Podcasts about curriculum committee

In this episode, we talk to Lowell Aplebaum, EdD, FASAE, CAE, CPF, CEO of Vista Cova, offering valuable insights into the vital relationships between CEOs and board members. Lowell explores how leadership has evolved in recent years and underscores the importance of creating inclusive and intentional pathways for future leaders. He also addresses the challenges CEOs and boards face, such as misconceptions about power dynamics and the necessity of establishing a governance structure that keeps the organization's mission at the forefront.   VSAE ConneXions is produced by Association Briefings.   Show notes Lowell Aplebaum, EdD, FASAE, CAE, CPF is the CEO of Vista Cova – a company that partners with organizations on strategic visioning and planning, reviewing & aligning governance structures, training stronger Board members, and providing expert facilitation. As an IAF Certified™ Professional Facilitator, Lowell frequently provides dynamic sessions to organizations - getting volunteers, members, and staff involved through experiential learning approaches.   After starting his career in the informal education realm, over the course of more than a decade, Lowell worked inside associations as a COO as well as in the realms of membership, volunteer leadership establishment and growth, and global alliance building. His passion for facilitation led to the founding of Vista Cova where he has worked with hundreds of nonprofit organizations from local to global, from trade to individual member and foundations.   In addition to his role as CEO, Lowell is actively involved in various leadership capacities within the ASAE, including serving on the ASAE Research Committee and as a past Chair for the overseeing commission for the Certified Association Executive (CAE) credential. He also chaired ASAE's Task Force on CEO Pathways and previously led as Chair for ASAE's Component Relations Council. He serves on the Curriculum Committee and as an instructor for the US Chamber of Commerce's IOM program. Additionally, Lowell has contributed significantly to the field, co-executive editing and contributing as an author for ASAE's Component Relations Handbook, 2nd edition, and contributing chapters to the latest versions of Professional Practices of Association Management and Membership Essentials. He is committed to building a stronger future for nonprofits and associations, co-founding the CAE Scholarship and serving as a mentor for ASAE's Diversity Executive Leadership Program.

Sarah speaks with co-founder of the Equitable Care Certification, Soleil Merroir and poet-activist, Jenna Torres about the first ever curriculum for therapists created by sex workers. The Equitable Care Certification (ECC) is created by sex workers, sex working therapists, and allies; to help do just that - build a more equitable care model for sex workers seeking mental health care. In this episode, we discuss the barriers and experiences sex workers often have when pursuing mental health care and what is being done to address the major gaps. Therapists, anyone looking to learn more about sex work, and anyone breathing - this episode is for you. To support, donate, learn more or to become the best therapist ever: visit https://www.equitablecarecert.com/https://www.zeppwellness.com/. Instagram: @equitablecarecertification To find our amazing guests: Jenna, on instagram @monathairgoals; Soleil, on instagram @cyborgdreamz You can find me: @psychandthecitybk on instagram; TikTok: @psychandthecitybk The Equitable Care Certification (ECC) is created by sex workers, sex work-affirming therapists and sex working therapists; it is composed of the Equitable Care Coalition & the Curriculum Committee. The Equitable Care Coalition broadly supports the creation of the certification through outreach, marketing & consulting. The Curriculum Committee —led entirely by QTPOC, sex working therapists— creates all course content. ECC is overseen by two sex working therapists, Raquel Savage & Angie Gunn LCSW, CST, CSTS.

Dr. Laneshia R. Conner is an Assistant Professor in the College of Social Work at the University of Kentucky. She is a native of Lexington, KY and earned her Bachelor of Arts in Social Work from the University of Kentucky College of Social Work, her master's degree in social work from the University of Georgia, and her Ph.D. in social work from the University of Louisville. Her research program is centered on improving scientific knowledge about HIV risk reduction strategies that are acceptable and feasible for older Black women, developing sustainable programs for aging communities that promote sexual health and culturally relevant sexual health knowledge. She is completing her second year as a Disparities Researchers Equalizing Access for Minorities (DREAM) Scholar. She was recently awarded an NIH-funded Administrative Supplement as a BIRCWH Scholar, to support her research focusing on women's health research for two years and the Health Disparities Loan Repayment Program from the National Institute on Minority Health and Health Disparities (NIMHD). Other areas of scholarship include reflections of her teaching social justice issues using horror films, critical pedagogy in course construction, and salient issues related to perceptions and attitudes of academic self-plagiarism. Dr. Conner serves as the advisor to the Association of Black Social Workers (ABSW) at UK since their inception in 2021, chairs the Curriculum Committee in the College of Social Work, serves as a Faculty Senator, and is the faculty co-chair of the African American, Black, and African Diaspora Employee Affinity Group. She also coaches track at a local high school and coaches an AAU track club during the summer, The Lexington Stryders.  https://lsctrack.org/  If you enjoy this podcast, please click "subscribe" wherever you listen to episodes and we hope you'll consider leaving us a review. Follow us on Facebook https://www.facebook.com/UKAGHW, Instagram https://www.instagram.com/ukaghw, or Twitter https://twitter.com/ukaghw If you want to help us sustain the Champions of Active Women podcast, please consider making a donation to the University of Kentucky Active Women's Health Initiative at https://uky.networkforgood.com/causes/13092-active-women-s-health-initiative-fund.   

In this episode, we are exploring limb-girdle muscular dystrophy (LGMD). Joining us for this conversation are two experts, Dr. Louise Rodino-Klapac, and genetic counselor Livija Medne.Dr. Louise Rodino-Klapac is the Executive Vice President, Head of R&D and Chief Scientific Officer at Sarepta Therapeutics who has 15 years of experience researching and studying LGMD. She is renowned for her work in molecular genetics and gene therapy. Her pioneering research is the foundation for five of our investigational limb-girdle muscular dystrophy (LGMD) programs. Hear from Dr. Rodino-Klapac about LGMD, the importance of knowing your subtype and the basics of gene therapy!Livija Medne is a Senior Genetic Counselor and Systems Director of Genetic Counseling at the Children's Hospital of Philadelphia. She has 15+ years of experience in pediatric neuromuscular diagnoses, including LGMD. She co-chairs and is one of the course directors of the Curriculum Committee at the University of Pennsylvania Genetic Counseling Program. In addition, Livija is an advocate for the professional development of junior genetic counselors, having co-founded the first Genetic Counselor Mentorship committee at CHOP.On This Episode We Discuss:Limb-girdle muscular dystrophy (LGMD)Which muscles are typically are affected first Symptoms that individuals with LGMD experience and when symptoms usually startThe prevalence of LGMD compared to Duchenne Muscular DystrophyHow people are diagnosed with LGMDWhy genetic testing is important to determine specific subtypes of LGMDGene therapy programs for the most common subtypesThe goal of the gene therapyWhen FDA-approval for LGMD gene therapy can be expected How patients can gain access to the gene therapy program and how health care providers can refer patientsBusting myths about LGMD If you'd like to take a deeper dive after listening to today's episode, follow these links to learn more about limb girdle muscular dystrophy, gene therapy, and genetic testing for LGMD. You can also visit raregenomes.org and limbgirdle.com to learn more! And be sure to follow Dr. Louise Rodino-Klapac on Twitter!You can also check out this installment of the PhenoTips Speaker Series to hear Kira interview Livija Medne about genetic counselors in leadership positions. Stay tuned for the next new episode of DNA Today on March 10th, 2023! New episodes are released every Friday. In the meantime, you can binge over 225 other episodes on Apple Podcasts, Spotify, streaming on the website, or any other podcast player by searching, “DNA Today”. Episodes since 2021 are also recorded with video which you can watch on our YouTube channel. DNA Today is hosted and produced by Kira Dineen. Our social media lead is Corinne Merlino. Our video lead is Amanda Andreoli. Our Outreach Intern is Sanya Tinaikar. Our Social Media Intern is Kajal Patel. And our Graphic Designer Ashlyn Enokian.See what else we are up to on Twitter, Instagram, Facebook, YouTube and our website, DNAToday.com. Questions/inquiries can be sent to info@DNAtoday.com. Which muscular dystrophy causes weakness of the muscles typically starting around the hips and shoulders? That would be limb girdle muscular dystrophy, or LGMD. LGMD is a group of neuromuscular diseases caused by mutations in genes responsible for proteins critical for muscle function, regulation, and repair1-3. Sarepta is a global biotechnology company working on engineering precision genetic medicine with the goal of changing the lives of people living with rare muscular dystrophies. Their multi-platform Precision Genetic Medicine Engine includes gene therapy, RNA and gene editing approaches. Oh that reminds me, ACMG is in March and Sarepta will be at booth 504. You can also head over to limbgirdle.com to learn more. (Sponsored) 1. Murphy AP and Straub V. J Neuromusc Dis. 2015;2(suppl. 2):S7-S19.2. Liewluck T and Milone M. Muscle Nerve. 2018;58(2):167-77.3. McNally EM. The Sarcoglycans. In: Landes Bioscience. 2000–2013.Surely you have heard of whole genome sequencing, but what about rapid and ultra-rapid whole genome sequencing? This is an emerging method of diagnosing genetic conditions for quick management. PerkinElmer Genomics offers this incredibly valuable test, which can be life saving for ill babies and kids. Learn more in our full episode (#226) with PerkinElmer Genomics. You can visit perkinelmergenomics.com for more information. (Sponsored)Surely you have heard of whole genome sequencing, but what about rapid and ultra-rapid whole genome sequencing? This is an emerging method of diagnosing genetic conditions for quick management. PerkinElmer Genomics offers this incredibly valuable test, which can be life saving for ill babies and kids. Learn more in our full episode with PerkinElmer Genomics on here, DNA Today! You can visit perkinelmergenomics.com for more information, the link is also available in the show notes and on our website DNAtoday.com. (Sponsored)I've enjoyed recording a few episodes about epigenetics, one of the interviews where I learned the most was with the Diagnostic Labs at the Greenwood Genetic Center. They taught me about EpiSign which is a novel clinically validated test that analyzes methylation. I just learned that since this episode in 2021, verison 4 of EpiSign has been released which has expanded to include over 70 conditions. If you are attending ACMG this month stop by booth 607 to chat with Greenwood Genetics. In the meantime brush up on your epigenetics by listening to Episode #145 of DNA Today and visit GreenwoodGeneticCenter. (Sponsored)

