Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,PCC – EducationVirtual Schools PasadenaDarrell Done EducationHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Make a comment Education Pasadena Unified Board of Education to Meet Thursday From STAFF REPORTS Published on Tuesday, May 24, 2016 | 3:07 pm Name (required) Mail (required) (not be published) Website 3 recommended0 commentsShareShareTweetSharePin it HerbeautyHow To Lose Weight & Burn Fat While You SleepHerbeautyHerbeautyHerbeautyTiger Woods Is ‘Different Man’ 10 Years After ScandalHerbeautyHerbeautyHerbeautyWhat’s Your Zodiac Flower Sign?HerbeautyHerbeautyHerbeautyThe Dos And Don’ts Of Tinder You Must KnowHerbeautyHerbeautyHerbeauty11 Signs Your Perfectionism Has Gotten Out Of ControlHerbeautyHerbeautyHerbeautyYou Can’t Go Past Our Healthy Quick RecipesHerbeautyHerbeauty Subscribe Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Business News Top of the News Community News A proposal to increase the salaries of teachers in the Pasadena Unified School District will be among important matters to be discussed during the regular monthly meeting of the PUSD Board of Education Thursday, May 26, starting at 4:30 p.m.A PUSD Agenda Report for the meeting says the United Teachers of Pasadena have agreed to a six percent increase in their salaries effective January 2016.According to state ordinances, documents related to the salary increase shall be made available for public review starting Wednesday, May 25, through Wednesday June 15, in the Business Services Department at 351 S. Hudson Avenue. The documents may be viewed during business hours, 7:30 a.m. to 4:30 P.M.The documents have already been sent to the Los Angeles County Office of Education and the salary increase is expecting approval around the middle of June. Once approved, the salary increases will be retroactive to January 2016.Other items in the Board of Education agenda include approval of other personnel actions including some re-assignments and consultant contracts, and approval of facilities contracts for improvement of school facilities in the various schools in the district.Parents and other stakeholders who may have issues and concerns about school matters may attend the public session starting at 5:30 p.m.The public may view the meeting’s agenda online by visiting http://pusd.granicus.com/GeneratedAgendaViewer.php?view_id=15&event_id=263.The Board of Education holds one regular meeting per month unless otherwise when a special is called.The current Board of Education members are Kimberly Kenne (District 1 – Vice President), Roy Boulghourjian (District 2 – Clerk), Adrienne Ann Mullen (District 3), Patrick Cahalan (District 4), Elizabeth Pomeroy (District 5 – President), Larry Torres (District 6), and Scott Phelps (District 7). First Heatwave Expected Next Week Community News More Cool Stuff Your email address will not be published. Required fields are marked * Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena
Twitter Email Previous articleFota announce three Northern cheetah cubs born just before lockdownNext articleAn interactive online game from three Limerick cultural institutions to inspire and educate children with visual art David Raleigh WhatsApp Advertisement Aisling O’Neill, attending the Black Lives Matter rally in Limerick, Saturday, poses for photograph sitting in front of flag engraved with a photograph of her daughter Mia (16) who Aisling said took her own life last year after receiving repeated racist abuse. Photo by David Raleigh THE mother of a teenage girl who took her life after being subjected to repeated racist slurs, has appealed to Irish people to support the Black Lives Matter protest and call out racism whenever they see it.Aisling O’Neill attended a protest rally in Limerick on Saturday in response to the killing of black man and father of three, George Floyd, in Minneapolis on May 25.Sign up for the weekly Limerick Post newsletter Sign Up Ms O’Neill’s 16 year-old daughter Mia took her own life last September, following a campaign of racist abuse.“It was years of racial abuse at the hands of adults that started when she was four years of age and I’ve been campaigning tirelessly since then against racism in Ireland,” Ms O’Neill told the Limerick Post.“I have two other children, an eleven-year-old boy and a four-year-old girl, and both have also experienced racist abuse.”“It has to end. I have lost a child already to this racism, and I can’t stand back.”“I have a fear and anxiety that it will happen to my other two children, and I also stand in solidarity with the black community. I have friends and relatives who are black, and there has to be change.”“I welcome this protest and I welcome the black community being able to show their voices and be heard, because they have been unheard for so long.”