Related posts:No related photos. Occupational testing of the disabledOn 12 Oct 2004 in Personnel Today Previous Article Next Article Comments are closed. Assessment specialists Psychometric Services outline adjustments that might reasonably be made when carrying out occupational testing of disabled people The Disability Discrimination Act (DDA) makes it unlawful to have a selection or other assessment procedure that might present such an obstacle.Assessment specialists Psychometric Services Ltd, outline modifications and adjustments that might reasonably be made to tests and test conditions when carrying out occupational testing of disabled people. The advice is divided into six areas, grouped by nature of disability; this is for the sake of convenience and is not to suggest that the candidates should be grouped in such a fashion.Candidates with visual disabilities The use of the words “blind” and “partially-sighted” covers a wide range of visual impairment, and it should not be assumed that a candidate with a visual impairment has no sight at all. This is why it is essential to contact candidates before the testing sessions, ascertaining how they prefer to communicate and what adjustments might be made. Many “blind” candidates are likely to have some sight, or see certain things but not others. Lighting tends to be a vital issue, so rooms with insufficient, patchy or uneven lighting should be avoided – this is true of testing conditions in general.Large-print versions of tests might be sufficient in some cases, but consideration needs to be given to the answer sheet as well. Many “partially-sighted” candidates may use magnifiers or may prefer to use materials scanned into a computer (please check with the publisher before scanning tests) and reading from a magnified or otherwise adjusted computer screen.Braille versions of tests are available from some publishers, but it should be remembered that many candidates with a visual impairment will have little or no proficiency in Braille. Other formats for tests might include audio versions, such as audio tape, computer-simulated speech or amanuensis (when someone reads out the test to the candidate and writes down the answers for them).It should be noted that all of these methods are likely to require more time for the test, both for the candidate and the administrator. It should also be noted that questionnaires administered by amanuensis may result in slightly different responses than those administered using computer-simulated speech. This is due to the tendency of candidates in general to moderate self-perceived extreme choices and to present themselves more favourably when dealing with an administrator face-to-face.The use of large print or other mechanically magnified versions also is likely to have an impact on the time given to take the test and the times for completion and administration need to be adjusted accordingly. Candidates with hearing disabilitiesFor most written tests, little or no adjustment to the test itself is required for candidates with a hearing impairment. The major issue tends to surround the test administration. Many, but not all, candidates with hearing disabilities can lip-read, so it should not be assumed that an interpreter is not required. Check with the candidate as to whether they would like to have an interpreter present and whether they need the test instructions “signed” by an interpreter. Good written instructions may suffice, but if candidates feel that they are being disadvantaged (and probably are being disadvantaged), any decisions based on the results of such a test are likely to be seen as discriminatory and therefore unlawful.If testing a candidate with a hearing disability in a group of candidates, ensure that this candidate is in a position with an unobscured view of the administrator (possibly at the front) and if an interpreter is present make sure that they are adjacent to the candidate. If possible, administration should be conducted on a one-to-one basis. During the administration, look directly at the candidate and not (if present) at the interpreter. The usual considerations need to be made with regard to working through the examples and questions from the candidate. Deaf candidates may be able to lip-read very well, but not speak relatively fluently and therefore the administrator may need to provide paper to a deaf candidate for them to write down questions. The administrator should also be prepared to write questions down or provide written explanations as required.Some forms of assessment are unsuitable for candidates with a hearing disability. Group exercises (while not impossible) are likely to be very problematic to a candidate with a hearing disability (identifying who is speaking, what is being said, contributing themselves).Role plays and presentation exercises are also problematic due to the fact that many candidates with a hearing disability may have difficulties with oral communication. Another issue is that many candidates with a hearing impairment, especially people who are deaf from birth, may often have British Sign Language (BSL) as their first language and while they may lip-read English proficiently, English is in fact their second language.Candidates with a motor impairmentThe major issue for testing candidates with a motor impairment is ensuring that they can access the buildings, rooms and materials involved. The candidate should be asked what equipment and access they will need. Rooms may need to be able to accommodate wheelchairs or additional supporting people; the heights or angles of tables, desks and chairs might need adjusting. The candidates may use specialised equipment or computer programs themselves, so power points, computers and web