Dr. Shounuck Patel is double board-certified in Sports Medicine and Physical Medicine & Rehabilitation as well as fellowship trained in interventional pain management. He focuses his clinical practice on the use of exercise, nutrition, osteopathic manipulation, and natural therapies such as regenerative cell therapy for the treatment of orthopedic injuries and pain conditions. Dr. Patel earned  his degrees across the nation at the George Washington University in Washington DC, Drexel University in Philadelphia, and Midwestern University's College of Osteopathic Medicine in Chicago. He completed his residency at the prestigious Kessler Institute in New Jersey, fellowship with the Orthopedic and Spine Specialists hospital of Pennsylvania, and advanced regenerative medicine training with Regenexx and the Interventional Orthobiologics Foundation (IOF) – a non-profit for which he became a master instructor for other physicians and Chair of the Curriculum Committee.Dr. Patel is an invited speaker and instructor for medical conferences and courses across the world and I'm honored to have him on the podcast to talk about all things regenerative for orthopedic & pain conditions. In this episode we discuss:What is regenerative medicine?What are the different orthobiologics?Clearing confusion about stem cells.Safety and efficacy.Evidence-based considerations for treatment.Challenges in studying and creating evidence-based guidelines for treatment.Insurance payment challenges.Future directions for treatment to increase efficacy.The podcast episodes drop weekly on Mondays in seasonal chunks. Subscribe to stay up to date, and tune in when you can! Be sure to rate, review, and follow on your favorite podcast app and let me know what other brain & body things you'd like to hear about.For more information about me, check out my website, www.natashamehtamd.com.Follow me on Instagram, Twitter, or Tik Tok @drnatashamehta. Follow Dr. Shounuck Patel on Instagram, Twitter, or Tik Tok @regendrpatel. Learn more about him and his practice on his website fxregencenter.com.This episode is not sponsored.

Name: Mike DavisCurrent title: Head of SchoolCurrent organisation: Colorado AcademyDr. Mike Davis is the eleventh Head of School in Colorado Academy's more than 110-year history. He has led the CA community in collaborative and innovative projects around curriculum and 21st-century skill-building, teaching, technology, school culture, and administrative structure. He has fostered prudent stewardship of the school's financial and physical assets and led the school in funding and building best-in-class facilities across 97 acres of campus. Under his leadership, CA has expanded both its experiential and global education offerings, broadened the school's work in equity and inclusivity, and maintained a mission-based balance of academics, arts, and athletics. Dr. Davis came to CA after serving as Head of the Upper School at St. Stephen's Episcopal, a co-ed boarding and day school in Austin, Texas. There, he also chaired the History Department, and the Curriculum Committee, and directed the school's Outdoor Education Program. An outdoor enthusiast, rock climber, skier, and cyclist, Dr. Davis continues to lead student adventures and has logged nearly 150 outdoor trips, from the canyons of Utah to the mountains of rural Haiti. Known for his subject matter expertise, he is a frequent presenter at the National Association of Independent Schools and is on the faculty of NAIS's Aspiring Heads Institute since 2017.  In Colorado, he serves on the Association for Colorado Independent Schools Board, helped to establish school standards, and has chaired and co-chaired numerous school evaluation teams. At CA, Dr. Davis teaches Upper School history courses including “Vietnam,” and “The War on Terror.”  Mike has a doctorate in American History from Vanderbilt University, where he wrote his dissertation on U.S. Immigration and Refugee Policy during the Cold War and the creation of the 1965 Immigration Act, which governs immigration law today.Resources mentioned in this episode:Free Download of The Leadership Survival Guide (10 World-Class Leaders Reveal Their Secrets)The Leadership Conversations PodcastThe Jonno White Leadership PodcastThe Leadership Question of the Day PodcastClarity Website7 Questions on Leadership SeriesWe'd Love To Interview YOU In Our 7 Questions On Leadership Series!Subscribe To Clarity's Mailing ListJonno White's eBook Step Up or Step OutJonno White's Book Step Up or Step Out (Amazon)

 Dr. Kisha Mitchell Richards is the Director of Pathology and Laboratory Medicine at Greenwich Hospital in Greenwich, Connecticut. Originally from Jamaica, Dr. Mitchell Richards earned her medical degree from the University of the West Indies, Mona, Kingston, Jamaica. She then completed an Anatomic and Clinical Pathology residency at George Washington University, a Forensic Pathology fellowship at University of South Florida and a Gastrointestinal Pathology fellowship at University of Pittsburgh. Dr. Mitchell Richards began her career as an academic Gastrointestinal Pathologist at Yale University, and subsequently became an Associate Professor and Director of Autopsy. She departed Yale to become a general community pathologist at Greenwich Hospital in 2016 where she became the Director in 2018. She has published in autopsy, gastrointestinal and liver pathology and lectured in these areas locally and nationally. She is an active participant in pathology at the national level, serving as the Vice Chair of the Curriculum Committee of the College of American Pathologists (CAP) and member of the Pathologists Council of the American Society of Clinical pathologists (ASCP), among other roles. Her professional interests include making pathology and the pathologist more accessible to patients and bolstering physician involvement in health care administration. Twitter: @KAMitchellR LinkedIn: www.linkedin.com/in/kisha-mitchell-richards 

Dr. April Miller served two consecutive terms on the Frederick County Public Schools (FCPS) Board of Education, from 2010-2018. While on the Board, she served as vice president, chair of the Curriculum Committee, and chair of the Strategic Special Education Workgroup. Dr. Miller was also a member of committees on policy, budget savings, career and technology, drug awareness, and strategic planning. As a Board of Education member, Dr. Miller helped create educational policies, balanced capital and operating budgets exceeding half a billion dollars annually, and worked on school construction planning. In her professional life, Dr. Miller is an optometrist in her 18th year of practice, currently at Dr. Nathan and Dr. Miller in Frederick. Dr. Miller received a Bachelor's of Arts in biology and psychology from the University of Maryland, Baltimore County (UMBC). She received a Doctorate of Optometry from the Pennsylvania College of Optometry, now Salus University. A longtime Frederick County resident, Dr. Miller graduated from Middletown High School. She and her husband, Todd, live in Middletown with their three children. See omnystudio.com/listener for privacy information.

You're listening to the Westerly Sun's podcast, where we talk about the best local events, new job postings, obituaries, and more. First, a bit of Rhode Island trivia. Today's trivia is brought to you by Perennial. Perennial's new plant-based drink “Daily Gut & Brain” is a blend of easily digestible nutrients crafted for gut and brain health. A convenient mini-meal, Daily Gut & Brain” is available now at the CVS Pharmacy in Wakefield. Now, some trivia. Did you know that Rhode Island native, Bill Almon was a professional baseball infielder. He played for Brown and in Major League Baseball for the Padres and six other teams over 14 seasons.  Next, an event that you should know about… The Misquamicut Drive-In is showing classic movies this weekend: The Lost Boys tonight, Mamma Mia on Saturday, and Dawn of the Dead on Sunday. Get your tickets. The show starts at 9pm. See you there! Next, Are you interested in a new opportunity? Look no further, we're here again with another new job listing. Today's posting comes from Mohegan Sun. They're opening up again and looking for event security guards, event marketing representatives, ushers, and ticket takers.  If you're interested, you can read more and apply by using the link in our episode description. https://www.indeed.com/l-Westerly,-RI-jobs.html?vjk=26d99a5d35f1087c Today we're remembering the life of Joe Ciriello. After living each day by his favorite motto, 'Be the Best You Can Be, Everyday', 'Joe' P. Ciriello, Jr. passed away peacefully at his home surrounded by the love of his family.  Born in Waterbury, CT he  was the loving husband of his lifelong best friend and bride, Sandra, who he started dating when he was 14 years old. Joe started many things in life at a young age, and quickly became an accomplished multisport athlete and was honored as a member of the Waterbury Boys Club Hall of Fame. He would go on to play college basketball for Central Connecticut and professionally for several leagues. His pursued a career in education and coaching at Stonington High School in 1975. Most notably, he was head coach of the Boys basketball team for 28 years and Girls tennis team for 13 years. He was part of 27 ECC titles during his tenure and coached 4 Connecticut high school All-Star basketball games. Joe also coached and impacted thousands of high school and collegiate players at basketball camps throughout the US and served as a professional scout for the NBA's Charlotte Hornets. For over 30 years he taught Health, Physical Education, and Life Skills to his students. Joe worked to re-imagine and re-define these subjects as co-chair of the state's Curriculum Committee. Throughout his career in education, Joe would practice and preach the importance of 'listening to learn and learning to listen'. In retirement, he continued to mentor student athletes. Joe became an accomplished fisherman, a technical mountain climber, and an active volunteer for the Appalachian Mountain Club. He became an integral member of the Stonington Land Trust executive board and led initiatives to protect and preserve the natural beauty of his community, reclaiming and restoring indigenous trails and unique landscapes for the public to experience. While he spent most of his life in Stonington, his heart was always in the Green and White Mountains of Vermont and New Hampshire. He summited Mount Washington over 60 times and spent many years sharing his hiking adventures with his family and friends. In addition to his loving bride Sandra, he leaves his daughters, sons-in law, his grandchildren, his sisters, and nieces and nephews. Thank you for taking a moment with us today to remember and celebrate Joe's life. Lastly, remember that reporting the local news is an important part of what it means to live here. Head over to Westerlysun.com and help us tell the stories of our community each and every day. Digital access starts at just 50 cents a day and makes all the difference in the world. That's it for today, we'll be back next time with more! Also, remember to check out our sponsor Perennial, Daily Gut & Brain, available at the CVS on Main St. in Wakefield! See omnystudio.com/listener for privacy information.

