It certainly seems like there’s a new data breach every day, but that might be good news if you want to learn how to be a hacker yourself. No, that doesn’t mean joining the villains. Rather, you can put those skills to good use by finding a company’s vulnerabilities and patching them before nefarious agents take advantage of them. This 2021 CompTIA Security Infrastructure Expert Bundle can show you how.
This four-course collection can help you prepare for a few popular cybersecurity certification exams, which may ultimately help you find employment as a white hat hacker. The courses are provided by iCollege, an online learning hub and official CompTIA partner trusted by Silicon Valley organizations and beyond.
In these courses, you can study for the CAS-003, PT0-001, CS0-002, and SY0-601 exams, which are crucial in validating your risk management, penetration testing, countermeasure, and security architecture skills. Overall, you’ll get over 150 hours of comprehensive training from top-rated instructors.
Want to join the front lines of cyber security? You’ll need to earn your certifications first, and this four-course CompTIA training bundle can help for $30.
The 2021 CompTIA Security Infrastructure Expert Bundle – $30
Fight Cybercrime on the Front Lines
Prices subject to change.
CompTIA and ConnectWise launched a new training program to expand the nation’s cybersecurity and technology workforce through paid apprenticeships.
The collaboration was announced following the recent Cyber Workforce and Education Summit at the White House where the Cybersecurity Apprenticeship Sprint challenged IT leaders to expand Registered Apprenticeships in cybersecurity.
“We focus so much on top level cybersecurity experts that we forget the majority of this work is done by rank-and-file cyber professionals,” said Todd Thibodeaux, the CompTIA president and CEO, who participated in the White House summit. “They work with end users, maintain and secure networks and defend against phishing and other threats to keep everyone and everything working securely. It is with these frontline positions where the most sizable staffing deficits exist, something we intend to address with this program.”
According to data from CyberSeek, there were 714,548 job postings for cybersecurity job roles and skills during a 12-month period up until April this year, which further highlights the need for this apprenticeship program.
CompTIA and ConnectWise will contribute their education, training, and certifications to prepare apprentices for five high-demand cybersecurity roles: Tech Support Specialist, Network Support Specialist, Cybersecurity Support Technician, Tech Project Coordinator and Data Analyst.
“The ability to anticipate, identify and respond to cyber threats is essential in each of these job roles,” said Amy Kardel, senior vice president for strategic workforce partnerships at CompTIA. “Apprentices will receive comprehensive cybersecurity training in the knowledge and skills they will need to protect American businesses.”
Tech jobs unemployment rate falls to 1.7%; job postings up 49%
DOWNERS GROVE, Ill., Aug. 5, 2022 /PRNewswire/ -- The technology jobs market continued its run of gains, which contributed to the unexpectedly strong #JobsReport for the month, according to analysis by CompTIA, the nonprofit association for the information technology (IT) industry and workforce.
"The tech jobs market has repeatedly outperformed in the face of real and perceived economic weakness."
Tech occupations across all industry sectors increased by an estimated 239,000 positions in July, CompTIA's analysis of data from the U.S. Bureau of Labor Statistics (BLS) reveals.1 The unemployment rate for tech occupations was 1.7% in July.
Tech industry level employment experienced a net gain of 12,700 workers, the 20th consecutive month of employment growth. Tech industry employment has increased by 143,700 jobs this year, an increase of 55% year-over-year.
Employer job postings for technology positions approached 484,000 in July, a slight decrease from the previous month but still at a near record-level.2 Through the first seven months of 2022 US companies listed approximately 3.1 million jobs postings for tech positions, an increase of 49% for the same period last year.
"The tech jobs market has repeatedly outperformed in the face of real and perceived economic weakness," said Tim Herbert, chief research officer at CompTIA. "The data confirms that for every layoff announcement there are other employers stepping in to take advantage of tech talent hiring opportunities."
A closer examination of the tech job posting data from July shows that there are employment opportunities at every experience level, in a variety of occupation categories and in nearly every metro market and state across the country.
About one in five tech job postings were for positions requiring two years or less of experience. About half specified three to five years of experience, while 13% sought candidates with nine or more years of experience.