access may be required. For example, while many candidates may have no problem reading a written test, they may be unable to turn the pages of a booklet. In most cases, such candidates are likely to have their own devices for turning a page. An easy and usual adjustment tends to be to the answer sheet. Many candidates with a motor impairment would find it impossible to fill in a small circle as required on most answer sheets, so other ways of indicating the answer may be required e.g. using a computer or specialised equipment, or providing the answers orally and getting someone else (possibly the administrator) to complete the answer sheet for them. The time taken to answer is likely to be affected by the method of response, so adjustments to the time allowed should be made. The administrator should also be aware of issues of fatigue; very long tests and test sessions should be avoided.Candidates with dyslexiaCandidates with dyslexia can be characterised as having difficulty with words and language, and often difficulty with organising and planning. They may have differences in the brain area that deals with language, differences which affect the skills needed for learning to read, write and spell. About 4 per cent of the UK population are severely dyslexic with a further 6 per cent having moderate or mild difficulties and, as such, people with dyslexia represent the biggest group of disabled candidates. People with dyslexia may have advantages over others in terms of their ability to think innovatively and creatively. These tend to play little part in most ability tests, where the answers are given in a pre-determined, multiple-choice format and have specific and exact administration instructions and timings. Most written tests represent a major challenge for many candidates with dyslexia due to the amount of reading required and the need to work in a speedy and highly accurate fashion.Candidates with dyslexia tend to have some difficulty with the test instructions. They find it easier to follow instructions if they are being read out by an administrator rather than just being presented in written format. They may need more support with the instructions, especially with the examples, but difficulty with the examples should not be seen as an indicator of poor performance on the test itself. Therefore it is important to ensure that opportunity to complete examples is given and that tests which require an administrator to read out the instructions fully are used.The usual reasonable adjustment made for candidates with dyslexia regards the time allowed for the assessment. Ask candidates what extra time they received for GCSEs, Highers or A-Levels and apply this proportionally to the test they need to take. Note how far the candidate has progressed through the test after the normal full time for the test. Check the accuracy of their responses during that time (what percentage of the questions attempted did they get right) and do the same at the end of the extra time given. This accuracy measure may prove to be a better measure of their ability, as it is likely to be less affected by speed.If more than one test is being administered to a candidate with dyslexia, try giving the least time-sensitive test first. When testing graduates and managers this is likely to be a verbal reasoning test. Tell the candidate that they will receive extra time, but ask them to stop after the normal full time given for the test. Check how far they get through the test in the time given and work out how long it takes them to complete a single item. Multiple this by the number of items in the test and this will give the total time that should be allowed. If they have completed half of the test items, they should be allowed 100 per cent extra time on the test; if they have completed two-thirds, they should be allowed 50 per cent extra time. This is often the best strategy for establishing how much extra time to give. With subsequent tests, the extra time allowed should be the same as for the verbal test. Candidates with a speech impairmentFor most tests, little or no adjustment is required for candidates with a speech impairment. One consideration is the fact that candidates with a speech impairment are less likely to ask questions during the administration session. Test administrators might specifically ask such candidates on a one-to-one basis if they have any questions rather than expecting them to respond in a group situation.Candidates with a learning disabilityMany employees would not test candidates with a learning disability (or disabilities). The most important consideration in testing such candidates is to ensure that they understand what they are being asked to do. Use existing test administration instructions, but be prepared to explain things as many times as necessary and ensure that candidates are fully aware of the need to work quickly and accurately. It is more appropriate to test such candidates on an individual basis rather than as part of a group. Nevertheless, PSL would recommend that candidates with a learning disability are not tested in general due to the fact that the test may be assessing their disability (which is likely to be unlawful).
Comments are closed. In addition to organically drawing in talent, Hired.com uses “talent advisors” to recruit in-demand IT talent into their platform and companies access the platform to bid on the folks (approach with potential offers). The cost to make a hire on the platform is about half of what an average agency would charge.Read full article Comment on Is Agency recruitment going to be ‘uber-ised’? The answer here. by GlenShared from missc on 23 Apr 2016 in Personnel Today Previous Article Next Article Related posts:No related photos.
