Mural by Eyer Middle School students, Macungie, Pennsylvania, 2017
No paucity of drama in global education communities, lately. Our core competency lies in hammering on the specifics that drive up the cost of education community spaces; but we cannot do that well without understanding the primary purpose educational communities. Credentialing is Big Business. Arguably, education communities are the world’s largest credentialing communities. The work products of the American National Institute provide templates for policy solutions to a many industries. Noteworthy today are the products for learning communities.
From the original ANSI post:
Kaplan University Partners, Inc. reports that the number one reason Americans value higher education is to get graduates “career ready.” Yet, the biggest concern employers have about college is the relevance of what students are learning and the work readiness of the graduates. When employers are asked what they want to see most in college graduates, the top things they cite are work-related experiences and industry-relevant skills. According to a 2013 Lumina Foundation and Gallup poll of the American public and business leaders, only 13% of Americans and 11% of C-level executives are confident that graduates are well prepared for success in the workplace. It is time to take action to turn the tide on this perception.
One study, published in the Journal Social Forces in 2012, found that women’s educational preferences for a potential partner have been changing over time. The study found that in the 1960s and 1970s, women were more likely to prefer men with higher levels of education than themselves, while in the 1990s and 2000s, women were more likely to prefer partners with similar levels of education. The study also found that women’s educational preferences were influenced by their own educational attainment and the gender ratio of their college campus.
Another study, published in the journal Demography in 2015, found that women’s educational preferences for a potential partner varied depending on their own educational background and the gender ratio of their local area. The study found that women with higher levels of education were more likely to prefer men with similar levels of education, while women with lower levels of education were more likely to prefer men with higher levels of education. The study also found that women in areas with a higher ratio of men to women were more likely to prefer men with higher levels of education.
While these studies suggest that young women’s preferences for college-educated men as marriage partners may be influenced by a variety of factors, it is important to recognize that individual preferences and behaviors can vary widely and are influenced by a wide range of factors. Additionally, any generalizations about the preferences of “young women” or any other group should be approached with caution, as these preferences can vary widely depending on factors such as age, race, ethnicity, and socioeconomic status.
Today we dwell on titles that inform management of the education industry in the United States specifically; but also more generally in global markets where the education industry is classified as a Producer and a User of human resources. It is an enormous domain; likely the largest.
Human Resources 100 covers skilled trade training in all building construction disciplines.
Human Resources 200 covers the range of skills needed to manage the real assets of educational settings — school district properties, college and university campuses
When you’re an elementary school principal, you can play at recess any time you want!
EPRI is an independent, nonprofit organization that is primarily funded by its member utilities. These member utilities are typically electric power companies, and they contribute financially to EPRI to support its research and development activities.
While EPRI is not directly funded by the government, it does collaborate with various government agencies on research projects and receives funding for specific initiatives through government grants and contracts. Additionally, some of EPRI’s research and development efforts align with government priorities in areas such as renewable energy, environmental sustainability, and grid modernization.
Electrical inspectors (See NFPA 1078) typically do not have jurisdiction over electrical power plants. Electrical power plants, especially large-scale utility power plants, are subject to much more stringent regulations and oversight than regular electrical installations. The responsibility for inspecting and ensuring the safety and compliance of power plants falls under various government agencies and organizations.
In the United States, for example, power plants are subject to federal regulations set forth by the U.S. Nuclear Regulatory Commission (NRC) for nuclear power plants or the U.S. Environmental Protection Agency (EPA) for fossil fuel power plants. Additionally, state regulatory agencies and utility commissions may have their own specific requirements and oversight for power plants within their jurisdictions.
Power plants typically undergo rigorous inspections and audits to ensure compliance with safety, environmental, and operational standards. These inspections are conducted by specialized teams of engineers, experts, and representatives from relevant regulatory bodies and utilities.
While electrical inspectors may not have jurisdiction over power plants, they play a crucial role in inspecting and ensuring the safety of electrical installations in other settings, such as smaller power generation facilities (i.e. district energy plants) that are not exempted by self-assessment charters granted to many large university power plants.