“You have to call it when you see it, and we have to make the racists the minority now. The only minority in this world should be the racists because it’s one life and one race,” Ms O’Neill declaredCatherine Osikoya speaks to hundreds at the Black Lives Matter protest in Limerick. Photo: Cian ReinhardtAmong the hundreds who attended the rally in Arthur’s Quay Park was Nigerian born Catherine Osikoya (23) who addressed the crowd about her family’s experiences of racism.She described how her father Paul Osikoya, an accountant and university lecturer in Galway, who had campaigned as a Green Party candidate in local elections, saw his election posters daubed with the word ‘N***r’.“It was absolutely terrible. As we were driving home one day, we just saw black marks on his poster, which were racist,” said Ms Osikoya, who has spent most of her life in Ireland.“They called him the ‘N word’ on his poster. We are part of society here, and you’re doing that to us?,” she continued.“I’m not trying to say this is a white versus black thing; this is everybody versus racism. This is going on for far too long, and we need to step up for change big time,” she said.“Ireland is everything I’ve ever known.”Hundreds attended a Black Lives Matter protest in Limerick City on Saturday. Photo: Cian ReinhardtOsikoya, a student at University of Limerick, said she was inspired to protest, because of her father’s resilience in the face of racism, and because of her deep pride in her Nigerian roots.“Watching my Dad and all that stuff made me see that I have to fight for this. This is my culture. Racism can’t continue”.Three other speakers at the rally, Oyinkan Adedeji, Tracey Obiakor, and Jennifer Ikponmwosa, all from Limerick, rallied the crowd by chanting as gaeilge, “Saol dubh tabhactach (“Black Lives Matter”) and “Aon cheartas ná síochain (“No Justice No Peace”).While demonstrators attempted to abide by social distancing guidelines, some appeared to be closer than the two-metre rule.Gardaí kept a watching brief, but there were no reports of any incidents during the rally. NewsCommunity‘I have already lost a child to racism. It has to stop’By David Raleigh – June 11, 2020 1294 Print Facebook Linkedin
A hospital trust has issued all staff with guidelines setting out how theycan expect to be treated by management.The people management document, produced by the Royal Shrewsbury HospitalsNHS Trust, covers a range of subjects including employee relations andtraining. It tells staff that employees will be encouraged to join a tradeunion.The trust’s human resources strategy will also be updated frequently andstaff opinion surveys carried out regularly.The document adds, “Staff can expect their managers to recognise signsof stress and know how to assist those affected by it.”All professional staff can expect to be continuously developed withintheir role. Staff with the potential to develop their careers further will beencouraged.”Other categories in the document include pay and reward, change managementand communications.Personnel director Ron Jones said, “All staff will receive a personalcopy of this document over the next few weeks. We hope it will be used by staffto monitor the performance of the trust’s management.”It also meets Alan Milburn’s challenge that good management should notbe left to chance.”The document was launched at the beginning of April. Previous Article Next Article Staff to share their views on trustOn 18 Apr 2000 in Personnel Today Comments are closed. Related posts:No related photos.
Recruitment levels remain stable in UK call centres, despite the trendtowards offshoring. Watson Wyatt’s latest Contact Centre Survey found 21 per cent of callcentres reported increased recruitment in the past year, 21 per cent citedlower recruitment levels, and the remainder found they had stayed the same. The survey found that 79 per cent of contact centres are currentlyrecruiting. The main demand is for staff to fill customer service agent/adviserroles and sales positions. Altogether, 50 per cent of the call centres reportedrecruitment difficulties. “The majority of contact centres regard local competition as theprincipal cause of recruitment problems,” said Philip Hough, a seniorconsultant at Watson Wyatt. “The tendency for contact centres to clusterin particular regions means that recruitment difficulties are often greater forall.” Seventy-one per cent of contact centres in the survey found staff retentiona problem – up from 50 per cent in the previous year’s survey – with an averageannual staff turnover of 22.5 per cent. Sixty-four per cent of contact centres said the main reason that workersleft was to earn more money, while 21 per cent suggested they leave because ofa lack of career progression. Sickness absence is seen as a significant problem, with all surveyparticipants reporting higher absence levels in their contact centres than inother parts of their business. The survey analysed the compensation and pay of more than 50,000 contactcentre workers from more than 120 companies. www.watsonwyatt.com/europe Comments are closed. Call centres unharmed by offshoringOn 17 Feb 2004 in Personnel Today Previous Article Next Article Related posts:No related photos.
