outside the institution.
Mentoring has always been important in the academic workplace. Only in recent years, however, has the practice evolved more widely from incidental to intentional as academic leaders have come to appreciate that mentorship is too valuable to be left to chance.
Many pre-tenure faculty members feel mentoring is essential to their success, but such support is also instrumental for associate professors on their path to promotion. While some institutions rely on the mentor-protégé approach (a senior faculty member formally paired with a junior faculty member), new models encourage mutual mentoring, team mentoring, and strategic collaborations beyond the department.
Success on the Tenure Track: Five Keys to Faculty Job Satisfaction
Trower, C. (2012). Success on the Tenure Track: Five Keys to Faculty Job Satisfaction (pp. 288) . Baltimore, Johns Hopkins University Press.
Landing a tenure-track position is no easy task. Achieving tenure is even more difficult. Under what policies and practices do faculty find greater clarity about tenure and experience higher levels of job satisfaction? What makes an institution a great place to work?
In 2005–2006, the Collaborative on Academic Careers in Higher Education surveyed more than 15,000 tenure-track faculty at 200 institutions. The survey was designed around five key themes: tenure clarity, work-life balance, support for research, collegiality, and leadership.
Success on the Tenure Track positions the survey data in the context of actual colleges and universities. Best practices at the highest-rated institutions in the survey—Auburn, Ohio State, North Carolina State, Illinois at Urbana-Champaign, Iowa, Kansas, and North Carolina at Pembroke—give administrators practical, proven advice on increasing employee satisfaction. Additional chapters discuss faculty demographics, trends in employment practices, creating a great workplace for faculty, and the future of tenure.
Read the full text
See also: Cathy Trower, Faculty Development and Support, Higher Education Leadership, Recruitment and Retention, Work Life Balance, Publications Using COACHE Data, Pre-Tenure
Data, Leadership, and Catalyzing Culture Change
Benson, T., & Trower, C. (2012). Data, Leadership, and Catalyzing Culture Change. Change: The Magazine of Higher Learning , 44 (4), 27-34.
As the national economy has worsened, a large cadre of tenured senior faculty is graying and staying at their institutions. This has left an older set of full professors who began their careers in a different era, an overworked and underappreciated set of associate professors, and a group of assistant professors who are wondering, "What have I gotten myself into?"
By and large, tenure-track faculty want what they have always wanted: clear and reasonable tenure requirements; support for teaching and research; an environment that allows them to juggle responsibilities at work and home; and a set of colleagues to whom they can turn for mentoring, collaborations, intellectual stimulation, and friendship. But several differences between the past and present affect these faculty dramatically.
See also: Cathy Trower, Todd Benson, Higher Education Leadership, Recruitment and Retention, Publications Using COACHE Data, Tenured
Intent to leave the professoriate: The relationship between race/ethnicity and job satisfaction for pre-tenured professors in doctorate-granting universities
Bruce, D. S. (2011). Intent to leave the professoriate: The relationship between race/ethnicity and job satisfaction for pre-tenured professors in doctorate-granting universities. University of Kansas.
This study investigated pre-tenure faculty satisfaction and intent to leave their institution using 2005–2008 data from the Faculty Job Satisfaction Survey. The purpose of this study is to identify salient variables influencing faculty of color retention and to explain the lack of progress in diversifying the professoriate by exploring the relationship between racial/ethnic group membership and pre-tenure faculty job satisfaction and the relationship these variables have with departure intentions. The study was limited to faculty working at doctorate-granting U.S. universities.
Results of the study suggest faculty of color are more likely to intend to leave their institutions than their White (non-Hispanic) counterparts. Specifically, the study's findings suggest satisfaction with tenure processes and procedures, teaching, advising, service, and research expectations, and collegiality negatively influenced departure intentions of pre-tenure faculty overall and for specific racial/ethnic groups. The study offers ideas for expanded research on pre-tenure faculty job satisfaction and intent to leave.
Read the dissertation
See also: Recruitment and Retention, Publications Using COACHE Data, Faculty of Color
The role of citizenship status in intent to leave for pre-tenure faculty
Kim, D., Wolf-Wendel, L., & Twombly, S. B. (2013). The role of citizenship status in intent to leave for pre-tenure faculty. Journal of Diversity in Higher Education , 6 (4), 245-260.
Using a national database, this study uses discriminant analysis to explore the role of citizenship status in determining intent to leave for pre-tenure faculty members at 4-year research universities. Of the three possible responses (intend to stay, intend to leave, and undecided), two functions emerged. The first function differentiates those who intend to stay from those who intend to leave and those who are undecided. The second function differentiates between those who intend to leave and those who are undecided.
Measures of satisfaction with workplace serve as the primary indicators of function one. Race and citizenship status are the only variables significant for function two. Demographic variables, discipline, salary, and institutional variables are not significant in either function. The variables that are significant for the entire sample are similar to those significant just for non-U.S. citizen faculty. Implications of this study for institutions include attending to departmental and institutional fit, recognition of diversity among non-U.S. citizen faculty, and working toward improving various components of satisfaction.
See also: Diversity, Equity, and Inclusion, Recruitment and Retention, Publications Using COACHE Data, Pre-Tenure
Engineering a place for women: A study of how departmental climate influences the career satisfaction of female mechanical engineering faculty members
Young, M. J. (2012). Engineering a place for women: A study of how departmental climate influences the career satisfaction of female mechanical engineering faculty members. Syracuse University.
The purpose of this mixed-methods study was to better understand how female mechanical engineering faculty members' career experiences in academia affect their satisfaction. The research considered differences in satisfaction reported by female and male mechanical engineering faculty members in terms of departmental climate, nature of work, resource allocations, departmental policies/practices, and overall satisfaction.
The study compared the levels of satisfaction reported in survey data collected through the Faculty Job Satisfaction Survey from 2005-2010. A subset of the survey participants was interviewed to gain nuanced descriptions of faculty member worklife.
This study identified the role of gendered divisions of labor, gendered divisions of allowed behavior, gendered symbols, and gendered interactions as reasons why female mechanical engineering faculty members are less satisfied with employment in academia than their male colleagues. Recommendations for how mechanical engineering leadership can improve the climate in the department include transparency in decision-making and encouraging senior faculty members to engage in constructive, collaborative research conversations with junior faculty members.
See also: Diversity, Equity, and Inclusion, Publications Using COACHE Data, By Discipline, Women
Examining faculty satisfaction, productivity, and collegiality in higher education: Contemporary contexts and modern methods
Victorino, C. A. (2012). Examining faculty satisfaction, productivity, and collegiality in higher education: Contemporary contexts and modern methods. University of California, Santa Barbara.
In response to discourse surrounding faculty accountability and diversity, this dissertation describes three studies of faculty satisfaction, productivity, and collegiality in higher education. The studies employed advanced quantitative methods to analyze and interpret faculty data at four-year colleges and universities.
The first study revealed a strong, positive, and highly significant relationship between campus racial climate and faculty satisfaction at the individual level, regardless of gender, race/ethnicity, and tenure status. The second study identified five classes of faculty productivity with respect to gender, race, institutional type, and levels of faculty satisfaction.
The third study examined the relationships among faculty collegiality, job satisfaction, and turnover intentions. Significant findings indicated that faculty collegiality was strongly and positively related to job satisfaction and negatively related to turnover intentions, regardless of gender and race/ethnicity. Women faculty and faculty of color indicated lower levels of collegiality, and faculty of color reported lower job satisfaction and higher turnover intentions.
See also: Diversity, Equity, and Inclusion, Recruitment and Retention, Publications Using COACHE Data, Faculty of Color, Women
Tenured
Clear as Mud: Promotion Clarity by Gender and BIPOC Status Across the Associate Professor Lifespan
Kulp, A. M., Pascale, A. B., & Wolf-Wendel, L. (2021). Clear as Mud: Promotion Clarity by Gender and BIPOC Status Across the Associate Professor Lifespan. Innovative Higher Education.
Mid-career faculty members often seek to advance to the highest faculty rank of full professor, but research suggests women and Black, Indigenous and Other People of Color (BIPOC) faculty face inequitable patterns in advancement to the full professor rank. This study focuses on associate professors' perceptions of promotion clarity, or the degree to which they are clear about the processes and criteria for advancing to the full professor rank.
See also: Career Path, Diversity, Equity, and Inclusion, Publications Using COACHE Data, Faculty of Color, Tenured, Women
Success After Tenure: Lessons in Engaging Midcareer Faculty
(2018). Success After Tenure: Lessons in Engaging Midcareer Faculty.
Mid-career faculty actively seek professional satisfaction and personal well-being in their careers at the departmental and institutional level. However, a growing body of research tells us that the policies and practices in place at colleges and universities do not always support this goal. This webinar, "Success After Tenure: Lessons in Engaging Mid-Career Faculty," offers an inside take on the themes of the book Success After Tenure: Supporting Mid-Career Faculty and provide real-world best practices from practitioners in the field.
Download the presentation slides
See also: Faculty Development and Support, Recruitment and Retention, Webinars, Tenured
Evidence-Based Faculty Development: The COACHE Research-Practice Partnership
Mathews, K., & Benson, R. T. (2018). Evidence-Based Faculty Development: The COACHE Research-Practice Partnership. In Success After Tenure: Supporting Mid-Career Faculty . Stylus Publishing, LLC.
This book brings together leading practitioners and scholars engaged in professional development programming for and research on mid-career faculty members, those tasked with being the next generation of faculty leaders and mentors on their respective campuses, with little to no supports to do so effectively.
The stories, data, and resources shared in this book will provide inspiration—and reality checks—to administrators, faculty developers, and department chairs charged with supporting their faculties as they engage in academic work. Topics include faculty development for formal and informal leadership roles; strategies to support professional growth; teaching and learning as a form of scholarship; and strategies to recruit, retain, and promote underrepresented faculty populations.
While the authors acknowledge that mid-career faculty members face numerous challenges, this collection offers a counter narrative by looking at ways that faculty and/or institutions can assert themselves to find opportunities within challenging contexts.
See also: Kiernan Mathews, Todd Benson, Faculty Development and Support, Publications Using COACHE Data, Tenured
Women Faculty in STEM Disciplines: Experiences with the Tenure Process and Departmental Practices
Lisnic, R., Zajicek, A., & Kerr, B. (2020). Women Faculty in STEM Disciplines: Experiences with the Tenure Process and Departmental Practices. Humanity & Society.
Using Faculty Job Satisfaction Survey data, the purpose of the study is to explore predictors of perceptions of tenure clarity for faculty in STEM and non-STEM fields. We use the gendered organization framework to examine whether for four groups of faculty (women and men in STEM and women and men in non-STEM), assessment of fairness in tenure decisions and evaluations, messages about tenure requirements, mentoring, and relationships with peers have a similar effect on their assessment of tenure clarity. Women in STEM fields are less likely to perceive the expectations for tenure as clear or to assess tenure decisions and evaluations as fair, mentoring as effective, and relationships with peers as satisfactory.
See also: Publications Using COACHE Data, By Discipline, Women
Work–Family Balance and Tenure Reasonableness: Gender Differences in Faculty Assessment
Lisnic, R., Zajicek, A., & Kerr, B. (2019). Work–Family Balance and Tenure Reasonableness: Gender Differences in Faculty Assessment. Sociological Spectrum , 39 (5), 340-358.
Perceptions of work–family balance and of the reasonableness of tenure expectations are key faculty retention factors. Using the Faculty Job Satisfaction Survey, which includes data from 2,438 tenure-track assistant professors, Rodica Lisnic, Anna Zajicek, and Brinck Kerr explore whether faculty assessment of departmental and institutional support for family influences their perceptions of the reasonableness of tenure expectations.
Results reveal that women are less likely than men to report tenure expectations as scholars are reasonable and that departments and institutions are supportive of family-work balance. Departmental support for family-work balance, caring for an ill family member, satisfaction with family-friendly policies, and workload have the strongest association with reasonableness. Satisfaction with family-friendly policies has a significant relationship with reasonableness of tenure expectations only for faculty with family care responsibilities. These results have implications for family-friendly policies and practices in academia.
See also: Career Path, Diversity, Equity, and Inclusion, Work Life Balance, Publications Using COACHE Data, Pre-Tenure, Women
2019 Year in Review: The Collaborative on Academic Careers in Higher Education
(2020). 2019 Year in Review: The Collaborative on Academic Careers in Higher Education.