OpenAI was founded in 2015 by a group of technology luminaries, including Elon Musk, Sam Altman, Greg Brockman, Ilya Sutskever, John Schulman, and Wojciech Zaremba. The organization was created with the goal of developing advanced artificial intelligence technologies in a way that is safe and beneficial for humanity. It is written in multiple programming languages, but the primary language used to build the model is Python but relies on a range of other software tools and frameworks, including TensorFlow and PyTorch for training and deploying the deep learning models, and various libraries for data preprocessing and postprocessing, such as spaCy, NLTK, and Transformers.
Since its founding, OpenAI has grown to become one of the world’s leading AI research organizations, with a team of hundreds of researchers and engineers working on a wide range of projects in areas such as natural language processing, robotics, computer vision, and more. Much like humans, ChatGPT will likely struggle negotiating “bias”. As of this posting it seems clear that the algorithm produces answers that are biased toward large central government; most likely the result of not having enough historical input about how a smaller central government is largely responsible for inventing it.
Famous People Discussing the Divine Comedy with Dante | CLICK ON IMAGE
The American National Standards Institute is the Global Secretariat for ISO Technical Committee 260 (ISO/TC 260); organized to develop policy templates for standardization solutions that improve management of the workforce in any nation; in any sector or industry. These human resource management standards offer broad, evidence-based guidance to individuals with people management responsibilities, whether formally or informally assigned, in organizations for the benefit of both internal and external stakeholders.
Gleaned from inputs from human resource experts globally, these products are designed to provide guidance on key HR functions in support of its workforce and its management, and sustainable organizational performance. TC/260 is focused on the following tasks:
• Ensuring wide market relevance of its HRM standards. • Facilitating international business. • Providing guidance on professional standards of practice. • Facilitating measurement, comparability and consistency of HR practice with the aim of transparent benchmarking. • Improving internal processes. • Enabling organizations to better achieve optimal organizational outcomes with improved management of human capital
The original University of Michigan user-interest advocacy enterprise was participating member in this project* but that engagement was interrupted suddenly in October 2016 (See ABOUT). We have since picked up where we left off with the same people collaborating with Standards Michigan. ANSI remains the global Secretariat.
We maintain this project on the standing agenda of both our Global and our Human Resource colloquia. See our CALENDAR for the next online meeting; open to everyone.
“I am sorry that my job is getting in the way of your learning. I hope that the time you gain can be productively used in employment so that you can pay for your college education”
Class Is Canceled Until Further Notice While I Do My Job – McSweeney’s https://t.co/TDhIsAkXau
*We left off just as the ISO/TS 30411:2018, Human resource management-Quality of hire metric (QoH) standard was rolling out. The QoH was, and still is a performance metric for talent acquisition teams, critical for determining the effectiveness of the recruitment process and has a consequential impact on an organization’s performance. The QoH structure is intended to be scalable to the needs of any organization regardless of size, industry or sector and is relevant to people with an interest in workforce planning, organizational design and development, talent management succession planning, recruitment, and human capital reporting. Read more about ISO/TS 30411:2018 on ISO’s news site, and access it on the ANSI Web Store.
This title adds dimension and technical specifics that should be known to hiring committees in all education communities as the list of sample job descriptions indicate:
NFPA 1082 job requirements, and the requirements of all NFPA titles, may be implied in the “familiar with all applicable codes and standards” general-purpose language. The two main First Draft committees met online in July and November produced provisional revisions in the link below:
Public input on the 2026 Revision will be received until January 4, 2024.
You may submit comments on the proposed changes directly to the NFPA 1082 committee (CLICK HERE). You may also click in to our daily colloquia when we can walk you through the NFPA public outreach on all of its titles generally. This title in a standing item on our periodic Human Resource colloquium; open to everyone. See our CALENDAR.
Public Safety & National Public Radio Studios | Sacred Heart University
Issue: [16-142]
Category: Public Safety, Human Resources
Colleagues: Mike Anthony, Joe DeRosier, Josh Evolve, Marcelo Hirschler
New update alert! The 2022 update to the Trademark Assignment Dataset is now available online. Find 1.29 million trademark assignments, involving 2.28 million unique trademark properties issued by the USPTO between March 1952 and January 2023: https://t.co/njrDAbSpwBpic.twitter.com/GkAXrHoQ9T