86Rb uptake was examined in two species of unicellular green algae, Chlamydomonas nivalis isolated from snow, and a cell wall-less mutant of the temperate freshwater Chlamydomonas reinhardii. In C. reinhardii cells grown at 20°C and cooled rapidly to 0°C, 86Rb uptake was abolished. Cells cooled rapidly to −5°C in the absence of ice accumulated 86Rb very rapidly but the time course of this uptake suggested non-selective accumulation through a damaged plasmalemma. Cells grown at 8°C were viable, able to divide and motile; they showed no signs of cold-shock and 86Rb uptake, albeit slow, was measurable at −5°C in the absence of extracellular ice. Cells of C. nivalis grown at 20°C were damaged at sub-zero temperatures although they did show an enhanced 86Rb uptake at 0°C. Cells grown at 5°C were able to accumulate 86Rb from media undercooled to -5°C in the absence of extracellular ice, and again showed enhanced uptake at 0°C. The process of acclimation to low temperature appears to differ in the two species.
Previous reviews have recognized patterns of lactation in pinnipeds divided along phylogenetic lines. This study extended previous models of lactation in pinnipeds by explicitly taking into account all the energetic costs to mothers. Based on an analysis of time-energy budgets, the feasible lactation strategy for a species can be shown to depend on body mass. Due to increased metabolic costs of maintenance, species with a large body mass cannot normally sustain lactation by foraging during lactation unless they have access to rich local prey resources. Consequently, large pinnipeds must normally sustain lactation from body reserves. This disadvantage is compensated in large pinnipeds by freedom to forage in support of offspring at greater range whereas small pinnipeds are restricted to foraging within the locality of the pupping colony. In the absence of correlations between major life-history variables and body mass in pinnipeds, the principal patterns of lactation are likely to be different solutions to the trade-off between foraging on a relatively rich prey resource at long range and foraging on a poorer prey resource within a restricted range. Hence phylogeny may be less important than adaptation in the evolution of pinniped lactation.
Class DescriptionThe Digital Media Production Program, which is one of CCBC’s newestand most rapidly growing academic programs, is seeking a candidateto teach courses in film, television, and video/new mediaproduction and editing. The candidate may also teach courses thatrequire knowledge of film history and screenwriting. The programserves a diverse population of students, which includes traditionaland nontraditional students.The Community College of Baltimore County transforms lives byproviding and accessible, affordable, and high-quality educationthat prepares students for transfer and career success, strengthensthe regional workforce and enriches our community. We invitecandidates to apply who will work with us to continually improvethe CCBC experience.CCBC has been ranked as one of the best places to work by Top WorkPlaces and has continually maintained a strong state and nationalreputation. Please see: https://www.ccbcmd.edu/About-CCBC/Administrative-Offices/Administrative-Services/Planning-Research-and-Evaluation/CCBC-Facts.aspxfor more information about CCBC and our student population.Minimum RequirementsMaster’s degree in mass communication, film, video/new media, orrelated field; minimum two years professional experience in digitalmedia production, including studio production, cinematography, andvideo editing; knowledge of Adobe Creative Suite, ENG cameras, DSLRcameras, and digital cinema cameras required; knowledge of theTriCaster system preferred. Two years teaching and/or training inthe field required; experience preferably at the college level(adjunct teaching acceptable). Academic transcripts must besubmitted with application.For best consideration please apply by January 19,2021.Class Specific Essential DutiesFaculty teach 15 credits per semester, hold 5 office hours perweek, serve the college through committees and or other service andcontinue to enhance their skills and knowledge through professionaldevelopment. CCBC is committed to equal opportunity and seekfaculty who demonstrate the ability to function effectively withina diverse population. We invite candidates to apply who will workwith us to continually improve the CCBC student experience.CCBC Full Time Benefits At A GlanceBENEFIT SUMMARYMedical Plan yearEmployees may select CIGNA, or Kaiser Permanente