COACHE's 2019 work focused on two types of faculty members: those who leave and those who lead. This work incorporated a larger number of faculty members than in 2018, with 41 colleges, universities, and specialized programs in the 2019 Faculty Job Satisfaction Survey cohort, a total of more than 28,000 faculty participants, and an average institutional response rate of 54 percent.
Institutional reports for the Faculty Retention and Exit Survey indicate why faculty leave—or remain—at their institutions, and where inequities arise in retention negotiations. COACHE's work also examined how we define faculty leadership, and which faculty leaders—women and humanities faculty among them—are less likely to receive institutional support in sustaining other aspects of their work.
Download the 2019 Year in Review
See also: Year in Review
In 2018, the Collaborative on Academic Careers in Higher Education collaborated with the Harvard Institutes for Higher Education (HIHE) to launch the first ever Seminar on Leadership of the Faculty, a three-day workshop for academic leadership. An introduction between Harvard Club of New York, HIHE, and COACHE partners in the CUNY system led to a $100,000 grant for CUNY to invest in developing diverse faculty leadership. Data from the Faculty Job Satisfaction Survey yielded an exploration of mid-career faculty, an ongoing pursuit to prevent mid-career malaise and provide support. The Faculty Retention and Exit Survey revealed the risk that a "counteroffer culture" poses to faculties' home institutions during salary negotiations. Finally, an overhaul of our data dissemination process has made it easier for researchers to access our data in order to implement institutional changes.
In the 2016-2017 academic year, the Collaborative welcomed our largest and most diverse cohort of Faculty Job Satisfaction partners to date with over 60 higher education institutions—public and private, two- and four-year—joining our ranks. After a successful pilot, we launched the first ever multi-institutional study of Faculty Retention and Exit to 12 institutions nationwide in the spring and 22 in the fall. And to complement our survey offerings, we adapted our reporting platform to be more robust than ever, with additional race and ethnicity categories and academic area analyses.
Read the year in review
(2020). Recognizing Faculty with Disabilities: Data and Considerations from the Faculty Job Satisfaction Survey.
In 2019, COACHE added a series of questions about disability status to our flagship Faculty Job Satisfaction Survey. Two years of data were examined to understand how faculty's experience of the academic workplace might vary depending on their disability type and disclosure status. Review the infographic below to understand how attitudes and disclosure differ across types of disabilities and how administration can create inclusive policies to address these key insights. Click here for an accessible version of the document.
See also: Diversity, Equity, and Inclusion, Faculty Development and Support, Infographics
Revealing Data on Faculty Retention & Departure
(2017). Revealing Data on Faculty Retention & Departure.
In 2017, after a successful pilot with several campuses of a large public university system, COACHE launched the Faculty Retention and Exit Survey nationwide. This study represents the first multi-institutional survey of faculty retentions (among those with outside offers) and departures. Until now, there was no coordinated effort for universities to develop a common understanding of the causes, costs, and conduct of faculty mobility.
Among the takeaways: More than half of faculty ranked salary as a secondary factor or not a factor in their decision to stay or leave. But 67% selected quality of colleagues as a compelling factor. The study also found that faculty are expected to cultivate outside offers before they can ask for a better deal at home, and that this requirement pushes them out the door: nearly 1 in 3 faculty who left originally sought the offer only to renegotiate the terms of their employment.
Learn more about the data
See also: Recruitment and Retention, Infographics
Using the Faculty Job Satisfaction Survey to Improve Equity for Texas Tech Faculty
(2021). Using the Faculty Job Satisfaction Survey to Improve Equity for Texas Tech Faculty.
Upon receiving their Faculty Job Satisfaction Survey results, Texas Tech University set to work addressing some of the equity gaps brought to light. Among their priorities was departmental collegiality, diversity and equity across divisions, and department chair training. By creating two faculty fellow positions and a team Faculty Equity Advocates, Texas Tech is set to make meaningful changes on their campus.
Download the Partner Spotlight
See also: Partner Case Studies
Tailoring a Survey for Campus Change at the University of Denver
(2021). Tailoring a Survey for Campus Change at the University of Denver.
The University of Denver was changing on several fronts at the start of their partnership with the Collaborative on Academic Careers in Higher Education (COACHE). A new vice chancellor for diversity, equity, and inclusion was coming on board, a new initiative on community and values needed information to guide it, and concerns about the departmental decision-making processes were awaiting a solution.
By adapting COACHE's Faculty Job Satisfaction Survey with carefully tailored custom questions, DU's leaders realized that one tool could in fact support many changes.
Download the Case
Building Trust, Engaging Faculty, Taking Action: Supporting the Next Generation of Faculty at Georgia State University
(2021). Building Trust, Engaging Faculty, Taking Action: Supporting the Next Generation of Faculty at Georgia State University.
Georgia State University decided to partner with COACHE after the university's Commission on the Next Generation of Faculty urged the institution to gather more robust data on diversity, equity, and inclusion on campus. The provost's office made three guarantees to faculty about the Faculty Job Satisfaction Survey: the administration wanted to hear from every full-time faculty member, they would not receive data that would allow them to identify any individual faculty member, and they would use the results for campus improvement. This transparancy has already borne fruit. With a higher response rate than peer institutions and a renewed sense of trust, GSU administrators are moving forward in unpacking the results collaboratively with their faculty.
Read the full case
See also: Higher Education Leadership, Partner Case Studies
Cross-cultural mentoring in higher education: the use of a cultural identity development model
Batiste, H., Denby, R., & Brinson, J. (2022). Cross-cultural mentoring in higher education: the use of a cultural identity development model. Mentoring & Tutoring: Partnership in Learning , 30 (4), 409-433.
This article examines the role that cultural identity development plays in understanding cross-cultural mentoring encounters between White faculty and faculty of color. The authors present the components of a conceptual framework for developing mentoring approaches that consider a person's cultural identity stage of development. Using a systematic approach, the authors consider the fundamental principles of cultural identity development theory combined with higher education contextual conditions, resulting in an approach by which mentors and protégés could govern their interactions. The article concludes with implications for mentoring program administrators, faculty, and leaders in higher education.
See also: Diversity, Equity, and Inclusion, Faculty Development and Support, Publications Using COACHE Data
COVID-19 Impact Study: Technical Report
Foster, D. (2020). COVID-19 Impact Study: Technical Report . COACHE Partner Strategy Workshop, The Collaborative on Academic Careers in Higher Education.
The findings from a series of statistical analyses present compelling evidence that the disruption to campus operations caused by the coronavirus (COVID-19) in March 2020 impacted faculty perceptions of some aspects of their campus environment. This impact was felt across all institutions that participated in the COACHE Faculty Job Satisfaction Survey (JSAT) for a subset of JSAT benchmarks and specific items. At the same time, some benchmarks and most items were unaffected. The majority of the benchmarks and items that were impacted concerned leadership, governance, and decision-making. Additional analyses of the differences between benchmark scores with and without the presence of post-disruption responses suggest that the degree of change with the inclusion of post-disruption responses is negligible in practical application and does not warrant additional data cleaning for valid interpretation of report findings.
See also: Statistical Reports
Selected Dimensions of the Faculty Workplace Experience
(2019). Selected Dimensions of the Faculty Workplace Experience . The AAC&U 2019 Annual Conference, Washington, DC.
In conjunction with the AAC&U Annual Meeting, COACHE is providing access to digital spreadsheets summarizing results from its Faculty Job Satisfaction Survey, including responses from approximately 43,000 faculty at 2- and 4-year colleges and universities. COACHE Summary Tables 2019 provides responses organized by major Carnegie Classification and disciplinary groups, then by faculty rank (and tenure status), race/ethnicity, or gender. The following tables were extracted from COACHE Summary Tables 2019 for use in our discussion.
COACHE Summary Tables 2019: Selected Dimensions of the Faculty Workplace Experience
Azubuike, N. O., Benson, R. T., Kumar, A., & Mathews, K. (2019). COACHE Summary Tables 2019: Selected Dimensions of the Faculty Workplace Experience.
These summary tables include data from the 2019 Faculty Job Satisfaction Survey, focusing on the faculty workplace experience, with data presented by institution type, discipline, rank (with tenure status), race/ethnicity, and gender. Survey dimensions shown in the summary tables include questions about the nature of faculty work, facilities and family resources, interdisciplinary work, tenure clarity, promotion, and shared governance.
Access the Data Tables
Access the 2019 summary tables
Examining the Impacts of COVID-19 on Faculty Retention & Exit
(2021). Examining the Impacts of COVID-19 on Faculty Retention & Exit.
For the last five years, the Collaborative on Academic Careers in Higher Education (COACHE) has been conducting the Faculty Retention and Exit Survey to gain a deeper understanding of the academic work environment by examining faculty mobility. In spring 2020, we added three COVID-19-related questions to the survey to capture the early effects of the pandemic.
In this webinar, Doctoral Fellow, Mai H. Vang, presents findings from the responses to those questions, which captured nine themes, including disruption of research, disconnection due to remote work, and inequities in the pandemic's impact on particular faculty.
Download the full report of our findings and presentation slides
See also: Recruitment and Retention, Webinars
Assessing the Needs of Part-Time Faculty: Lessons Learned from the University at Buffalo
(2019). Assessing the Needs of Part-Time Faculty: Lessons Learned from the University at Buffalo.
According to the American Association of University Professors (AAUP), approximately 40% of all faculty across all institutional types are now part-time. This subset of adjunct faculty is fulfilling a critical role in the higher education landscape, yet the variability of these appointments makes it exceedingly difficult to assess their needs and, ultimately, provide adequate support.
In 2017, COACHE partners at the University at Buffalo set out to address this knowledge gap by adapting the Faculty Job Satisfaction Survey to suit the needs of their part-time faculty. In this webinar, Robert Granfield and Tilman Baumstark will share the challenges faced and lessons learned, both from their methodology and from their faculty, throughout this endeavor.
View the webinar recording
See also: Career Path, Faculty Development and Support, Webinars
Faculty Departure and Retention at Small Liberal Arts Colleges
Reynolds, P. D. (2021). Faculty Departure and Retention at Small Liberal Arts Colleges.
Voluntary faculty departures can often be prevented, but a lack of common exit procedures have hindered institutions' ability to create proactive practices of faculty retention and instead harbor reactive tendencies with little positive outcome. Through interviews with 22 CAOs at liberal arts colleges, Patrick D. Reynolds, former Visiting Practitioner to COACHE, discovered partner employment and career choice were the two most prominent reasons for departures. Outliers also revealed that work and social environments, especially for faculty members of minority groups, often played a role in dissatisfaction.
See also: Recruitment and Retention, Whitepapers
Effective Academic Governance: Five Ingredients for CAOs and Faculty
Ott, M. W., & Mathews, K. (2015). Effective Academic Governance: Five Ingredients for CAOs and Faculty. The Collaborative on Academic Careers in Higher Education.
The COACHE research-practice partnership is designed to enact organizational change for the benefit of faculty and, by extension, the institution. But does every college's system of shared governance have what it takes to meet their own or, indeed, higher education's most pressing challenges? This white paper looks beyond the rhetoric toward a more differentiated understanding of the ingredients of effective academic governance. Ott and Mathews offer a five-factor framework grounded in the literature, developed from interviews, and, now, tested in a survey of thousands of faculty. The report concludes with advice for assessing and fostering the qualities of "hard" and "soft" governance practices essential to sustainable change in the "real world" decision-making of committees, assemblies, senates, councils, and unions.
See also: Kiernan Mathews, Higher Education Leadership, Whitepapers
Benchmark Best Practices: Tenure and Promotion
(2014). Benchmark Best Practices: Tenure and Promotion.
The COACHE surveys of college faculty produce data that are both salient to full-time college faculty and actionable by academic leaders. The survey items are aggregated into 20 benchmarks representing the general thrust of faculty satisfaction along key themes. This white paper discusses the themes of tenure policies, tenure clarity, and promotion.
Administrators and faculty alike acknowledge that, at most institutions, the bar to achieve tenure has risen over time. While it is impossible to eliminate anxiety from the minds of all pre-tenure faculty members, or the pressures exerted on their lives en route to tenure, academic leaders can improve the clarity of tenure policies and expectations without sacrificing rigor. And while the academy has recently improved many policies for assistant professors (e.g., research leave; stop-the-tenure-clock; part-time tenure-track options), it has done far less for associate professors. Ideas have emerged from COACHE research on tenured faculty.
See also: Career Path, Whitepapers


