UNH, Great Bay team up in dual admissions program

Students able to seamlessly move from GBCC to university

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University of New Hampshire President Mark Huddleston, left, and Great Bay Community College President Wildolfo Arvelo, right, pose with the first student in their dual admission program, Gates MacPherson, at Great Bay Community College on Tuesday.Robert Michaelson photo

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By Robert Michaelson

rmichaelson@seacoastonline.com

August 06, 2014 2:00 AM

PORTSMOUTH — Great Bay Community College and the University of New Hampshire have joined forces to give more students the chance to earn a bachelor's degree.

UNH President Mark Huddleston and GBCC President Wildolfo Arvelo officially implemented a new dual admission program this week that will allow students to more easily transfer into UNH after earning an associate's degree at GBCC. The deal was signed at GBCC on Tuesday afternoon.

Students in the program can earn credits that apply to both their associate's and bachelor's degree. Qualifying students with a 2.5 grade point average or higher will be guaranteed seamless entry into UNH's College of Liberal Arts.

"We really do share a common mission to try and make education more affordable and accessible," Huddleston said. "It doesn't matter to me where a student starts or where he or she finishes. It is just the opportunity to get higher education in New Hampshire."

GBCC students enrolled in the dual admission program will only have to pay one application fee, have access to specialized academic advising, invitations to all events at UNH throughout the year, eligibility for merit-based scholarships and guaranteed university housing.

The first student in the program is Exeter High School graduate Gates MacPherson, who will start at GBCC this fall. She said the dual admission program will prepare her for the next steps in her education without the higher cost.

"I am able to really decide what I want to do without spending so much money," she said.

She isn't sure what she will study for her bachelor's degree, but plans to focus her efforts in the communication field.

Her father, Robert MacPherson, said he fully supports his daughter's decision to take a different path in her higher education. It will also allow her to get a taste for UNH before she decides to go there, and by then she will have her required general education credits completed.

This program is intended to serve as a pilot that will include all University System of New Hampshire and Community College System of New Hampshire institutions. GBCC and UNH currently have agreements that guarantee transfer into the university's College of Life Sciences and Agriculture, College of Engineering and Physical Sciences, and the Peter T. Paul College of Business and Economics.

Arvelo said he hopes this new partnership with UNH will encourage others in higher education to forge similar agreements that will give accomplished students such as MacPherson opportunities to grow.

"This is another piece of the puzzle for the relationship of Great Bay Community College and the University of New Hampshire, but also the community college system and the university system," Arvelo said. "These are students who have the potential and should have the opportunity to move onto the university system."

For more information on the dual admission program, visit www.greatbay.edu/dualadmission or contact Natalie Girouard at 427-7607.

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UNH, Great Bay team up in dual admissions program

Students able to seamlessly move from GBCC to university

TODAY'S MOST VIEWED ARTICLES

•  Portsmouth residents like neighborhoods, want more parking- 8/6/2014
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•  Slow down: Portsmouth police boost speeding enforcement -8/6/2014
•  Council resolution backs Market Basket workers - 8/6/2014
•  Woman sues Exeter Hospital over drug diversion - 8/5/2014
• Missing fisherman found dead in N.H. - 8/6/2014

Buy This Photo

Photo 1 of 1  |  Zoom Photo +

University of New Hampshire President Mark Huddleston, left, and Great Bay Community College President Wildolfo Arvelo, right, pose with the first student in their dual admission program, Gates MacPherson, at Great Bay Community College on Tuesday.Robert Michaelson photo

1 of 3 clicks used this month
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By Robert Michaelson

rmichaelson@seacoastonline.com

August 06, 2014 2:00 AM

PORTSMOUTH — Great Bay Community College and the University of New Hampshire have joined forces to give more students the chance to earn a bachelor's degree.

UNH President Mark Huddleston and GBCC President Wildolfo Arvelo officially implemented a new dual admission program this week that will allow students to more easily transfer into UNH after earning an associate's degree at GBCC. The deal was signed at GBCC on Tuesday afternoon.

Students in the program can earn credits that apply to both their associate's and bachelor's degree. Qualifying students with a 2.5 grade point average or higher will be guaranteed seamless entry into UNH's College of Liberal Arts.

"We really do share a common mission to try and make education more affordable and accessible," Huddleston said. "It doesn't matter to me where a student starts or where he or she finishes. It is just the opportunity to get higher education in New Hampshire."

GBCC students enrolled in the dual admission program will only have to pay one application fee, have access to specialized academic advising, invitations to all events at UNH throughout the year, eligibility for merit-based scholarships and guaranteed university housing.