Software developers and engineers are the most in-demand positions employers are looking to hire – nearly 148,000 job postings last month. There is also a strong job market for IT support specialists, IT project managers, systems engineers and architects and network engineers and architects. Positions in emerging technologies or jobs requiring emerging tech skills accounted for one-third of all postings in July.
The New York City, Los Angeles and San Francisco metro markets recorded the largest month-over-month increase in tech jobs postings. But "under the radar" markets also populate this list.
|Metro Area||July Tech Job Postings||Increase|
|Little Rock, AR||1,949||257|
|Oklahoma City, OK||1,764||207|
Within the tech sector, three occupation categories recorded job growth in July – other information services, including search engines (+6,800), data processing, hosting and related services (+4,100) and computer and electronic products manufacturing (+3,300). Hiring in the IT services and custom software development category was flat, while telecommunications-related occupations declined (-1,400).
The "CompTIA Tech Jobs Report" is available at https://www.comptia.org/content/tech-jobs-report. For more analysis and perspective visit the CompTIA Tech Job Report video series at https://www.youtube.com/playlist?list=PLuqIJd7KnBU_nZd2oXEwa0I5X7Vt124eM.
1 Monthly occupation level data from the U.S. Bureau of Labor Statistics tends to experience higher levels of variance and volatility. Labor market data and employer job posting data may be subject to revisions.
2 CompTIA analysis of Lightcast employer job posting dataAbout CompTIA
The Computing Technology Industry Association (CompTIA) is a leading voice and advocate for the $5 trillion global information technology ecosystem; and the estimated 75 million industry and tech professionals who design, implement, manage, and safeguard the technology that powers the world's economy. Through education, training, certifications, advocacy, philanthropy, and market research, CompTIA is the hub for unlocking the potential of the tech industry and its workforce. https://www.comptia.org/Media Contact
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During the pandemic, my family and I went down a DIY rabbit hole. We learned a whole new set of skills, like how to make pasta from scratch, fix leaky faucets, and tie-dye T-shirts.
And we’re not alone. For many, these past couple of years have been a period of self-assessment, or a “great reevaluation,” during which we discovered gaps in our knowledge and took steps to fill them. In 2021, more and more people around the world invested in growing their skill sets, with searches like “online learning,” “ideas for beginners,” and “how to invest” increasing year over year.
Now that we can once again buy pasta at the store and let plumbers into our homes, DIY searches have begun to return to pre-pandemic levels. However, searches for programs that allow people to quickly learn new skills continue to grow. Is this a permanent shift in adult education and, if so, how will it affect the future of business?
To find out, my team partnered with Ipsos to conduct research studies on higher education and careers, two areas heavily impacted by the rise of remote work and learning. Though we conducted these studies separately, the results of each overlapped, suggesting that people link furthering their education with advancing their careers. At a time when many employers are struggling to attract and retain talent, this creates an opportunity for businesses to support their employees’ continuing education while simultaneously building a highly skilled workforce.
To help you take advantage of this opportunity, we’ve pulled two key insights from our research along with two ways your business can act on these findings.
In the past, higher education traditionally meant attending a four-year university right after high school and earning a degree. But today, people often view higher education as a way to switch careers or move up in their current one. Our research shows that 57% of U.S. employees are either actively seeking or open to a new job, and education can be the path for them to get there.
For a deeper dive into this finding and into the reality that adult learners face today, my team spoke with Marni Baker Stein, provost and chief academic officer of Western Governors University (WGU), a nonprofit online university that has pioneered a learning model that creates a better connection between what students learn and what skills they need to succeed on the job. She believes the “education for career mobility” trend is now so prominent that it’s transforming the profile of a higher education student. “Broadly speaking, the new higher ed student is working full time, is a caretaker for their family, and is not in that traditional 18- to 24-year-old range,” she says.
This type of student needs flexibility and a clear return on their time and financial investments. According to Baker Stein, universities like WGU will periodically assess their offerings and ask, “What is the value of this program out there in the world of work, and what job roles or occupational types does this set of skills correspond to?” Then they update those programs to teach the skills in highest demand.
“Learning with [Google’s online learning program] gave me the flexibility to take courses on my own time,” said Chelsea Rucker. A graduate of Grow with Google’s IT Certificates course, Rucker was hired, and later promoted, to a program manager position at Google. “Without the flexibility to get up at 4 a.m. to finish work while my daughters sleep, I’d never have been able to earn my certificate so quickly.”