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Pretty good, to be honest.
The app is nice. I've paid for the full version since it doesn't limit your frames, and i've been playing around with it a bit. It's easy to get addicted to it, which is a good thing when it comes to animating. But, there are a few problems I have with it. First of all, the undo and redo buttons are WAY too small. It's really annoying how many times I've put small dots on the screen because my fingers barely missed the undo button. Many times I can't even tell if it did anything unless I look really closely. Second of all, It makes it really hard for me when I choose a horizontal canvas size and I have to rotate my phone according to that. It's really hard for me to work like that, and I think it would be better to have a rotation option so when you move your fingers in a certain way, it will do that. The canvas will look smaller, sure, but that's what the zoom tool is for. I hope you hear me out and possibly fix at least one of these problems. Have a nice day.
This app surely has some potential, and indeed is very accurate to many animation sites. One thing I crave is an increase in the amount of layers. Now, it may sound needy, but hear me out.
Customers tend to by what may bring better quality animations, and you do indeed have that! Although the quality is adequate, I do believe to increase better feedback and please others like me. With five layers, there isn't much to do with shading, background, etc. This causes trouble in my animations, for I try to make it as dramatic as possible. Remember that this is not required, and you don't have to change it at all. Overall, this indeed is a great app, but please consider my suggestion before counting it off.
Edit: I never expected so many layers! This is by far my favorite animation app ever! I can have so many details now, thank you so much!
I am 19 and have been using this for 5 years now. My first animation was published in 2012. My most popular one is known as "Firebending Ninjas" found in the Editor's Pick of the Cineverse. You can not only animate but DRAW people. I've managed to do several drawings of friends as well as stick animations. However, when logging into, it's impossible to log back in if you've forgotten your password after not logging in for 4-5 years. It would be an amazing option to add and a lifesaver from having to create a whole new account. Kinda one of those "this is her/his signature work" things. And an option to mirror when pasting would be an amazing and helpful addition!! Otherwise, continue the great work!


