The Fourth Region 1971 Workshop, sponsored by Project VOICE, was one of two regional conferences concerned with voluntary opportunities for inspiring coordinators for education. Main sessions of the conference provided the background, current information and projections about volunteerism in education. Main sessions of the conference provided the…

Adults often return to school to acquire skills useful or necessary to enter or change their status in the world of work. It is helpful for them to have access to materials which describe familiar careers and introduce new jobs and occupations. This annotated compendium is designed to meet that need by reviewing and listing printed and audiovisual…

The purposes of this report are to provide: (1) an overview of the Wood County, Wisconsin Project methodology, including a description of the experimental and control areas, the research design, and the instrumentation used to assess the impact of services; and (2) a description of the client populations in terms of selected pre-rehabilitation…

Opportunities for career advancement, an adequate pool of trained manpower, and the growth of our economy are inextricably connected with the availability of continuing education and training opportunities to working adults. Availability is a function of access to training and successful participation in training. The federally funded voucher plan…

Mainstreaming legislation requires that special-needs students participate in regular classroom activities to the extent possible. Studies indicate that neither parents, peers, nor professionals may be expected to hold positive attitudes toward these students or be competent providers of positive growth experiences. existing evidence supports the…

Examines the potential changes that dislocations in energy sources and uses would have on vocational training in Wisconsin and the new energy technologies which will require curriculum change or development. (MF)

Identifies practices that ensure institutional success in industrial training, focusing on areas including institutional commitment, the president's role, institutional flexibility, instructor qualifications, needs assessment, five basic elements in program development, contracts, recognition of student achievement, evaluations, ongoing…

The author reports on the trend for manufacturing companies to spend heavily on retraining and retaining employees whose jobs have been abolished or dramatically changed. Employers have found retraining current employees to be more cost effective than hiring new workers. He describes a California state program that helps finance such training…

Before committing itself to new career programs, a higher education institution should answer some basic questions about their implications for faculty development. Early programs to help faculty adjust to the new career curricula will lead to their more successful integration on campus. (Author/MSE)

The authors report on a partnership among American Motors Corporation, United Auto Workers, and Gateway Technical College designed to recall and retrain 1,200 auto workers. The impact on American Motors Corporation and the state of Wisconsin is described. (CH)

The article highlights some innovative and important approaches to employee training and retraining in anticipation of and in response to technological change. These include both collectively bargained arrangements and new state initiatives that are suggestive for future developments. (CH)

Describes a partnership between the Licking County Joint Vocational School in Newark, Ohio, and General Motors Corporation. The school houses a remote training center for General Motors automotive technicians that also trains the school's instructors. (CH)

Private organizations and state governments are increasingly seeking out businesses with training needs they cannot fulfill themselves and finding community colleges willing to set up flexible retraining programs quickly. (MSE)

Data from Bureau of Labor Statistics research projects indicate that the pace of technological advancement varies significantly from industry to industry and few employees have been laid off as a result of these changes. Implications for industry concern productivity and retraining. (CH)

Employees (40 years of age and older) of the U.S. Geological Survey were given questionnaires in order to gather information concerning training in technical jobs, impact of retirement age removal, need for retention of older workers, need for expertise of older workers, and advantages of retraining older workers. (CT)