Email Address* Kurtz oversaw several REITs at AR Global, and before that, worked at the Carlyle Group and New Mountain Finance Corporation.CEO Marty Burger said Siri, in his expanded role, will develop the firm’s global accounting platform, using his “deep technical, tax, REIT and reporting expertise.”“In light of our past growth — and our projected future growth — we have taken these steps to ensure we are appropriately covered and resourced from a corporate finance and financial reporting point of view,” Burger said.Contact Akiko Matsuda Tags Katie Kurtz and Silverstein Properties chairman Larry Silverstein (Silverstein, Getty)Silverstein Properties has a new finance chief.Katie Kurtz, who was previously an executive vice president at AR Global, has joined the family-owned real estate development and investment firm as chief financial officer, the company announced Wednesday.Former CFO Leor Siri has been promoted to serve as an executive vice president in charge of global accounting and treasurer. Siri continues to serve as CFO of Silverstein Properties Limited, the firm’s Israeli entity listed on the Tel Aviv Stock Exchange (TASE), the company said.The C-suite changes came in light of Silverstein Properties’ effort to raise capital in different markets, including through commercial mortgage-backed securities and municipal bond markets in the United States, and the Tel Aviv bond market. The company has also raised money from large institutional investors for its lending arm, Silverstein Capital Partners, as well as an Opportunity Zone fund.ADVERTISEMENTRead moreSilverstein Properties confirmed as buyer of US Bank TowerPort Authority taps Silverstein, Brookfield to build 5WTCSilverstein’s Tal Kerret seeks $250M for SPAC Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink Full Name* Commercial Real Estatesilverstein properties Message* Share via Shortlink
January 8, 2015 Share this article View post tag: Navy View post tag: Black Sea View post tag: News by topic The US Navy’s guided-missile destroyer USS Donald Cook (DDG 75) transits the Black Sea. Donald Cook is conducting naval operations in the U.S. 6th Fleet area of responsibility in support of U.S. national security interests in Europe.[mappress mapid=”14877″]Image: U.S. Navy photo by Mass Communication Specialist 2nd Class Karolina A. Oseguera View post tag: USS Donald Cook Authorities View post tag: Covered View post tag: Naval View post tag: europe Back to overview,Home naval-today Image of the Day: Snow Blanket Covers Donald Cook View post tag: Snow View post tag: Image of the Day Image of the Day: Snow Blanket Covers Donald Cook
Royal Navy’s Type 45 destroyer shines in ‘Thursday War’ Authorities June 21, 2016 Back to overview,Home naval-today Royal Navy’s Type 45 destroyer shines in ‘Thursday War’ View post tag: HMS Diamond Royal Navy’s Type 45 destroyer HMS Diamond is fit for deployment again after completing six weeks of operational sea training off Plymouth.The Portsmouth-based warship tested both personnel and equipment to make sure everything is ready for front-line duties.It brings to an end eight months of trials, training, instruction and assessment following a comprehensive maintenance and upgrade package for the third of the RN’s six Type 45 air defence destroyers.Witnessing the final day of assessment – a Thursday War, which replicates all out naval warfare on the eponymous weekday – was the UK’s Chief of Joint Operations, Lieutenant General Sir John Lorimer – who directs the nation’s bi and tri-service missions around the globe from the headquarters in Northwood.Type 45s regularly come under his control – from missions off Syria which Diamond performed back in 2014, to one of the destroyers working with French or American carrier battle groups in the Gulf (HMS Defender is there presently).The general saw Diamond’s sailors rewarded for their efforts; staff from the Flag Officer Sea Training organisation who run the assessment gave the destroyer a ‘very satisfactory’ score (most ships come through with a ‘pass’, a satisfactory).Diamond is now attached to the JEF M – the UK’s new Joint Expeditionary Force (Maritime) which is at five days’ notice to deploy anywhere in the world.The first JEF deployment will be exercises in the Med this autumn, replacing the Cougar deployment, the Fleet’s annual amphibious workout for the past few years. View post tag: Royal Navy View post tag: Type 45 Share this article