Just to add to Tim's comments, we recommend using the "configure_openmpi"
environment variables and so on. Just saying that you "installed mpich2"
leaves a lot of unknowns.
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Looking for ideal High Quality TOOL BOX Manufacturer & supplier ? We have a wide selection at great prices to help you get creative. All the FIXTEC Tool Box are quality guaranteed. We are China Origin Factory of Functional Tool Box. If you have any question, please feel free to contact us.


There are some people who like airports, but not everyone shares their enthusiasm. For many tavellers, the airport is an unavoidable slice of hell where one should be stuck in while waiting to get to their destination or to get home.
Given the generally accepted unpleasantness of waiting (and in airports, at that), there are still some worst things that having to wait for a delayed flight.
Here is the second part of the list of the worst airports in the world. If you would like to read the first part, you can find it here.
Passing through the Ninoy Aquino International Airport, named after one of the Philippines' modern heroes of democracy, is like travelling through time. None of the awesomeness of science fiction or dreamy nostalgia, however—NAIA will make you feel like you are stuck in the unpleasant bits of the 1970's. NAIA Terminal 1 is used for most international flights, and it is the worst of the lot. The lines are so long it would take you forever to see out of the door, and the runways are perpetually at over capacity. Terminal 2 is the site of ground crew strikes, while Terminal 3—although a bit more modern compared to its neighbors—is not really an improvement to the inherent problems of the airport. Plus, the airport "departure fees" can be really annoying—looking at the airport, where does all the money go?
Heathrow is one of the busiest airports in the world, with millions and millions of people passing through its five terminals on a regular basis. You will need to put yourself in Zen mode to deal with the extra-long lines, faulty luggage carousels, and chaos in the parking area. Be prepared to devote huge chunk of your valuable time in Heathrow.
If you are the type to complain about overpriced snacks in the airport, then you better reserve more room for complaints. Firstly, the landing strip is surrounded by mountains (the airport is placed right smack within a valley), making Toncontin International one of the most dangerous airports in the whole world. And then there is the usual airport-related complaints—the inefficiency of the staff, not-so-appetizing dining options, uncomfortable seating, and floors that need a thorough licking from a mop.
Paris' Charles de Gaulle Airport might seem like the gateway to an enchanting French holiday. However, many people think that this airport is right on the top of the list of the worst airports in the world. From filthy washrooms to missing signs and gate info boards, even the most optimistic of romantics will find it hard not to feel the least bit of disappointment. Plus, the airport's confusing and circular layout is complemented by the unfriendly staff and hordes of angry fellow passengers.
The Los Angeles International Airport, or LAX, is a consistent top-notcher when it comes to the busiest and most hated airports in the world. Getting to one terminal to the other is the worst, a problem only compounded by the "innovative" doughnut-shaped layout.


Dreaming about your Christmas color scheme for the year? Pops of lime green against bright red offer a modern color variation on the traditional red and green. This lime green and red Christmas wreath video tutorial is the 3rd in the Christmas series of informative video tutorials using this modern color scheme. Our poly deco mesh video tutorial guides you through the easy steps to create this festive red, lime green and gold wreath. In less than 15 minutes, you can create you own designer wreath for less than designer prices.
For this wreath, you will need these supplies that you can purchase at MardiGrasOutlet.com.
Deco mesh is a synthetic sinamay mesh product that is both resilient and water resistant. It comes on rolls of varying widths-from 2.5" to 21" wide. This mesh works beautiful outdoors so it is the perfect product for creating wreaths and garland. For all the available styles of deco mesh rolls, click here.
Do you use the entire roll of the mesh for one wreath?
The 24" work wreath uses about 8 yards of mesh (a roll is 10 yards). The larger 30" work wreath form uses 10 yards (a whole roll). The tutorial featured here is for a 24" work wreath so you will have about 2 yards of mesh left over after the project.
Can you estimate how much flex tubing is used per wreath?
The designer used 10-15 yards of deco flex tubing for this wreath. Hope that helps!
Where did you find the deco flex tubing?
Are there projects you can make to use the leftover decoy mesh?
How much of the smaller ribbon was used on this wreath? The one used to make the bow. Thanks.
We used approximately 2.5 yards of the lime green 4" Mesh Ribbon, but you could use more or less depending on how much volume you would like your wreath to have.
If I understand this correctly only one roll of the 21" mesh ribbon is needed for each wreath?
This wreath only requires one 21" roll of Poly Deco Mesh, and you will have a few feet left over. Most of your 4" ribbon roll will also be left over.
Love the designer look!! Very easy to work with!! Powerful statement maker!! This stuff is great!!