Select HMO. Nopreexisting condition exclusions. All plans have prescription drugcoverage and mental health and substance abuse benefits. All plansrequire the selection of a primary care physician, but allow theoption to change. Annual Open Enrollment is inOctober/November.Dental Plan yearEmployees may select Cigna DHMO, CareFirst Traditional Dental orCareFirst Preferred Dental. Annual Open Enrollment is inOctober/November.Vision Plan yearEmployees may select Carefirst Preferred or Traditional Plans.Coverage includes one eye exam and benefits for glasses, contacts,or bi/trifocals every 24 months. Administered by Davis Vision.Kaiser medical plans allow members to have one eye exam yearly(covers exam only). Annual Open Enrollment is inOctober/November.Employee Assistance Program (EAP)Employees have access to the EAP, which provides CCBC employees andtheir family member’s confidential 24-hour online and telephoneaccess for legal, financial, and personal issues. Provided for CCBCemployees at no cost. Administered by CIGNA behavioral.Flexible Spending Accounts(section 125)Employees may select the FSA, which allows employees to pay forout-of-pocket medical and dependent care expenses. Employees mayallocate a maximum of $5,000 per household, per plan year fordaycare related expenses, on a pre-tax basis. Employees mayallocate a maximum of $2,550 for medical related expenses. A debitcard is provided to simplify claims processing for health careexpenses. Annual Open Enrollment is in October and November.Administered by Benefit Strategies.Life InsuranceEligible employees receive one times their annual salary rounded upto the nearest $1,000. The minimum benefit amount is $50,000 andthe maximum benefit amount is $200,000. CCBC pays 90% of thepremium. Evidence of insurability is required if enrollment occurs31 days after hire date. Administered by The Standard InsuranceCompany.Long Term Disability (LTD)Employees may enroll in the LTD Plan. Benefits are effective after90 days of continuous total disability and pays 60% of the grossmonthly salary. Evidence of insurability is required if enrollmentoccurs 31 days after the employee’s hire date. Administered by TheStandard Insurance Company.Legal ServicesEmployees may enroll in the Legal Services benefit, which provideslegal advice, consultation, and courtroom representation forcommonly used legal services; plus will preparation, trafficviolations, credit issues, warranty disputes, medical durable powerof attorney and uncontested divorce. Annual Open Enrollment is inOctober/November. This plan is administered by LegalResources.Retirement PlansEmployees are eligible, based on position classification, to enrollin one of three retirement plans: (1) MD State Teachers PensionSystem, (2) MD State Optional Retirement Plan (ORP), or (3)Baltimore County Employees Retirement System. All plans requireemployee contributions except MD State ORP.403(b) Supplemental Retirement PlansFor the 2016 calendar year, if you are under age 50, you couldcontribute up to $18,000, and if you are age 50 or older, you couldcontribute up to $24,000 because of a $6,000 ‘catch upcontribution’.Vendors: AIG-VALIC, TIAA-CREF, T. Rowe Price, Fidelity, Lincoln andING.457(b) Deferred Compensation PlanFor 2016, if you are under the age of 50, you could contribute themaximum of $18,000 to your 457(b) plan. If you are age 50 or older,that maximum increases to $24,000 because of a $6,000 ‘catch upcontribution.’ Vendor: Voya Financial Advisors, Inc.Tuition Waiver/ReimbursementCCBC tuition is waived for benefit-eligible employees after aprobationary period, if applicable. Tuition reimbursement forcourses taken at other colleges and universities are availableafter one year of CCBC employment. Employees are reimbursed:$200/credit undergraduate; $260/credit graduate courses, up to amaximum of 18 credits per fiscal year.Financial ServicesEmployees have access to a free checking account, direct deposit,loans and other services at First Financial Federal Credit Unionand M&T Bank.Time Off (fiscal year)12-month employees accrue up to 12 days for sick and safeleave the first year of employment and 18 days per yearthereafter. 10-month employees accrue up to 10 sick days the firstyear and 15 days thereafter. All employees are granted 3personal business days per fiscal year. Employees areeligible based on position classification and years of service toaccrue a minimum of 10 days and a maximum of 20 days ofvacation per fiscal year.ParkingFree. Must obtain a parking permit from the Department of PublicSafety to use on all campuses.