A complete application consists of:(1) Letter of application;(2) Statement on leadership philosophy;(3) Statement on diversity and inclusion;(4) Current C.V.;(5) Names, addresses, and phone numbers of three references.Contact Diane Mines, Search Committee Chair at [email protected] questions.Review of applications will commence on December 21, 2020 andcontinue until the position is filled.Please note this position is based on enrollment and subject toavailable funding. Tenure StatusTenured N/A Position TitleDepartment Chair of Anthropology We at Appalachian State University are committed to diversity,equity, and inclusive excellence both locally and globally.Inclusive Excellence is the intrinsic value that a diversepopulation adds to the learning, teaching, and decision-makingprocesses of an institution.We understand that the successful implementation of diversity,equity, and inclusive excellence is the responsibility of theentire university community, including alumni and officialuniversity governing bodies. A diverse campus community supports aninflux of broad and distinct ideas that increase learningopportunities and strengthen the impact of our community as we workcollectively to achieve a just experience for all.We actively encourage, support, and promote a global mindset and anequitable environment where all will know that they belong and aresafe to express their culture, identity, values, ideas, opinions,and creativity. We are committed to creating a culture of equityopportunity for all, one that has an expectation of fairness,justice, and equity-minded practice at all levels of the universitycommunity. The Department of Anthropology at Appalachian State Universityinvites applications for the position of Department Chair at therank of Professor (advanced Associate Professors may beconsidered).This is a tenure-track 9 month position with twelve month duties,appointment to begin July 1, 2021. Candidates must have a PhD inAnthropology. Anthropologists from any subfield are welcome toapply.We seek an individual with a leadership philosophy oriented towardbuilding consensus and fostering collaborative and equitablerelations. The successful candidate will provide evidence ofadministrative experience and skill; provide evidence of fosteringcollaborative relations and partnerships within and beyond theuniversity; maintain an active research program in Anthropology;and demonstrate strengths in undergraduate teaching. We valuecandidates interested in working with us to nurture a vibrantundergraduate anthropology curriculum and community that fostershope and prepares students to face the future. Successfulcandidates will have a demonstrated commitment to promoting andenhancing diversity and inclusion. DepartmentAnthropology – 250050 Physical Demands of Position Diversity and Inclusion at Appalachian Minimum Qualifications The Department of Anthropology is a four-field undergraduateprogram with 13 tenure lines and more than 150 majors. Our facultyexcel in scholarship and teaching, carrying a 12 hour load with 3hours of reassign time for those with an active research agenda,and considerable service commitments within and beyond theinstitution. Our current faculty expertise, research clusters,facilities, curriculum, and field school programs are described onour website, click here. Description of University License/Certification Required Areas of Interest (No Minimum Level Required) Appalachian State University is an Affirmative Action/EqualOpportunity Employer. The University does not discriminate inaccess to its educational programs and activities, or with respectto hiring or the terms and conditions of employment, on the basisof race, color, national origin, religion, sex, gender identity andexpression, political affiliation, age, disability, veteran status,genetic information or sexual orientation. As a part of the COVID -19 response, Appalachian StateUniversity is employing flexible teaching formats to addressacademic needs and to comply with local, state and federal publichealth regulations or orders. Your deans retain the discretion toassign or reassign you to teach in either online or in-personformats during or after the COVID -19 pandemic, asnecessary. N/A Typical physical demands of professional position at theuniversity. AA/EEO Statement Appalachian State University, in North Carolina’s Blue RidgeMountains, prepares students to lead purposeful lives as globalcitizens who understand and engage their responsibilities increating a sustainable future for all. The transformationalAppalachian experience promotes a spirit of inclusion that bringspeople together in inspiring ways to acquire and create knowledge,to grow holistically, to act with passion and determination, andembrace diversity and difference. As one of 17 campuses in theUniversity of North Carolina system, Appalachian enrolls about19,000 students, has a low student-to-faculty ratio and offers morethan 150 undergraduate and graduate majors. Description of the Department or Unit Special Instructions to Applicants Essential Duties and Responsibilities Suggested Salary RangeSalary is competitive and commensurate with qualifications andexperience. Position Number019231 Participate in the development of University policies and beresponsible for their communication and implementation at thedepartment level;Communicate the needs of the department (personnel, space,fiscal) to the appropriate administrative units;Serve as an advocate for the department and represent thedepartment in the University, the community, to appropriateexternal