• How do we reframe health #Performance_management within complex #adaptive_systems?
    https://redasadki.me/2023/10/16/how-do-we-reframe-health-performance-management-within-complex-adaptive-sy

    We need a conceptual framework that situates health performance management within complex adaptive systems. This is a summary of an important paper by #Tom_Newton-Lewis et al. It describes such a conceptual framework that identifies the factors that determine the appropriate balance between directive and enabling approaches to performance management in a given context. Existing performance management approaches in many low- and middle-income country health systems are largely directive, aiming to control behaviour using targets, performance monitoring, incentives, and answerability to hierarchies. Health systems are complex and adaptive: performance outcomes arise from interactions between many interconnected system actors and their ability to adapt to pressures for change. In my view, (...)

    #Global_health #Learning #Research #complexity #global_health #HRH #Human_resources_for_health #LMICs #systems_theory

    • #Roberto_Mozzachiodi, UK

      SOLIDARITY WITH ROBERTO MOZZACHIODI

      After years of unparalleled academic and political work at Goldsmiths, our colleague, friend, teacher, caseworker, union branch co-Secretary #Roberto_Mozzachiodi has been put through an unfair employment process, and as a result no longer holds a substantive teaching position at the College. Roberto’s case reflects the working conditions of hundreds of staff at Goldsmiths, and thousands of staff employed on precarious, fixed-term, temporary contracts across British Higher Education. It also reflects the risks that come with openly committing to collective, ground-up solidarity that challenges the principles of how university work is organised, and reimagines union work accordingly.

      Roberto has been a leading figure in the fight against casualisation at Goldsmiths, and has been at the heart of campaigns that have radically transformed our place of work and study. He was core in the Goldsmiths #Justice_for_Cleaners and Goldsmiths #Justice_for_Workers movements that brought cleaning and security staff in-house, and core in the fight to extend basic rights to casualised workers at Goldsmiths at the height of the pandemic. He has supported countless staff and students through the grinding labour of union casework, and has worked tirelessly on strengthening and transforming the Goldsmiths branch of UCU through a radical commitment to anti-casualisation, anti-racism, and anti-factionalism, often fighting and organising for the rights of others in far more secure positions.

      Roberto’s specific case mirrors that of thousands across the country employed on temporary, fixed-term, and casualised contracts. Roberto was denied his redundancy-related employment rights when his contract came to an end. This involved, amongst other things, not being consulted on suitable alternative employment, including a permanent position very similar to the role he had been performing on a fixed-term basis over three terms. This amounts to a denial of casualised workers’ employment rights, and is something that is commonplace at Goldsmiths, and across the sector.

      As signatories of this letter, we call on Goldsmiths to act on the unjust treatment of Roberto. We also urge all at Goldsmiths and beyond to actively resist and challenge the endemic nature of precarious work in university life - at all times and at all scales, as Roberto has always done.