The first student in the program is Exeter High School graduate Gates MacPherson, who will start at GBCC this fall. She said the dual admission program will prepare her for the next steps in her education without the higher cost.

"I am able to really decide what I want to do without spending so much money," she said.

She isn't sure what she will study for her bachelor's degree, but plans to focus her efforts in the communication field.

Her father, Robert MacPherson, said he fully supports his daughter's decision to take a different path in her higher education. It will also allow her to get a taste for UNH before she decides to go there, and by then she will have her required general education credits completed.

This program is intended to serve as a pilot that will include all University System of New Hampshire and Community College System of New Hampshire institutions. GBCC and UNH currently have agreements that guarantee transfer into the university's College of Life Sciences and Agriculture, College of Engineering and Physical Sciences, and the Peter T. Paul College of Business and Economics.

Arvelo said he hopes this new partnership with UNH will encourage others in higher education to forge similar agreements that will give accomplished students such as MacPherson opportunities to grow.

"This is another piece of the puzzle for the relationship of Great Bay Community College and the University of New Hampshire, but also the community college system and the university system," Arvelo said. "These are students who have the potential and should have the opportunity to move onto the university system."

For more information on the dual admission program, visit www.greatbay.edu/dualadmission or contact Natalie Girouard at 427-7607.

MIT considers modules rather than courses

My Turn: Lessons learned from an economic education

Federal Reserve Chair Janet Yellen smiles as testifies on Capitol Hill in Washington, Wednesday, July 16, 2014, before the House Financial Services Committee hearing entitled: "Monetary Policy and the State of the Economy. (AP Photo/Pablo Martinez Monsivais)

By BIRNEY K. BROWN

For the Monitor

Saturday, August 2, 2014
(Published in print: Saturday, August 2, 2014)

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I graduated in 1973 with a bachelor’s degree in economics from a highly regarded liberal arts college. In reflecting upon this, I am astounded by the manner in which economic principles were taught. For example, students were instructed on the various aspects of macroeconomics vs. microeconomics, supply and demand, and monetary policy vs. fiscal policy.

This piece addresses only the monetary policy and fiscal policy of economic thought as it was presented to students. For ease, look at monetary policy as the setting of interest rates and the overall money supply.

The Great Recession was brought on by many things: technology advances and the decimal-based trading it brought through the advent of computers, the end of private partnership ownership of investment houses by “going public” through IPOs, ill-advised deregulation such as repealing the Glass-Steagall Act and leaving derivative products free from regulation, and the establishment of Wall Street’s culture rewarding short-term performance without regard to the long-term aspect of fractional trading (leverage).

This was exacerbated by such idiotic things as rating agencies being paid by the companies offering the precise products to be rated, seats in Congress being financed by lobbyists in order for one to be elected in the first place and politicians being beholden to special interests for re-election. (Thanks, Supreme Court, for your series of decisions which serve only to promote this.)

But back to monetary policy vs. fiscal policy.

In college, it was never made clear to me that monetary policy is not driven by a democratically elected government but rather by the privately owned Federal Reserve. A so-called Central Bank.

It was never made clear to me that the Fed was established in 1913 by financiers and banks in order to overcome the distrust Americans had developed toward the banking system due to the recession of the very early 1900s, that these individuals created the Fed to maintain their ability to keep their hands on the money.

And it did take some number of years for the legislation to overcome the fears of many detractors before it became law. (Just consider the sleight of hand in terming it the Federal Reserve, as though it is a true government agency.)

It must be understood by all Americans that this privately owned Federal Reserve, through its chairman (now Janet Yellen, following Alan Greenspan and Ben Bernanke), is solely responsible for our country’s monetary policy. The Fed does not answer to Congress or the president outside of the fact that the chairman is nominated by the president for congressional approval. Americans must realize that the Fed oversees one-half of our nation’s economic tools (the other half being fiscal policy).

Myself and many others believe that the “recovery” has almost been entirely left to monetary policy. Through the “zero interest rate” environment and various forms of what has been termed “quantitative easing.” Both of these concepts are unnatural and deviously destructive. Both have caused “free markets” to become distorted and dysfunctional.

Interest rates should be determined by “the free market” and not by central planning. When the “free market” is suppressed in this fashion, it cannot operate as intended in a democratic society, as has been indisputably the case. I’m sure everyone has read all the stories about the destruction of the middle class, the widening of the gap between the rich and poor to historically high levels, the impoverishment of so many, the loss of jobs, the disappearance of wage increases for the vanishing middle class and low-income population, the loss of homes to foreclosure, the huge increase in indebtedness for college education, the “tapping out” of financial resources for so many, etc.