Fifty-nine percent of the workers we surveyed said they actively maintain or develop skills to be more attractive in the job market and Improve their career trajectory, while only 45% of those surveyed said their employers offer upskilling or reskilling as a benefit. You can set your organization apart by offering company-sponsored skill development that maps clearly to other roles, rather than leaving your employees to pursue external learning and career opportunities. This is especially important for midlevel workers who are most likely to resign.
And this investment benefits your bottom line. When leaders offer growth and internal mobility opportunities, they retain their employees nearly twice as long as their peers. What’s more, a BCG study found that 81% of survey respondents said better aligning educational curricula with job openings and skills gaps could resolve the skills mismatch their businesses face.
Short courses are overwhelmingly popular among this new group of higher education students. For example, aggregate searches for courses in management, data science, and digital marketing have grown by 35% year over year. And, unlike traditional degree programs, short courses can be focused on specific skills. In fact, 46% of the people we surveyed who are considering a short course for the first time cite the ability to quickly learn a new skill as the reason for their interest. This convenient, hyperfocused learning provides the close link between investment, skills gained, and career mobility that adult learners have come to expect.
“Short-form credentials are critical to the future of work, where individuals are going to have to reskill and upskill many times throughout our careers,” said Baker Stein.
Certificates and short courses may not be the traditional credentials that employers look for, but they reflect self-motivated learners who have current, in-demand skills. You can open up your talent pool considerably by taking short-course credentials seriously during the candidate evaluation process.
“As a culture, we have gotten used to [college] credits meaning a sort of level of readiness,” says Baker Stein. However, she believes “short-form, more flexible, agile learning experiences are so powerful for learners across the life cycle, whether you’re 15 or you’re 24 or you’re 50.” Because of this, she advises employers to ensure they have “the right HR processes or people in talent protocols to value short-form credentials.”
Certificates and short courses reflect self-motivated learners who have current, in-demand skills.
Just as employees are reevaluating their lives and evolving their approaches to education and career mobility, businesses need to reconsider their internal processes. By giving employees company-sponsored opportunities to upskill and by placing more value on short courses and certificates during the candidate evaluation process, businesses can retain valuable talent and be ready for the future with a highly skilled workforce.
NORTH CONWAY, N.H., July 25, 2022 (GLOBE NEWSWIRE) -- Digitunity, a national nonprofit organization that connects disadvantaged households with the computer donations they need, announced that CompTIA has signed The Corporate Pledge to End the Digital Divide as a Cornerstone Partner in the mission to Improve digital equity throughout the country.
Since the mid-1980s, Digitunity, along with its predecessor organization and community partners, has placed hundreds of thousands of computers with people in need. Providing technology is essential to helping people succeed in school, participate in the economy, and Improve their communities.
Founded in 1982, CompTIA, the Computing Technology Industry Association, is a leading voice and advocate for the $5 trillion global information technology ecosystem, the estimated $75 million industry, and the tech professionals who design, implement, manage, and safeguard the technology that powers the world’s economy. The nonprofit trade association provides education, training and professional certification that promote the growth of the information technology (IT) industry.
“We’re excited to have an organization like CompTIA, which sets the agenda for the entire high-tech sector, joining Digitunity and our other cornerstone partners in the mission to close the digital divide,” said Scot Henley, Executive Director of Digitunity. “CompTIA’s prominent voice and critical role in training the IT workforce will elevate the issue of digital equity and accelerate our efforts, helping more families benefit from the modern, technology-driven economy and education system.”
CompTIA’s partnership in the Corporate Pledge comes on the eve of the association’s ChannelCon 2022 event, the technology industry’s premier annual conference for vendor-neutral collaboration, learning, and partnership. The event, held from Aug. 2-4 in Chicago at the Sheraton Grand Chicago Riverwalk, features sessions with leading IT industry CEOs, entrepreneurs, and consultants.
Susan Krautbauer, who has been in volunteer leadership positions at CompTIA for over 15 years and is the senior director of strategy and development at Digitunity, will give her talk, “Tech for Good: How Can You Make a Difference”, on Aug. 3.
