Tag: Remote

  • Teaching Public Speaking Skills for Our Remote Age With MindTap Bongo Present Activities

    Teaching Public Speaking Skills for Our Remote Age With MindTap Bongo Present Activities

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    I remember that fateful day clearly, back in March 2020, when we were first told “Go home. We’re going remote.” On the way out the door, one of my colleagues said, “This changes everything.”  At the time, I thought they were overreacting. My focus was on health and safety. Naively, I thought the COVID-19 pandemic would pass quickly, and we would soon return to normal.

    Rarely have I been so wrong about so many things.

    As a communication professor for more than thirty years, I assumed public speaking meant speaking in-person, in public. At the beginning of remote learning, I instructed students to present speeches on Zoom in much the same way I had when our classroom was live, in-person. However, after several semesters of trial and error, I finally appreciated the truth of my colleague’s statement. Everything had changed. While many of the skills required for effective public speaking remotely were the same as public speaking in person, teaching additional skills was necessary.

    Public speaking skills: critical for career success

    Happily, I discovered learning these remote public speaking skills would not only support students’ academic success but would also support their long-term workplace success. According to research in Cengage’s Career Readiness eBook, 98.5% of employers think communication skills are very important. Additionally, LinkedIn ranked communication as No. 1 on their 2024 list of overall most in-demand skills. Ultimately, this is a skill that will only benefit students in the long run. So, how can students hone this skill?

    When it comes to public speaking in any environment, practice is always key. Experts often suggest students give practice presentations, paying close attention to things like their body language, tone of voice and breath control. Practicing in front of others can also be tremendously helpful when preparing.

    The challenge of incorporating peer feedback skills in remote teaching

    Providing constructive feedback is an essential skill for remote public speaking. Teaching my students how to provide constructive feedback had always been an integral part of my in-person public speaking curriculum.

    First, I would offer a lesson with guidelines on how to offer constructive feedback. Then, students would be responsible for completing a speech critique form of another student’s presentation. And finally, students would reflect on ways they could improve their performance based on the feedback they received. Research suggests this type of peer review process helps students to develop lifelong skills in assessing and providing feedback to others, while simultaneously equipping them with skills to self-assess and improve their own speeches.

    When I had a full class of face-to-face students, integrating these types of peer review experiences into my public speaking curriculum was relatively easy. However, I quickly learned that the remote learning environment presented a new set of peer review challenges. Just recording speeches to a viewing platform wasn’t enough to replicate the learning opportunities of the in-person experience. Ideally, students needed to be able to record their speeches for asynchronous viewing by the instructor and the assigned students, who would then offer written constructive feedback for the presenter and other peer reviewers to consider. These requirements seemed like a tall order but, amazingly, MindTap, Cengage’s online learning platform, provided me with exactly what I needed.

    Using MindTap to teach remote public speaking skills

    Prior to my public speaking courses shifting to remote learning, I had already been using online MindTap activities to supplement the print versions of my textbooks. After the pandemic, I began to rely more heavily on MindTap activities. I found using MindTap filled in some of what was lost from my students’ in-person experience, keeping them more engaged. Additionally, using the MindTap Bongo Present activities, which are available with many of the Communication Studies eBooks, solved a number of practical dilemmas including how to systematically evaluate their performance.

    Present Bongo activities, found in the MindTap learning path, help students become more comfortable with the act of speaking to a camera while being recorded to a screen through a variety of topic-specific, impromptu-style, low-stakes public speaking opportunities.

    Present activities can also be used as an effective delivery and evaluation system for more formal public speaking presentations, such as pre-planned informative or persuasive speeches. When students record their speech, in addition to receiving feedback and a grade from me, they can also receive feedback from other class members, either by a rubric-based peer review or live, real-time comments.

    Having the option to assign three or more reviewers for each speech provides additional benefits, for both the reviewer and the speaker. As reviewers, students get to see a wider range of work, and as speakers, they get more feedback on their presentations. If multiple reviewers make the same suggestion, a speaker may be more likely to take that suggestion to heart.

     

     

     

     

     

     

    The pathway to public speaking success in a remote setting includes setting aside time to rehearse and record presentations and asking colleagues for constructive feedback. In much the same way, MindTap Bongo activities provide students the opportunity to practice their speaking skills, learn from the review/feedback process  and, ultimately, to succeed in our remote age.

    Written by Sheryll Reichwein, MA, Adjunct Professor of Communication at Cape Cod Community College

    Interested in exploring how MindTap Bongo Activities can help your students develop remote public speaking skills effectively?

    The post Teaching Public Speaking Skills for Our Remote Age With MindTap Bongo Present Activities appeared first on The Cengage Blog.

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  • Hybrid, Remote and Flexible Work: The Secret Sauce for Employee Retention? – CUPA-HR

    Hybrid, Remote and Flexible Work: The Secret Sauce for Employee Retention? – CUPA-HR

    by CUPA-HR | September 19, 2023

    Given the number of employees who successfully executed their work remotely at the height of the pandemic, it may come as no surprise that a substantial gap exists between the work arrangements that higher ed employees want and what institutions offer. According to the new CUPA-HR 2023 Higher Education Employee Retention Survey, although two-thirds of employees state that most of their duties could be performed remotely and two-thirds would prefer hybrid or remote work arrangements, two-thirds of employees are working completely or mostly on-site.

    Inflexibility in work arrangements could be costly to institutions and contribute to ongoing turnover in higher ed. Flexible work is a significant predictor of employee retention: Employees who have flexible work arrangements that better align with their preferences are less likely to look for other job opportunities.

