• EVIDENCE OF CURRENT RN AND APRN LICENSE IN ONE OF THE 50 STATESIN THE US REQUIRED. ALL NP FACULTY ARE ALSO REQUIRED TO OBTAIN RNAND APRN LICENSURE IN THE STATE OF MN BEFORE HIRE AS NURSEPRACTITIONER FACULTY AT WALDEN UNIVERSITY.ELIGIBLE APPLICANTS WILL BE SUPPORTED THROUGHOUT THE PROCESS OFOBTAINING RN AND APRN LICENSURE IN THE STATE OF MN AND COMPENSATEDFOR LICENSURE RELATED EXPENSES. Education and/or Experience: Earned Masters in Nursing (MSN) from an accredited institution,with demonstrated coursework in the advanced nursing practicespecialties:, adult nurse practitioner/gerontology nursepractitioner, women’s health nurse practitioner, pediatrics nursepractitioner.A minimum of one year experience of teaching or preceptingpreferred.Two years clinical/practical experience as a family nursepractitioner, adult nurse practitioner and/or gerontology nursepractitioner, women’s health nurse practitioner, or pediatric nursepractitioner.Commitment to advocating for the learning and development needsof students earning their degrees in a distance learningenvironmentExcellent oral and written communication, leadership, team,collaboration and interpersonal skills.National certification in the area of adult-gerontology acutecare nurse practitioner, adult-gerontology primary care nursepractitioner family nurse practitioner, psychiatric mental healthnurse practitioner, ,women’s health nurse practitioner, orpediatric nurse practitioner. Walden University is an accredited institution that has beenserving the higher education needs of professionals for more than40 years. Offered online, Walden’s doctoral, master’s, andbachelor’s degree programs are designed to help students achievetheir goals so that, as graduates, they can help advance the livesof others.As Walden grows, we continue its tradition of quality. Share yourprofessional experience and academic knowledge with students acrossthe country and around the world. With a computer and a high-speedInternet connection, you can teach on your own schedule whilemaintaining other professional and personal commitments.General Summary: The School of Nursing seeks dynamic, innovativeClinical faculty in the Master of Science in Nursing program’sAdult-Gerontology/Acute Care Nurse Practitioner (AGACNP),/Adult-Gerontology/Primary Care Nurse Practitioner’s /AGNP/AGPCNP)tracks. to supervise practicum (clinical) students in the nursepractitioner specialties. The key responsibilities of the positionare to teach courses in the specialty area and: Evaluate studentachievement of course objectives and submit grades. Participate inthe course and teacher effectiveness evaluation process. Maintainand participate in effective communication with students. PartTime/Contributing – Clinical Instructors are encouraged toparticipate in appropriate faculty development activities at theSchool or College including orientation and are invited to attendgeneral School of Nursing faculty meetings and specialtytrack-specific meetings. This position reports to the/AGACNP//AGPCNP Specialty Coordinator in the MSN program in theSchool of Nursing. Part-time(Clinical faculty members will alsowork with other faculty as well as administrators in theCollege.Walden’s MSN is accredited by the Commission on Collegiate NursingEducation (CCNE). Officially recognized by the U.S. Secretary ofEducation as a national accreditation agency, the Commission onCollegiate Nursing Education (CCNE) is an autonomous accreditingagency, contributing to the improvement of the public’s health.CCNE ensures the quality and integrity of baccalaureate, graduate,and residency programs in nursing.What to expect as a Walden Clinical Instructor: Clinical Instructorwill instruct Walden University students by effectively