An ideal model of an assistive technology assessment and delivery process

The purpose of the present work is to present some aspects of the Assistive Technology Assessment (ATA) process model compatible with the Position Paper 2012 by AAATE/EASTIN. Three aspects of the ATA process will be discussed in light of three topics of the Position Paper 2012: (i) The dimensions and the measures of the User eXperience (UX) evaluation modelled in the ATA process as a way to verify the efficient and the evidence-based practices of an AT service delivery centre; (ii) The relevance of the presence of the psychologist in the multidisciplinary team of an AT service delivery centre as necessary for a complete person-centred assistive solution empowering users to make their own choices; (iii) The new profession of the psychotechnologist, who explores users needs by seeking a proper assistive solution, leading the multidisciplinary team to observe critical issues and problems. Through the foundation of the Position Paper 2012, the 1995 HEART study, the Matching Person and Technology model, the ICF framework, and the pillars of the ATA process, this paper sets forth a concept and approach that emphasise the personal factors of the individual consumer and UX as key to positively impacting a successful outcome and AT solution

Disability in a Technology-Driven Workplace

New Internet and Web-based technology applications have meant significant cost and time efficiencies to many American businesses. However, many employers have not yet fully grasped the impact of these new information and communication technologies on applicants and employees with certain disabilities such as vision impairments, hearing problems or limited dexterity. Although not all applicants and employees who have a disability may experience IT-access problems, to select groups it can pose a needless barrier. The increasing dominance of IT in the workplace presents both a challenge and an opportunity for workers with disabilities and their employers. It will be up to HR professionals to ensure that Web-based HR processes and workplace technologies are accessible to their employees with disabilities.

Ready for Tomorrow: Demand-Side Emerging Skills for the 21st Century

As part of the Ready for the Job demand-side skill assessment, the Heldrich Center explored emerging work skills that will affect New Jersey's workforce in the next three to five years. The Heldrich Center identified five specific areas likely to generate new skill demands: biotechnology, security, e-learning, e-commerce, and food/agribusiness. This report explores the study's findings and offers recommendations for improving education and training in New Jersey

The changing roles and identities of library and information services staff

A review of the changing roles of library, IT and e-learning staff from 1960 to date. Examines convergence and blurring of roles and what constitutes professional identity

Skills Assessment for Business Services: Final Report

No abstract available

A Review of the Literature and Implications for People with Disabilities (E-Human Resources Literature Review)

To accomplish this overview, an extensive review of the literature on information technology applications to the employment process was conducted. Three human resources related uses of the Internet are explored in this review of current literature: E-recruiting, E-benefits/HR, E-training. Each of these areas can have a significant impact on employees with disabilities, especially given the growth of business’ use of the Web. If E-recruiting is not accessible, it could prevent people from applying for or even finding open positions. E-training, if not accessible, could create a new barrier to the advancement of individuals who are unable to access online training to improve or update their skills. E-benefits, while likely to make enrollment and other activities easier for many employees, may become an obstacle for individuals with certain disabilities if not designed to be accessible. In addition, we examined the literature for any current discussion of access issues for applicants and employees with disabilities by business. In the remainder of this introduction, we also cover the World Wide Web and accessibility issues for people with disabilities, legislation relevant to Internet accessibility, and studies of Web accessibility

Greater Washington Works: IT and Health Careers with Promise

The Greater Washington Workforce Development Collaborative, an initiative of The Community Foundation for the National Capital Region, has partnered with JPMorgan Chase & Co. to develop new a research report, Greater Washington Works: IT and Health Careers with Promise, released today. The report focuses on how our region can address the skills gap and lift more of our neighbors out of poverty through careers in IT and Healthcare.With over 70% of net new jobs requiring post-secondary education and training, the Washington regional economy continues to be highly knowledge-based. Local employers, however, face challenges in finding skilled workers. Nearly 800,000 individuals in our region have no education past high school, highlighting a skills gap that has the potential to undermine our region's global economic competitiveness.Further, while it is encouraging that our regional unemployment rate has improved to pre-Great Recession levels, many of our neighbors are still struggling to make ends meet. Our region can count 100,000 additional residents living below the Federal poverty level since 2009. African American or Latino workers in the region are three times more likely to earn an income below the poverty level. Addressing our region's race, ethnicity, and gender-based income inequality is a critical challenge for our region to tackle if we want to ensure that all in our region have a fair shot for prosperity