National Literacy Awareness

National

Adult Career Pathways Training and Support Center
American Library Association - BuildLiteracy.org
America Reads
Association of Adult Literacy Professional Developers
Barbara Bush Foundation for Family Literacy
Center for Literacy Studies
Council for Advancement of Adult Literacy
Internet Public Library
National Adult Education Professional Development Consortium
National Center for Family Literacy
National Center for the Study of Adult Learning and Literacy
National Coalition for Literacy
ProLiteracy Education Network
ProLiteracy Worldwide
The Literacy Assistance Center

State

Ace of Florida
Bridges to Practice
Florida Adult High School Programs
Florida Department of Education
Florida Department of State
State Library and Archives – Library Literacy
Florida Human Resources Development, Inc.
Florida TechNet
Florida Virtual Schools
Just Read Florida
Literacy Florida! Inc.
Palm Beach County Literacy Coalition
Practitioners Taskforce on Family Literacy
Workforce Florida
Practitioners Taskforce on Family Literacy - Taskforce Inactive

Success Mobility Academyone.com

Success Mindset http://www.kathleengage.com/category/success-mindset

New Careers For Adult Learners; https://www.collegetransfer.net/MyPassport/MyEquivalencyMaps/tabid/94/Default.aspx

http://professsorshaw.blogspot.com/?m=1

Natural Language Processing- free course offered through Coursera and OpenCourseware

http://www.nlp-class.org/ Course Description

The course covers a broad range of topics in natural language processing, including word and sentence tokenization, text classification and sentiment analysis, spelling correction, information extraction, parsing, meaning extraction, and question answering, We will also introduce the underlying theory from probability, statistics, and machine learning that are crucial for the field, and cover fundamental algorithms like n-gram language modeling, naive bayes and maxent classifiers, sequence models like Hidden Markov Models, probabilistic dependency and constituent parsing, and vector-space models of meaning.


The concept of sharing educational resources freely around the world, referred to as "open education" or "open courseware", is now gaining mainstream acceptance both inside and outside of the academy and has been adopted by over 200 higher education institutions worldwide.   According to the OpenCourseWare Consortium (OCW), open education has three main advantages: access and distribution of knowledge to regions of the world where higher education is not readily available; recruitment and retention of students, as well as curriculum development and research collaboration among faculty; and sustainability of interest in and access to higher education.
Within NYU's YouTube presence, you can access all of the NYU Open Education courses as well as hundreds of video uploads, featuring speakers, class events, topic discussions, and faculty interviews from around the University.http://www.nyu.edu/academics/open-education.html

sites with free courses
http://podcast.ucsd.edu/
http://www.uctv.tv/ ( University of California Television)
http://cs50.tv/2010/fall/ (Harvard Computer Science)
http://www.coursera.org/landing/hub.php (Coursera)

Harvard Open Open Learning Initiative

http://www.extension.harvard.edu/open-learning-initiative

Positive Discipline (featured from the University of Oklahoma)

https://hr.ou.edu/managers/PositiveDiscipline.asp


Positive discipline is most successful when it assists an individual to become an effectively performing member of the University. Failing that, positive discipline enables the organization to fairly, and with substantial documentation, terminate the employment of employees who are unable and unwilling to improve.
The University's positive discipline system includes the following components:

• Communicating expectations and performance requirements
• Oral reminder
• Written reminder
• Disciplinary leave of absence
• Discharge

While positive discipline appears to be "progressive", managers should not interpret this guidance to require that each and every situation must follow the same progression. Some circumstances may require more severe discipline, up to and including discharge, while a progressive approach is appropriate for other situations.
Managers are encouraged to consult with Human Resources, Employee Relations when considering disciplining an employee or when preparing to meet with the employee to communicate a discipline decision.

Before you act, evaluate the record

The following may not apply in every situation, but it is appropriate for a manager to objectively evaluate the employee record by asking these or similar questions.
1. Has critical information been reduced to writing and placed into the employee’s file?
2. Is the employee’s misconduct or performance problems clearly described in a specific, factual manner?
3. Was the employee clearly informed of required standards of behavior and performance?
4. Does the record progress from mild, early warnings to more serious, comprehensive documents?
5. Was the employee given reasonable assistance and direction by management?
6. Has the employee had reasonable time and a fair opportunity to improve?  Generally, 30 to 90 days, depending on the situation.
7. Is the performance or conduct sufficiently persistent and serious to warrant the proposed disciplinary action?
8. Have procedural requirements been met?
9. Has the employee been given fair warning of the consequences of his continued conduct or performance? 
10. Is the planned discipline consistent with that taken in similar situations within the Department?  Within the campus? Within the University? Are there any extenuating circumstances that would warrant a different response?