Date June 7, 2021 (Season 3, Episode 3: 57:47 minutes).  Click here to go to a complete set of shownotes for this episode. Podcast Content -- Drawing on decades of research and analysis, Dr. Bruce Van Orden offers the “life and times” of Willam Wines Phelps (1792-1872), one of the LDS Church's and early Utah's most influential figures. In this fast paced interview Van Orden weaves a myriad of new details and insights regarding a man who worked “shoulder to shoulder” with LDS Church founder Joseph Smith, and justifiably could be described as a fellow creator of early Mormonism. Phelps was an intellect, chronicler, journalist, master printer (he brought the first printing press to Utah), doctrinal provocateur and a political strategist (he was the ghost writer for Smith's 1844 U.S. Presidential platforms and publications). Besides all of this, he was a lawyer, a poet, a hymnographer--with 15 hymns in the current LDS hymnal--and was Utah's first official weatherman/meteorologist.  Phelps' life story serves as something of a “hinge,” between pre-Utah Mormonism under Joseph Smith, and the more pragmatic and geographically expansive church under Brigham Young. Readers and listeners will gain a deeper understanding of the religious devotions, the bold political worldviews and the millennial “fire in the bones” convictions that permeated early Anglo-American Utah. A state of mind that, in less than a decade, would come in conflict with a much stronger and more determined United States. As a longstanding member of the Council of Fifty, and as first Speaker of the House in the Provisional State of Deseret (two sessions), Phelps contributed much of the written political thought encountered in early Utah, including the 1849-50 statehood application under a banner of “Deseret,” which name Van Orden believes was suggested by Phelps. Van Orden speaks of Phelps' interactions with Brigham Young, his vision for an educational system for Utah (including the creation of the University of Deseret), his ouster from the Deseret News by editor Albert Carrington, his contributions to the creation of the Deseret Alphabet, and his long standing role as the serpent in the church's endowment ceremony. Guest Bio: Dr. Bruce Van Orden is an emeritus professor of Church History and Doctrine at Brigham Young University. He received his Ph.D., M.A and undergraduate degree from BYU. He has been a member of the LDS Church's Curriculum Committee and has authored many articles and books on LDS History, including Prisoner for Conscience' Sake: The Life of George Reynolds, as well as this biography of Phelps. Shortly after retiring, Van Orden and his wife spent seven years as LDS Church ministers to inmates at the Utah State Penitentiary in Draper.    Additional Resources & Readings:We'll Sing and We'll Shout: The Life and Times of W.W Phelps  -- to buy a copy click here, we also recommend that you contact your local independent book dealer.  The Joseph Smith Papers Project (Church History Department, Church of Jesus Christ of Latter-day Saints), brief biography of Phelps and links to digitized primary sources, about and created by William Wines Phelps, click here.  Do you have a question or comment? Write us at “ask a historian” – askahistorian@utah.gov 

Remote work is here to stay. Do you know where your employees are and how their movements impact compliance with various local, state and country specific requirements? What about things like benefits, internet security, and employee safety? With many factors on the table, we discuss 5 things for employers to have on their radar when it comes to remote worker movements.Host: Jennifer Namazi, Content Director, NASPPGuest: Marlene Zobayan, Partner, Rutlen AssociatesEpisode Notes: Myths and realities around employer responsibility to track mobile employees (1:35)When can an employer no longer claim ignorance about employee movements?  (3:39)Beyond tax compliance: other considerations when remote workers are on the move (8:25)Double taxation, double reporting, and double withholding in mobility situations (12:27)Why companies should implement a remote work policy now (16:50)Handling compliance issues when an employer didn't know an employee was mobile (21:34)Prediction on state tax authority reactions to remote worker mobility (23:19)Resources mentioned in this episode:Modern Mobility: Multijurisdictional Tax Compliance in the Age of COVID-19 and Remote Working (NASPP Advisor Newsletter)State Mobility Issues for Equity Compensation Professionals (Article)About our Guest:Marlene Zobayan is a partner of Rutlen Associates LLC. She has over twenty years of international tax and benefits experience, including global equity plans, mobile employee taxation, global compensation and benefits. She provides a holistic and proactive range of services to her clients, including global equity plan design, tax reviews and tax optimization, assistance with local approvals and filings, communications, and designing administrative processes. She is a regular speaker and author on global stock plan and rewards issues.Prior to joining Rutlen Associates, Marlene was the practice leader on the West Coast for Deloitte Tax's Global Rewards group and managed their news alerts for global equity plan changes.Marlene has a Physics degree from Oxford University; she is a member of the U.K. Association of Tax Technicians, a US Enrolled Agent and Certified Equity Professional. Having previously chaired the Advisory Board, Marlene now sits on the Curriculum Committee of the Certified Equity Professional Institute. Like this episode? Subscribe to the podcast to receive notifications about new episodes. Support the show (http://naspp.com/membership)

Our May episode highlights Spirits on Fire, a Year-Long formation program for lay leaders in the CSSJ Mission and Tradition. Our guest will be Sr. Judith Minear, a sister of St. Joseph of the Congregation of St. Joseph, or CSJ, who serves as the Coordinator of Mission Integration with CSJ ministries and one of the leaders of Spirits on Fire. Started in 2016, this program serves to form a group of experienced leaders from the Congregation of St. Joseph and the Sisters of St. Joseph to engage deeply with the CSSJ charism in a transformative process of growth. As a member of the Generative Spirit Advisory Committee and the Curriculum Committee for the Ministry Leadership Program, Sr. Judith brings her many years of experience working with leaders of all ages. In an effort to continue the mission of the sisters, Spirits on Fire, focuses their efforts on ongoing formation through accompaniment. To learn more about Spirits on Fire, visit https://spiritsonfire.net/Links:1. Spirits on Fire is a year-long formation program for lay leadersin the CSSJ Mission and Tradition. To learn more about Spirits on Fire, visit https://spiritsonfire.net/ 2. CSJ - Congregation of St. Joseph. The Congregation of the Sisters of St. Joseph is a religious community of nearly 500 vowed Catholic women and over 500 lay associates who live and minister in the U.S. and around the world (via https://www.csjoseph.org/)

Join us to welcome Dr. John J. Ryan, MD. In support of National Heart Health Month, Dr. Ryan, a board certified Cardiologist and Director of Cardiology Education at the University of Utah will bring his powerful heart health advice to help us take care of this vital organ. Dr. John Ryan is the director of the University of Utah Pulmonary Hypertension Center and the Medical Director of the Cardiovascular Medicine Unit. Dr. Ryan is the Director of Cardiology Education and Chair-elect of the Curriculum Committee for the University of Utah School of Medicine. He is also the Chair of the Clinical Advisory Committee for the School of Medicine. Dr Ryan is the Sports Cardiology Consultant for the United States Olympic Committee, the National Basketball Association, the Utah Jazz and the University of Utah Utes. Dr. Ryan is not only an internationally renowned specialist and awarded clinician and educator, but also a father of 3 who finds time to follow his own cardiology advice.

Dr. KeriLyn Bollmann, MD, FACPOwner, Vital Medicine for the Soul, PLLCDr. Bollmann's passion lies in lifelong learning and education of others.After graduating from the University of Arizona College of Medicine in Tucson, AZ in 1995, Dr. Bollmann completed her residency in Internal Medicine at Banner Good Samaritan Medical Center/Phoenix VA (now University of Arizona College of Medicine-Phoenix, or UACOM-P) in 1998.She subsequently served one year as chief resident, before becoming an Associate Program Director for the Internal Medicine residency program at UACOM-P, where she has taught residents and medical students for the last 20 years.Dr. Bollmann has been a Clinical Assistant Professor of Medicine at the University of Arizona College of Medicine Phoenix for 20 years.Dr. Bollmann was on the Curriculum Committee for the UACOM-P medical school and has also written curriculum for the Arizona College of Osteopathic Medicine (AZCOM).She served as the Director of the Resident as Educator program at UACOM-P from 2014-2018.In 2011, she completed a Faculty Development Fellowship, advancing her training in the education of new faculty.She was also an original contributing author for the national American College of Physicians' (ACP) High Value Care curriculum.Dr. Bollmann has achieved the honor of Fellow of the American College of Physicians (FACP), a designation given to physicians to recognize their ongoing contributions to the practice of medicine.Dr. Bollmann has received multiple awards for leadership, teaching and community service. Early in her premedical career she served as President of Alpha Epsilon Delta, the premedical honor society, and was a member of the Golden Key National Honor Society and Student Foundation.Dr. Bollmann is an Alumnus Member of the prestigious national Alpha Omega Alpha Honor Medical Society.She has received multiple awards during her career including Teacher of the Year, Faculty Community Service, and the statewide ACP Volunteerism and Community Service of the Year award.Most recently, she was honored as a “Top Doc” in Integrative Medicine 2020, selected by her peers (as seen in PHOENIX magazine) Dr. Bollmann completed a 2 year Integrative Medicine fellowship at the University of Arizona College of Medicine under the tutelage of Dr. Andrew Weil.