“Strong digital skills are essential for career success. Unfortunately, too many people still do not have access to the resources that can help them develop these skills,” said Charles Eaton, CompTIA chief of staff. “CompTIA is committed to helping individuals unlock their full potential. With access, encouragement, and opportunity, anyone can develop strong digital skills, whether they intend to work in technology or as a knowledge worker in another field. We fully support the mission of Digitunity and commit to doing all we can to narrow the digital divide.”
More than 36 million people in the United States lack access to basic technology most people take for granted, including reliable internet access, a computer, and the skills to use digitally connected devices. The problem disproportionately affects communities of color but persists across all boundaries from coast to coast.
This disparity between resourced and under-resourced communities is known as the “digital divide.” It permeates every aspect of life, creating educational, economic, and career disenfranchisement. Children are unable to complete homework. Parents cannot search for and apply for jobs. Families are cut off from access to community services.
Through the Corporate Pledge to End the Digital Divide, Digitunity hopes to align the support and collective voice of influential, resourceful organizations in business, government, education, philanthropy, and community organizations with the passion and dedication of their Digital Opportunity Network, which includes nearly 1,500 frontline, community-level groups.
“The No. 1 predictor of economic success used to be a high school diploma. Now, it’s having access to technological tools and the skills to use them,” Krautbauer said.
This national-scale gap in opportunity is multi-faceted and pervasive. It results from a number of interwoven, systemic issues. Solving it requires building and expanding collaborations on a similar scale. It is the reason Digitunity launched the Corporate Pledge to End the Digital Divide.
“Because of the nature of this issue, we believe fostering collaboration and relationships between entities throughout the community, businesses, service providers, community leaders, volunteers, government representatives, academics, and the media is critical to creating an inclusive future,” said Krautbauer. “No one organization can do this alone. But together we can ensure marginalized people have access to the technology needed to thrive today and in tomorrow’s digitally connected society.”
The four pillars of the Corporate Pledge to End the Digital Divide are:
Each organization that commits to the Corporate Pledge to End the Digital Divide will be:
“We’re thrilled with the commitments we’ve received so far. We welcome everyone who wants to join in the coming months,” adds Krautbauer. “Together, we can move beyond incremental change to create a future where everyone can thrive in education, employment and connectedness.”
Digitunity is in discussion with a number of leading businesses and other organizations. They will be announcing new partners in the weeks to come. Please visit Digitunity.org to learn more about Digitunity and the Corporate Pledge to End the Digital Divide. Sign the pledge today at digitunity.org/sign-the-pledge.
Since the 1980s, Digitunity has advanced digital inclusion by connecting donors of technology with organizations serving people in need. Our mission is to ensure everyone who needs a computer has one, along with robust internet connectivity and digital literacy skills. To learn more about our mission, visit www.digitunity.org.
Founded in 1982 and headquartered in Downers Grove, Illinois, CompTIA is a nonprofit trade association that provides professional certifications for the information technology industry. Through education, training, certifications, philanthropy, and market research, CompTIA promotes industry growth, the development of a highly skilled workforce, and a commitment to creating an environment where innovation happens, and opportunities and benefits made possible through technology are available to all. For more information, visit http://www.comptia.org.
This content was issued through the press release distribution service at Newswire.com.
With tech companies pulling back on new hires and some making job cuts, the mood of some tech sector workers has swung from confident to anxious.
A June survey of 6,911 professionals at tech firms conducted by professional social network Blind found that basically everyone is fretting about job security. Only 9% said they felt more confident about job security than they did a year ago while 66% said they're not actively looking for another job, Blind's Rick Chen notes in a blogpost.
As fears about the economic outlook have increased, and companies have become more cautious in their spending, this may be a signal of the beginning of the end for the Great Resignation, which started in early 2021, when employees could leave a job confident they'd land a higher paying job in a tight labor market.
SEE: Remote workers want new benefits. This is how employers are responding
Ninety percent of professionals who feared a recession was imminent said they also felt less confident about their job security. However, the 60% who were unconcerned about an upcoming recession said their confidence in their job security has not changed in the last year, according to Blind.
