Impacts of Changes to County Educator Position Descriptions on Gender and Educational Diversity

For the purposes of more accurately reflecting job duties and increasing diversity, Ohio county agriculture and natural resources educator position descriptions were changed in 2013 to include natural resources as an educational qualification. We examined applicant and hiring data from 3 years before and 3 years after the position description change. Results indicate that the numbers of women applicants and applicants with natural resources degrees increased following the position description change. However, although the percentage of hires with natural resources backgrounds increased, the percentage of female hires decreased sharply. Factors influencing the hiring of county agriculture and natural resources educators need to be examined

The Iowa Homemaker vol.36, no.16

Clothes for College, Jackie Andre, page 5 Home Economics has Grown, Jackie Andre, page 6 This is Your Future, Lee Klinzman, page 7 From College to Internship to Job, Donna Schneider, page 8 Another Catering Party is Underway, Ginny Joy, page 9 Opportunities in Home Economics, Bonnie Rollins, page 10 A Part-Time Job, Pat McBride, page 12 Scholarships are Available, Jan Anderson, page 14 Creative Holiday in Mexico, Nancy Fox, page 15 The Kashmir Goat, Norma Scholes, page 16 Religious Customs Concerning Food, Ann Baur, page 1

AOTI Research Strategy 2014-2019

The Association of Occupational Therapists of Ireland (AOTI) is the professional body for occupational therapists in Ireland. As a professional body, AOTI recognises the importance of ensuring evidence-based best practice, effectiveness and efficiency in the delivery of Occupational Therapy services to the benefit of service users. In 2007 a research committee was established within AOTI to guide a research agenda for the profession. In 2008, The Therapy Project Office developed core competencies for the occupational therapy profession (Therapy Project Office, 2008). These had a research and evidence-based focus

The overlap between randomised evaluations of recruitment and retention interventions:An updated review of recruitment (Online Resource for Recruitment in Clinical triAls) and retention (Online Resource for Retention in Clinical triAls) literature

Background: The Online Resource for Recruitment in Clinical triAls (ORRCA) and the Online Resource for Retention in Clinical triAls (ORRCA2) were established to organise and map the literature addressing participant recruitment and retention within clinical research. The two databases are updated on an ongoing basis using separate but parallel systematic reviews. However, recruitment and retention of research participants is widely acknowledged to be interconnected. While interventions aimed at addressing recruitment challenges can impact retention and vice versa, it is not clear how well they are simultaneously considered within methodological research. This study aims to report the recent update of ORRCA and ORRCA2 with a special emphasis on assessing crossover of the databases and how frequently randomised studies of methodological interventions measure the impact on both recruitment and retention outcomes. Methods: Two parallel systematic reviews were conducted in line with previously reported methods updating ORRCA (recruitment) and ORRCA2 (retention) with publications from 2018 and 2019. Articles were categorised according to their evidence type (randomised evaluation, non-randomised evaluation, application and observation) and against the recruitment and retention domain frameworks. Articles categorised as randomised evaluations were compared to identify studies appearing in both databases. For randomised studies that were only in one database, domain categories were used to assess whether the methodological intervention was likely to impact on the alternate construct. For example, whether a recruitment intervention might also impact retention. Results: In total, 806 of 17,767 articles screened for the recruitment database and 175 of 18,656 articles screened for the retention database were added as result of the update. Of these, 89 articles were classified as ‘randomised evaluation’, of which 6 were systematic reviews and 83 were randomised evaluations of methodological interventions. Ten of the randomised studies assessed recruitment and retention and were included in both databases. Of the randomised studies only in the recruitment database, 48/55 (87%) assessed the content or format of participant information which could have an impact on retention. Of the randomised studies only in the retention database, 6/18 (33%) assessed monetary incentives, 4/18 (22%) assessed data collection location and methods and 3/18 (17%) assessed non-monetary incentives, all of which could have an impact on recruitment. Conclusion: Only a small proportion of randomised studies of methodological interventions assessed the impact on both recruitment and retention despite having a potential impact on both outcomes. Where possible, an integrated approach analysing both constructs should be the new standard for these types of evaluations to ensure that improvements to recruitment are not at the expense of retention and vice versa.</p

The overlap between randomised evaluations of recruitment and retention interventions:An updated review of recruitment (Online Resource for Recruitment in Clinical triAls) and retention (Online Resource for Retention in Clinical triAls) literature