agencies, and at meetings of learned and professionalsocieties;Provide leadership in the recruitment and appointment offaculty members;Arrange effective and equitable distribution of facultyresponsibilities, including: (i) teaching duties and committeeassignments within the department; (ii) evaluate and counsel withall departmental faculty members concerning the performance oftheir duties;Encourage and support good teaching, scholarly activity, andprofessional development within the department;Initiate, in consultation with the appropriate facultycommittee recommendations for appointment, reappointment,promotion, tenure, and dismissal in accordance with the Universityand college policy;Endeavor to maintain faculty morale by reducing, resolving, orpreventing conflicts;Make salary recommendations in accordance with University andcollege guidelines;Organize and coordinate the departmental faculty and staff indeveloping, implementing and evaluating short and long-rangedepartmental goals, objectives, standards, and programs;Work with the faculty to develop standards, curricula, andprocedures, which provide adequate preparation of graduates forprofessional or further academic endeavor;Provide for appropriate advisement of students majoring in thedepartment;Provide leadership in supporting equality of opportunity andthe protections available to members of the University communityunder all applicable laws;Manage the departmental resources, including the budget, inaccordance with college and University guidelines;Participate in planning capital improvements and maintenance ofphysical facilities;Endeavor to secure and maintain adequate supplies, materials,and equipment for the department;Supervise the departmental support staff; andLead full departmental meetings (with the exception of PTCmeetings) and ensure that formal agendas be sent out ahead of timeand that minutes be approved at the next departmental meeting. The department has an appointed chair with the generalresponsibility for guiding the department toward selected goals. Itis the specific responsibility of the chair to: Quick Linkhttps://appstate.peopleadmin.com/postings/26911
Load remaining images On the 1st of December, Buffalo groove-rock favorites Aqueous stopped by Rough Trade NYC in Brooklyn, NY as part of their ongoing fall tour. The two-set show allowed for the quartet to expand on some of their originals, insert new surprises, and weave their way through a full evening of rock and roll. With teases of Phish, Zelda, Peanuts, Jimi Hendrix, and the Grateful Dead peppered throughout the show, and a full execution of Elton John‘s tough-to-sing “Bennie and the Jets”, Aqueous impressed fans old and new with their unique ability to shred old school favorites with their new school attitude.Aqueous & Dopapod Teased Each Other’s Songs From Across The Country Last NightCheck out the band’s setlist below, as well as full galleries from Chris Capaci of Capacity Images and Andrew O’Brien of OBImages. Head to Aqueous’s official website for all information on upcoming dates, tickets, and band news.Setlist: Aqueous | Rough Trade NYC | Brooklyn, NY | 12/1/17I: They’re Calling For Ya > All In^, Mosquito Valley Pt I* > Mosquito Valley Pt. IIII: Strange Times**+%•, Dave’s Song*** > Bennie and The Jets^^, 20/20Encore: Gordon’s Mule^Tweezer (Phish) tease*Song of Storms (Zelda) tease**Linus and Lucy (Peanuts) teases+Saria’s Song (Zelda) tease%Third Stone from the Sun (Jimi Hendrix) teases•What’s the connection teases***Fire on the Mountain (Grateful Dead) tease^^Elton John2017 Aqueous Tour Dates12/5 – Columbia, MO – Rose Music Hall *12/6 – Omaha, NE – Reverb Lounge *12/9 – Frisco, CO – Barkley Ballroom *12/12 – Davenport, IA – Redstone Room *12/13 – St. Louis, MO – Bootleg @ Atomic Cowboy *12/14 – Lexington, KY – Cosmic Charlie’s *12/15 – Columbus, OH – Woodlands Tavern *12/16 – Pittsburgh, PA – Rex Theater *12/31 – Buffalo, NY – Town Ballroom *1/17 – 1/22 – Miami, FL – Jam CruiseAqueous | Rough Trade NYC | Brooklyn, NY | 12/1/17 | Photos by Capacity Images Load remaining images Aqueous | Rough Trade NYC | Brooklyn, NY | 12/1/17 | Photos by Andrew O’Brien
The research paper titled “Risks to Patient Privacy: A Re-identification of Patients in Maine and Vermont Statewide Hospital Data,” reveals that patients’ personal records in hospitals can still be re-identified even when data identifiers such as names and addresses were removed to follow the HIPAA Safe Harbor de-identification guidelines.The Health Insurance Portability and Accountability Act, otherwise known as HIPAA, provides privacy rules to protect patient data in hospitals as well as the data held by health insurance providers. However, a 2013 survey found cases of disclosed patient data in 33 out of 48 states. This was later followed by a study that re-identified 43 percent of individuals from Washington state by correctly matching their hospital data to local newspaper articles and anonymized hospital visit records.To find out if the case was only unique to Washington state, and if other states were safe from data re-identification, this study tested the health data from Maine and Vermont using the same re-identification methods. Findings show that 28.3 percent of individuals in Maine and 34 percent of individuals in Vermont were successfully re-identified.