This week's episode features Diane O'Byrne, one of our C-10 Curriculum Committee members and the founder and Managing Partner of Competitive Resources, a Kansas City based sales coaching company. Although her background is in media and advertising, Diane's client list is varied from international companies such as Black and Veatch to a local automotive dealer. The sales skillset she coaches can be applied across any industry.In addition to sales coaching, Diane has served as an adjunct professor at the University of Kansas for over twenty years in the William Allen White School of Journalism, teaching sales, presentation skills and capstone courses. She has also taught in the MBA program at KU.LINKS:For more info about the Crown Town Challenge, visit CrownTownChallenge.com.For more information about the C-10 Mentoring & Leadership program for high school students, visit our website.For all episodes of the C-10 podcast and ways you can listen, click here.For more information about this month's presenting sponsor, Stepp & Rothwell, please visit SteppandRothwell.com.If you'd like to make a comment, have a suggestion for a future guest, or your company would like to help underwrite this podcast, please visit our contact page.

A little about Mike 1- Fourth generation Florida native. 2- Hometown St Petersburg, FL 3- Graduate of University of South Florida 4- Veteran of the Mortgage & Real Estate industries. Started in 1969. 5- Past State President of the Florida Association of Mortgage Professionals. 6- Past School Permit holder Sarasota Association of Realtors. 7- Past State Board Member Florida Realtors and past chairman of the Curriculum Committee. 8- Author of two published text books. 9- Broker Owner Davenport Realty Group. 10-Avid Baseball Fan. Your lifestyle leaves you little time, you need flexible class hours. Our on demand classes may be best 24/7. Our on demand course will cover the state requirements. FREU.com (https://l.facebook.com/l.php?u=http%3A%2F%2FFREU.com%2F%3Ffbclid%3DIwAR0qYili7hRKytdUbMDVkEcdEbj2qDpPV23Z_kIwXhOqdu9PepejpSWPN3M&h=AT3moyEmntPWmZVV0kfjGzZ9tbfmvzj8z1T60GY1oizRS0BVcNl04qYTxJ0IR0LjsnE_wDpiX5bOb8_n1iIsdvghiVIhvZJODdopCtS4XNEMXTj6s1_zy-n6PsjRIU3ceiItN4N3CcUxZfHe0A&__tn__=-UK-R&c[0]=AT39vjBNnxODgfJx_dwEc3IR3JxZewr_8hhWVGI5bBRuMoimareR3XG7ZPjm5djB_NnffO9JUtwBKLNcSTgSwLg6eG_Fz3JpXSERF6tvWNC-B8nghoh-0lFtoUokouUvHqS_QUUFKTkFDXLgKrDp8rrsxeP5csxnGbAKqjwOsXFTVE2foR_Z_i-Vfdv7Jo1No24GqsNvWU6VxIX2BILHz6P4cFn8bZuIeLyKK-ZtL0KBQLUzrQ) - 888.738.7381 WHO IS FLORIDA REAL ESTATE UNIVERSITYFlorida Real Estate University (https://floridarealestateuniversity.com/about/) helps meet your state mandated real estate education needs. We offer pre license, post license and continuing education courses so you can learn from the comfort of your own home or on the road. We meet your needs whether you seek a profession as a Real Estate Sales Associate or Real Estate Broker, or want to better understand buying and selling properties.

Ms. Greene has been working in the field of victim services since 1974, beginning as a volunteer in a Rape Crisis Center. She is currently Manager of Victim Services and Human Trafficking at the Las Vegas Metropolitan Police Department and is manager of the Southern Nevada Human Trafficking Task Force. Elynne Greene is also a member of the Responders Support Team in Clark County and serves on the Survivors & Providers Stakeholders' Forum of the National Mass Violence and Victimization Resource Center. She has served on the Governor’s CSEC Council and was co-chair of the Care Coordination Sub-Committee. She is a member of the Nevada Attorney General’s Committee on Domestic Violence. Elynne Greene holds a BA. in psychology, an MA. in Creative Arts and Expressive Therapies and an M.Ed. in special education. She was a clinical therapist for over 16 years. Ms. Greene is a founding member of the Victim Assistance Academy of Nevada and chairs the Curriculum Committee. She is recognized as an expert in domestic violence and victimology in state and federal courts in Nevada. She has been a Las Vegas resident for just over 27 years. Visit us for more Episode at : www.bcgfederation.org/podcast/

This episode explores employee mobility situations arising from impacts of the COVID-19 pandemic. Host: Jennifer Namazi, Content Director, NASPPGuest: Marlene Zobayan, Partner, Rutlen AssociatesEpisode Notes: What overall impacts has the COVID-19 pandemic had on mobility? (3:06)Three different mobility situations resulting from the pandemic (4:14)The challenges created by unforeseen mobility situations (6:50)Are there any exemptions for employees caught in these mobility situations? (8:40)Have any U.S. states issued guidance? (13:44)What should companies be doing about COVID-19 related mobility situations? (15:17)Messaging to employees about mobility impacts and considerations (23:04)Where does compassion for an employee's situation fit? (27:04)Resources mentioned in this episode:New COVID-19 Related Mobility Situations (NASPP Blog)COVID (Tele) Commuting Conundrums (NASPP Silicon Valley Chapter meeting presentation)COVID (Tele) Commuting Conundrums (NASPP Silicon Valley Chapter meeting handout)About our Guest:Marlene Zobayan is a partner of Rutlen Associates LLC. She has over twenty years of international tax and benefits experience, including global equity plans, mobile employee taxation, global compensation and benefits. She provides a holistic and proactive range of services to her clients, including global equity plan design, tax reviews and tax optimization, assistance with local approvals and filings, communications, and designing administrative processes. She is a regular speaker and author on global stock plan and rewards issues.Prior to joining Rutlen Associates, Marlene was the practice leader on the West Coast for Deloitte Tax's Global Rewards group and managed their news alerts for global equity plan changes.Marlene has a Physics degree from Oxford University; she is a member of the U.K. Association of Tax Technicians, a US Enrolled Agent and Certified Equity Professional. Having previously chaired the Advisory Board, Marlene now sits on the Curriculum Committee of the Certified Equity Professional Institute. Like this episode? Subscribe to the podcast to receive notifications about new episodes. Support the show (http://naspp.com/membership)

How many companies actually offer ESPPs? What trends exist based on company demographics, such as size, region and industry? This episode examines research conducted by Aon, in partnership with the NASPP and Fidelity, on the prevalence of employee stock purchase plans (ESPPs) within Russell 3000 and S&P 500 companies.Host: Jennifer Namazi, Content Director, NASPPGuests: Daniel Kapinos, Partner and Rachel Lopez, Consultant,both of Aon Rewards SolutionsAbout our GuestsDan Kapinos, Partner in Aon’s Rewards Solutions business, serves as the Head of Aon’s Equity Services Team, which provides expertise, service and advice on all things related to equity compensation to over 900 companies globally. Dan is a frequent speaker and writer on a variety of compensation topics and has held many industry positions including President of the NASPP Philadelphia Chapter and member of the CEP Institute’s Curriculum Committee. Currently Dan sits on the NASPP’s Executive Advisory Committee. Rachel Lopez, is a Consultant with Aon’s Equity Services team, where she uses her background in statistical analyses to address clients’ equity needs for a wide range of equity-based compensation vehicles. Rachel currently oversees the team’s thought leadership development and has written multiple articles exploring current trends in equity compensation and addressing the nuances of stock-based compensation plan design.Support the show (http://naspp.com/membership)

This interactive webinar will answer questions medical students have regarding facilitation of remote exposure to urology training programs, and the resources available to support urologic education for medical students. Our panel consists of members of the Society of Academic Urologists who will share their insights to help you navigate remote urologic training

On this episode of the Cone.... Dr. Andy Roark talks to Dr. Phil Richmond about substance use disorder in veterinary medicine and how the steps that help people overcome substance use disorder can lend insight to weathering the COVID-19 storm. Dr. Philip Richmond is a graduate of the University of Florida College of Veterinary Medicine (UFCVM) and practices in New Port Richey, Florida. He has been in recovery for more than 10 years and is passionate about helping and mentoring medical professionals in early recovery He currently serves as the chair of both the FVMA Professional Wellness and Well-being Committee and the FVMA Outreach Committee. He is a member of the UFCVM Well-being Curriculum Committee. The committee was formed with the intention to teach wellness and well-being to veterinary students and create a model for veterinary wellness education in North America. He has served on the Board of Directors of the Florida Medical Professionals Group, an organization that supports medical professionals in recovery in the state. Dr. Richmond is a published writer and speaker, a Certified Health Coach — Behavioral Change Specialist, Certified Compassion Fatigue Professional and a Certified QPR Suicide Prevention Gatekeeper Instructor. He has earned the Coursera/Penn Foundations in Positive Psychology Specialization Certificate, the BerkeleyX Science of Happiness at Work Professional Certificate and the AVMA Workplace Wellness Certificate. He is currently on schedule for a Certificate in Applied Positive Psychology and becoming a Certified Resilience Trainer in June 2020. In 2019, Dr. Richmond received an FVMA Gold Star Award for his service to the organization and the veterinary profession. He is married to Dr. Carla Channell, who is also a veterinarian. They have two children, three dogs (an Aussie, Beagle-Dachshund mix and a Maltese-Affenpinscher mix), a bevy of cats and turtles, a sulcata tortoise, a ball python and a corn snake. He is a Krav Maga practitioner, and he enjoys weightlifting and functional training. Philip Richmond, DVM, CHC-BCS, CCFP Certified Health Coach—Behavior Change Specialist Certified Compassion Fatigue Professional Certified QPR Suicide Prevention Gatekeeper Instructor Chair, FVMA Professional Wellness & Wellbeing Committee