Background: The Online Resource for Recruitment in Clinical triAls (ORRCA) and the Online Resource for Retention in Clinical triAls (ORRCA2) were established to organise and map the literature addressing participant recruitment and retention within clinical research. The two databases are updated on an ongoing basis using separate but parallel systematic reviews. However, recruitment and retention of research participants is widely acknowledged to be interconnected. While interventions aimed at addressing recruitment challenges can impact retention and vice versa, it is not clear how well they are simultaneously considered within methodological research. This study aims to report the recent update of ORRCA and ORRCA2 with a special emphasis on assessing crossover of the databases and how frequently randomised studies of methodological interventions measure the impact on both recruitment and retention outcomes. Methods: Two parallel systematic reviews were conducted in line with previously reported methods updating ORRCA (recruitment) and ORRCA2 (retention) with publications from 2018 and 2019. Articles were categorised according to their evidence type (randomised evaluation, non-randomised evaluation, application and observation) and against the recruitment and retention domain frameworks. Articles categorised as randomised evaluations were compared to identify studies appearing in both databases. For randomised studies that were only in one database, domain categories were used to assess whether the methodological intervention was likely to impact on the alternate construct. For example, whether a recruitment intervention might also impact retention. Results: In total, 806 of 17,767 articles screened for the recruitment database and 175 of 18,656 articles screened for the retention database were added as result of the update. Of these, 89 articles were classified as ‘randomised evaluation’, of which 6 were systematic reviews and 83 were randomised evaluations of methodological interventions. Ten of the randomised studies assessed recruitment and retention and were included in both databases. Of the randomised studies only in the recruitment database, 48/55 (87%) assessed the content or format of participant information which could have an impact on retention. Of the randomised studies only in the retention database, 6/18 (33%) assessed monetary incentives, 4/18 (22%) assessed data collection location and methods and 3/18 (17%) assessed non-monetary incentives, all of which could have an impact on recruitment. Conclusion: Only a small proportion of randomised studies of methodological interventions assessed the impact on both recruitment and retention despite having a potential impact on both outcomes. Where possible, an integrated approach analysing both constructs should be the new standard for these types of evaluations to ensure that improvements to recruitment are not at the expense of retention and vice versa.</p

The Grizzly, October 2, 2008

Lighting Up Laws: New Smoking Policies on College Campuses • Sexual Perversity Comes to Ursinus • Water, Water Everywhere • Users to Delete Profiles? Student Reactions to New Facebook • U.S. Credit Crisis Hits Home for Some Ursinus Students • College Students Hurt by Economic Woes • Banned Books Week • Lethal Filler Found in Chinese Dairy • Texting Responsible for Train Crash? • Hispania Dances Their Hearts Out for an Ursinus Audience • Tribute to Sub Connection Employee Patro • A Look Into the Past with the Sophomore Class President • Women in Science: Progress in the Scientific Community • Kabuki Dancer to Choreograph at UC • College Students Targets for ID Theft • Opinions: Presidential Debate 2008: The Battle in Mississippi; Open Your Eyes to the Truth About Senator Barack Obama; Political Messages Overtake Television More Than Ever • Cross Country Senior Spotlight: Christa Johnson • Cosmic Sucker Punch: UC Ultimate Frisbee Scores • Could New Turf Field be the Key to Football\u27s Future Success?https://digitalcommons.ursinus.edu/grizzlynews/1770/thumbnail.jp

Evaluation of genetic isolation within an island flora reveals unusually widespread local adaptation and supports sympatric speciation

It is now recognized that speciation can proceed even when divergent natural selection is opposed by gene flow. Understanding the extent to which environmental gradients and geographical distance can limit gene flow within species can shed light on the relative roles of selection and dispersal limitation during the early stages of population divergence and speciation. On the remote Lord Howe Island (Australia), ecological speciation with gene flow is thought to have taken place in several plant genera. The aim of this study was to establish the contributions of isolation by environment (IBE) and isolation by community (IBC) to the genetic structure of 19 plant species, from a number of distantly related families, which have been subjected to similar environmental pressures over comparable time scales. We applied an individual-based, multivariate, model averaging approach to quantify IBE and IBC, while controlling for isolation by distance (IBD). Our analyses demonstrated that all species experienced some degree of ecologically driven isolation, whereas only 12 of 19 species were subjected to IBD. The prevalence of IBE within these plant species indicates that divergent selection in plants frequently produces local adaptation and supports hypotheses that ecological divergence can drive speciation in sympatry