      Signed,

      Alice Elliot, Lecturer, Goldsmiths University of London
      Victoria Chwa, President, Goldsmiths Students’ Union
      Alicia Suriel Melchor, Operations Assistant, Forensic Architecture / Goldsmiths.
      Vicky Blake, UCU NEC, former president & Uni of Leeds UCU officer, former Chair of UCU Anti-Casualisation Committee
      Cecilia Wee, Associate Lecturer, Royal College of Art & co-Chair/co-Equalities RCA UCU branch
      Joe Newman, Lecturer, Goldsmiths, University of London
      James Eastwood, Co-Chair, Queen Mary UCU
      S Joss, HW UCU Branch President
      Rehana Zaman, Lecturer Art Department, Goldsmiths University of London
      Marina Baldissera Pacchetti, anti-cas officer, Leeds UCU
      Sam Morecroft, USIC UCU Branch President and UCU Anti Casualisation Committee
      Kyran Joughin, Anti-Casualisation Officer, UCU London Region Executive Committee, UCU NEC Member, former Branch Secretary, UCU-UAL
      Rhian Elinor Keyse, Postdoctoral Research Fellow; Birkbeck UCU Branch Secretary; UCU Anti-Casualisation Committee; UCU NEC
      Joanne Tatham, Reader, Royal College of Art and RCA UCU branch committee member, London
      Bianca Griffani, PhD candidate, Goldsmiths University of London, London
      Paola Debellis, PhD student, Goldsmiths, University of London.
      Ashok Kumar, Senior Lecturer, Birkbeck, University of London
      Chrys Papaioannou, Birkbeck UCU
      Fergal Hanna, PhD Student, University of Cambridge, UCU Anti-Casualisation Committee and Cambridge UCU Executive Committee member
      Robert Deakin, Research Assistant, Goldsmiths, University of London
      Grace Tillyard, ESRC postdoctoral fellow, MCCS Goldsmiths
      Yari Lanci, Associate Lecturer, Goldsmiths University of London.
      Caleb Day, Postgraduate researcher, Foundation tutor and UCU Anti-Casualisation Officer, Durham University
      Rachel Wilson, PhD Candidate, Goldsmiths University of London
      Sean Wallis, Branch President, UCL UCU, and NEC member
      Yaiza Hernández Velázquez, Lecturer, Visual Cultures, Goldsmiths.
      Akanksha Mehta, Lecturer, Goldsmiths, University of London
      Cathy Nugent, PhD Candidate, Goldsmiths, University of London
      Janna Graham, Lecturer Visual Cultures, Goldsmiths
      Isobel Harbison, Art Department, Goldsmiths
      Susan Kelly, Art Department, Goldsmiths
      Jessa Mockridge, Library, Goldsmiths
      Vincent Møystad, Associate Lecturer, MCCS, Goldsmiths
      Dhanveer Singh Brar, Lecturer, School of History, University of Leeds
      James Burton, Senior Lecturer, MCCS, Goldsmiths
      Louis Moreno, Lecturer, Goldsmiths
      Jennifer Warren, Visiting Lecturer, Goldsmiths MCCS
      Anthony Faramelli, Lecturer, Visual Cultures, Goldsmiths, University of London
      Billy Godfrey, Doctoral Researcher, Loughborough University; GTA, University of Manchester
      Fabiana Palladino, Associate Lecturer, Goldsmiths, University of London
      Morgan Rhys Powell, Doctoral Researcher and GTA; University of Manchester
      Tom Cowin, Anti-Casualisation Officer, Sussex UCU
      Conrad Moriarty-Cole, Lecturer, University of Brighton, and former PhD student at Goldsmiths College
      Marina Vishmidt, MCCS Lecturer, Goldsmiths University of London
      George Briley, Universities of London Branch Secretary, IWGB
      Callum Cant, Postdoctoral Researcher, Oxford Internet Institute
      Daniel C. Blight, Lecturer, University of Brighton
      Marion Lieutaud, Postdoctoral Research Fellow, LSE UCU anti-casualisation co-officer, London School of Economics
      Lukas Slothuus, LSE Fellow, LSE UCU anti-casualisation co-officer, London School of Economics
      Matthew Lee, UCL Unison Steward & IWGB Universities of London Representative
      Jamie Woodcock, University of Essex
      Dylan Carver, Anti-Casualisation Officer, University of Oxford
      Annie Goh, Lecturer, LCC UAL
      George Mather, PGR Anti-Casualisation Officer, University of Oxford
      Zara Dinnen, Branch co-chair QMUCU
      Henry Chango Lopez - IWGB Union, General Secretary
      Rhiannon Lockley - Branch Chair Birmingham City University UCU; UCU NEC
      Sol Gamsu, Branch President, Durham University UCU
      Ben Ralph, Branch President, University of Bath UCU
      Myka Tucker-Abramson, University of Warwick UCU
      Lisa Tilley, SOAS UCU
      James Brackley, Lecturer in Accounting, University of Sheffield
      Alex Fairfax-Cholmeley, Communications Officer, Uni of Exeter UCU
      Ioana Cerasella Chis, University of Birmingham (incoming branch officer)
      Muireann Crowley, University of Edinburgh, UCU Edinburgh
      Jonny Jones, associate lecturer, UCL
      Danai Avgeri, University of Cambridge, postdoctoral fellow
      Stefano Cremonesi, Durham University UCU
      Jordan Osserman, Lecturer, Essex UCU Member Secretary
      Danny Millum, Librarian, Sussex UCU Exec Member
      Sanaz Raji, ISRF Fellow, Northumbria University, Founder & Caseworker, Unis Resist Border Controls (URBC)
      Alex Brent, GMB South London Universities Branch Secretary
      Gareth Spencer, PCS Culture Group President
      Floyd Codlin, Environmental & Ethics Officer, Birkbeck
      Clare Qualmann, Associate Professor, University of East London and UCU branch treasurer, UEL
      Kevin Biderman, Brighton UCU anti-casualisation officer
      David Morris, CSM / University of the Arts London UCU
      Ryan Burns, Brighton UCU Secretary
      Julie canavan Brighton UCU
      Charlotte Terrell, Postdoc, Oxford UCU
      Clara Paillard, Unite the Union, former President of PCS Union Culture Group
      Jasmine Lota, PCS British Museum United Branch Secretary
      Joe Hayns, RHUL.
      Adam Barr, Birkbeck Unison
      Dario Carugo, Associate Professor, University of Oxford
      Jacob Gracie, KCL Fair Pay for GTAs
      Rahul Patel, UCU London Region Executive and Joint Sec University of the Arts London UCU
      Billy Woods, Essex UCU
      Lucy Mercer, Postdoctoral Research Fellow, University of Exeter
      Goldsmiths Anti-Racist Action (GARA)
      Saumya Ranjan Nath, University of Sussex
      Islam al Khatib, 22/23 Welfare and Liberation Officer, Goldsmiths SU
      Mijke van der Drift, Tutor, Royal College of Art
      Marini Thorne, PHD student and teaching assistant, Columbia University and member of Student Workers of Columbia
      Genevieve Smart, PhD student, Birkbeck
      Francesco Pontarelli, Postdoctoral fellow, University of Johannesburg
      Gloria Lawton, Outreach Homeless Worker, HARP and undergraduate Birkbeck University.
      Grant Buttars, UCU Scotland Vice President
      Goldsmiths Community Solidarity
      Nicola Pratt, Professor, University of Warwick
      Robert Stearn, Postdoctoral Research Associate, Birkbeck, University of London
      Jake Arnfield, UVW Union
      Jarrah O’Neill, Cambridge UCU
      Owen Miller, Lecturer, SOAS
      Marissa Begonia, Director, The Voice of Domestic Workers
      Neda Genova, Research Fellow, University of Warwick
      Joey Whitfield, Cardiff University UCU
      Leila Mimmack, Equity Young Members Councillor
      Ross Gibson, University of Strathclyde
      Phill Wilson-Perkin, co-chair Bectu Art Technicians, London
      Isabelle Tarran, Campaigns and Activities Officer, Goldsmiths Students Union
      Leila Prasad, lecturer, Goldsmiths
      Malcolm James, University of Sussex
      Natalia Cecire, University of Sussex
      Daniel Molto, University of Sussex
      Emma Harrison, University of Sussex
      Margherita Huntley, University of the Arts London (Camberwell UCU)
      Gavin Schwartz-Leeper, Warwick University UCU Co-Chair
      Mary Wrenn, University of the West of England
      Aska Welford (United Voices of the World)
      855 Unterschriften:Nächstes Ziel: 1.000