andproficiently using online technology and practicum environments sothat knowledge, information, feedback, and critique are imparted toand shared with students in thoughtful, carefully formulated, wellwritten, and timely methods. This is accomplished in an environmentthat is respectful of student, the Part-Time/Contributing -Clinical Instructor, Walden University, and the discipline in whichthe Part-Time/Contributing – Clinical Instructor is involved.Part-Time/Contributing – Clinical Instructors are expected toadhere to all Walden University Faculty expectations, which areclearly set forth to the Faculty Member at the start of his/heremployment with the University.Training: All new Faculty Members receive specific training fromWalden University in the techniques of teaching, use of anelectronic learning platform, specifics of the policies, proceduresand degree programs of the School or College in which they aregoing to teach, socialization into the Walden University culture,and assessment of academic integrity of student work (including useof www.turnitin.com).Licensing/Certification: Faculty Members must be appropriatelycredentialed, work currently as NP, possess an earned degree froman accredited institution or recognized by a country’s ministry ofeducation in the discipline being taught, and may be expected to belicensed or license-eligible in order to teach in specificprograms. Faculty Members must maintain their licenses and anyappropriate certifications in order to continue to teach at WaldenUniversity. Faculty Members are also expected to maintain currencywith research by reviewing articles, journals, and presentations.If participating in research, the Faculty Member may publish andacknowledge Walden University.EVIDENCE OF CURRENT RN AND APRN LICENSE IN ONE OF THE 50 STATES INTHE US REQUIRED. ALL NP FACULTY ARE ALSO REQUIRED TO OBTAIN RN ANDAPRN LICENSURE IN THE STATE OF MN AND PROVIDE EVIDENCE OF CURRENTADVANCED PRACTICE CERTIFICATION BEFORE HIRE AS NURSE PRACTITIONERFACULTY AT WALDEN UNIVERSITY. THIS POSITION MAY BE ELIGIBLE FOR ABONUS UPON HIRE.
From left to right:Coach Abby Latorre, Ryann Styer, Andrea Teafanova, Alex Antonov, Claudia Scherbin, Maggie Wallace, and Coach Ian Keiser. Photo Credits: JASM Consulting Maggie Wallace won two individual events and participated on a winning relay team earlier in the week as the Ocean City girls swim team made its presence felt at the state Meet of Champions at Gloucester County Institute of Technology in Sewell.It was a fitting ending to another stellar season for Coach Abby Latorre’s Red Raiders who went 8-2 in South Jersey B competition and 9-4 overall in dual meets.Maggie WallaceWallace, a senior, is one of the most versatile performers on the team, having seen action in the freestyle at a variety of distances, the backstroke, butterfly and individual medley. But in last weekend’s meet of champs, her freestyling was dominating.Wallace set a new meet record in the 500 freestyle, clocking in at 4:26.27, shattering the old mark set by Ocean City’s Amanda Nunan in 2016. She also took first place in the 200 freestyle in 1:48.75.The Red Raiders’ 200 freestyle relay squad of Alex Antonov, Claudia Schebin, Wallace and Ryann Styer raced to a meet record of 1:34.61 in winning the event. The old mark of 1:35.31 was held by Hillsborough.This is the State Championship winning 200 Freestyle Relay. Ryann Styer, Alex Antonov, Maggie Wallace, & Claudia Scherbin.Wallace, Andrea Toefanova, Antonov and Styer were second to Immaculate Heart Academy in the 400 freestyle relay.Styer, who also finished fifth in the 100 freestyle, took second in the 50 freestyle with a 23.14 clocking. Winner Darlene Fung of Pingry School set a meet record of 22.08 for the win.