“Such findings suggest that patients’ personal information is vulnerable to re-identification even when hospital data is de-identified according to HIPAA Safe Harbor guidelines,” the authors of study concluded. “We call for more rigorous inquiry on the vulnerabilities that exist even when following HIPAA Safe Harbor as a standard for de-identification.”Re-identified patient data is important because it reveals sensitive information that can be misused without the patient’s consent. The study suggests all states to improve de-identification practices and guarantee patient data protection.The paper was authored by Ji Su Yoo, research analyst at the Institute for Quantitative Social Science; Alexandra Thaler ’19; Latanya Sweeney, professor of Government and Technology in Residence; and Jinyan Zang, Ph.D. candidate in government. Read Full Story
Pharmaceutical companies’ television ads have come under fire for pitching drugs to consumers, but another marketing tactic, behind closed doors and often ignored, is perhaps even more troubling, according to one expert.Harvard health economist Meredith Rosenthal said drug companies also pitch their wares directly to doctors through an array of tactics, including face-to-face marketing, in a little-scrutinized process that may be ripe for regulation.“What goes on behind closed doors might require a totally different approach,” Rosenthal said.Rosenthal cited a 2019 study that showed that, though direct-to-consumer advertising grew most rapidly — more than fourfold, to $9.6 billion — between 1997 and 2016 that total was dwarfed by the $20.3 billion the industry spent marketing to physicians. Included in that total were direct payments to doctors for things such as speaking fees, free samples, face-to-face pitches by drug company representatives, and disease education efforts.Rosenthal, the C. Boyden Gray Professor of Health Economics and Policy at the Harvard T.H. Chan School of Public Health, said though physicians claim they aren’t influenced by sales visits, recent studies showed that doctors’ attitudes toward the drugs more closely echo pharmaceutical company pitches than the findings of published scientific studies.Harvard Chan School Professor Meredith Rosenthal said drug companies pitch their wares directly to doctors through an array of tactics. Photo by Kara Gavin“Pharmaceutical marketing … is ubiquitous,” Rosenthal said. “Studies have shown that despite physicians denying relying on pharmaceutical messaging, attitudes are closer to that than to scientific evidence.”Rosenthal made her comments during an all-day conference focused on the opioid epidemic. Called “Opioids: Policy to Practice,” the event was co-sponsored by Harvard and the University of Michigan.Held in Ypsilanti, Mich., the conference was the first of two examining the issue. Billed as a “University of Michigan ‒ Harvard University Summit,” the event stemmed from an agreement last fall between the two universities that the Harvard Chan School and the Michigan Opioid Prescribing Engagement Network would collaborate to find scalable solutions to the opioid epidemic.The second summit will be held next October at Harvard. The collaboration on the opioid epidemic was just one of two partnerships between the universities struck in the fall. The second, focused on boosting economic opportunity in Detroit, pairs Harvard’s Equality of Opportunity Project and the University of Michigan’s Poverty Solutions initiative, the city of Detroit, and community partners.The opioid summit, held May 10, featured Harvard and University of Michigan experts, as well as authorities from a variety of outside organizations. University of Michigan President Mark Schlissel and Chad Brummett, co-director of the Michigan Opioid Prescribing Engagement Network, delivered opening remarks.Brummett and Mary Bassett, the Francios-Xavier Bagnoud Professor of the Practice of Health and Human Rights and director of the Harvard Chan School’s FXB Center for Health and Human Rights, co-chaired the event. Bassett, the former commissioner of health for New York City, spoke on a panel discussing the public health response from urban to rural communities. Michael Barnett, assistant professor of health policy and management at the Harvard Chan School, participated on a panel discussing health systems approaches to opioid prescribing.Barbara McQuade, a professor from practice at the University of Michigan Law School, said the conference represented exactly the kind of collaboration between an array of fields that’s needed to solve the problem.McQuade cautioned that interventions and public policies should be carefully considered so they don’t