      https://www.change.org/p/solidarity-with-roberto-mozzachiodi?recruiter=false

      #petition #UK #Goldsmiths #precarity #union_work #British_Higher_Education #fixed_term #UCU

    • #Maria_Toft, Denmark

      In #Denmark #scientists are rolling out a nationwide #petition for a commission to investigate #research_freedom

      –> https://seenthis.net/messages/1009865

      PhD student at the Department of Political Science #Maria_Toft, in addition to the mentioned petition, also started a campaign under the hashtag #pleasedontstealmywork to stop the theft of research.

      –> https://seenthis.net/messages/1009866

      The national conversation about exploitation with #pleasedontstealmywork campaign was at the cost of #Maria_Tofts Copenhagen fellowship.

      –> https://www.timeshighereducation.com/news/campaigning-doctoral-candidate-resigns-hostile-environment (access if registered)

      This article assesses the #working_conditions of #precariat_researchers in #Denmark.

      –> https://seenthis.net/messages/1009867

      Twitter link: https://twitter.com/GirrKatja/status/1640636016330432512

    • #Heike_Egner, Austria

      Unterstütze #Heike_Egner für Grundrechte von Profs

      https://youtu.be/6w-deHpsmr4

      Ich sammle Spenden für eine juristische Klärung, die zwar meine Person betrifft, jedoch weitreichende Bedeutung für Professorinnen und Professoren im deutschsprachigen Wissenschaftsbereich hat. Die Entlassung einer Professorin oder eines Professors aus einer (unbefristeten) Professur galt bis vor kurzem noch als undenkbar. Mittlerweile ist das nicht nur möglich, sondern nimmt rasant zu.

      Der Sachverhalt: Ich wurde 2018 als Universitätsprofessorin fristlos entlassen. Für mich kam das aus heiterem Himmel, da es keinerlei Vorwarnung gab. Erst vor Gericht habe ich die Gründe dafür erfahren. Der Vorwurf lautet, ich hätte Mobbing und psychische Gewalt gegen wissenschaftliche Nachwuchskräfte und andere Mitarbeiter ausgeübt. Vor Gericht zeigte sich, dass die Vorwürfe durchwegs auf von mir vorgenommene Leistungsbewertungen basieren, die von den Betreffenden als ungerecht empfunden wurden. Die Bewertung von Leistungen von Studierenden und Nachwuchswissenschaftlern gehört zu den Dienstaufgaben einer Universitätsprofessorin, ebenso wie die Evaluierung von Leistungen der Mitarbeiter jenseits der Qualifikationserfordernisse zu den Dienstaufgaben einer Institutsvorständin an einer Universität gehört.

      Mittlerweile liegt der Fall beim Obersten Gerichtshof in Österreich. Ich habe eine „außerordentliche Revision“ eingereicht, da ich der Meinung bin, dass die Art meiner Entlassung von grundlegender Bedeutung für die Arbeitsbedingungen von Professoren an Universitäten ist. Unter anderem ist folgendes zu klären:

      Darf eine Universitätsprofessorin oder ein Universitätsprofessor aufgrund von anonym vorgetragenen Vorwürfen entlassen werden?
      Darf eine Universitätsprofessorin oder ein Universitätsprofessor aufgrund von ihr oder ihm durchgeführten negativen Leistungsbewertungen entlassen werden?

