Conference Session

Continuing Professional Development Division Technical Session 3

Collection

2015 ASEE Annual Conference & Exposition

Authors

Jeffrey S. Goss, Arizona State University; Philip Regier, Arizona State University; Scott Pitasky, Starbucks

Tagged Divisions

Continuing Professional Development

Education Administration from George Washington University (Washington, DC). Under Mr. Goss’ direction, thousands of global engineering professionals from various corporate organizations have advanced their companies and employee’s careers with training through executive seminars, certifications, short courses and media distributed graduate degree programs.Dr. Philip Regier, Arizona State University Dr. Philip Regier is University Dean for Educational Initiatives and CEO of EdPlus at ASU. Page 26.307.1 c American Society for Engineering Education, 2015 Starbucks College Achievement Plan: An Innovative Educational PartnershipOn

Conference Session

Continuing Professional Development Division Technical Session 4

Collection

2015 ASEE Annual Conference & Exposition

Authors

Alina Ilyasova, Institute of Additional Professional Education Kazan National Research Technological University; Mansur Galikhanov, Kazan National Research Technological University; Vasiliy Grigoryevich Ivanov, Kazan National Research Technological University; Farida Tagirovna Shageeva, Kazan National Research Technological University; Inna Mikhailovna Gorodetskaya, Kazan National Research Technological University

Tagged Divisions

Continuing Professional Development

Presidential trainingprograms for engineering staff, which in addition to training employees at the universityprovides industrial internship in Russia as the second phase and internship abroad as the thirdphase. The realization of the proposed program includes the following steps.1.The study of the innovative development plans of the enterprisesincluded in the cluster. Thiswouldhelp to define the theme, the direction of development of innovative models ofprofessional education not only of separate businesses, but of the cluster as a whole.2.Next phase of model is choosing an educational, research and engineering center. Theselection can be based on the contacts of the enterprise with foreign partners - suppliers orconsumers of goods or

Conference Session

Continuing Professional Development Division Technical Session 4

Collection

2015 ASEE Annual Conference & Exposition

Authors

Wendy K Tang, Stony Brook University; Pao-Lo Liu, University at Buffalo, SUNY; Charles R. Westgate Sr. P.E., Binghamton University; Kim A. Scalzo, State University of New York, HQ

Tagged Topics

Diversity

Tagged Divisions

Continuing Professional Development

development and training opportunities for faculty and staff across SUNY’s 64- campus system. CPD programs and services are targeted toward campus administration and leadership, faculty and instructional support staff, and IT staff. As Director, Kim provides overall leadership for the center, including strategic planning, new program development, campus relationship management, and partnership development with training vendors. At SUNY Kim is also leading the Campus Partnerships for the implementation of Open SUNY in support of SUNY’s Strategic Plan, The Power of SUNY. Prior to joining the SUNY in 2009, Kim spent 18 years at Rensselaer Polytechnic Institute, her last po- sition as Director of Academic Outreach Programs

Conference Session

Continuing Professional Development Division Technical Session 1

Collection

2015 ASEE Annual Conference & Exposition

Authors

Michael Richey, The Boeing Company; Timothy Kieran O'Mahony, University of Washington; Michael J. Prince, Bucknell University; Fabian Zender, The Boeing Company; Barry McPherson, Boeing

Tagged Divisions

Continuing Professional Development

resources and information aboutassessment centered frameworks in learning, failed to connect with formative assessment as avalid teaching technique and ultimately increased the amount of summative assessments thatthey favored to administer. While these findings indicate that while most SMEs are intrigued bypossibilities of pedagogical promise and, in fact, discuss their plans to affect change byincorporating inductive instructional strategies into their classroom events, we are anxious toknow if, in phase II and Phase III of this study, they will be willing to abandon ‘tried and tested’methods that they are familiar with because of having themselves experienced them in school.Future directions are suggested that elaborate on methods and practices

Conference Session

Continuing Professional Development Division Technical Session 2

Collection

2015 ASEE Annual Conference & Exposition

Authors

Sheng-peng Wu, University of Wisconsin at Madison

Tagged Divisions

Continuing Professional Development

,   3  coining the term Universal Design for Learning (UDL). The principles of UDL focuson creating barrier-free instructional materials, methods, and activities to make themaccessible to as many students as possible, across all levels of education, regardless ofdisability status.The notion of universal design specifically to higher education settings was introduced bySilver, Bourke, and Strehorn (1998). They advocated a model where universal design andaccessibility issues are in “integral component of all instructional planning” (p.47). Goffand Higbee’s (2008) Universal Instructional Design (UID) framework is based onChickering and Gamson’s (1987) principles for good practices in undergraduateeducation but modified to include elements of

