The University of Connecticut’s Neag School of Education is offering a 100% online Online Graduate Certificate in Program Evaluation for educators and professionals, through which you will gain the skills needed to conduct high-quality, ethical, and actionable evaluations. Apply for Fall 2020 by Friday, June 19. Questions? Please email Dr. Bianca Montrosse-Moorhead at bianca@uconn.edu.

Next week, on June 16, SIOP will embark on a new adventure. After cancelling the in-person conference due to the Covid-19 crisis, SIOP leadership decided to take the event into the virtual realm. Just a few short months later, almost 500 sessions are ready to be accessed and nearly 2,000 people have registered for the event. Conference sessions will be available as documents, slide decks, videos, and even a handful of live-streamed events.

The SIOP Foundation is accepting nominations for a variety of 2021 awards, grants, and scholarships until midnight ET on June 30.

Need help deciding which award, grant, or scholarship may apply to you? We invite you to navigate through an interactive poster found here.

Some research grants have specific areas of interest, whereas others are open to any research project. The grant amounts vary from $3,000 up to $10,000, so please visit the grants page today and see which one is best for you.

The latest volume of SIOP’s Professional Practice Book Series, Employee Surveys and Sensing, addresses the ever-evolving topic of employee surveys with a solid foundation in science.

Edited by William H. Macey, of CultureFactors, Inc., and Alexis Fink, of Facebook, the volume examines everything from traditional survey methods to new approaches in analyzing and presenting survey data.

The first volume about employee surveys in the Professional Practice series was published in 1996 and reflected state of the art methodology for the time. But survey approaches of the 1990s were constrained by distribution options—namely paper and pencil. When the second survey volume was published in 2006, electronic distribution methods had become standard but brought its own set of concerns regarding the use of technology.

Nearly 15 years later, the use of technology has expanded and a new interest in talent analytics along with it.

Never before have so many people been forced to work from home so rapidly. As a result of the COVID-19 pandemic, how, where, and when work is done has changed massively in the space of weeks, often with little planning. It is not hard to imagine some of the challenges workers have faced: new routines need to be established; some people have been home schooling their children during the working day; and partners need to negotiate home working space. Further, some workers are worried they will lose their job and become part of the large and growing numbers of unemployed.¹ It is therefore imperative to understand the mental health of people working from home and how to design such work to be healthy.

Even beyond the current situation, it is crucial to understand how to design remote work to protect and enhance worker well-being. Many companies are now jumping on the “flexible work bandwagon” because they have realized such practices can be effective. To ensure such flexible working is sustainable into the future, it is important to ensure they are designed to be psychologically healthy.