      Sollte die Berufungsentscheidung rechtskräftig bleiben, ist damit legitimiert, dass eine Professorin oder ein Professor aufgrund von freihändig formulierten und anonym vorgetragenen Behauptungen jederzeit entlassen werden kann. Dies entspricht einer willkürlichen Entlassung und öffnet Missbrauch Tür und Tor, da es Universitäten ermöglicht, sich jederzeit ihrer Professoren zu entledigen. Eine Universität ist aufgrund ihrer Struktur und ihres Auftrags eine grundsätzlich spannungsgeladene Organisation; hier lassen sich jederzeit unzufriedene Studenten, Nachwuchskräfte oder Mitarbeiter finden, die eine Beschwerde äußern. Die Möglichkeit willkürlicher Entlassung steht nicht nur in Konflikt mit den Formulierungen und der Zielsetzung des Arbeitnehmerschutzes, sondern auch mit der in der Verfassung verankerten Freiheit von Wissenschaft, Forschung und Lehre.

      Wofür bitte ich um Unterstützung?
      Es ist ein ungleicher Kampf, da die Universität Steuergelder in unbegrenzter Höhe zur Verfügung hat und ich – ohne Rechtsschutzversicherung – das volle Risiko des Rechtsstreits persönlich trage. Die bisherigen Kosten des Verfahrens belaufen sich auf etwa 120.000 € (eigene Anwaltskosten und Anwaltskosten der Gegenseite). Damit sind meine Ersparnisse weitgehend aufgebraucht.

      Mein Spendenziel beträgt 80.000 €.
      Dies umfasst die etwa 60.000 € Anwaltskosten der Gegenseite, die ich aufgrund des Urteils in zweiter Instanz zu tragen habe. Die weiteren 20.000 € fließen in die Forschung über die Entlassung von Professorinnen und Professoren, die ich seit 2020 mit einer Kollegin aus privaten Mitteln betreibe.

      Publizierte Forschungsergebnisse zur Entlassung von Professorinnen und Professoren

      Egner, Heike & Anke Uhlenwinkel (2021). Entlassung und öffentliche Degradierung von Professorinnen. Eine empirische Analyse struktureller Gemeinsamkeiten anscheinend unterschiedlicher „Fälle“. Beiträge zur Hochschulforschung, 43(1-2), 62–84. Download PDF
      Egner, Heike & Anke Uhlenwinkel (2021). Zur Rechtsstaatlichkeit universitätsinterner Verfahren bei Entlassung oder öffentlicher Degradierung von Professor*innen. Ordnung der Wissenschaft, 3(3), 173–184. Download PDF
      Egner, Heike & Anke Uhlenwinkel (2023). Über Schwierigkeiten der betriebsrätlichen Vertretung von Professor(innen). Zeitschrift für Hochschulrecht(22), 57–64.
      Egner, Heike & Anke Uhlenwinkel (2023). Zertifikat als Grundrecht? Über Leistungsansprüche und -erwartungen im Kontext struktureller Veränderungen an Universitäten. Hochschulwesen(1+2), 28–43.

      https://www.gofundme.com/f/fur-grundrechte-von-professoren

      Aus dem Video: Rektor hat Betriebsratsvorsitzenden aufgetragen gezielt belastbares Material in Schriftform gegen Heike Enger zu sammeln. Betreibsrat kam Auffroderung bereiwilling nach und sprach gezielt Mitarbeitende an und bat sie aufzuschreiben, worüber sie sich geärgert haben und dies auszuhändigen. Zeuge der Universität hat dieses Vorgehen vor Gericht vorgetragen.

      #academia #university #Austria #Klagenfurt #professor #dismissal #arbitrary #publications #lawsuit #evaluation #scientific_freedom

    • #Susanne_Täuber, Netherlands

      Reinstate #Susanne_Täuber, protect social safety and academic freedom at the RUG

      10 March 2023

      To prof. Jouke de Vries, President, and members of the Board of the University of Groningen,

      We, the undersigned employees and students of the University of Groningen (UG), joined by concerned observers and colleagues at institutions around the world, are appalled at the firing of Dr. Susanne Täuber. The facts of this case are clear: Dr. Täuber was punished for exerting her academic freedom. The same court that allowed the UG to fire her also made it clear that it was the university’s negative reaction to an essay about her experiences of gender discrimination at the university that “seriously disturbed” their work relationship. Alarming details have also been made public about how the university pressured Dr. Täuber to censor future publications, in order to retain her position.

      The protest in front of the Academy Building on 8 March, International Women’s Day, and the continuing press attention and social media outcry, demonstrate that this case has consequences far beyond one university. Firing a scholar who publishes work that is critical of powerful institutions, including the university itself, sets a disturbing precedent for us all. We, the employees and students, ARE the UG, and we refuse to let this act be carried out in our names. We call on the University Board to reinstate Dr. Täuber, without delay, as an associate professor, and to ensure that she is provided with a safe working environment.