Diversity concerns prompt broad debate Gary Blankenship Senior Editor Take several lifetimes of experience, add in a generous heaping of statistics, season with some freewheeling discussions and suggestions, and simmer in the moot courtroom at St. Thomas University in Miami.But the result wasn’t designed to be a tasty morsel delicious to everyone. Rather the goal was some hard-boiled answers about how Florida’s legal profession can look more like its diverse population.“It is here we will change the future of The Florida Bar,” said MaryAnne Lukacs, welcoming participants to the Bar’s Symposium on Diversity in the Legal Profession, held April 16-17.Miami attorney Katherine Silverglate, who helped organize the symposium, presented some demographic numbers. According to the 2000 census, 78 percent of Florida’s population is white; 15 percent is African American; 3 percent is Asian-Pacific; 2 percent is multiracial; and the rest are other racial makeups. The U.S. census tracks those of Hispanic origin separately, noting they can be either of Caucasian or African origin. Their figures put the Hispanic population in Florida at around 17 percent.Twenty percent of Floridians have a disability, she said, while Matthew Dietz, chair of the Public Interest Law Section, said that figure is 29.8 percent in Miami. Those with disabilities, he added, are vastly under-represented in the legal profession and also have much higher unemployment rates than people without disabilities.On gender, 51.2 percent of the population is female, and 48.8 percent is male, Silverglate said.The Florida Bar, for legal reasons, does not collect mandatory gender and ethnic information about members, although it does voluntarily request that data, and almost 60 percent of Bar members supply it.According to those statistics, Silverglate said, 88 percent of the Bar’s membership is white; 7 percent is Hispanic; 3 percent is African American; and the rest are other races. Seventy percent are men and 30 percent are women, the latter up from 17 percent in 1986. Among young lawyers, the numbers are more diverse, she noted, with 77 percent white, 5 percent African American, 13 percent Hispanic, and the rest other races. Fifty-four percent is men, and 46 percent is women.Bar President-elect Kelly Overstreet Johnson said the Bar has faced difficulties in trying to get women and minorities involved with Bar activities, not because doors are closed, but because it has had trouble attracting applicants.“I’ve been involved in the Bar for 20-plus years. I have never found it to be anything but open and welcoming,” she said. “What I have found is it’s difficult to get other women and minorities involved in the Bar.”She noted she just completed making her committee appointments for the 2004-05 Bar year, and is also chairing the screening committee that is reviewing applicants for judicial nominating commissions around the state. In both cases, the problem was getting women and minority lawyers to apply. Johnson said she probably appointed a record number of women and minorities to committee leadership positions, but she still wanted to do better.“When I was doing my committee appointments, I did not have people apply who I could appoint. I am committed to making this a very diverse organization. But if I don’t get people to apply, what am I supposed to do?” Johnson told the symposium. “There was a deadline; we advertised; we went out and beat the bushes. Miles [Bar President Miles McGrane] sent information to minority bars. We didn’t get the applications.”McGrane noted that committee appointments showed how Bar policies can be changed to help diversity. Several years ago, the Bar Board of Governors adopted term limits for committee service, which became effective as McGrane became president. That produced many more vacancies on Bar committees, and allowed him to greatly improve diversity and Johnson to do even better.Other statistics and examples, however showed why women and minorities may be less likely to become involved in Bar activities. 11th Circuit Public Defender Bennett Brummer said his office has a higher percentage of women and minority attorneys that do private law firms. St. Thomas Law Dean Bob Butterworth, the former Florida attorney general, said when he was the state’s top legal officer his legal staff reflected Florida’s diverse population, which meant he had disproportionately more women and minority lawyers than private firms.Dinita James, president of the Florida Association for Women Lawyers, said those examples are borne out in studies that show women and minorities are more likely to have public service jobs, which pay less and don’t give time off or pay for participation in Bar activities.Those in private firms, she noted, tend to be younger lawyers who face heavy demands to produce billable hours which, after family obligations, leaves little time for Bar work.James also cited ABA and other studies that show working women are still responsible for 70 percent of household and child rearing duties; and while 44 percent of male lawyers have nonworking spouses, 84 percent of women lawyers have spouses who work full time. Women and minorities also often feel they are undervalued at private firms and given less challenging assignments and opportunities, she said, which is why they opt for public employment.Two lawyers in private practice said if firms are reluctant to hire and promote women and minorities, they are making a mistake.