have unintended consequences like those that occurred when cracking down on prescription drug abuse pushed addicts to more dangerous heroin and fentanyl.Craig Summers, executive director of the Michigan High Intensity Drug Trafficking Area, a federal grant program to coordinate law enforcement anti-drug efforts, said that access to real-time data about overdoses and deaths will improve law enforcement’s ability to fight drug traffickers. Timely data, he said, means the difference between getting a fentanyl dealer off the street when overdoses are first detected and waiting until several deaths occur.Traffickers, Summers said, aren’t interested in the epidemic’s human toll — they’re only interested in making money, and will fill a demand wherever it is. That means prevention efforts and programs to reach young children with anti-drug messages are critical. Summers also said that, though the focus is on opioids, large amounts of cocaine and methamphetamine are also coming into the state.“The cartels have one objective and one objective only: to make money,” Summers said. “They have no regard for human life. If there’s a demand, they will find a way to serve it.”In addition to talks by academic experts and leaders from the epidemic’s front lines, the event included comments by David Clayton, outreach coordinator for Families Against Narcotics. Clayton shared his personal experience with addiction and said that his life shows what a difference effective treatment can make. He has been clean and sober since 2013.Clayton grew up in a stable household, an athlete and a good student. He became addicted to prescription painkillers at age 18 and doctor-shopped to get the drugs, visiting up to five doctors, until he was found out and cut off. By age 21, estranged from his family, he sniffed heroin for the first time. At 24, he became an intravenous drug user.Clayton recalled one occasion when he agreed to go to rehab. As he waited to leave, he rummaged through boxes of his belongings in his parents’ basement looking for leftover drugs to ease his withdrawal, and came across funeral prayer cards with his name on them, evidence that his mother was planning his funeral. Instead of rehab, he crawled out of the basement window and left.In September 2013, intent on killing himself with drugs, he got arrested instead. He was sent to treatment and then to a “sober house” to live. Instead of dying that day, he said, he got his life back. Today, he owns a house and works traveling the state to fight addiction.“Recovery is possible,” Clayton said. “Sept. 23, 2013, I wanted to end my life. It was the last day I had to use drugs and alcohol. It was the last day drugs and alcohol told me when to wake up and when to sleep.”
The National Academy of Engineers (NAE) elected Joan Brennecke, the Keating-Crawford Professor of Chemical and Biomolecular Engineering, to their prestigious organization earlier this month. Membership in the governmental-based non-profit group is considered among the top titles an American engineer can hold, Brennecke said. Of the 1,100 members in the NAE, 156 are chemical engineers. “It’s a recognition by your peers that you’ve made significant contribution to chemical engineering,” she said. “It’s sort of like a lifetime achievement award. Kind of a stamp of approval that you’ve really made a difference, and that feels great.” Brennecke said election to the NAE is based on a scholar’s entire contribution to the industry. Brennecke said fellow engineering professor Dr. Ahsan Kareem is the only other NAE member inducted while at Notre Dame. “When people look at schools and ranking universities, they’ll look at the National Academy to determine if it’s a top place,” Brennecke said. “So, for the university, it’s really important.” Brennecke said her research specializes in the use of ionic liquids and supercritical fluids for environmentally benign chemical processing. Brennecke has three postdoctoral, 11 graduate and seven undergraduate students working in her Ionic Liquids Lab. “In my 23 years here, we have seen huge growth in external research funding the number of Ph.D. students,” Brennecke said. “That has been important to me because I’ve been able to do research that I’m interested in.” The focus on undergraduate teaching is also a very important facet of Notre Dame, she said. “Notre Dame has provided me with the opportunity to teach really great students in a setting where teaching is valued and appreciated,” Brennecke said. “Notre Dame is very committed to enhancing and growing our graduate programs.” Brennecke said Notre Dame is a wonderful environment to work in since the research conducted on campus makes a difference. “Notre Dame has created an environment that’s very conducive to doing great research,” she said. Brennecke said her election is advantageous for both her work and the university. “Everybody tells me it’s great for me, the department and Notre Dame,” Brennecke said. “It’s great that we’re being recognized here.”