This has been the result of America’s refusal to address economic recovery through fiscal policy and instead abandoning its responsibility in favor of monetary policy as enacted by the Fed. Not long ago, the profoundly disappointing President Obama announced a $600 million proposal addressing jobs creation. But compare this to the one-time(!) audit of the Fed revealing $16 trillion in unrevealed financial assistance – or bailouts – to the worldwide financial system. Or the $4.6 trillion added to the Federal Reserve’s balance sheet through quantitative easing (specifically the 50 percent or so resulting from the Fed’s purchase of derivative mortgage products at inflated prices to keep monies flowing the banks’ way on top of the “almost free money” already available to them).

Providing operating funds to the very financial industry which almost brought our whole economy down is not a means to dig out from our economic malaise. Quite the opposite. What we have needed is the missing, responsible type of fiscal policy which should have been implemented by our elected president and Congress.

Enough of our president’s blaming the Tea Party and recalcitrant Republicans for the failure to enact fiscal legislation. This is his second term as he continually fails to realize that 75 percent of the population would back aggressive fiscal economic action with no regard whatsoever as to how the 1 percent or untrustworthy bankers fare. As they would back the Department of Justice and regulators pursuing those behind the still-smoldering banking crisis.

Enough of Congress (with some notable exceptions) envisioning their jobs as serving the special interests who finance their campaigns. Their employers should be seen as their constituents – those about whom these politicians repeatedly reveal an utter cluelessness and complete inability to relate. No wonder the term “Demopublicans” is gaining in popularity. Our country’s “record” of fiscal policy since the Great Recession and anemic recover just reinforces the notion of there being not true difference between the parties.

Only empty sound bites.

(Birney K. Brown lives in Contoocook.)

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How to Create an Unforgettable Personal Brand

10 Things Only Exceptional Bosses Give Employees

Jeff HadenInfluencer

Ghostwriter, Speaker, Inc. Magazine Contributing Editor

June 30, 2014

Good bosses have stronrganizational skills. Good bosses have solid decision-making skills. Good bosses get important things done.

Exceptional bosses do all of the above -- and more. (And we remember them forever.) Sure, they care about their company and customers, their vendors and suppliers. But most importantly, they care to an exceptional degree about the people who work for them.

And that's why they're so rare.

Extraordinary bosses give every employee:

1. Autonomy and independence.

Great organizations are built on optimizing processes and procedures. Still, every task doesn't deserve a best practice or a micro-managed approach. (Here's looking at you, manufacturing industry.)

Engagement and satisfaction are largely based on autonomy and independence. I care when it's "mine." I care when I'm in charge and feel empowered to do what's right.

Plus, freedom breeds innovation: Even heavily process-oriented positions have room for different approaches. (Still looking at you, manufacturing.)

Whenever possible, give your employees the autonomy and independence to work the way they work best. When you do, they almost always find ways to do their jobs better than you imagined possible.

2. Clear expectations.

While every job should include some degree of independence, every job does also need basic expectations for how specific situations should be handled.

Criticize an employee for offering a discount to an irate customer today even though yesterday that was standard practice and you make that employee's job impossible. Few things are more stressful than not knowing what is expected from one day to the next.

When an exceptional boss changes a standard or guideline, she communicates those changes first -- and when that is not possible, she takes the time to explain why she made the decision she made, and what she expects in the future.

3. Meaningful objectives.

Almost everyone is competitive; often the best employees are extremely competitive--especially with themselves. Meaningful targets can create a sense of purpose and add a little meaning to even the most repetitive tasks.

Plus, goals are fun. Without a meaningful goal to shoot for, work is just work.

No one likes work.

4. A true sense of purpose.

Everyone likes to feel a part of something bigger. Everyone loves to feel that sense of teamwork and esprit de corps that turns a group of individuals into a real team.

The best missions involve making a real impact on the lives of the customers you serve. Let employees know what you want to achieve for your business, for your customers, and even your community. And if you can, let them create a few missions of their own.

Feeling a true purpose starts with knowing what to care about and, more importantly, why to care.

5. Opportunities to provide significant input.

Engaged employees have ideas; take away opportunities for them to make suggestions, or instantly disregard their ideas without consideration, and they immediately disengage.

That's why exceptional bosses make it incredibly easy for employees to offer suggestions. They ask leading questions. They probe gently. They help employees feel comfortable proposing new ways to get things done. When an idea isn't feasible, they always take the time to explain why.

Great bosses know that employees who make suggestions care about the company, so they ensure those employees know their input is valued -- and appreciated.