This Christmas eve, I went to Brecon Cathedral for Christmas carols with my wife and her family. This is my second year joining the family in this sacred tradition. As usual, we first went to the Castle Hotel and had roast dinner (yum) with coffee and tea for the whole afternoon (!), and headed to the Cathedral for the carols.
The service was truly moving. We read various scriptures and sang lots of hymns, some in English and others in Welsh (my wife was jumping up and down during the Welsh hymns – that's the only legitimate release for her Welsh patriotism all year round so she makes the best use of it). It was really encouraging to see the Cathedral packed to the brim, and seeing families passionately celebrating Christmas.
Seeing the procession led by the Lord Bishop and all the other 'high church' traditions got me to reflect on just how far I have come in my view of the established church. I grew up in the Ethiopian Orthodox Church and I went to an American Jesuit School for 13 years and semi-regularly attended the Catholic Mass. But for the best part of the last decade I avoided the established church like the plague. I became an evangelical Christian some 12 years ago in Ethiopia, and I believed with all my heart that most of the people in the older Christian traditions had been blinded by tradition, that they believed that they would be saved by works and not by faith and were therefore destined to hell, and that I should evangelise to them as I would an atheist.
Over the last year and a half all of that began to change. I began to see the riches of the older traditions and started to read more and more about them. I read through a lot of the Apostolic and Church Fathers and began to read about the Jesus Prayer of the Orthodox Church. And most of what I was finding brought me a lot of joy and encouragement. I now find myself committed, yes committed, for broader Christian unity and constructive dialogue with my Catholic and Orthodox brothers and sisters. I want to learn – genuinely learn – more about their faith and experiences and speak to them about mine. I want us to grow together in our Lord Jesus Christ and encourage one another in the faith. Yes, that is a major turn around.
I can think of many an objection to this 'ecumenism'. First is the argument that unity should never be pursued at the expense of truth. Dr. Michael Reeves makes the point that the Reformers were prepared to die for the truths that took them out of the Catholic Church. This younger generation that I am a part of seems to him to hold these truths in lesser esteem.
Similarly the late John Stott, as much as he was known for his ardent quest for unity within the Anglican Church wasn't all in favour of the ecumenical movement that was in vogue during his time of ministry. He vigorously objected to the tendencies of the movement to downplay and at times outright reject several biblical and doctrinal truths.
Others have seen in this search for unity with the older traditions an ironically new, postmodern tendency in the Western evangelical church. People in this camp note how the young are more and more proverbially restless in this postmodern age and want to find their roots in the older traditions. They claim that the prevailing tendencies towards relativism are driving the youth to criticise their own evangelical traditions and accepting serious errors in the older traditions.
All of these criticisms should not be taken lightly. Unity should never be pursued at the expense of truth. We should all be grounded in the truth of the gospel and not be taken 'captive by philosophy and empty deceit, according to human tradition, according to the elemental spirits of the world, and not according to Christ' (Col 2:8). However, I am not convinced that that is what is happening with me.
What the Reformers wanted was a dialogue with the Church leading to a reformation. They were not looking to found a separate church. At the time it was the Catholic Church that was not interested in a dialogue. That is not so today. We in the evangelical church have totally forgotten about the Catholic Church. To us, they have rejected the Reformation and the gospel and they have been stuck in their ways for the last 500 plus years. We have not been paying attention to some of the encouraging developments within the Catholic Church over the last 50 to 60 years, including the results of the extensive work of the Nouvelle Theologie. This movement sought to bring the Church back to Scripture and the Church Fathers and had major breakthroughs during the Second Vatican Council and since one of its foremost theologians became the Pope in 2005.
On the other hand, we evangelicals are conveniently blind to how we have been ever-splintering into thousands of denominations and that most of our mainline churches have gone liberal at the turn of the last century and others continue to follow suit to this day. There needs to be a lot more humility on our part and a lot more eagerness to learn about what's happening in the older traditions.
Furthermore, at the time of the Reformation nobody doubted that the Church needed reforming. Indeed there were multiple attempts within the Church that sought to bring about reformation – at least in practice if not necessarily in doctrine. Moreover, most of the theological errors and practical abuses that the Reformers sought to change have their origins in a worldview that began to take shape in the 12th century. But as Louis Bouyer points out, the Reformers thought within the same worldview as most in the Catholic Church did at the time. Therefore, whilst they argued for much needed changes, they were also not able to see beyond themselves and those around them in some crucial issues. As a result, they rejected much too much and a lot of the baby was thrown out with the bath water.
We are in a more privileged position today. While we carry our own biases, we can be free of much of the biases of the 12th – 16th centuries, and thereby evaluate both the works of the Reformers and the mainline Church alike. We can see where the Reformers had it right (and they did for the most part) and where they went too far. And we can appropriate the rich and long traditions of the Catholic Church and approach it with a positive and a constructive attitude rather than a dismissive one.
This brings me to my last point. Not everything about postmodernism is bad. Whilst fully rejecting the claim that there is no objective truth, we should be happy to embrace the humility that comes from knowing that we have lots of biases that keep us from fully seeing the truth. After all, the church has always appropriated positive components of the world's views whilst fully rejecting the negative. John Calvin was a true student of the Renaissance and brought the exegetical and hermeneutical principles of it into the church. The church in the first 500 years significantly benefited from Neo-Platonist thought, and the scholastics benefited form Aristotelian thinking.
So, as I recline on the sofa in my in-laws' living room this Christmas eve, I thank God for His church universal, praise Him for His patience with her over the last 2,000 years and pray for unity grounded in truth and not at its expense. May the Lord Jesus continue to purify His Church by His Word through His Spirit, and may she be one as He is one with His Father.
1. Reeves, Michael (2011), the Unquenchable Flame: introducing the Reformation, London: IVP.
2. Stott, John (1992), the Contemporary Christian: an urgent plea for double listening, London: IVP.
3. Bouyer, Louise (1956), the Spirit and Forms of Protestantism, London: the Harvill Press Ltd.
Hiruy is an Ethiopian living in London. He works in humanitarian response. His wife's name is Rachel. Hiruy loves reading, traveling, weight lifting and budgeting - in that order! He's a keen Christian, and he blogs about Christian theology and every day things.


Kuala Lumpur is the largest city and also the capital of Malaysia. Being the tallest building in the world, the well-known Petronas Twin Towers provide an excellent view of the city. The towers are the home of a variety of art galleries and shops. Diverse dining experiences are ensured thanks to the Indian, Malay and Chinese influences. To review the past history of the city, explore the Jamek Mosque by riverside, the 1910 Old Railway Station and the Sultan Abdul Samad building with the 131′ tall clock tower.
Whether you are looking for an exciting weekend getaway or a lengthy holiday full of cultural learnings, Kuala Lumpur has much to offer. Food, sites, culture and fun attractions make this capital city a place for a short or long holiday either on your own or with family and friends.
Probably the number one and most obvious attraction in Kuala Lumpur is the Petronas Towers block. The Petronas Twin Towers are functioning business offices as well as a tourist site and shopping mall. If you visit the towers in the early morning you will see many different people arriving at work for the day dressed in traditional business wear. Some of the most senior professionals in Malaysia work in the twin towers including employees of Microsoft, IBM, Boeing, Reuters and Al Jazeera. The Petronas Twin Towers have stunning views of the city as well as one of the best art museums in Southeast Asia.
For more in the way of art and museums you might try visiting Petrosains. Petrosains is a discovery and science museum for both children and adults where you can interact with advanced technological displays. Unfortunately the centre is closed on Mondays but it is open for the rest of the week and most definitely worth your while to visit.
Another technology-focused display is located at the Kuala Lumpur Convention Centre. The convention centre itself is worth a visit just for the views it offers, but it is also the home to Kuala Lumpur's premier aquarium – Aquaria. Aquaria has a number of different water animas on display and also includes a fantastic underwater tunnel similar to something you might have seen in the movie Jaws 4. There are sharks as well though they are of course rather harmless from the safety of your tunnel view.
For more nature and animals try visiting the Kuala Lumpur Bird Park. As the largest aviary in Malaysia, this stunning park helps visitors learn more about a bird's world. You will have the opportunity to learn about the birds' natural habitats and dietary needs as well as see species you would normally have very little interaction with.
Another place to visit for a glimpse of wildlife in a natural environments the Bukit Nanas Forest Reserve. The reserve is located in the middle of the city not far from the Kuala Lumpur Tower. It is most likely just a short walk away from you Kuala Lumpur city centre hotel and an even shorter taxi ride. You must pay to enter the park reserve though free entrance is granted for those with tickets to the Kuala Lumpur Tower. The reserve dates back over 100 years and is a true relic of the traditional metropolis jungle. For more animals visit the Kuala Lumpur Zoo also know as the National Zoo or Zoo Negara Malaysia.
Eating in Kuala Lumpur can also be its own unique experience. In many places along your way you will find several fast food chain restaurants that have made their way all the way across the pacific as well as a number of small authentic hole in the wall restaurants with food that could just blow your top off with spice if you aren't careful. One of the best and most authentic places to eat in Kuala Lumpur is Chinatown. Here you will find a mix of many different authentic Chinese dishes as well as Malay cuisine. The smells will lure you in and the tastes will keep you eating. There is so much to choose from, so make sure to visit on a hungry stomach and don't forget to try everything. You will be pleasantly surprised.
Lek Boonlert is an editor and content reviewer at DirectRooms and is responsible for all Kuala Lumpur City Centre Hotel content.