Guest Bios Show Transcript Liberty University president, Jerry Falwell Junior, is in hot water after several exposes charging him with nurturing a culture of fear and self-dealing at the evangelical school. But the charges against him were mainly made by anonymous sources. This week on The Roys Report, a former dean at Liberty University who's never before spoken to the press will join me to discuss the allegations. And he'll be going on the record, as opposed to remaining anonymous. What's true and what's not? I really hope you can join us for The Roys Report, this Saturday morning at 11 on AM 1160 Hope for Your Life and on Sunday night at 7 on AM 560 The Answer! Show Transcript Segment 1 JULIE ROYS:  Jerry Falwell, Jr., the president of Liberty University is in hot water, following a series of reports alleging self-dealing, mocking students and staff, and nurturing a culture of fear. But are these reports true? Welcome to The Roys Report. I'm Julie Roys. And if you follow the news, you've likely heard a lot about Jerry Falwell and Liberty University lately. Last week, Reuters publishes several emails by Falwell where he speaks disparagingly about those at the college. In one, he calls a student “retarded.” And in another, he calls his police chief a “half-wit.” But earlier last week, Politico published an article with much more serious charges. It alleged that Falwell used Liberty to make deals and loans to enrich his family and friends. For example, Falwell reportedly hired his son, Trey Falwell to manage a shopping center that the school owns. And Liberty loaned a construction company, owned by Falwell's good friend Robert Moon, a quarter of a million dollars to start his company. Then, according to Politico, Liberty awarded Moon's company more than 130 million dollars in contracts. Of course, if Liberty were a private business, owned by Falwell, that would be his prerogative. But Liberty is a non-profit university, funded in part by donations. And using a non-profit for personal enrichment is strictly prohibited by the law. The Politico article also alleged that administrators and faculty at Liberty are terrified of speaking out against Falwell. One current high-level employee reportedly called it a dictatorship. Another employee reportedly said “Everybody is scared for their life. Everybody walks around in fear.” But a major problem with the Politico article is that it relied heavily on anonymous sources. The author, Brandon Ambrosino, said he talked to more than two dozen current and former high-ranking Liberty University officials, and close associates of Falwell, yet none went on the record, supposedly because they were all too afraid. Yet that's a huge problem in an age where there've been major scandals involving media outlets inventing stories and sources. That's not okay. But today, on this program, I have a former Dean at Liberty, who's going to speak on the record publicly for the very first time. And I should clarify, this former Dean has never before spoken to the press about this issue. So he's not one of the anonymous sources in the Politico article. His name is Mark Tinsley. He's currently a pastor at Amelon United Methodist Church in Madison Heights, Virginia. But from 2012 until 2017, he worked at Liberty University—first as a department chair, then as an Associate Dean and finally as the Dean of the College of General Studies. So, Mark, welcome! It's a pleasure to have you join me. MARK TINSLEY:  Good to be here, Julie. Thank you for having me. JULIE ROYS:  Absolutely. And also joining me today is another former Liberty employee who actually has spoken on the record to the press. His name is Brian Melton. And he is quoted at length in a Washington Post story that published in July called “Inside Liberty University's Culture of Fear.” Brian taught at Liberty for 15 years as an Associate Professor of History. He also served for a time as the Chair of the Curriculum Committee and Moderator of the Faculty Senate. He resigned in 2018 and now is a senior lecturer at Adam Mickiewicz University in Poznan, Poland. Brian thank you so much for joining us all the way from Poland! Appreciate it. BRIAN MELTON:  Thank you very much for having me. I appreciate it. JULIE ROYS:  Well, I should also mention that I reached out to Scott Lamb. He's the Vice President of University Communications at Liberty. We spoke on Friday. And I invited him or President Falwell to join us today. Scott asked me to text him back at his cell phone and I did that. But he did not respond to that. So I'm assuming that Liberty does not want to be part of this but we did invite them. And in fairness, I always do that. I always reach out to anybody who's part of the discussion to see if they want to join us, especially when it's of this kind of nature. However, Jerry Falwell has responded to the reports, by saying in some other reports to the press, that he's a target of an illegal smear campaign. Falwell says that some of the emails that were leaked to the press in the Politico article were technically University property. And he says he's called the FBI to investigate. He also says he's going to sue anybody who did that in civil court. He also says this is a part of an attempted coup against him. And these charges aren't true. It's just the smear campaign and then attempted coup. So Brian and Mark, I should just ask you. Did you leak any emails to the press? Are you part of any of that? BRIAN MELTON :  No, I myself I …absolutely not. JULIE ROYS:  Okay. So you're not a part of that. MARK TINSLEY:  Yeah and Mark, I'm not either, so. JULIE ROYS:  Okay. But they may have an uphill battle. According to the AP article, they quoted a cyber-crime expert, Nick Ackerman, who said Falwell's assertion of a criminal conspiracy—he called it totally insane. He said that ex-board members and employees can share emails with reporters as long as they have authorized access to them and didn't hack into someone else's account. So, we are not going to talk about, I don't think, any of the self-dealing because as I talked to you, Brian and Mark, before this show, you said that's not something that you had knowledge of. And what I want to talk about is what you have firsthand information of. What were you an eyewitness to? Because what I want to do is get to the truth. And are some of these allegations in these articles, can you corroborate them? And it seems like that self-dealing isn't one. And as far as knowing Falwell personally, Brian have you ever met Jerry Falwell, Jr. personally? BRIAN MELTON:  No, not really. As we discussed before the show, my closest encounter with Jerry Falwell, Jr. is actually one day after a doctor's appointment ran over late. That was rushing into a building to try to get to my class. And he saw me coming and thought I was a student who was running late. And he asked me if I wanted an excuse to get into class. And I told him, as I rushed past, that no I'm the professor. And he got a kick out of that. And I made it to class only a few minutes late. But no, I have no personal knowledge of Jerry Falwell. And I have nothing to add to that and I have added nothing to that. JULIE ROYS:  Yeah, probably not the way you want to meet the President of your University if you're a professor. But (laughter) it is what happened. And Mark, what about you? You were a Dean at the University. Did you have any contact with Jerry Falwell, Jr.? MARK TINSLEY:  No, the only contact ever I had with him was at a gathering at the football stadium, several years back, and I passed by him. I may have shaken his hand. I can't remember. But that is the only contact, only time I've ever been in the same room. JULIE ROYS:  Yeah and Liberty is a massive school. How many students there? MARK TINSLEY:  It's over a hundred thousand right now, combining online and residential students. Gets them around 12,000 residential students right now. JULIE ROYS:  Yeah—very, very large school. But as we talked a little bit—how involved—we were talking about this Mark. How involved is Jerry Falwell, Jr., as a president, in the running of the school from your perspective as a Dean? MARK TINSLEY:  Well, I think I can speak from the perspective of the academic side of the University. And I would honestly say, and this is an objective statement, in my experience and I think in the experience of most of the folks in the department where I worked, he was really a non-presence. He rarely attended faculty meeting, faculty get-togethers. We didn't see him around the offices, places of work. He didn't walk the campus. His dad had a great reputation of walking the campus, Jerry Falwell, Sr. And going by the departments and talking to people. I remember one occasion when Jerry Falwell, Sr. came by the seminary when I was working there. And he talked to us about what held the seminary was the rudder of the University. And it was really an inspiring thing to have the President of the University to say those things to you. But we never say Jerry Falwell, Jr. in that way. And yeah, he was just a non-presence on campus. We didn't see him on a day-to-day basis at all. JULIE ROYS:  So, what we're going to be talking about today then, isn't something where you've had first-hand experience with Falwell, but more about how the school operates and its particularly this culture of fear at the school. And we only have about a minute or so before we have to go to break. But let me throw that to you, Brian. You've talked a little bit about tenure or there not being tenure. And how the school kind of uses that with professors. Can you, briefly, just kind of get us started on that? BRIAN MELTON:  Yes. Very much in nutshell. Liberty has always operated on one-year contracts. The original idea behind that was so that they could stop left-ward drift. So that was the problem in places like Harvard and Princeton had had. That once tenured professors had gotten in, you couldn't get them out. And then they would take the University farther and farther away from its Christian roots. But starting about 2007 and really hitting the fan about 2014, 2015, after Jerry, Jr. became slowly in control of the University. You did, it really became a method of control. Everyone was reminded, very, very often, that you're on a one-year contract that just does not have to be renewed. And that if you, not in so many words, but if you step out of line, if you do something that makes someone unhappy with you then you're– that's going to be it. JULIE ROYS:  That's it. (Laughter). I get it. Okay, again that is Brian Melton, a former Associate Professor of History at Liberty University. Also, Mark Tinsley, a former Dean at Liberty joining me today. I'm Julie Roys. You're listening to The Roys Report. We will be right back after a short break. Segment 2 JULIE ROYS:  Well, are the reports about Jerry Falwell and Liberty University true? Or are they simply a result of an attempted coup and an illegal smear campaign? Welcome back to The Roys Report. I'm Julie Roys. And joining me today is a former Dean and former Associate Professor at Liberty. And I'm asking them about numerous reports that have been published about Liberty and Falwell. These reports have accused Liberty President, Jerry Falwell, Jr., of berating employees and students and of cultivating a culture of fear and self-dealing at the school. But the most explosive expose which was published last week in Politico relied heavily on anonymous sources. So today what I've done is I've two sources who are willing to go on the record with their first-hand experiences. By the way, you can join the conversation about this show online by going to Facebook.com/ReachJulieRoys. Or you can reach us on Twitter by using our handle @ReachJulieRoys.  Well joining me today is Mark Tinsley, a former Dean of the College of General Studies at Liberty University. And Brian Melton a former Associate Professor of History and also part of the Faculty Senate. So, gentlemen, before the break, Brian, you were explaining about how there's no tenure at Liberty. Instead, every year, it's a one-year contract. And you're saying that this was used by the administration to get control over the professors. And frequently, you're told get in line or else you're going to lose your contract. What's the impact that has on the faculty when you have a system like that? BRIAN MELTON:  Well, I think probably one of the best ways to sum it up is something that Jerry, Jr. himself said. I think it was in The New York Times, when he said the big victory was “taming” the faculty. Which, of course, using an analogy comparing the faculty to animals that are beasts of burden. And that really does have that kind of chilling effects on peoples' ability to speak out. Especially given the fact that for conservatives, in general, and conservative Christians in particular in academics, jobs are very hard to come by. And so, if you lose a job at a place like Liberty, then there's a very strong probability that you will not be able to find one that either for years or again. So, the idea of losing that one ability to feed your family, it's a very serious threat. And it's something that the administration definitely used to keep the faculty in line. JULIE ROYS:  Well, and when you're saying that though, when you're saying keep them in line. There's probably a lot of sympathy with people listening to keeping faculty in line who are drifting left on doctrinal issues, for example. I think some, a lot of us are frustrated when we see that at colleges that that's allowed to happen and continues to happen. But is that really the kind of thing that it was, I mean, what was stepping out of line at Liberty? BRIAN MELTON:  Yeah, that was certainly the way it began. It was not what it became. Stepping out of line was complaining about academic quality in the classes, asking too many questions of a particular administrative set of goals or program or plan. It can also be grading too harshly. If you didn't have a certain success rate even if the students were not performing to the level that you would expect of a college level course. Then, you could lose your position