6. A real sense of connection.

Every employee works for a paycheck (otherwise they would do volunteer work), but every employee wants to work for more than a paycheck: They want to work with and for people they respect and admire--and with and for people who respect and admire them.

That's why a kind word, a quick discussion about family, an informal conversation to ask if an employee needs any help -- those moments are much more important than group meetings or formal evaluations.

A true sense of connection is personal. That's why exceptional bosses show they see and appreciate the person, not just the worker.

7. Reliable consistency.

Most people don't mind a boss who is strict, demanding, and quick to offer (not always positive) feedback, as long as he or she treats every employee fairly.

(Great bosses treat each employee differently but they also treat every employeefairly. There's a big difference.)

Exceptional bosses know the key to showing employees they are consistent and fair is communication: The more employees understand why a decision was made, the less likely they are to assume unfair treatment or favoritism.

8. Private criticism.

No employee is perfect. Every employee needs constructive feedback. Every employee deserves constructive feedback. Good bosses give that feedback.

Great bosses always do it in private.

9. Public praise.

Every employee -- even a relatively poor performer -- does something well. Every employee deserves praise and appreciation. It's easy to recognize some of your best employees because they're consistently doing awesome things. (Maybe consistent recognition is a reason they're your best employees? Something to think about.)

You might have to work hard to find reasons to recognize an employee who simply meets standards, but that's okay: A few words of recognition--especially publicrecognition--may be the nudge an average performer needs to start becoming a great performer.

10. A chance for a meaningful future.

Every job should have the potential to lead to greater things. Exceptional bosses take the time to develop employees for the job they someday hope to land, even if that job is with another company.

How can you know what an employee hopes to do someday? Ask.

Employees will only care about your business after you first show you care about them. One of the best ways is to show that while you certainly have hopes for your company's future, you also have hopes for your employees' futures.

Now it's your turn: What exceptional thing has a truly extraordinary boss done for you?

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The Five Deadliest Resume Mistakes and How to Fix Them)

June 14, 2014

The biggest problem most job-seekers run into is that te rules for job search have changed dramatically in the past half-decade. People looking for jobs, whether they're working or not, don't know how to proceed. It used to be easy to get a new job. These days the process is a million times more complicated, and most folks aren't familiar with the new landscape.

At Human Workplace we teach people to break a job search down into simple steps by thinking of a job hunt as a marketing project. I know, you're not a product like shampoo or laundry detergent -- you're a brilliant, creative, fun and warm-hearted person. Still, we have to adopt a marketing mindset on the job search trail. After all, we are selling something -- ourselves!

If you were selling your house, you might love the house and want it to go to a very special person or family, but you'd still have to market your house as a product. You'd have to set a fair price for it, for instance. It's the same way on a job search.

If you're a customer service representative and you fill out job applications to say that your target salary is $800,000 per year, no one is going to call you back. That price is out of line for the market.

When you're marketing a product, you start by thinking about the four Ps of marketing: product, place (that means distribution), promotion and pricing. We talked about pricing a minute ago. UsePayscale and Salary to make sure your market rate is in line with the salaries or wages local employers are paying. That part is easy!

We have three Ps left. "Place" refers to your distribution scheme, and in job-search lingo that means the channels for your job search. Most white-collar job-seekers use these four channels to get a job:

1. Writing to hiring managers. This channel has two parts: a) Responding to posted job ads (not through the Black Hole, though! Your best bet is to write directly to your hiring manager with a Pain Letter stapled to your Human-Voiced Resume) and b) Reaching out to target hiring managers even when they don't have job ads posted.
2. Networking with friends, neighbors, ex-colleagues and everyone you know.
3. Working with recruiters, employment agencies, contract firms and/or temp firms, and
4. Going to job fairs and/or working with your college Career Services organization.

The third P, promotion, is your advertising. For a job-seeker, that means constructing a complete and vibrant LinkedIn profile and an awesome resume.

The product is you, and we already know you're insanely qualified and brilliant. If you're not feeling all your mojo right now (and most job-seekers aren't) make it a point to get together with a good friend once a week.

That could be the same friend every week or several different people, but make sure it's someone who loves you and will remind you of your awesomeness when the cold, hard job-search world depletes your mojo.

Your mojo is everything in a job search!

Your resume is the centerpiece of your job search. Here are the five deadliest resume mistakes job-seekers make, with easy fixes for each one. Don't fall into these traps and inadvertently suck the power out of your brand.

You bring a tremendous amount to the lucky employer who snags you next. Don't let a boring or undecipherable resume detract from your flame!