text:
Q: Laravel 5.3 adding brackets to eloquent query that has orWhere clause and AND condition I am obviously new to laravel, i am trying to build this query
select * from `users` where (`is_enumerator` is not null) and (`firstname` LIKE '%nai%' or `email` LIKE '%nai%' or `id` LIKE '%nai%' or `lastname` LIKE '%nai%' or `county` LIKE '%nai%' or `ward` LIKE '%nai%')

but this is what i'm getting
select * from `users` where (`is_enumerator` is not null) and `firstname` LIKE '%nai%' or `email` LIKE '%nai%' or `id` LIKE '%nai%' or `lastname` LIKE '%nai%' or `county` LIKE '%nai%' or `ward` LIKE '%nai%'

when using this eloquent query
Edit  $query = Input::get('search-user'); //from the search box
    if($query !='') {
$user = User::where(function ($query) {
            $query->whereNotNull('is_enumerator');

        })->where('firstname', 'LIKE', '%' . $query . '%')
                ->orWhere('email', 'LIKE', '%' . $query . '%')
                ->orWhere('id', 'LIKE', '%' . $query . '%')
                ->orWhere('lastname', 'LIKE', '%' . $query . '%')
                ->orWhere('county', 'LIKE', '%' . $query . '%')
                ->orWhere('ward', 'LIKE', '%' . $query . '%')
            ->get();

}
The brackets change the query completely, without them some users show up with the results from the search query. I have tried this link adding brackets in laravel query but it throws and error "builder cannot be converted to string error". I am sure its very simple i just cant find it. Thank you

A: You can use this : User::where(function ($query) use ($variable){..
With the  use ($variable) you are able to define a variabel to be used inside your query.
*variable is the variable you want to use

A: You've actually done the right thing, just in reverse.
Right now, your query reads
WHERE (is_enumerator IS NOT NULL)
AND firstname LIKE '%...%'
AND email LIKE '%...%'
... and so on

So you put the first query in a function closure, when it should really be the second. :) Something like this.
$user = User::where(function ($q) use ($query) {
        $q->where('firstname', 'LIKE', '%' . $query . '%')
          ->orWhere('email', 'LIKE', '%' . $query . '%')
          ->orWhere('id', 'LIKE', '%' . $query . '%')
          ->orWhere('lastname', 'LIKE', '%' . $query . '%')
          ->orWhere('county', 'LIKE', '%' . $query . '%')
          ->orWhere('ward', 'LIKE', '%' . $query . '%');
    })
    ->whereNotNull('is_enumerator')
    ->get();

redpajama_set_name: RedPajamaStackExchange


text:
Premier League Video
Report: DeAndre Yedlin set for big move to AS Roma in Italy
Martin Rogers
Yahoo Sports July 6, 2014, 3:46 PM UTC
For complete World Cup 2014 coverage visit Yahoo Sports and follow @YahooSoccer
RIO DE JANEIRO – DeAndre Yedlin could become the first member of the United States' World Cup 2014 squad to cash in on his tournament performance after being linked to Italian club giant AS Roma.
According to Italian newspaper La Gazzetta dello Sport, a deal has been virtually finalized to send Yedlin from the Seattle Sounders of Major League Soccer to Roma in Serie A, Italy's top league.
Sunday's report out of Italy included a scenario that would see Yedlin complete the current MLS campaign before making the switch. Roma, one of the biggest clubs in Italy and primarly owned by an American investment group, finished second in Serie A last season and will play in the UEFA Champions League next season.
There was no mention of a potential transfer fee, which in all likelihood would need to be in the region of $8 million or more for Seattle to consider letting Yedlin go.
[Related: Yedlin one of the USA's potential breakout stars in 2018]
The 20-year-old impressed during a pair of appearances at the World Cup after initially being a surprise inclusion in Jurgen Klinsmann's U.S. squad.
Yedlin was used off the bench against Portugal to provide some speed on the right side of midfield and had a role in Clint Dempsey's go-ahead goal in a 2-2 tie with Portugal during the group stage. In the U.S.'s round of 16 defeat to Belgium, Yedlin came on in place of injured right back Fabian Johnson in the first half and acquitted himself well, both defensively and going forward.
Yedlin was drafted by the Sounders in 2013 and made his national team debut against South Korea in February. With a salary of $92,000, he is one of the lowest-paid players in the World Cup and by far the lowest of the American roster.
Neither the player's agent, Chris Megaloudis, who took to Twitter to dismiss English newspaper reports linking Yedlin with Liverpool at the start of the weekend, nor the Sounders media relations department responded to requests for comment.
It's not journalism is you just make things up!
— chrismegaloudis (@chrismegaloudis) July 5, 2014
If a deal has indeed been done, it must have come together mightily quickly. A source told Yahoo Sports that, as of Friday, Yedlin and his advisors were not aware of any potential move away from Seattle.