“I think having diversity in a law firm is good business,” said John Kocyak, a Miami attorney. “Our firm’s biggest victory was two and a half years ago when a jury awarded us over $90 million, and the first chair was a woman and the second chair was a black partner who was six months pregnant. I think the jury related to those people.”Arrayed against them were lawyers from four large firms, none of whom were women, he noted.Kocyak said his firm once made a woman a partner while she was on maternity leave and did the same for another who was, at the time, working only part-time. It did so because it recognized their abilities and saw it as an investment in retaining quality lawyers.Law firms, he added, are sometimes afraid to hire women or minorities because they fear they will be sued if that lawyer fails. Instead, they should attack the problem as lawyers do with any challenge, by carefully planning how to succeed, he said.Besides, Kocyak observed, “It’s much more interesting to be with someone who is different from you.”Lee Stapleton Milford, a partner at Baker & McKenzie, agreed diversity is good business for law firms.“General counsels at the Fortune 500 companies always ask us about diversity,” she said. “Our professional population should reflect our client list. We have a diverse population of clients in the United States, yet our lawyers don’t look like our clients. We can’t attract new clients unless we have lawyers who look like America.”Much of the discussion focused on law schools, with officials from Florida International University, St. Thomas, and Florida A&M University law schools noting they have highly diverse student populations and engaging in some good-natured bantering about who was the most diverse.But they also had some surprising data. That included that while law schools rely heavily on LSATs in determining admissions, that test is not a good predictor of law student success. It does, however, have validity in forecasting how they will do on the bar exam.That’s important for diversity because minority students still tend to score slightly less on standardized tests, such as the LSAT, than nonminority students.“There is no correlation between your LSAT score and your success as a lawyer or your ability to practice, but there is a correlation between the LSAT and the ability to pass the bar exam,” said Percy Luney, dean of the FAMU law school.Linda Harrison, an associate law professor at Nova Southeastern University, said Nova set up a special program for applicants with marginal LSATs, but who had other indicators they could succeed in law school, such as high grade-point averages. Those students are allowed to take two law school classes, either on the campus or online, and if they do well, they are admitted as regular law students.The top student in one current class year at Nova was admitted through this program, Harrison said, and it has also boosted the school minority law school enrollment by 10 percent to around a third of the students.Luney, though, said it is important to have standards because it would be unfair to admit students for three years of legal education and potentially high debt who then don’t have a realistic chance of passing the bar exam.Other discussions at the symposium included personal experiences and potential solutions. The final report is expected in a few weeks, and will be posted on the Bar’s Web site at www.flabar.org.The value of diversity was summed up by 11th Circuit Judge David Young, who is openly gay. He noted surveys that show the vast majority of law students saying diversity improved their education experience and changed their view of the criminal justice system.“If you have lunch or dinner with people who are different from you, you learn,” he said. “That is why I am a champion of diversity. We only live on this earth one time, and if we don’t learn from each other, how sad is that?” May 1, 2004 Senior Editor Regular News Diversity concerns prompt broad debate
Image Courtesy: AFPAdvertisement NBA Finals | Brooklyn VskyyxWingsuit rodeo📽Sindre Ew6n6( IG: @_aubreyfisher @imraino ) dkeWould you ever consider trying this?😱ek1wCan your students do this? 🌚fuylzRoller skating! Powered by Firework Earlier this year, EA Sports lost their rights to use the Juventus’ club name, jersey or stadium in their annual installment FIFA, due to Japanese video game publishers Konami securing their rights for the Italian champions. Now SEGA is following the same, as the Old Lady will be renamed to ‘Zebre’ in their upcoming simulator Football Manager 2020.Advertisement Image Courtesy: AFPJust like FIFA, SEGA’s managerial simulator annual franchise will see the Bianconeri in a new club crest, redesigned jersey, and a custom stadium. However, they will too be able to retain the players’ names and faces.Just like the name ‘Pienonte Calcio’ was inspired from a defunct Italian club ‘Piemonte FC’ from the early days of Prima Categoria, ‘Zebre’ is one of the many nicknames Juventus has gained. ‘Zebre’ means zebra in Italian, a nod to the club’s black and white jersey.Advertisement Check out this in game picture below, showcasing an unlicensed Juventus, courtesy of Goal.com.Image Courtesy: Goal.comModders have already started creating fixes and unofficial patches that players can use to alter the name back to Juventus. This will also help with the in game naming of Champions League and Europa League into Euro Cup and Euro Vase, respectively, also due to licensing issues, as its currently held by EA Sports.Advertisement Football Manager 2020 is releasing 19 November on Microsoft Windows, Nintendo Switch, Android, iOS, macOS and as a launch title for Google Stadia. Advertisement