For the tech sector, Facebook's and Google's respective hiring freezes say a lot about confidence. Spotify in June also announced it will cut back hiring by 25% this year. Bloomberg reported Oracle this week began laying off US workers from its customer experience division.
Blind's layoffs tracker estimates 500 startups and tech companies have laid off more than 80,000 people in 2022, with the number of firms increasing over the first two quarters. Falling valuations of privately held firms have come as venture capitalists dial back investments, perhaps in response to public markets like the US S&P 500 and Nasdaq 100 indexes getting caught in bear markets in June.
UK recruiter CW Jobs recently reported that 85% of IT decision makers expect to adjust to changing costs – including hiring freezes (21%) and pay freezes (20%).
Despite rising lay offs and cost cutting, a June survey by CNBC found that 64% of tech leaders reckon it's getting harder to place roles that require skilled workers.
A July survey by Interviewing.io looked at how Facebook and Google are approaching their freezes. Facebook from May stopped hiring engineers below a certain level but was still hiring machine-learning engineers and enterprise engineers. Google's freeze was for two weeks from July 20. While it's carrying out interviews, candidates likely won't get an official offer until the freeze lifts.
And these recent concerns have to be set against the broader trends in the tech industry in particular.
Analysis of data from the US Bureau of Labor Statistics by CompTIA found that job postings for tech positions stood at more than 600,000 in May and nearly 2.2 million during 2022 so far. Combined with the ongoing tech skills shortage and ongoing high demand for developers and other tech workers, while there may be some difficult times ahead, the longer term outlook for tech remains strong.
A new network of virtual colleges from Israeli startup Masterschool is making an unbeatable promise: Study with us for up to 10 months and don’t pay a penny until you find a job in the lucrative high-tech industry.
Masterschool aims to address what industry trade group CompTIA says is a shortage of nearly a million IT jobs in the United States alone, with the number expected to reach 85 million unfilled jobs by the end of the decade. CNBC reports that 57 percent of tech executives list the labor shortage as their top concern.
The problem is no less acute in Israel, where there’s a reported shortage of 33,000 employees in the high-tech space.
Masterschool’s answer is an ambitious plan to establish a worldwide network of some 100 technology-oriented “colleges” centered around leading tech experts. Each college will offer multiple courses managed by an entrepreneur with expertise in a particular field — Java programming or data analysis, for example.
The courses are online, so location is not an issue. There are live and prerecorded classes, one-on-one mentorship, plus exams (up to two per week) to make sure students graduate with the requisite knowledge to land the job of their dreams.
Following completion of coursework, Masterschool offers a three-month Career Accelerator, which helps students identify well-paying jobs as well as practice soft skills (such as interviewing and resume creation) that will help them succeed during the interview process.
Students pay 10% of their income a year until their tuition is fully covered. Globally, tuition at Masterschool ranges from $10,000 to $20,000 depending on the instructor and college. In Israel, where Masterschool launched in 2019, tuition is capped at 45,000 shekels ($13,000). If a student isn’t working or is earning less than 120,000 shekels annually, no payments are required at all.
It’s not just the students who sign on to Masterschool’s success fee approach. Teachers also don’t get paid until their students find an appropriate position.
That might sound like a risk for instructors, but cofounder/co-CEO Michael Shurp tells ISRAEL21c that Masterschool has an 80% placement rate. Although that is high for the industry, he says, “no one at Masterschool is satisfied by just 80%. We want each person who gets accepted to Masterschool to get employment offers from the best companies possible.”
Masterschool’s financial incentives are “super crucial,” Shurp adds. “The fact that all of us get paid only when our graduates do means we’re building the right training to help our students get a job. It means that everyone’s aligned.”
One reason the placement rate is so high is that students come to school strongly motivated. The admissions process is as selective as many top universities: For every 100 spots available, more than 3,000 students will apply.
Students are attracted to Masterschool on the basis of the teachers, many of whom are superstars.
Take Charlotte Chaze.
Chaze is a senior advanced analytics manager for AT&T in the United States. She is also likely the most famous data analyst on TikTok, with some 250,000 mostly female followers hoping to break into the data analysis field.
Chaze originally intended to open her college to just 20 students. “But when she uploaded a promo video to TikTok, she got so much demand that we offered her more resources so she could accept 100 students,” Shurp says.