      The firing of Dr. Täuber has surfaced structural problems that necessitate immediate action by the University Board and all UG faculties. It is unacceptable that when a “disrupted employment relationship” emerges within a department, the more vulnerable person is fired. This points to a broader pattern at Dutch universities, as evidenced by the YAG Report (2021), the LNVH Report (2019), and other recent cases: in cases of transgressive behavior, Full Professors, Principal Investigators (PIs), and managers are protected, while employees of lower rank, or students, bear the consequences. If we are to continue performing our education and research mission, then this practice must be reformed, and the University of Groningen has an opportunity to lead here. We call on the University Board to work with labor unions, the LNVH, the University Council, and Faculty Councils to design and implement a safe, independent procedure for addressing violations of social safety: one that prioritizes the protection and support of vulnerable parties.

      Internal reforms will help ensure the safety of students and employees, but they will not repair the damage these events have caused to the reputation of the University of Groningen. The termination of a scholar who publishes field-leading research that is critical of academia has triggered doubts among employees, students, and the public about the UG’s commitment to academic freedom. This action is already raising concerns from talented job candidates, and we fear a chilling effect on critical research at the UG and beyond. We call on the University of Groningen, in partnership with the Universities of the Netherlands (UNL), the Ministry of Education, and the labor unions, to enshrine protections for academic freedom in the Collective Labor Agreement.

      Reinstate Dr. Täuber, reform complaint procedures, and establish binding protections for academic freedom. The relationship between the University of Groningen and the people it employs, teaches, and serves has been severely disrupted in the past weeks, but that relationship can be repaired if the Board begins taking these actions today.

      Sincerely,

      References:
      Leidse hoogleraar ging ‘meerdere jaren’ in de fout. (2022, October 25). NRC. https://www.nrc.nl/nieuws/2022/10/25/leidse-hoogleraar-ging-meerdere-jaren-in-de-fout-a4146291

      LNVH. (2019). Harassment in Dutch academia. Exploring manifestations, facilitating factors, effects and solutions. https://www.lnvh.nl/a-3078/harassment-in-dutch-academia.-exploring-manifestations-facilitating-factors-eff.

      Täuber, S. (2020). Undoing Gender in Academia: Personal Reflections on Equal Opportunity Schemes. Journal of Management Studies, 57(8), 1718–1724. https://doi.org/10.1111/joms.12516

      Upton, B. (2023, March 8). Court rules Groningen is free to fire critical lecturer. Times Higher Education (THE). https://www.timeshighereducation.com/news/court-rules-groningen-free-fire-critical-lecturer

      Veldhuis, P., & Marée, K. (2023, March 8). Groningse universiteit mag kritische docent ontslaan. NRC. https://www.nrc.nl/nieuws/2023/03/08/groningse-universiteit-mag-kritische-docent-ontslaan-a4158914

      Young Academy Groningen. (2021). Harassment at the University of Groningen. https://www.rug.nl/news/2021/10/young-academy-groningen-publishes-report-on-harassment-in-academia

      https://openletter.earth/reinstate-susanne-tauber-protect-social-safety-and-academic-freedom-at

      The article:

      Täuber, S. (2020) ‘Undoing Gender in Academia: Personal Reflections on Equal Opportunity Schemes’, Journal of Management Studies, 57(8), pp. 1718–1724.

      –> https://onlinelibrary.wiley.com/doi/10.1111/joms.12516

  • Which is better for global health: online, blended, or face-to-face #Learning?
    https://redasadki.me/2022/09/29/which-is-better-for-global-health-online-blended-or-face-to-face-learning

    Question 1. Does supplementing face-to-face instruction with online instruction enhance learning? No. Positive effects associated with #blended_learning should not be attributed to the media, per se. (It is more likely that positive effects are due to people doing more work in blended learning, once online and then again in a physical space.) This is the conclusion of the U.S. Department of Education’s “Evaluation of #evidence-based practices in #online_learning: a meta-analysis and review of online learning studies” in September 2010. You can find the full document here. Question 2. Is the final academic performance of students in distance learning programs better than that of those enrolled in traditional FTF programs, in the last twenty-year period? Yes. Distance learning results in (...)

    #Research #Theory #face-to-face_training

  • The Declutter and Focus Concepts – Popular Academic Opinions or Effective #Design Principles?
    https://nightingaledvs.com/the-declutter-and-focus-concepts-popular-academic-opinions-or-effect

    Declutter and focus are two guidelines for creating clear and efficient visualizations. The declutter guideline suggests removing all the non-critical elements of the chart like..

    #Business_Intelligence #Community #Data_Visualization #design_principles #research

  • Big changes to staffing patterns at UK universities over past two decades

    The global explosion in university enrolment rates and the size of institutions has transformed their staffing patterns and organisational structure. New research from the Policy Institute at King’s College London provides the first in-depth study of 21st century changes in the UK university sector, and underlines the scale and impact of these changes.

    Funded by the Nuffield Foundation, the report is authored by Professor the Baroness Alison Wolf, a member of the Augar Review of Post-18 Education & Funding, and Dr Andrew Jenkins.