redpajama_set_name: RedPajamaCommonCrawl


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December 2002, Volume 56, No. 12 ›
‹ December 2002, Volume 56, No. 12
Food Technology Magazine | Article
James Giese
FDA acts on pharmaceutical-producing corn
On November 19, the Food and Drug Administration announced that the biotechnology firm ProdiGene has agreed to strengthen the controls on any bioengineered plant it grows that will be used in current and future clinical studies. FDA obtained this commitment after learning that a small amount of corn ProdiGene engineered to produce pharmaceutical material for a clinical study had been harvested in a field of soybeans. In mid-October, a small number of volunteer corn stalks were harvested in a field of soybeans in Nebraska and then commingled with about 500,000 bushels of soybeans. According to FDA, the entire lot of soybeans has been secured in a warehouse. ProdiGene has agreed to buy back this lot of soybeans, and the federal government will oversee their disposal. The pharmaceutical material being produced in the corn plants was being studied under an Investigational New Drug application.
FSIS issues E. coli O157:H7 reassessment notice
FSIS issued a notice to provide inspection program personnel with instructions for performing verification of Escherichia coli O157:H7 reassessment on November 4. This follows the October 7, 2002, Federal Register notice, "E. coli O157:H7 Contamination of Beef Products" (FR 67 62325-62334). The notice is at www.fsis.usda.gov/OPPDE/rdad/FSISNotices/44-02.htm.
USDA issues directive to reduce Listeria monocytogenes
The U.S. Dept. of Agriculture released an administrative directive on November 18 outlining additional steps to be taken by its inspectors to ensure that plants producing ready-to-eat meat and poultry products prevent contamination of products with Listeria monocytogenes. The directive is a result of last month's announcements calling for a strengthening of current Listeria protocols and testing programs. Under this directive, plants producing high- and medium-risk ready-to-eat products (deli-meats and hot dogs) that do not have an evaluated environmental testing regime designed to find and eliminate L. monocytogenes, will be placed under an intensified testing program by USDA's Food Safety and Inspection Service. FSIS is also in the process of completing a scientific risk assessment on L. monocytogenes to determine how the pathogen may contaminate meat products during production and packaging processes. The risk assessment, in conjunction with a risk ranking of retail products, will provide important additional data for USDA to finalize in the coming months its rulemaking process on an effective regulatory approach to reducing L. monocytogenes in processing plants producing ready-to-eat products. More information is available at www.fsis.usda.gov/OA/topics/lm.htm.
HACCP-based inspection compared to traditional
A technical review of data on the effectiveness of the HACCP-based Inspection Models Project (HIMP) was presented November 7 at a meeting of the National Advisory Committee on Meat and Poultry Inspection. FSIS contracted with the National Alliance for Food Safety, a consortium of 20 universities, to determine the soundness of the design and methodology for the HIMP pilot project and the utility of data collected to determine its validity. The NAFS review team concluded that "Overall, the HIMP system compared favorably to the traditional system of inspection with regard to meaningful parameters to consumers of poultry and poultry products." The HIMP program was designed to reallocate in-plant responsibilities to provide FSIS inspectors the flexibility to best focus on public health concerns from the farm to table. Under the program, industry carries out certain process control activities, under FSIS oversight, while FSIS inspectors focus their attention on inspection and verification activities.
U.S. signs UN genetic plant treaty
On November 6, the United States added its signature to an International Treaty on Plant Genetic Resources which aims to ensure better use of genetic diversity to meet the challenge of eradicating world hunger, the UN Food and Agriculture Organization announced. The U.S. joins the 76 other countries and the European Union who have signed the Treaty. The Treaty is a comprehensive international agreement, the fruit of almost a quarter of a century of negotiations, which aims to guarantee the future availability of the diversity of plant genetic resources for food and agriculture and the fair and equitable sharing of the benefits. For more information, see the FAO news release at www.fao.org/english/newsroom/news/2002/10660-en.html.
Oregon voters reject GM food labeling
On November 5, voters in Oregon rejected a ballot initiative which would have made Oregon the first state to require mandatory labeling of genetically modified foods. More than 73% of the voters rejected the measure.
by JAMES GIESE
Internet Editor
Food Technology Articles right arrow
Food Preservation in a Clean Label Era January 1, 2020
Sunflower seed hemp butter; Probiotic gut shots; Meal starter simplifies home cooking January 1, 2020
Food Architecture: Building A Better Food Supply January 1, 2020
2020 Flavor Forecast December 1, 2019
IFT Scientific Journals
Journal of Food Science
How Can the Value and Use of Egg Yolk Be Increased? January 8, 2019
Impact of Cereal Seed Sprouting on Its Nutritional and Technological Properties: A Critical Review December 12, 2018
Effect of Hydrocolloids on Rheological Properties and Printability of Vegetable Inks for 3D Food Printing December 2, 2018
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Beyond Meat, Roquette sign multi-year pea protein supply agreement January 15, 2020
Surface texture of food can impact perceptions of healthiness January 10, 2020
FDA approval of soy leghemoglobin as a color additive is now effective December 18, 2019
Renmatix, Cargill to develop functional ingredients from plants December 16, 2019
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International Proposals for Warrantless Location Surveillance To Fight COVID-19
By Katitza Rodriguez, Svea Windwehr, and Seth Schoen
Time and again, governments have used crises to expand their power, and often their intrusion into citizens' lives. The COVID-19 pandemic has seen this pattern play out on a huge scale. From deploying drones or ankle monitors to enforce quarantine orders to proposals to use face recognition or thermal imaging cameras for monitoring public spaces, governments around the world have been adopting intrusive measures in their quest to contain the pandemic.
EFF has fought for years against the often secretive governmental use of cell phone location data. Governments have repeatedly sought to obtain this data without a court order, dodged oversight of how they used and accessed it, misleadingly downplayed its sensitivity, and forced mobile operators to retain it. In the past, these uses were most often justified with arguments of law enforcement or national security necessity. Now, some of the same location surveillance powers are being demanded—or sometimes simply seized—without making a significant contribution to contain COVID-19. Despite the lack of evidence to show the effectiveness of location data to stop the spread of the virus, a number of countries' governments have used the crisis to introduce completely new surveillance powers or extend old ones to new COVID-related purposes. For example, data retention laws compel telecom companies to continuously collect and store metadata of a whole population for a certain period of time. In Europe, the Court of Justice of the European Union declared such mandates illegal under EU law.
Like other emergency measures, it may be an uphill battle to roll back new location surveillance once the epidemic subsides. And because governments have not shown its effectiveness, there's no justification for this intrusion on people's fundamental freedoms in the first place.
Individualized Location Tracking
Mobile carriers happen to know their subscribers' phone's locations (usually the same as the locations of the subscribers themselves) from moment to moment because of the way cellular networks work. That knowledge has turned into one of the most extensive data sources for governments—and not infrequently advertisers, stalkers, or spies—interested in tracking people's movements. But while phone location data is sufficient to show whether someone went to church or the movies, it simply is not accurate enough to show whether two people were close enough together to transmit the virus (commonly characterized as a distance of two meters, or about six feet).
While location surveillance is problematic at any time, the coronavirus crisis has led to a rapid uptick in its use; many measures to facilitate it have been passed by fast-tracked legislative procedures during national state of emergencies. Some governments have even bypassed legislators entirely and relied on executive power to roll out expanded location surveillance—making it even less transparent and democratically legitimate than usual. Governments may use the urgency of the crisis to erode limits on the ways people's location histories can be used, demand this data be turned over to authorities in bulk, or require companies to stockpile records of where their customers have been.
COVID-Inspired Cell Phone Location Surveillance Around the Globe
Attempts at rapid expansions of government location surveillance authority have come to light in at least seven countries.
In Israel, in a significant win for privacy, Israel's High Court of Justice has recently revoked the authorization of the police to access location data for contact tracing without a court order. On March 16th, the government had approved emergency regulations, 48 hours after Prime Minister Benjamin Netanyahu announced his government's intention to approve health tracking methods. The regulations enabled both the police and Israel's domestic security agency (usually known as Shabak or Shin Bet, after its Hebrew acronym) to track the whereabouts of persons that might be infected or are suspected to be infected with COVID-19 without a warrant. The emergency regulation has now been suspended, and the Court has ordered that the government address the use of mobile phone tracking through legislation. Despite the win, the fight against warrantless access to location data is far from over: on May 5th, the parliament's Intelligence Subcommittee voted 6-3 to extend the Shin Bet's warrantless access to location data to track infected people, while the government is working towards advancing legislation to enable this form of surveillance more permanently. Right after the approval of the emergency regulations on March 16th, the Association for Civil Rights in Israel filed a petition to Israel's High Court stressing the need to protect democracy during the pandemic:
Democracy is measured precisely in those situations when the public is afraid, exposed day and night to nightmare scenarios [...]. Precisely in such moments, it is vital to act in a considered and level-headed manner, and not to take draconian and extreme decisions and to accustom the public to the use of undemocratic means [...].