or, at least, lose your load over that. There were absolutely no guarantees. JULIE ROYS:  So, let's talk about turnover now and kind of the culture among the administrators. Mark, you told me about something that I haven't really seen reported on and that is a huge shake up in the Provost Office around, what was it, 2016, 2017? So tell me about that? MARK TINSLEY:   Yes. So in around November of 2016, things were truckin' along at the University in the College of General Studies like they had always been. And business as usual. And suddenly, I was the Associate Dean of the College (inaudible) at the time. I reported to the Dean of The College of General Studies, at that time, Emily Heady, who also served as a Vice-Provost in the Provost's office. So, she had dual hats. And I remember the day. It was November the 15th, 2016. I'd been having correspondence that morning with Emily about matters in CGS. The mood had been light. We in our emails, we had a few jokes here and there in the emails. And when I emailed her at 11:30 am that morning after several email already that day. I got a reply back that said something to the effect of I'm not at the University right now. If you have any questions, contact the Provost, Dr. Ron Hawkins. I thought that was interesting. So, we went on and I called and talked to Dr. Hawkins. Got a lot of non-answers. One thing led to another and by December the 9th I got an email from Emily Heady saying I no long work at the University. Very much a stressful time for all of us. I sought answers from the Provost also saying and got none. The answers were it's something we can't talk about. You don't need to know. Continue to lead the College of General Studies, we'll get back to you. That kind of thing. So, one thing led to another there. It really caused a stir within the College and within the entire University because Emily was such a beloved person. A beloved administrator. All expected her to become the next Provost when Dr. Hawkins retired. It was assumed later that year or maybe in the next year or two. But things really started to snowball at that point. We started to get word that my, the other Associate Dean in the Department with me, that he was going to get sacked by the Provost Office. Presumably for being too close to Dr. Heady. I warned him of that and he went on and resigned. I went on soon thereafter and resigned myself. Not wanting to be associated with these types of underhanded tactics. I knew Emily Heady very well. I knew her character. I knew the person that she is today still. Certainly was at the time. So, in the matter . . .  JULIE ROYS:  So, did you talk with her? Did you talk? I'm guessing you talked to her. MARK TINSLEY:  Oh yes. JULIE ROYS:  I don't know how much you're at liberty to share but I mean, what was your sense? MARK TINSLEY:  Well, she wasn't at liberty to say a whole lot because she was under, they had somehow forced her to sign a non-disclosure agreement. So, we talked about, you know, her future and a lot of those things. But the sense that you get in any of these conversations, and talking to someone, they don't have to say, you know the person well enough to know their character. And I knew that she had not done anything underhanded or deceitful and she made the statement to that, you know, that everything was she didn't do anything wrong, you know. And so, I knew that things were fine with her and her character and all of the. The month that followed that, the resignation that, her being, well, she resigned. I mean she resigned under a non-disclosure. And then the other Associate Dean resigned. I resigned. And then in the months that followed, at least four other faculty members and staffers resigned as well. And so in a matter of six to eight months, ten months or so, you had about 7 to 8 faculty members and some staffers that, because of matters of integrity and not wanting to work in an environment and culture of fear any longer, decided to walk away and move on to other things. JULIE ROYS:  So, you really felt in a real culture of fear intimidation. This isn't something where Politico is just making it up. You're saying, yeah, it was real. MARK TINSLEY:  Oh absolutely. It was absolutely real. People regularly talked about the fear that they had in formal and informal ways. I mean, as Associate Dean, and Dean, I had people come by my office at times, and talk about their fears, especially when contract time was coming around. Talking about fears of non-renewal and those type of things. We were always having to address those kinds of issues with the faculty.  JULIE ROYS:  And so, you had to be loyal. Was this a culture where loyalty is the top, loyalty to Jerry Falwell, Jr., is the top goal, or the top value? Or what is driving it? MARK TINSLEY:   I don't know that any of us felt it was absolute loyalty to Jerry Falwell, Jr.. But we did feel that it was absolute loyalty to the institution. You didn't feel at liberty to, as Brian said earlier, to make any statements adversely towards the university or the curriculum or any of the executive offices. Or anyone. I mean it had to be – I always called it an environment of hyper-loyalty. It was loyalty without question. It was blind loyalty really. It's what folks felt was expected of them. And it seemed to be expected because when anyone stepped out of line and made any kind of critical comment, they were let go.  JULIE ROYS:  Well, that's Mark Tinsley, a former Dean at Liberty University. Also joining me today, Brian Melton, a former Associate Professor of History and Moderator of the Faculty Senate at Liberty. I'm Julie Roys and you're listening to The Roys Report. And when we come back, we're going to talk about a situation where Mark was pressured by the Administration to do something that he didn't want to do. We'll be right back after a short break. Segment 3  JULIE ROYS:   Is Jerry Falwell Jr. the target of an attempted coup and an illegal smear campaign? Or, are the accusations against his administration true? Welcome back to The Roys Report. I'm Julie Roys. And today we're discussing a very hot topic in the news right now. As you've likely heard, there were 2 explosive reports published last week. An article by Reuters included emails from Falwell in which he called a Liberty University student “retarded” and an employee a “half-wit.” But, the more serious allegations were reported by Politico. That article included multiple examples and documentation of alleged self-dealing at Liberty. For example, the article mentioned that Falwell hired his son, Trey Falwell, to manage a shopping center owned by the school. And Liberty loaned a construction company owned by Falwell's good friend Robert Moon, a quarter of a million dollars to start the company. Then, according to Politico, Liberty awarded Moon's company more than 130 million dollars in contracts. Again, Liberty is a non-profit university, so using the university for any personal enrichment is prohibited by law. But Politico, that article, also included numerous anonymous sources claiming that Falwell nurtured a culture of fear at the school. The article says people were too scared of Falwell to go on the record. But it claimed that the sources that were cited in there were current and former high-ranking employees of Liberty University and associates of Falwell's. In response, Falwell has claimed that he's the target of an attempted coup and a smear campaign at the school. And he's announced his intentions to sue those who have spoken out against him or leaked these emails. So, are the allegations against Jerry Falwell Jr. true or simply this result of a smear campaign.  Well joining me today are two former employees with first-hand knowledge of this situation at Liberty. And unlike the politico sources, they're not appearing on my program anonymously. Their names are Mark Tinsley, a former dean of the college of general studies at Liberty University. And Brian Melton, a former associate professor history and chairman of the faculty senate at Liberty. Mark resigned from Liberty in 2017 and Brian resigned last year. And by the way, if you're just joining us and missed the first part of the show, the entire audio will be posted soon after this broadcast to my website JulieRoys.com. I also want to mention that I did invite Jerry Falwell or another representative from Liberty to appear on this show, but they didn't respond to my invitation. So, gentlemen, let me just ask you this because, okay, Brian, you're in Poland now, so, I'm guessing you're feeling you're outside of the reach of Jerry Falwell Jr., but Mark, you're right there in Virginia. And I know in this Politico article, it was saying people are afraid, not just those who are employees of the college, but just living in the town because of the power and the reach of the Falwell family. Do you feel afraid. MARK TINSLEY:  No, I don't feel afraid. And that's not a cavalier attitude at all. You know, I think Brian would feel the same way. We just see a lot of our friends and former colleagues that are undergoing a lot of stress right now. They're in a place that many of them don't want to be. They're being oppressed right now. They live in fear. And I think for me, I'll speak for myself, I'm just tired of people taking courageous stands, in one sense, but not putting their names to it in another. My mom and dad raised me to, if you're going to say something about somebody, have, you know, put your name to it. Now I'm not criticizing the people that went anonymous. I know they're reasons than that. But for me, it's an obligation. I have some things that might be inspiring to our faculty that would see and hear me and Brian and would say, “You know, there's a voice out there. There's someone who does care and someone who will put their name to this.” And then secondly, you know, I preached on Isaiah 41:10 just this past Sunday. And it says, “Do not be afraid. For I am with you. Do not be afraid. For I am your God. I will strengthen you. I will help you. I will, I have called you with My victorious right hand.” And if I truly believe that passage of scripture, then I should stand up and not be fearful. JULIE ROYS:   Amen. And there's a freedom, isn't there, when you speak out? And you take the consequences, whatever they are. And you just move on with life. But there's a freedom to speak your mind and to say what you feel and what you believe. Brian, let me throw this to you real quick. I know I said before the break that we're going to talk a little bit about a course that was dropped and there was kind of this pressure around that. And I want to talk to Mark about that. But first, you had mentioned, just real briefly that there was something said, what was it, at faculty orientation every year? BRIAN MELTON:  Oh yes, I think one of the best examples of sort of how this culture was passed along and emphasized in such a way almost involving the sort of typical Christianese where I'm encouraging you but I'm kind of threatening you. There was this announcement they always used to give where they ended everything by saying, “Now we just want you to know, and this is not a threat, we're not threatening you, but there are hundreds of people lined up for your job. And even though we get resume's all the time, we're very happy to say that we don't want you, we've got the people we want. Now this is not a threat.” And of course, you look at that, and every faculty member that I knew looked at that and they're like, “No, that is a threat.” Nobody in their right mind would not take that as a threat. And, in fact, it was a very special kind of threat. It insulted your intelligence as much as it threatened you. And I joke sometimes that I wonder why they hired me to teach college history if they thought I was so stupid that I would fall for that. And surely you want someone smarter than that. It was a good example of ways they found to remind you of how temporary you were. And how even though, like Mark said, they expected so much loyalty from you, once you got beyon the dean level, there was none toward you. JULIE ROYS:   Well let me ask you Mark, this situation that happened, we probably won't have time to tell that much in this segment, but we'll get to it in the next segment too. But what happened? Somewhere there was a course that was a favorite of yours and one that seemed to do very well, but the school wanted to get rid of. MARK TINSLEY:  It was an introductory level freshman seminar type course. But it taught andragogy-adult learning. And we had run this course for a couple of years and gotten some wonderful data on it. And students who took it had better retention. And the university students who took it score better in their subsequent classes at the university. I mean, all of the data was showing, “Hey, you want your student to take this course.” However, some folks on the other side of the college—in enrollment management on the business side of the college—didn't like the course because it was another course students had to take. It was another required course. So, for a long time the course had stated that if a student came in with 60 credit hours—half their degree done—they didn't have to take this course. So that was a bit of a win for the business side of the university because some students didn't have to take it. However, the university wanted us to drop that down to 45 credits. JULIE ROYS:   And yet, this was communicated to you in a meeting with one of the administrators, correct? MARK TINSLEY:  Well, it had been communicated in several meetings. It had been a thing that had been discussed for a while. JULIE ROYS:   Well hold that thought. We're going to need to go to break. When we come back from break, we'll continue this whole store about this course. And it'll give just sort of an insight. I think it's an interesting window into how things operate there at Liberty. And I know this is a school both for you Brian and for you Mark that you still love. That you still want to see thrive. And I know that's part of why you're speaking out. Again, you're listening to The Roys Report. I'm Julie Roys. Joining me today Mark Tinsley, a former dean at Liberty University and Brian Melton, a former associate professor of history. We will be right back after a short break. Segment 4 JULIE ROYS:   Are the allegations against Liberty University President, Jerry Falwell, Jr. true? Welcome back to The Roys Report. I'm Julie Roys and today I'm exploring the recent allegations against Falwell that were published in both Politico and Reuters last week. These accused Falwell of mocking employees and students, using the College to enrich his family and friends, and nurturing a culture of fear. And by the way, if you're just joining the program and want to listen to the entire broadcast, or if you just want to share it with friends, the entire audio will be available shortly after this broadcast at JulieRoys.com and then you click on the podcast tab. Again, joining me today are two men with first-hand knowledge of the culture at Liberty. Until 2017, Mark Tinsley worked at Liberty as the Dean of the College of General Studies. And until 2018, Brian Melton worked as an Associate Professor at Liberty and the Chairman of the Faculty Senate. So Mark, we talked just briefly about what was happening about this one course, where the administration wanted you to get rid of this course. You didn't want to get rid of it. Tell me how this showdown came to blows.  