Conference Session

Continuing Professional Development Division Technical Session 4

Collection

2015 ASEE Annual Conference & Exposition

Authors

Mitchell L Springer PMP, SPHR, SHRM-SCP, Purdue University, West Lafayette; Mark T Schuver, Purdue University, West Lafayette; Thomas J Brumm, Iowa State University

Tagged Divisions

Continuing Professional Development

movements.Implications of FairnessTo combat the many ills of being an adjunct faculty member, unionization has made a resurgencein institutions of higher education. Numerous articles of recent have focused on massunionization efforts of adjuncts, no more proliferate than in the northeast portion of the UnitedStates.In a recent article6, Sydni Dunn states: “…George Washington University’s part-time faculty union has made some real gains since it was formed in 2006: It negotiated a minimum payment of $3,500 per three-credit-hour course, secured a supplemental retirement plan and a medical leave of absence, and designated a small pool of money for adjuncts to pursue professional development… But what is “the top,” or the mark of a successful union? At

Conference Session

Continuing Professional Development Division Technical Session 3

Collection

2015 ASEE Annual Conference & Exposition

Authors

Gustavo Lopez, Universidad de Costa Rica; Francisco Cocozza, CITIC; Alexandra Martinez, Universidad de Costa Rica; Marcelo Jenkins, University of Costa Rica

Tagged Divisions

Continuing Professional Development

testing and coverage metrics 2.1. Unit tests in Visual Studio 2.2. Code coverage metrics 2.3. Test automation 3. Support for automated user interface tests 3.1. Simple tests 3.2. Data-driven tests 3.3. Web and desktop application tests 4. Introduction to Team Foundation Server (TFS) 4.1. Features of TFS 4.2. Installation of TFS 4.3. Backup creation and recovery 4.4. Version control 4.5. Reports 5. Introduction to Microsoft Test Manager 5.1. Creating a Test Plan 5.2. Executing the tests 5.3. Managing the environments 6. Performance Tests in Microsoft Test Manager 6.1. Lab Center’s features and functionalities 6.2. Recommended architecture and environment

Conference Session

Continuing Professional Development Division Technical Session 2

Collection

2015 ASEE Annual Conference & Exposition

Authors

Charles E. Baukal Jr. P.E., John Zink Co. LLC; Lynna J. Ausburn PhD, Oklahoma State University

Tagged Topics

Diversity

Tagged Divisions

Continuing Professional Development

ATLAS. This instrumentwas used in the present study to assess preferred learning strategies. An important advantage ofATLAS is that it is simple to administer and is currently the generally-accepted method formeasuring learning strategy preferences.18 Three distinct learning strategy groups wereidentified: Navigators, Problem Solvers, and Engagers.26 Navigators plan their learning andfocus on completing the necessary activities to achieve their goals. Order and structure areimportant to these learners, who tend to be logical, objective, and perfectionists. They want clearobjectives and expectations at the beginning of a course and in advance of activities, such as inan explicit and detailed syllabus and precisely defined assignments and

Conference Session

Continuing Professional Development Division Technical Session 2

Collection

2015 ASEE Annual Conference & Exposition

Authors

Mitchell L Springer PMP, SPHR, SHRM-SCP, Purdue University, West Lafayette; Mark T Schuver, Purdue University, West Lafayette

Tagged Divisions

Continuing Professional Development

parents. In fact, 53 percent of 18-to-24 year olds are livingwith their parents, and 85 percent of college seniors plan on moving back home after graduation(Gang, p. 1).”In March, 2012, PEW Research Center reported more generally “…This generation of youngadults has sometimes been labeled the “boomerang generation” for its proclivity to move out ofthe family home for a time and then boomerang right back. The Great Recession seems to haveaccelerated this tendency. The Pew Research survey found that among all adults ages 18 to 34,24% moved back in with their parents in recent years after living on their own because ofeconomic conditions.” Tracking the number of young people in a given household is more easilymeasured than relying on voluntary data

Conference Session

Continuing Professional Development Division Technical Session 1

Collection

2015 ASEE Annual Conference & Exposition

Authors

Mitchell L Springer PMP, SPHR, SHRM-SCP, Purdue University, West Lafayette; Mark T Schuver, Purdue University, West Lafayette

Tagged Divisions

Continuing Professional Development

, Google announced plans to hire more than 6200 new employees. On the surface mostconcerned with our U.S. economy applauded this. Even the President of the United States statedhow great this was for the economy and the many people of our great nation. It is unimaginableanyone not being happy about this, especially given the then state of the economy. But, therewere those not happy about the decision. Those not happy were the shareholders reflected in theabove article. Why wouldn’t the shareholders be happy about the announced hiring as was Page 26.1350.4everyone else who was made aware of it? The answer, per the above article reference was