@charlotte_chz Can’t wait to see who signs up to learn data analytics with me through Masterschool! #breakintotech #masterschool #dataanalytics #sql #techtok #careertok #upskill #changejobs #womenempowerment #careerwoman #jobtok #careerchange ♬ 17 – MK
Other data analytics experts with Masterschool colleges of their own include Niklas Steenfatt and Keith Galli, with 160,000 subscribers each to their channels on YouTube.
How is Masterschool different than existing universities, or vocational colleges, that also focus on technology?
“Each player in the field is doing an important job,” Shurp stresses. “Universities do amazing things, but their main job is not to help people land a job.”
Masterschool’s scope is also a differentiator.
“We’re not a single school but a network of schools. Our goal is to become the biggest school in the world,” Shurp notes.
Masterschool’s ambitious goals have clearly caught the attention of investors. In May, the company announced that it had raised a $100 million seed round. Before that, Shurp and his management team – co-CEO Otni Levi, CTO Eran Glicksman, and Roi Tzikorel, the company’s chief of impact – bootstrapped Masterschool with no external funding.
The new money will help Masterschool expand. Shurp says most of Masterschool’s students are based in the US and Europe. The company’s headquarters are in Tel Aviv, but Masterschool has staff in Berlin, London and New York.
New Masterschool teachers don’t have to struggle to come up with a curriculum entirely on their own; the company “gives them all the tools they need to run their college,” Shurp points out.
That includes a ready-made syllabus, although the headmaster can, of course, replace any course material as he or she sees fit. “It’s their choice. We trust our teachers’ ability.”
If a teacher or Masterschool identifies a need – for example, adding a class on “cybersecurity for cars” – Masterchool will jump in to help develop the new content.
Is Shurp worried about cheating, given that the schooling is virtual? “If you’ve gone through the tough process of getting accepted, including coding challenges and cognitive tests, then cheating only cheats yourself,” Shurp says. “We count on our students to have the motivation to launch a new career. If you cheat, you won’t succeed.”
The same is true for tuition. “We were worried that Israelis students wouldn’t repay their tuition,” Shurp admits. “But people are super grateful. We give them up to 10 months of intensive training and help to find a job. We don’t have even one case of someone that didn’t pay.”
Do Masterschool students already have a degree or are they just starting out?
“On average, 40% of our students have a degree or a job but are pivoting. The other 60% are people with no experience at all and no degree. But they’re super talented and have the motivation to succeed,” Shurp says.
The Masterschool website stresses that, “No prior knowledge is necessary to apply. What we do look for is motivation, grit, and aptitude. However, you are expected to have basic computer literacy.”
Shurp has been good friends with cofounder Tzikorel for more than a decade. Tzikorel decided during his university studies that he wanted to be a teacher.
“He thought that was the most patriotic thing you could do in Israel,” Shurp recalls. Prior to founding Masterschool, Shurp was consulting for the Ministry of Education in Israel as well as for similar groups in Europe.
Masterschool has a team of more than 100 on staff. Its investors include Target Global, Pitango Ventures, Group 11, Dynamic Look Capital and Sir Ronald Cohen. Masterschool graduates have found jobs at Google, Intel, Mobileye, Wix, SimilarWeb and Facebook. Many find that, after training at Masterschool, their salaries double.
“The traditional education model is broken,” says Dovi Frances, founding partner at Group 11. “Masterschool has built a proven and scalable business to rewrite this model [and] bypass the financial and operational inefficiencies of legacy education.”
For more information, click here
The Riverside Co. has announced the acquisition of Rockpointe Corp., a health care education company based in Columbia, Maryland, as an add-on to its Clinical Education Alliance platform company.
Financial terms of the deal, which marks the second tuck-in acquisition for CEA under Riverside's ownership, were not disclosed.
Founded in 1995, Rockpointe is described as a developer of educational materials and multichannel offerings, including regional events, online education and webinars. Its focus is in high-science therapeutic areas, such as oncology, immunology, infectious diseases and cardiology.
The company primarily generates revenue through grants from customers, including pharmaceutical sponsors. There are no costs incurred by those taking the training courses.