MARK TINSLEY:  Well, it wasn't that they wanted to get rid of it but they wanted to reduce the credit hour requirement for it. So, originally it was 60 hours. If you came with 60 hours of credit as a transfer student, you didn't have to take this freshman seminar course that had been shown, again, to have a positive impact on student success. They wanted us to drop that down to 45 credit hours so that even fewer students would have to take it. We didn't agree with that because the course was showing so much success. And so, in order for that to happen, the College of General Studies had to vote, in its general studies committee, for that change to occur in a process called—the FIO process “For Informational Only” Process. And it's kind of a weird title but we had to vote then. Well, we went into the meeting to vote, and I've got, this is how the culture of fear works, Julie, is that we took minutes, like you do in meetings, but we also took alternate minutes. And I'm going to read from the alternate minutes from you that are unofficial. But these are the ones that we took to say what really happened in that meeting. The first vote that occurred got one yes vote, one no vote, in a group of about 10-12 persons. All the others abstained. Then one of the faculty members said, “Well, is this going to, if we vote no to this change is this going to hurt Mark and our other Associate Dean, or the Associate Dean and is it going to put them at risk?” Another faculty member stood up and said, “It absolutely will.” He said, “I don't agree with this change but I'm going to vote yes for it to protect our leaders. Because if we do not protect them, who knows who we're going to get. Who's going to replace them? Who's going to come down here to lead us?” So, we voted again and it passed that time and so we sent it on and, of course, the change was made. But you know, it was just amazing. I mean, I stood there in awe as the moderator of this group, because I had told them from the beginning, you guys vote your conscience. Don't vote, vote your conscience. And their conscience was—abstained, one voted yes, one voted no. When we went back and voted what we knew they wanted, then the vote came out the right way. And the thing is, I failed to mention this, is prior to this meeting, I had a visit from one of the Vice-Provosts, in my office, where he sat down, closed door, just him, me. And he said, “We need this to pass. This will pass.” And he sent me an email prior to that, Julie, that didn't say in those words but you could read between the lines in the email. And see he said, “We need this to be done in 21 days or less.”  You know, read between those lines and, you know, get this done. So, and that was how, they advised this change without consultation of the General Studies. This came in an email. They had re-written the FIO. JULIE ROYS:  So, they're really, they're not asking for a vote. They're telling you to vote, right? MARK TINSLEY:  They're telling you what to do.  Yeah and so, that was unfortunate.  JULIE ROYS:  Tell me, too, about the, you said in the vice, in the Provost's Office, we've talked about a shakeup. Then you had this situation happen but then there were a bunch of other Provosts that came through in a very rapid-fire manner, wasn't there? I mean, there was like, what did you say, no less than 5 turnovers in the Provost's Office within . . . ? MARK TINSLEY:  No less than 5 changes, in, since mid-2017. And the changes are still occurring. I mean, recently the current Provost, there was recently a second Provost added, another Co-Provost situation. Where they now have a Provost and Chief Academic Officer for the residential side and an online Provost. So, that office is continually in flux, it seems. JULIE ROYS:  I mean are you telling me that there's so much turnover this is such a crisis at this point? That, I mean, is this sustainable? At the same time the school is doing well. I mean, enrollment is extremely healthy. I talked to parents. I talked to some faculty. And, I mean, beautiful faculty. The students, from what I hear, there was a protest on Friday. Instead of it being contrarian, like the two sides apparently starting talking to each other and debating it politely. And I mean these are beautiful people at this school but what you're describing—that kind of turnover. That's hard to sustain a school. MARK TINSLEY:  It is and it makes for a lot of chaos and uncertainty. And all that of that uncertainty and chaos adds to the culture of fear. Yeah, so it's a very volatile situation. JULIE ROYS: Do you think it will last? I mean, or do you think there needs to be a change in the administration? Or, if there's not, and when I say administration, I mean everybody seems to be pointing the finger at the top, at the President. MARK TINSLEY:  Right. Well, I think something has to change. You can't sustain this kind of turnover indefinitely. This won't and it's going to start to hurt their accreditation. You can't have this kind of turnover consistently and the accreditors not see that and ask questions.  JULIE ROYS: Well and the self-dealing allegations, I mean, that's very serious. And I know accreditors look at that sort of stuff, too. So, and that, I would say, the Politico article had so much documentation. That was probably the strongest part, I thought of the entire article. The anonymous sources, not so much. The documentation for the self-dealing and that's a very serious charge. That was much stronger. Both of you gentlemen have told me about something that exists, Mark, you have a name for it, you call it like “the underground”. Tell me a little bit about this because this is really stunning to me about this whole underground and how it operates.  MARK TINSLEY:  Well, the name “the underground” comes from a former, a friend of mine, who's a former employee as well. I'll give him credit. I won't name him but it's an unofficial network of current and former faculty and employees, of the university, that are constantly talking. The interesting thing about this is, I don't know how big this network is but it's got to reach back into the top executive levels. Because I told you before the show, Julie, that every prediction that I have heard through this underground network has come true. Every one of them. We knew about Provosts that were being moved and going to be sacked. We even knew about one of the Provosts who went to another school. We heard that he was going to be fired from that school, before he was fired, before it came out in the news. All of the things that we've heard through this network have come true, 100%. And so, it's got to reach back to the highest levels. JULIE ROYS:  So, yeah, this shows that the discontent, you're saying, is rife. Not just among the faculty which, Brian you spoke to. Not just among, you know, the deans, kind of the level of the administration you were at. But to have that level of knowledge of what's going on, we're talking pretty high up at the school, there seems to be people who are speaking.  MARK TINSLEY:   I would think. And, you know, I only know about 8 people in this unofficial underground network, but each of my 8 contacts probably has 8 or 10 contacts and each of those has 8 or 10 contacts. I can imagine that this network is huge. JULIE ROYS:  But you don't know everybody that's in it. Brian, you're in this network? BRIAN MELTON:  I assume so. I also heard the news about the Provost getting sacked from the other school before it actually happened. And, personally, I think that a lot of it has to do with someone, one of the anonymous sources in the Politico article said that this isn't a Christian thing. This is a right or wrong thing. And frankly, I think, I have to strongly disagree with that and say that I think it is a Christian thing. And I think that a lot of the very strong Christians, who are at the university, are seeing these things and deploring them. And feeling that even if they can just do nothing, other than pass information to someone else, or give them some encouragement, that it's something that's very much worthwhile.  JULIE ROYS:  Gentlemen, we have just enough time, I think, to touch on one other thing that you talked to me about. And it was these courses that were called, what were they called, “S” courses? Is that right? MARK TINSLEY:  Oh, you're talking about completion rate.  JULIE ROYS:  Completion rates, yeah, okay. So tell me about these completion rates, Brian or Mark, maybe you're the best one to speak to that.  MARK TINSLEY:  Well, completion rates are how many students complete a course by passing. The difference between pass rate and completion rate but essentially the completion rate is students who get a “C”, I think it was, or higher. It was either a “C” or higher or a “D” or higher in a course. They were considered  to have completed the course successfully.  JULIE ROYS:  Okay, but there was a lot of pressure at the school. MARK TINSLEY:  A lot of pressure to keep that rate at 80%. You know, they wanted 80% in all courses, 80% in all courses for completion rate. And the story, I shared with you was that I went to the Provost's Office one day to make my report of our completion rates and I was all excited because our General Studies Math was at a completion rate of 70%. Well, at the time, the national average for completion of freshman level, General Studies Math was 50, I think 55% or somewhere in that range. So we were 15, at least 15 points above that. I was so excited. I go in there and report this and I'm immediately shot down and told, well that's too low. I said, “Well, that this was 15 points higher than the national average.” And the response I got was, we need it at 80%.  JULIE ROYS:  So are you saying there's pressure then to pass students who shouldn't be passing?  MARK TINSLEY:  There's pressure to get those rates up and how that's translated by the individual Deans, departments, and professors, you know, that's it's going to be different for each one. But you can only assume that some people are going, to save their jobs, as Brian was saying earlier, they look at these completion rates not just per course but per professor or at least they did when we were there. And there's pressure to have your numbers, so, higher than 80%. JULIE ROYS:  Okay let me throw that to Brian because we just have a little bit of time. Can you corroborate that, did you feel that too? BRIAN MELTON:  Oh, absolutely and I can say on the online side I saw that. Got that feeling talking to other professors. Because in the online side, it's as simple as we're just not going to give you another course. We don't even have to not renew your contract; you're just not going to get another course in the future. We'll give it to someone who will have a higher completion rate. That makes them want to grade much more easily. And then also for the course creators. Because the people who create the courses, if your course fails too many students, then you don't have a high enough completion rate, you may lose your job as an SME. And so there's constant pressure there to lower the standards on the courses and make the assignments easier.  JULIE ROYS:  Really briefly because we just have about a minute. What's your hope for Liberty, Brian? BRIAN MELTON:  My hope for Liberty? Well, I truly hope that Liberty realizes its original mission and rights itself. At this point I'm kind of afraid it's going off the rails. Harvard and Princeton went off the rails to the left. Liberty doesn't seem to know where it's going. I would really like it to get back to Jerry Falwell, Sr.'s B.H.A.G., as he called it—a Big Hairy Audacious Goal of being that true Christian University where you study the Biblical worldview from the ground up and everyone takes it seriously. JULIE ROYS:  Well, Brian, thank you so much, and I hate to cut you off but we are running out of time. But it's always sad when we talk about corruption or about Christian behavior that seems un-Christian. And a lot of people say, well why are we doing that? I mean there's so much bad PR in the secular press why would we do that on Christian radio? Well, I'll tell you why we need to talk about it. For one, judgment should start with the house of God. But secondly, Ephesians 5:11 says, “Have nothing to do with the fruitless deeds of darkness but rather expose them.” Of all people, Christians should be the most committed to cleaning up their own house. So, I hope you've been challenged by today's program. If you'd like to read the article cited today, I put an article on my website at JULIE ROYS, Roys spelled R-O-Y-S dot com. It has links to that and again at Julie Roys.com you can get audio of this program. Again, thanks to my guests Mark Tinsley, Brian Melton. I hope you have a great weekend and God Bless.  Read more