The Five Deadliest Resume Mistakes (and How to Fix Them)

ONE: We Can't Tell What You Do Professionally

A Human-Voiced Resume always starts with a Summary at the top, just under your contact section. We need to know what you do professionally (tinker, tailor, soldier, spy, etc.) more than anything else!

Don't show hiring managers a list of past jobs and expect them to determine what you intend to do next -- make it plain with a declaration in your resume Summary, like "I'm a Product Marketer who loves to make small tech brands bigger."

The human voice in your Summary will endear you to the hiring managers who already have enough drones and sheep around them (or can't tolerate folks like that, and don't have any). What other kind of manager would you want to work for?

TWO: All Things to All People

Tempting as it is to throw every scrap of experience you've ever had in your resume to show hiring managers how versatile you are, don't do it. The worst brand in the world is the brand "I can do anything!" No one will believe you. Even if you CAN do everything, you've got to choose something that you especially love to do - otherwise you come across as someone who doesn't know him- or herself well enough or have the confidence to plot your own course.

You can maintain three or four different resume versions to use as you pursue two or three different 'prongs' in your job search -- Marketing, PR and Fund-Raising, for instance. Just don't use one resume to cover every base. It doesn't work.

THREE: We Can't Understand You

Typos, misspellings and English language errors are the quickest ways to get your resume thrown into the shredder. Double-check your resume, then read it backwards to catch any errors, then show it to two or three of your friends who love to edit written material. You can't afford to have errors in your resume, no matter how good you are at your work.

FOUR: Way Too Much Detail

A Human-Voiced Resume is one or two pages long, even for people with forty years of work experience. The more senior you are, the less detail you need to include. Keep it very simple -- just tell us what you came to get done at each job (your mission) and how well you did it.

Two bullets per job in your career history is plenty, especially if they're pithy Dragon-Slaying Stories like this one:

When our two biggest rivals merged, I launched a grassroots email marketing campaign that grew sales 25% to $2M the next quarter.

No one cares about your tasks and duties. That's just telling us what anybody in the job would have done. We want to know what YOU got done - what you left in your wake!

FIVE: Just Another Zombie Job-Seeker

The last deadly resume mistake is to write your resume in Boilerplate Zombie language, using phrases like "Results-oriented professional with a bottom-line orientation." That was a wonderful way to write a resume in 1982 or even 1997, but not today.

Employers can't tell one zombified Results-oriented professional from the next, and the biggest challenge a job-seeker has is to stand out in a crowded field.

Put a human voice in your resume, tell human stories and don't be afraid to use the word "I." For Pete's sake, your resume is a branding document! If you're not going to use the word "I" in a resume, when would you ever use it?

It's a new day. The Human Workplace movement is spreading like crazy around the world, and hiring managers are hungry for real people to solve the real problems they're facing. Step an inch outside the box and try something new in your job search. Watch your mojo grow when you bring your human power back into your professional life, where it should have been all along!

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If the Human Workplace mission to humanize work resonates with you, here's how you can get involved in the movement!

There are 300,000 Human Workplace members and fans around the world. You can join the movement, too! You can bring Human Workplace to your organization, or bring our CEO Liz Ryan to speak in your company or at your university or conference. Liz is a galvanizing speaker, and an opera singer to boot!

You can follow us on Facebook and Twitter (@humanworkplace) and take a 12-week virtual coaching group with us if you're ready to grow your flame and build new muscles for the 21st-century workplace!

Our June 2014 12-week virtual coaching groups launch on Saturday, June 28th. Two of them are brand new courses: The New Grad's Job Search Course and Perfect Professional Etiquette. Our best-selling courses like Put a Human Voice in Your Resume, Crafting Compelling Pain Letters, Launch Your Consulting Business and Get a Job No Matter What Boot Camp are starting up again on June 28, too! Check out the roster of June 2014 12-week virtual coaching groups here!

Everyone who registers for a June 2014 12-week virtual coaching group with Human Workplace will also receive our $199 Human-Voiced Resume MEGA Pack, full of instructional and motivational content to get you up the new-millennium learning curve!

The Human-Voiced Resume MEGA Pack contents are shown on the chart below!

When you join any Human Workplace 12-week virtual coaching group beginning June 28, 2014, you'll receive our Human-Voiced Resume MEGA Package as a registration gift, in addition to your 12-week virtual course! The contents of the MEGA Package are shown in the table above. The MEGA Package alone is worth over USD $300!

This MEGA Package includes many of our best-selling eBooks and a full, 20-lesson online course on writing your Human-Voiced Resume!