These offerings position Rockpointe as a complementary addition to CEA, a Virginia-based provider of interactive live and web-based certified continuing medical education activities and related training for health care professionals. Riverside acquired that business in December 2020.
"(Rockpointe) brings a strong primary care audience — an area that CEA has been looking to expand into — as well as added scale in high-growth, high-science therapeutic areas," said Riverside co-chief investment officer Peter Tsang in a statement.
Riverside also rolled up MDOutlook — a provider of precision intelligence solutions that help life sciences companies develop and commercialize therapeutics and diagnostics in oncology — for CEA in July 2021.
"Rockpointe has significant scientific talent, new supporter and association relationships, and new service and product offerings," said Riverside vice president Mark Fishman in a statement. "We believe this investment will be highly accretive for CEA and enhance our ability to positively impact patient lives."
Riverside is a global private equity firm co-headquartered in Cleveland that invests in growing businesses valued at up to $400 million, primarily in the smaller end of the middle market.
One Network Enterprises (ONE), the leading global provider of intelligent control towers and the AI-driven Digital Supply Chain Network™, is pleased to announce significant advancements to the NEO Platform’s supply chain planning capabilities. These capabilities span the entire supply chain network ecosystem and functions, from revenue planning, demand planning, IBP/S&OP, supply chain planning, logistics, and network optimization.
With the release of NEO 3.5, One Network continues to make major strides in the area of AI and machine learning (ML), advancing the underlying proprietary framework of its intelligent agent, known as NEO, to increase the effectiveness of its learning capabilities. Two new capabilities are now available: Network BOM Constrained Supply Planning and Field Service Optimization. These new capabilities combine optimization with machine learning, enabling best-in-class prediction accuracy compared to traditional approaches.
NEO benefits organizations on the Digital Supply Chain Network™ with customer and supplier insights, full network collaboration, and increased network density. NEO captures network-wide data, making that data available for big data analytics through a supply chain data warehouse. Predictive analytics are generated from this current and historical data by applying advanced analytics such as ML, neural networks, and combinatorial optimization, along with traditional analytical techniques.
Prescriptions are generated from predictive analytics based on solving root causes combined with targeted business and process KPIs. The prescriptions are “smart” in the sense that they incorporate both local and global objectives, and the relationship between demand, supply, and logistics. They offer a series of dynamic prescriptions that are sensitive to current conditions and constraints, to optimize execution and completely resolve problems.
NEO’s learning capabilities now include the ability to learn successful prescription sequences that generate optimal outcomes, so that it can offer those patterns in similar contexts in the future. The combination of the digitized supply chain network and smart prescriptions enables continuous and incremental planning on a near real-time basis. Thus, NEO 3.5 attains a significant milestone, enabling autonomous decision-making (based on user-defined KPI “guardrails”) across the supply network.
Also Read: Role of Poor Digital Experience in the Great Resignation
NEO 3.5 also introduces the concept of “bring your own intelligence” (BYOI), enabling companies to leverage insights from elsewhere as part of their decision-making on the Digital Supply Chain Network™. NEO enables BYOI with ML “plug points,” so customers can extend the solution based on their own analytics. Any such SDK-created extensions are guaranteed to be supported in future NEO releases.
These new capabilities are made possible by the distinctive architecture of One Network’s NEO Platform. On the platform, planning and execution run concurrently, using the same data objects and the same data model, enabling true planning married to execution. Forecasts, orders, and deliveries move through the network in a seamless flow across all time horizons, without the need for a bridge between planning and execution. Continuous and incremental planning provides near real-time demand-supply matching across the network. Opportunities and problems are handled through interactive workbenches, where they can be autonomously or collaboratively engaged. Due to the fact that NEO’s distributed transaction management spans demand, supply, and logistics, it enables more powerful, dynamic workflow problem resolution across all functions, and significantly increases the chances of completely resolving issues.
NEO 3.5 also introduces a new NEO capability called “Optimized Execution,” which is enabled by unifying planning and execution on one platform. Optimized Execution is equipped with sophisticated forecasting tools, real-time insights, decision support, and decision execution. It can run autonomously, based on KPI “guardrails” and user-defined business rules, or present exceptions, problems, and potential issues to users via the workbench. Users can review and execute NEO’s smart prescriptions, or collaborate with relevant trading partners to determine the best path forward.