    Observers of contemporary higher education frequently complain of growing ‘managerialism’ and growth in insecure, short-term teaching contracts. Using the UK’s unique workforce database, and case-studies of six contrasting institutions, the researchers examined whether and why such changes had occurred. The report confirms major changes in both administrative and academic employment, alongside extensive centralisation and the decline of the autonomous academic department.

    Since the turn of the century, numbers of senior managerial and administrative posts have risen very markedly. Staff classified as ‘managers and non-academic professionals’ at UK universities increased some 60% over 12 years, from just under 32,000 in the academic year 2005/06 to almost 51,000 in 2017/18. At the same time, the number of technicians and of secretarial posts, supporting academics, declined. Managers and managerial professionals made up a fifth of all non-academic staff in 2005/06, but this had risen to more than a quarter by 2017/18. More and more decisions about staffing are taken at the centre of the institution, with a commensurate hollowing-out of the traditional academic department.

    Within universities, ongoing growth in non-academic appointments is justified by both the need to compete and market degrees globally, and by the importance of the ‘student experience’ as measured by government surveys such as the National Student Survey. However, the authors conclude that the structure of senior leadership teams means that there are few barriers to ‘upward drift’ in pay and seniority – “in sharp contrast to the situation with academic posts, where scrutiny was extensive”.

    Among academics, teaching-only posts at UK universities increased at five times the rate of ‘traditional’ academic roles between 2005/06 and 2018/19. Numbers rose by more than 80 per cent, compared with a rise of 16% over the same period in more traditional roles with both teaching and research responsibilities. Growth was most marked in the Russell Group and the faster a university grew, the more it increased its use of teaching-only staff.

    However, the move to casualised and part-time teaching staff has been fairly limited compared to ‘competitor’ university systems, such as those in the US or Australia. The report ascribes this to the government’s Research Excellence Framework, which determines direct funding allocations but also a university’s international reputation. The higher its research reputation, the higher the fees it can charge to overseas students. UK universities therefore have a strong interest in hiring ‘research-active’ academics, but use teaching-only staff to cover vacancies, including those created by academics who are ‘bought out’ for research, and to smooth staffing when student numbers change.

    Baroness Alison Wolf CBE, Professor of Public Sector Management at King’s College London, said:

    “It is striking how far expensive changes seem to have occurred without being underpinned by a clear strategy. Increased centralisation is also a concern. Large centralised bureaucracies are not good at innovation, which is the lifeblood of universities.”

    https://www.nuffieldfoundation.org/news/big-changes-to-staffing-patterns-at-uk-universities-over-past-tw

    Pour télécharger le rapport:
    https://www.nuffieldfoundation.org/wp-content/uploads/2021/12/Managers-and-academics-in-a-centralising-sector.pdf

    #rapport #UK #Angleterre #université #facs #ESR #management #centralisation #précarisation #autonomie #enseignement #enseignement_supérieur #teaching-only_staff #Research_Excellence_Framework #excellence #réputation #recherche

    ping @_kg_

  • RENCONTRE 4 BENEDICTE GROSJEAN : 17 MAI 2021

    QUESTIONS
    Comment définir aujourd’hui les liens possibles entre
    recherche-action et urbanisme ?
    Comment les resituer dans le cadre de la recherche
    par le projet ?
    Quelles peuvent être les relations entre recherche-action et pédagogie ?

    PARCOURS
    Professeure, ENSA de Lille, Ville et territoire ; Chercheure au laboratoire LACTH, ENSAP de Lille
    Chercheure associée au laboratoire IPRAUS (UMR
    AUSser) ; chargée de cours à la Faculté d’Architecture
    de l’Université de Louvain (LOCI), site de Tournai.
    Formations : 1995, Ingénieur civil architecte (Ecole
    Polytechnique de Louvain) ; 2000, DEA « projet urbain :
    théories et dispositifs » (ENSA Paris-Belleville) ; 2007,
    Docteur en architecture, urbanisme et aménagement
    du territoire (UCLouvain / Université de Paris VIII) ; 2008,
    Grand Prix de la Thèse sur la Ville ; 2019, Habilitation à
    diriger les Recherches
    Thèmes de recherches : les formes territoriales alternatives à la métropolisation (entre-deux, transfrontaliers, ville diffuse, etc.) et les modes de projet « dans un
    monde incertain » (urbanisme descriptif, stratégique,
    bottom-up).

    https://www.youtube.com/watch?v=sXPuaJstvMQ

    #Bénédicte_Grosjean #recherche #recherche-action #urbanisme #TRUST #master_TRUST #conférence #research_by_design #pédagogie #constructivisme #positionnement #immersion #méthodologie #émancipation #empowerment #rationalisme_scientifique #RAP #recherche-action_participative #ressources_pédagogiques

  • #Sensiplan® (=method of natural contraception)

    –-> recommended by a friend who just finished her education as NFP advisor

    die Chance im Einklang mit dem eigenen Körper und auf natürliche Weise Familienplanung sicher und unabhängig zu gestalten.