In South Africa, where a state of disaster has been in place since March 15th, the government amended a law to create a COVID-19 Tracing Database. The database will include personal data of those who are infected or suspected to be infected of COVID-19, including their COVID-19 test results, as well as the details of those who have come or are suspected to have come into contact with them. The Act authorizes the Director-General of Health to order telecom companies to disclose the location of infected or suspected to be infected person, without prior notice, as well as the location of those who were in contact or suspected to have been in contact with them, and to included all of this data in the COVID-19 Tracing Database. The law was met with severe backlash from civil society, and has since been amended twice. In a win for privacy, the last amendment deleted the provisions that obliged telecommunications companies to disclose location data for inclusion in that database.
Poland, which has been in a state of emergency since mid-March, has a track record of encroaching on the rule of law, even triggering the EU's legal process for addressing violations of European values. The EU Commission has stated that the Polish judiciary is under "the political control of the ruling majority. In the absence of judicial independence, serious questions are raised about the effective application of EU law." Now with COVID-19, the Polish government has also introduced several COVID acts, providing new surveillance powers for the executive. Article 11 of the COVID-19 act obliges telecom operators to collect and give access to location data of people infected with COVID-19 or those under quarantine upon a simple request, as well as aggregate location data of an operator's clients. The new legislation states that these measures will remain in place until the pandemic has ended.
Slovakia is another eastern European country that has expanded telecom companies' obligations to retain metadata during the crisis. Slovakia has been in a partial state of emergency since March 15th, during which several amendments to the country's telecommunications act were fast tracked through parliament. The amendments, which immediately caused outrage, authorized national health authorities to obtain location data from telecommunications operators in the context of a pandemic. As in Poland, the amended law allows both for the retention of anonymized aggregate data, as well as for individual location data. After being challenged before the Slovakian Constitutional Court, these measures have recently been suspended due to their vagueness and insufficient safeguards against misuse.
Croatia's government attempted to introduce similar, fast-tracked amendments to the country's electronic communications law. The bill would have authorized the exceptional processing of location data to "protect national and public safety," and would have obliged telecommunications operators to share the data with the Ministry of Health. As in other countries, the proposal was met with outrage among civil society, experts, and opposition, as more than forty civil society organizations signed onto a letter demanding the government to withdraw the bill. The criticism was eventually successful, but the Croatian example underlines the wider pattern of states looking to expand at any opportunity new surveillance powers in the crisis, in the Balkans and beyond.
Bulgaria, yet another Eastern European country in a state of emergency, has passed an emergency law, which included amendments to the country's electronic communications act. The law now obliges telecommunications companies to store and (upon request) provide metadata to competent authorities, including the police, to monitor citizens' compliance with quarantine measures. The law does not require requests to be authorized by courts but merely provides for a after-the-fact judicial review process which the country also uses when retaining data to prevent terrorist attacks. Not limited in time, the measures will remain in force even after the state of emergency has come to an end. Like Poland, Bulgaria has been showing authoritarian tendencies for several years, and this extension of the country's data retention regime, ushered in during the COVID crisis, may help solidify autocracy. The pattern of European countries reaching for location data surveillance also pokes holes in the popular image of the European Union as particularly protective of the right to privacy.
Peru, like some European countries, has also issued a state of emergency decree. It compels telephone companies to grant emergency call centers access to cell sites and GPS data of those who have called the national emergency number and are infected or suspected of COVID-19. The decree also authorizes the emergency call centers to access the historical location data of the devices from which the call was made, including three days before such call. Peruvian digital rights NGO cast doubts about the legal basis of such surveillance measures. It also raised concern of potential pitfalls that restricting the right to privacy in a state of emergency can cause in Peru. Regularly Peru has declared a state of emergency in conflict rural areas where activists have been protesting to defend their land, the environment, and their rights.
South Korea, a country that has been fighting coronavirus outbreaks since the Middle East Respiratory Syndrome (MERS) epidemic in 2015, has dramatically restricted the right to privacy in the context of the pandemic. The Infectious Disease Control and Prevention Act and its enforcement decree allows health officials to obtain sensitive personal data on the infected and those suspected to be infected, as well as their contacts and those suspected to be in contact. Such data includes names, resident registration numbers, addresses, telephone numbers, prescriptions, medical treatment records, immigration control records, credit card, debit card, and pre-paid card statements, transit card records, and CCTV recordings from third parties companies. Police can seize this personal data without consent of the data subjects and without any judicial oversight. The Act also allows health officials and administrators of municipalities to collect location data on the infected (or suspected to be infected) and their contacts (or suspected contacts) from telecommunications operators and location data providers (from cell site and GPS).
Ecuador, the country with the third-worst COVID-19 outbreak in Latin America, has also relied on executive powers to expand location surveillance using GPS and cell site data. President Lenin Moreno issued a vaguely worded emergency decree authorizing the government to "use satellites and mobile telephone companies to monitor the location of people in a state of quarantine or mandatory isolation". Latin American NGOs immediately reacted, reminding Ecuador that any surveillance measure should be necessary and proportionate, and hence, effective to contain the virus. The NGOs statement echos the words of the U.N Special Rapporteurs, who jointly called upon U.N Member States to follow international human rights standards:
"While we recognize the severity of the current health crisis and acknowledge that the use of emergency powers is allowed by international law in response to significant threats, we urgently remind States that any emergency responses to the coronavirus must be proportionate, necessary and non-discriminatory".
The appeal builds upon the UN High Commissioner for Human Rights to put Human Rights at the centre of the Coronavirus outbreak response.
Location surveillance comes with a host of risks to citizens' privacy, freedom of expression and data protection rights. EFF has long been fighting against warrantless access to location data or blanket data retention mandates, and has called on governments to be more transparent on their surveillance programs. Especially now, during a major health crisis, in which the government has not shown the efficacy of location data using GPS or cell site data about individuals, governments should be as transparent as possible about what data they are collecting for what purposes. Above all, the necessity and proportionality of any location data surveillance schemes must be demonstrated.
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California Has a New COVID Exposure Notification App
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Governor Cuomo: Keep Police and ICE Away from Our Contact Tracing Data
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Why Open Access Is Necessary for Makers
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Facebook's Most Recent Transparency Report Demonstrates the Pitfalls of Automated Content Moderation
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Exposing Your Face Isn't a More Hygienic Way to Pay
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Workplace Surveillance in Times of Corona
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The sight of a teenager with their attention focused on a smart phone, thumbs flying and oblivious to the rest of the world, is so common that it has already become a cliché. If you asked many parents what their teen is doing that requires so much thumb action, the likely answer would be "texting" and much of the time, they would be right. An average teen currently sends more than 60 text messages a day according to a study by Pew Research. But what many parents don't understand is that as teens transition to smart phones, they are doing much more than texting. Here are some of the other things your teen is on their phone.
There are a wide range of apps that provide access to music on both primary smart phone platforms, but amongst teens, Pandora seems to be the top pick. The music service allows teens to create their own radio stations by selecting a certain musical group, genre, or song. Pandora than pulls together similar music to make a custom station. For teens, this provides easy access to new music all the time without incurring the costs associated with downloading music or purchasing CDs.
Instagram is the top photo editing app available for smart phones. Teens love it because they can edit the pictures they take with the cell phone – the primary method most of them use to document important moments in their lives – edit them, and then post them directly to the social network platform of their choice. It is a completely streamlined way of taking pictures, putting your own spin on them, and then sharing them with the world.
These games are fun in their own right, but the "with friends" part of each game is one of the main attractions for teens. Each game lets you challenge people from your social networks to play, enabling you to play very long distance rounds against people you could never play against in person. Additionally, because the games are turn based, teens can play when it works for their schedule and aren't required to be actively playing at the same time as their opponent.
Smart phones make it possible to access YouTube, Netflix, and many other content providers from anywhere which means your teen might be watching a new movie on Netflix, a funny cat video on YouTube, or an episode of their favorite television show.
Regardless of how your teen uses their smartphone, parents should set limits with the phones. Parents can simply monitor what their teen does on their phone by knowing what apps are loaded, how much they talk and text, as well as simply limiting how much and what times of the day teens are permitted to use them. Simply instituting the rule that there are no phones allowed at the dinner table can go far towards increased healthy communication with your teen. In this age where the world of entertainment can literally be at our fingertips, we need to remember that nothing can replace the value of face to face communication and interaction.


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