Competitive benefits package. Posting NumberNC00135P Background Check / Pre-Employment Screening • Develop, test, document and implement new software and interfacesfor core business applications to increase productivity and ease ofuse.• Confer with clients regarding the nature of the informationprocessing or computation needs a computer program is toaddress.• Research software problems and initiate correctiveprocedures.• Research and test new software products.• Assess the usefulness of pre-developed application packages andadapt them to a user environment.• Consult with management to ensure agreement on systemprinciples.• Create documentation for new and existing applications softwareprocedures.• Monitor service desk incidents assigned to the EnterpriseApplications staff. Update Service Now with all pertinentinformation.• Assist the Information Technology Services staff as needed.• Provide training for end-users as needed.• Responsible for maintaining a positive work atmosphere by actingand communicating in a manner to foster teamwork. Requiresconsistent on-time attendance.• Other duties as assigned. Open Date01/19/2021 About the University Anticipated start date If yes, please describe.(Open Ended Question)* Do you understand that failure to complete the EmploymentHistory section of the application will result in automaticelimination?YesNo Posting Details Experience with Ellucian Banner Software is a plus. Minimum qualifications include a bachelor’s degree in computerinformation systems or related field; plus two to five years’experience in software development. Other job-related educationand/or experience may be substituted for part of these basicrequirements.Please ensure that all relevant application materials includedetails addressing the minimum qualifications. Applicants notmeeting the minimum qualifications will be disqualified fromconsideration. Serves as a developer for the University’s core businessapplications. Responsible for performing tasks directly related tothe support, maintenance, and development of applications, internalprogramming documentation, end-user training and problemresolution. The position reports to Associate Director ofInformation Technology Services. To perform the job successfully, the following competencies arerequired for the essential functions of this position:• Knowledge of programming concepts, languages, anddatabases.• Knowledge of computer systems, hardware and software.• Knowledge of common information security best practices.• Must be detail oriented and able to work in a fast-pacedenvironment.• Demonstrated ability to work independently and meet assignmentdeadlines.• Ability to analyze, design, and program softwareapplications.• Ability to develop and execute a plan for implementation of newsoftware applications.• Ability to diagnose computer software problems.• Ability to provide assistance to campus users and technicalsupport staff.• Ability to communicate effectively with users orally and inwriting. Preferred Qualifications Working TitleIT Programming Specialist This position may be subject to a pre-employment criminalbackground check, sex offender registry check, financial historybackground check, and/or drug screening. A criminal conviction orarrest pending adjudication and/or adverse financial history aloneshall not disqualify an applicant in the absence of a relationshipto the requirements of the position. Background checks and drugscreening information will be used in a confidential, non-discriminatory manner consistent with state and federal law. For more than 6,000 students each semester, the University ofArkansas – Fort Smith offers a dynamic and diverse learningcommunity with a student-centered approach focused on the successof the individual. Small class sizes combine with innovative,hands-on learning and research experiences alongside expert facultyto ensure students receive a future-focused education at the mostaffordable tuition rate in the state. The university has undergonesignificant changes since its founding in 1928 and now offers 51bachelor’s and associate degrees, two master’s degrees, and 36certificate programs, all aimed at preparing students for successin the global workforce. UAFS is one of 21 academic institutionsand affiliates governed by the University of Arkansas System.The second-largest city in the state, Fort Smith is located on theArkansas-Oklahoma border in the heart of the Arkansas River Valley.Established in 1817 as a frontier military post, Fort Smith is nowa vibrant and growing city featuring a variety of culturalactivities and entertainment options, including a thriving downtownarts and entertainment district. Outdoors enthusiasts willappreciate the Natural State’s plentiful trails, mountains,forests, parks, and waterways, both within city limits andthroughout the surrounding area. The city is also within easydriving distance of Tulsa, Kansas City, Dallas, Oklahoma City,Little Rock, and Memphis.The UAFS campus is comprised of 77 buildings and facilities locatedon 170 beautifully manicured acres and crowned with the Donald W.Reynolds Campus Plaza, Tower, and Campus Green. Students who chooseto live on campus may do so in one of two residence hall complexes,complete with a full-service dining center, or the on-campusapartment complex for married students and upperclassmen. Campusinvolvement is encouraged by participation in more than 100registered student organizations, which includes academicsocieties, a dynamic Greek life system, intramural sports, andcultural/special interest groups. The UAFS Lions compete in NCAADivision II Lonestar Conference in men’s baseball, women’svolleyball, and men’s and women’s basketball, golf, cross country,and tennis. DepartmentEnterprise Applications Quick Link for Positionhttps://jobs.uafs.edu/postings/1712 Close Date Special Job Dimensions Work Schedule Knowledge, Skills, and Abilities Routine office hours 8:00 a.m.to 5:00 p.m., Monday through Friday.Flexible work schedule is required. Occasional off-schedule work isrequired. Salary$60,000 – $65,000, Commensurate with education andexperience Position Summary Special Instructions to Applicants If yes, in what field do you hold a bachelor’s degree?