  In the May 11, 2019 Edition of the Monroe Free Press, there was a story about community concerns about public education. A subheading read "Magnet Components should be emphasized." Alumni of Carroll want to know what programs at Carroll make it so unique that it can still be called a magnet. During a recent meeting of the school board's Curriculum Committee chaired by Better Cooper, this is was discussed. That is the subject of this podcast. Follow this podcast to keep informed about new posts.

Join your National Vice President for Student Affairs, Zac Humphrey as he chats with Yvonne Daye, chair of the Curriculum Committee for Kappa Kappa Psi. On this episode, they discuss the state of The Road to Wisdom as it stands leading into National Convention. Following their conversation, you'll get up to speed on the national level with an abbreviated News from Nationals segment. A subsequent episode will be produced that will include conversations featuring brothers from 8 chapters who participated in the The Road to Wisdom Pilot Program. As always, please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. Want to be a part of the podcast like the brothers you met in this episode? Get in touch with Zac to set up a time to chat. We're always looking to feature brothers who want to share their story and spend some time talking about Kappa Kappa Psi! You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.

Join Evan Thompson, your National Vice President for Colonization and Membership as he discusses The Road to Wisdom with brothers and membership candidates of the North Central District. This is final installment in a series where these conversations have been made available following the district convention they took place. They have been aired in their entirety with just a brief introduction and wrap up by Zac Humphrey, your VPSA. If you have any questions or concerns regarding The Road to Wisdom, please don't hesitate to reach out to the entire committee by sending an email to curriculum@kkpsi.org. Please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.

Join Yvonne Daye as she discusses The Road to Wisdom with brothers and membership candidates of the Western District. This is another in a series that will be produced in the coming weeks where these conversations will be made available following the district convention they took place. They will be aired in their entirety with just a brief introduction and wrap up by Zac Humphrey, your VPSA. If you have any questions or concerns regarding The Road to Wisdom, please don't hesitate to reach out to the entire committee by sending an email to curriculum@kkpsi.org. Please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.

Join Jessica Lee as she discusses The Road to Wisdom with brothers and membership candidates of the Southeast District. This is another in a series that will be produced in the coming weeks where these conversations will be made available following the district convention they took place. They will be aired in their entirety with just a brief introduction and wrap up by Zac Humphrey, your VPSA. If you have any questions or concerns regarding The Road to Wisdom, please don't hesitate to reach out to the entire committee by sending an email to curriculum@kkpsi.org. Please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.

Join Evan Thompson and Jessica Lee as they discuss The Road to Wisdom with brothers and membership candidates of the Southwest District. This is the second in a series that will be produced in the coming weeks where these conversations will be made available following the district convention they took place. They will be aired in their entirety with just a brief introduction and wrap up by Zac Humphrey, your VPSA. If you have any questions or concerns regarding The Road to Wisdom, please don't hesitate to reach out to the entire committee by sending an email to curriculum@kkpsi.org. Please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.

Join Evan Thompson and Jessica Lee as they discuss The Road to Wisdom with brothers and membership candidates of the Northeast District. This is the first in a series that will be produced in the coming weeks where these conversations will be made available following the district convention they took place. They will be aired in their entirety with just a brief introduction and wrap up by Zac Humphrey, your VPSA. If you have any questions or concerns regarding The Road to Wisdom, please don't hesitate to reach out to the entire committee by sending an email to Curriculum@kkpsi.org. Please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org or by visiting the shows page here: http://kappakappapsipresents.libsyn.com. You can also reach out to Zac directly by sending an email to zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council by clicking the button at the bottom of the page here: www.kkpsi.org/VPSA.   

Join your Kappa Kappa Psi National Vice President for Student Affairs Zac Humphrey and National Vice President for Colonization and Membership Evan Thompson as they discuss some of the common questions they get regarding the work of the Curriculum Committee. Also hear what's going on across the nation with respect to the fraternity and get a look into why Kappa Kappa Psi is important to a brother from Atlanta. As always please do not hesitate to reach out to the show at kkpsipresents@kkpsi.org. You can also reach out to Zac directly via email at zac@kkpsi.org. You can leave feedback/comments/concerns for the National Council here: https://goo.gl/forms/TNBqFOpID8U6G2Du1. 

Scott Cormode joined the faculty of Fuller in 2006 as the Hugh De Pree Professor of Leadership Development. Cormode brought significant leadership and teaching experience to this position, as an ordained minister in the Presbyterian Church (USA) who served for the previous decade as George Butler Associate Professor of Church Administration and Finance at Claremont School of Theology. Cormode also served at Claremont as associate dean for institutional research, chair of the Curriculum Committee, chair of the Accreditation Team, and principal writer of the Long Range Planning Committee.

Scott Cormode joined the faculty of Fuller in 2006 as the Hugh De Pree Professor of Leadership Development. Cormode brought significant leadership and teaching experience to this position, as an ordained minister in the Presbyterian Church (USA) who served for the previous decade as George Butler Associate Professor of Church Administration and Finance at Claremont School of Theology. Cormode also served at Claremont as associate dean for institutional research, chair of the Curriculum Committee, chair of the Accreditation Team, and principal writer of the Long Range Planning Committee.