    „Auf natürliche Weise“ – das klingt nach bio, oder?

    Ja, es ist angewandte Biologie, nichts anderes und doch so viel mehr.

    Es ist noch gar nicht so lange her, dass selbst Mediziner glaubten, der Eisprung sei an jedem Tag im weiblichen Zyklus möglich, eine Schwangerschaft könne also jederzeit eintreten. Erst Anfang des 20. Jahrhundert tauchte die Forschung tiefer in das Zyklusgeschehen ein und konnte nachweisen, dass eine Reihe komplizierter, hormonell gesteuerter Prozesse notwendig ist, damit es überhaupt zu einem Eisprung und zu einer Schwangerschaft kommen kann.

    Heute ist die Medizin in der Lage, unter Einsatz von Labordiagnostik und Ultraschall das Zyklusgeschehen präzise zu beobachten und auch zu beeinflussen.

    Frauen, die Sensiplan® für ihre persönliche Lebens- und Familienplanung einsetzen, können das auch – ohne moderne Technologie – nur unter Einsatz von Wissen, Körperwahrnehmung, Körperbewusstsein und einem hoch sicheren Regelwerk – Sensiplan®.

    Wer steht hinter diesem Angebot? Hinter Sensiplan®?

    Die Arbeitsgruppe NFP

    Die Arbeitsgruppe NFP, die 1981 gegründet wurde, entwickelte das über die deutschen Grenzen hinaus reichende Angebot zur Natürlichen Familienplanung mit allen dazu gehörenden Materialien und Konzepten unter der Trademark Sensiplan®.

    An der Spitze der Arbeitsgruppe NFP steht ein interdisziplinär arbeitendes Team. Zum Team gehören Petra Klann-Heinen, Leiterin der Arbeitsgruppe NFP, Dipl. Pädagogin und NFP Beraterin und Dr. Ursula Sottong, medizinische Beraterin der Arbeitsgruppe, Ärztin, Gesundheitswissenschaftlerin und NFP Beraterin, sowie Agathe Lülsdorff, NFP Beraterin, und Anja Plasil, außerdem zahlreiche freie MitarbeiterInnen aus den Bereichen Medizin, Pädagogik und Psychologie.

    Zu den Aufgabenschwerpunkten der Arbeitsgruppe NFP gehören die zielgruppengerechte Erarbeitung, Aufbereitung und ständige Aktualisierung von fundierten Informationen rund um die Natürliche Familienplanung und die Qualitätssicherung in der Sensiplan®BeraterInnen-Ausbildung und Beratung.

    Die Arbeitsgruppe NFP hält darüber hinaus Literaturtipps rund um die Anwendung von Sensiplan® vor, vermittelt qualifizierte NFP Beratungen und stellt online Zyklusblätter für die Anwendung von Sensiplan in verschiedenen Sprachen zur Verfügung.

    Natürliche Familienplanung - Arbeitsheft

    Arbeitsgruppe NFP (Hrsg.), 164 Seiten
    Mit dem Arbeitsheft ist es ganz leicht, Sensiplan® richtig und sicher anzuwenden. Systematisch werden Sie mit den wichtigsten Regeln vertraut gemacht.

    Introduction video
    https://www.sensiplan-im-netz.de/?page_id=2

    Download #cycle_sheet (multiple languages)
    https://www.sensiplan-im-netz.de/?page_id=224

    #cyle #menstrual_cyle #contraception #natural_contraception #study #research #NFP #cervical_mucus #basal_body_temperature #fertility #sex

    https://www.sensiplan-im-netz.de/?page_id=2

    –-> added to metalist: https://seenthis.net/messages/911504

  • #OMGyes

    WHO WE ARE

    We’re a group of researchers, filmmakers, engineers, designers, educators and sexologists who are passionate about making an honest, practical resource about women’s pleasure. We wanted this information for ourselves and couldn’t find it! Just knowing that ‘everyone’s different’ isn’t as useful as knowing the specific ways we’re different and being able to discuss them.

    [...]

    Women’s sexual pleasure has hidden in the shadows for too long. It’s time to get it all out in the open.

    There’s so much that’s been left unsaid, unasked, and unknown. All because of a taboo that, we believe, will look absurd in a few decades—the same way taboos from the 1950’s about oral sex and homosexuality are absurd to us now. We want to accelerate that transition.

    OMGyes is an entirely new way to explore fascinating, useful and fun information that’s been uncovered in new research. Let’s lift the veil and take an honest look at the specific ways women actually find pleasure.

    [...]

    Scientists and researchers have uncovered the inner workings of almost everything in the world. But the only large-scale sex research that’s been funded has either been biological (the physiology of what happens in the body during sex) or behavioral (general activities without the details, like the percentage of women who have orgasms or use vibrators). So what about the actual techniques and insights that women across the world discover that lead to more pleasure? That was an uncharted frontier, when it comes to science and research.