(Open Ended Question)* Do you have experience working as a computer programmer?YesNo Position Number21-21-0034 * Did you complete the Employment History section of theapplication?YesNo Minimum Qualifications License(s)/Certifications About the College / Department Applicant DocumentsRequired DocumentsResumeUnofficial College TranscriptsCover Letter with Salary RequirementsOptional DocumentsUnofficial College Transcripts – Additional 1Proof of Veteran StatusAdditional DocumentSupplemental QuestionsRequired fields are indicated with an asterisk (*). Open Until FilledYes If yes, please describe.(Open Ended Question)* How did you learn of this employment opportunity?(Open Ended Question) * Did you upload your unofficial transcript(s)?YesNo Summary of Job Duties Benefits EEO Statement Does this position require a background check?Criminal Background Check, Financial History Background Check,and Motor Vehicle Registry (MVR) Check * Do you have a bachelor’s degree?YesNo * Do you understand that failure to upload your unofficialtranscript(s) may result in an incomplete application packet?YesNo The University of Arkansas – Fort Smith is an equal opportunity,affirmative action institution, dedicated to attracting andsupporting diverse student, faculty, and staff populations. TheUniversity welcomes applications without regard to race, religion,color, sex (including pregnancy, gender identity, and sexualorientation), parental status, national origin, age, disability,family medical history or genetic information, politicalaffiliation, military service, or other non-merit based factors.Persons must have proof of legal authority to work in the UnitedStates on the first day of employment. All applicant information issubject to public disclosure under the Arkansas Freedom ofInformation Act.UA Fort Smith provides equal employment, admission, and educationalopportunities without regard to race, color, gender, age, nationalorigin, religion, disability, veterans’ status, sexual orientation,or gender identify. The University abides by all applicableemployment laws.As an equal opportunity/affirmative action employer, the Universityis committed to provide equal employment opportunities for allapplicants and employees with regard to recruitment, hiring,transfer, promotion, compensation, training, fringe benefits andall other aspects of employment. * Have you ever been fired or asked to resign from a job?YesNo Work performed primarily in an office/classroom setting. Occasionaltravel and extended hours required. While performing the duties ofthis job, the employee regularly exhibits digital dexterity whenentering data into computer. Required abilities include walking,standing, and sitting for extended periods. Visual demands includeclose, relatively detailed vision when focusing on a computerscreen. Employee regularly talks and hears. Employee occasionallylifts items up to 10 pounds.
Saint Mary’s Dean of Student Academic Services Karen Chambers announced new changes to the grading policies for the spring semester in an email to undergraduates Thursday.Earlier this month, the College adopted a more generous pass/fail grading policy for the Spring 2020 semester, Chambers said, which includes the option to declare Sophia and general elective courses for pass/fail credit until the last day of the semester.The updated policies include the option to withdraw from any course until the last day of the semester — April 30 — without penalty. All withdrawals that occur after mid-semester break will be treated as withdraw/pass. Chambers said this serves as a way to take no credit and no grade in any course. Additionally, students may withdraw from a class without permission from a faculty member up to April 30.There will be a notation on all student transcripts that acknowledges that a global pandemic during the spring 2020 semester led to unusual enrollment patterns and grades, the email said.Chambers clarified that the option for pass/fail grading will not be extended to major and minor courses.“Our goal was to think through the academic consequences of the current disruption to our teaching and learning environment,” Chambers said in the email. “Throughout the conversations, there was consideration and concern for questions around equity, access, engagement, and academic integrity.”According to the email, faculty were concerned students would be unprepared for courses in the future after the implementation of pass/fail. “One of the primary concerns of faculty about adopting pass/fail for courses in the major is that this would result in a lack of assurance of preparedness for subsequent courses. It might also result in an inability to potentially count P/F classes on applications for certain graduate programs, professional programs and licensure,” she said.Chambers said Thursday’s message comes in response to several messages — including a petition signed by many Saint Mary’s students — regarding grading as a result of the transition to remote courses.The email said the College also understands that students have very different learning environments across many different time zones and varied access to technologies.“In response, many faculty are delivering their curriculum asynchronously; this means that you are able to access the course materials at times that are favorable for your learning and individual situation,” Chambers said in the email.Tags: course withdrawl, Karen Chambers, pass-fail, smc academic affairs