    Flexible Work Benefits: A No-Brainer for Retention

    While more than three-fourths of employees are satisfied with traditional benefits such as paid time off and health insurance, survey respondents were the most dissatisfied with the benefits that promote a healthier work-life balance. These include remote work policies and schedule flexibility, as well as childcare benefits and parental leave policies.

    Most employees are not looking for drastic changes in their work arrangements. Even small changes in remote policies and more flexible work schedules can make a difference. Allowing one day of working from home per week, implementing half-day Fridays, reducing summer hours and allowing employees some say in their schedules are all examples of flexible work arrangements that provide employees some autonomy in achieving a work-life balance that will improve productivity and retention.

    A more flexible work environment could be an effective strategy for institutions looking to retain their top talent, particularly those under the age of 45, who are significantly more likely not only to look for other employment in the coming year, but also more likely to value flexible and remote work as a benefit. Flexible work arrangements could also support efforts to recruit and retain candidates who are often underrepresented: the survey found that women and people of color are more likely to prefer remote or hybrid options.

    Three Things You Can Do

    1. Use Data to Make a Case for Change. The CUPA-HR 2023 Higher Education Employee Retention Survey provides multiple data points that support remote, hybrid and flexible work for the retention and recruitment of top talent.
    1. Explore CUPA-HR Resources. Discover best practices and policy models for navigating the challenges that come with added flexibility, including managing a multi-state workforce:
    1. Remember the Two-Thirds Rule. In reevaluating flexible and remote work policies, remember: Two-thirds of higher ed employees believe most of their duties can be performed remotely and two-thirds would prefer hybrid or remote work arrangements, yet two-thirds are compelled to work mostly or completely on-site.

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  • DHS Announces Proposed Pilot Program for Non-E-Verify Employers to Use Remote I-9 Document Examination – CUPA-HR

    DHS Announces Proposed Pilot Program for Non-E-Verify Employers to Use Remote I-9 Document Examination – CUPA-HR

    by CUPA-HR | August 9, 2023

    On August 3, 2023, the Department of Homeland Security (DHS) published a notice in the Federal Register seeking comments on a potential pilot program to allow employers not enrolled in E-Verify to harness remote examination procedures for the Form I-9, Employment Eligibility Verification.

    Background

    DHS’s recent actions are built upon a series of moves aimed at modernizing and making more flexible the employment verification process. On July 25, 2023, the DHS rolled out a final rule enabling the Secretary of Homeland Security to authorize optional alternative examination practices for employers when inspecting an individual’s identity and employment authorization documents, as mandated by the Form I-9. The rule creates a framework under which DHS may implement permanent flexibilities under specified conditions, start pilot procedures with respect to the examination of documents, or react to crises similar to the COVID-19 pandemic.

    Alongside the final rule, DHS published a notice in the Federal Register authorizing a remote document examination procedure for employers who are participants in good standing in E-Verify and announced it would be disclosing details in the near future about a pilot program to a broader category of businesses.

    Key Highlights of the Proposed Non-E-Verify Remote Document Examination Pilot 

    DHS’s proposal primarily revolves around the following points:

    • Purpose: Immigration and Customs Enforcement (ICE) intends to gauge the security impact of remote verification compared to traditional in-person examination of the Form I99. This involves evaluating potential consequences like error rates, fraud and discriminatory practices.
    • Pilot Procedure: The new pilot program would mirror the already authorized alternative method for E-Verify employers, including aspects such as remote document inspection, document retention and anti-discrimination measures.
    • Eligibility: The pilot program is open to most employers unless they have more than 500 employees. However, E-Verify employers are excluded since DHS has already greenlit an alternative for them.
    • Application Process: Interested employers must fill out the draft application form, which DHS has made available online. This form captures details like company information, terms of participation, participant obligations, and more.
    • Information Collection: Employers wishing to join the pilot would be required to complete the formal application linked above. ICE would periodically seek data from these employers, such as the number of new hires or how many employees asked for a physical inspection.
    • Documentation: Participating companies must electronically store clear copies of all supporting documents provided by individuals for the Form I-9. They might also be required to undertake mandatory trainings for detecting fraudulent documents and preventing discrimination.
    • Onsite/Hybrid Employees: Companies might face restrictions or a set timeframe for onsite or hybrid employees, dictating when they must physically check the Form I-9 after the initial remote assessment.
    • Audits and Investigations: All employers, including pilot participants, are liable for audits and evaluations. DHS plans to contrast data from these assessments to discern any systemic differences between the new method and the traditional one.

    What’s Next: Seeking Public Comments by October 2 

    DHS is actively seeking feedback from the public regarding the proposed pilot and the draft application form. The department encourages stakeholders to consider and provide insights on the following points:

    • Practical Utility: Assess if the proposed information requirement is vital for the agency’s proper functioning and whether the data collected will be practically useful.
    • Accuracy and Validity: Analyze the agency’s estimation of the information collection’s burden, ensuring the methods and assumptions are valid.
    • Enhance Information Quality: Offer suggestions to improve the clarity, utility and overall quality of the data collected.
    • Minimize Collection Burden: Propose ways to ease the data collection process for respondents, exploring technological solutions such as electronic submissions.

    In light of this, CUPA-HR plans to carefully evaluate the notice and associated application. Based on its review, CUPA-HR is considering submitting comments to provide valuable insights to DHS. CUPA-HR will keep members apprised of any updates regarding this proposed pilot program and other changes to Form I-9 alternative examination procedures.



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