Optimized Execution brings the traditionally distinct functions of planning and execution together in a unique way. Its smart prescriptions are designed to solve issues caused by demand and supply variation, to meet both local and network-wide objectives. Smart prescriptions bridge the gap between decision support and execution, by enabling plans to be executed even as demand, supply, and logistics conditions vary; and to ensure that execution continues to align with objectives.
The NEO 3.5 release demonstrates One Network’s commitment to making AI/ML transparent, practical, and a source of value for all trading partners in the Digital Supply Chain Network™.
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ATLANTA, GA, Aug 02, 2022 (GLOBE NEWSWIRE via COMTEX) -- ATLANTA, GA, Aug. 02, 2022 (GLOBE NEWSWIRE) -- ChildCare Education Institute(R) (CCEI), an online child care training provider dedicated exclusively to the early care and education workforce, offers SCH106: Character Education in the School-Age Child Care Environmentas a no-cost trial course to new CCEI users August 1-31, 2022.
Character education teaches the habits of thought and deed that help people live and work together as families, friends, neighbors, communities, and nations. Character education is a learning process that enables students and adults in a school community to understand, care about, and act on core ethical values such as respect, justice, civic virtue and citizenship, and responsibility for self and others. Upon such core values, we form the attitudes and actions that are the hallmark of safe, healthy, and informed communities that serve as the foundation of our society.
As children grow through adolescence, their social and emotional skills become more solidified. Bad decisions evolve to have serious consequences related to fighting, bullying, stealing, lying, substance abuse, and other risky or antisocial behaviors. These behaviors are part of the reality of working with young people, whether in the regular classroom or the out-of-school-time (OST) program.
This course is not only about preventing violent or other antisocial behaviors. There is much more to character education than that. Character education is really about how to help young people learn to make the right choices about all kinds of things, not just socially but also personally. It is not just about teaching them to follow the rules or understand the consequences; it is about teaching them to do the right thing for themselves and their community.
Today�?�s young people are developing in a society unlike any other in history, thanks in no small part to the internet and social media. Character education is becoming more challenging as new technologies add new layers to young people�?�s social lives. With or without the internet and social media, young people need the same basic skills necessary to make the right choices for their futures and the well-being of those around them.
This course explores the importance of character education in schools and out-of-school programs, focusing on environments for school-age children and adolescents. There are many possible approaches to character education, and no single approach is definitively better than another. Character education must involve all stakeholders in the school community to be truly effective; however, this course focuses primarily on practices and strategies for teachers, whether they are looking to supplement or Improve an existing character education program or start a new one.
"Character education programs are designed with the whole community in mind and the assumption that adults must work together to help children develop good character," says Maria C. Taylor, President and CEO of CCEI. "When families and schools play their part in the process, better outcomes can be expected."
SCH106: Character Education in the School-Age Child Care Environment is a three-hour, intermediate-level course and grants 0.3 IACET CEU upon successful completion. Current CCEI users with active, unlimited annual subscriptions can register for professional development courses at no additional cost when logged in to their CCEI account. Users without subscriptions can purchase child care training courses as block hours through CCEI online enrollment.
For more information, visit www.cceionline.edu or call 1.800.499.9907, prompt 3, Monday - Friday, 8 a.m. - 5 p.m. EDT
ChildCare Education Institute, LLC
ChildCare Education Institute(R) provides high-quality, distance education certificates and child care training programs in an array of child care settings, including preschool centers, family child care, prekindergarten classrooms, nanny care, online daycare training and more. Over 150 English and Spanish child care training courses are available online to meet licensing, recognition program, and Head Start Requirements. CCEI also has online certification programs that provide the coursework requirement for national credentials including the CDA, Director and Early Childhood Credentials. CCEI, a Council for Professional Recognition CDA Gold Standard(TM) training provider, is accredited by the Distance Education Accrediting Commission (DEAC), is recognized by the Council for Higher Education Accreditation (CHEA) and is accredited as an Authorized Provider by the International Accreditors for Continuing Education and Training (IACET).
Ashley Sasher ChildCare Education Institute 678-942-1531 firstname.lastname@example.org
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