    So we conducted the first-ever, large-scale peer-reviewed and published research to get the details. And, thanks to the success of OMGyes Season 1, we’ve launched Season 2 and continue to do more and more research, expanding and growing the evidence-based, human understanding of sexual pleasure.

    Trailer

    #sexuality #science #research #pleasure #taboo #transition #sex #women #gender #techniques #insights #information #honest #myth

    https://www.omgyes.com/en

    –-> added to metalist : https://seenthis.net/messages/911504

  • What Killed Quayside, Sidewalk Labs’ Ambitious Smart City in Toronto
    https://onezero.medium.com/how-a-band-of-activists-and-one-tech-billionaire-beat-alphabets-smar

    Alphabet bet big in Toronto. Toronto didn’t play along. In October 2017, Canadian Prime Minister Justin Trudeau spoke at a VIP-laden press event in Toronto to announce plans for a new neighborhood in the city to be built “from the internet up.” The big reveal was the builder : Sidewalk Labs, a subsidiary of Alphabet, the parent company of Google. The mood was festive, optimistic. Schoolchildren were on hand with Lego models of future cityscapes, which Trudeau, flanked by Eric Schmidt, (...)

    #Alphabet #Google #SidewalkLabs #ResearchInMotion-RIM #algorithme #Android #BlackBerry #capteur #LinkNYC #SmartCity #activisme #technologisme #télétravail #données #vidéo-surveillance #BigData #surveillance #urbanisme (...)

    ##Quayside_

  • Les réseaux sociaux scientifiques : visibilité et openaccess

    Selon une enquête récente du CNRS1, les chercheurs font un usage massif des #réseaux_sociaux qui sont intégrés au cœur de leurs pratiques professionnelles. Ces réseaux permettent une meilleure visibilité des travaux et démultiplient les possibilités d’identifier les ressources dont les scientifiques ont besoin pour poursuivre et étendre leur activité.

    https://halshs.archives-ouvertes.fr/halshs-00971365/document
    #HAL #open_access #OA #édition_scientifique #research_gate #université #academia.edu

  • Is #blockchain the Answer for Musicians fed up with the industry?
    https://hackernoon.com/is-blockchain-the-answer-for-musicians-fed-up-with-the-industry-4226aa8b

    Musicians are fed up with how the current industry controls and exploits their #music. That’s why many are flocking to blockchain platforms, with the hope of making the industry more just and transparentBefore the 1990s, record labels tightly controlled all facets of the music industry from musician funding to distribution and even royalty payment collection.This all changed with the rise of the internet and file sharing platforms such as Napster and Limewire, who made music available anywhere, anytime, and to top it all off, for free.The rise of file sharing platforms crippled the record labels control over the music industry because they no longer controlled the distribution networks of new music, nor did they have time to recover as consumers moved on to digital music distribution.The (...)

    #cryptocurrency #business #research

  • Busting #trading Myths
    https://hackernoon.com/busting-trading-myths-e43b67e102fc?source=rss----3a8144eabfe3---4

    A trader who wants to survive and prosper must control losses.With the emergence of cryptocurrencies, an enormous amount of unexperienced investors got into trading. It is not strange at all, then, that scammers saw it as their shining moment. As a result, hundreds if not thousands of telegram groups were created, promising a secret algorithm, let’s call it a miracle 2.0, that will multiply one’s returns by ten.As crazy as it may sound, many newcomers actually believe that successful traders have some secret knowledge that allows them to stay afloat, no matter what happens in the market. In reality, this fantasy only helps “filthy players” to make money on simple men, by increasing sales of advisory services and ready-made trading systems and bots.As Alexander Elder, a Russian-American (...)

    #cryptocurrency #research #scam #investing

  • Zettlr | Home
    https://www.zettlr.com

    Since its inauguration by John Gruber in 2004, #Markdown has made its way to the top of #writing methods. By now, there are numerous different Markdown editors from very simple applications that are designed for pure note keeping towards the most complex editors that not only support Markdown but numerous other languages as well.

    Zettlr enters this broad field with a clear aim in mind: To provide the ability to take #notes and write scientific #papers for #researchers in the arts and humanities, a group that has been underrepresented in recent developments.

    #écrire

  • How to boost your business with Actions on Google
    https://hackernoon.com/how-to-boost-your-business-with-actions-on-google-c204d65a4dcb?source=rs

    In the last article, I summed up the most important reasons why Google Assistant is soon going to change the game for good. Now let me take you a step deeper into the rabbit hole, and explain what it takes to integrate with it, and what business opportunities it opens for you.Assistant is everywhere — use it to reach your customersThere are already over 1 billion Assistant-enabled devices — including smartphones, smart speakers, headphones, TVs, smartwatches, smart home appliances, and more! Every day brings news of new ones being released. Integrating with Google assistant means your business will be there to assist your customers whenever and wherever they need it.Ordering products, finding stores, scheduling appointments, giving instructions, accessing content — it is only a fraction of (...)

    #research-and-development #actions-on-google #virtual-assistant #google-assistant #artificial-intelligence