Research on Future Skill Demands: A Workshop Summary (2008)

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Appendix C Biographical Sketches of Planning Committee Members and Staff Richard J. Murnane (Chair) is Juliana W. and William Foss Thompson Professor of Education and Society in the Graduate School of Education at Harvard University. He is an economist whose research focuses on the re- lationships between education and the economy, teacher labor markets, the determinants of children’s achievement, and strategies for making schools more effective. His 1996 book, Teaching the New Basic Skills, coauthored with Frank Levy, explains how changes in the U.S. economy have increased the skills that high school graduates need to earn a middle-class living and shows how schools need to change to provide all students with the requi- site skills. The 2004 book, The New Division of Labor: How Computers Are Creating the Next Job Market, by Murnane and Levy, explains how advances in computer technology are altering the distribution of jobs in the United States and the skills that are rewarded in the labor market. Murnane was appointed to the National Research Council’s (NRC) Division of Be- havioral and Social Sciences and Education in 1999 and was chair of the Center for Education Advisory Board from 2001 to 2006. He was elected to the National Academy of Education in 1990. He has a Ph.D. in economics from Yale University. David Autor is associate professor of economics at the Massachusetts Insti- tute of Technology and a faculty research fellow in the Program on Labor Studies and Education of the National Bureau of Economic Research. He is currently engaged in two research programs, one on the growth of labor market intermediation, and the other on job skill demands, technological change, and earnings inequality. He received a National Science Foundation 109 

110 APPENDIX C CAREER award for his research on labor market intermediation and an Alfred P. Sloan Foundation fellowship. He has a B.A. in psychology with a minor in computer science from Tufts University (1989) and a Ph.D. in public policy from Harvard University’s Kennedy School of Government (1999). Prior to obtaining his Ph.D., Autor spent three years directing efforts in San Francisco and South Africa to teach computer skills to eco- nomically disadvantaged children and adults. Beth A. Bechky is assistant professor of management in the Graduate School of Management at the University of California, Davis. An ethnographer of work and occupations, she studies the work activities of professional, technical, and knowledge workers in order to understand the changing nature of postindustrial work and its theoretical and practical implications for how organizations are managed. Her recent studies have examined how workers in manufacturing use engineering drawings and prototype machines to solve problems, how film crew members learn and coordinate their work in temporary organizations, and how contract workers acquire jobs that stretch their skills in order to advance their careers. Her research is published in leading journals of management and sociology, including Academy of Management Journal, Organization Science, and American Journal of Sociology. She has a B.S. in industrial and labor relations from Cornell University and an M.A. in sociology and a Ph.D. in organizational behavior from Stanford University. Peter Cappelli is the George W. Taylor professor of management at the Uni- versity of Pennsylvania Wharton School and director of Wharton’s Center for Human Resources. He is also a research associate at the National Bu- reau of Economic Research. He has been a guest scholar at the Brookings Institution, a German Marshall Fund fellow, and a faculty member at the Massachusetts Institute of Technology, the University of Illinois, and the University of California, Berkeley. He was a staff member on the secretary of labor’s Commission on Workforce Quality and Labor Market Efficiency in 1988-1990 and codirector of the National Center on the Educational Quality of the Workforce of the U.S. Department of Education. At the NRC, he was a member of the Committee on Techniques for the Enhance- ment of Human Performance—Occupational Analysis and the steering committee of the Workshop on the Impact of the Changing Economy on the Education System. He was recently named by Vault.com as one the 25 most important people working in the area of human capital. He is a fel- low of the National Academy of Human Resources, serves on the advisory boards of several companies, and is the founding editor of the Academy of Management Perspectives. He has a Ph.D. in labor economics from Oxford University, where he was a Fulbright scholar. 

APPENDIX C 111 David Finegold is dean of the School of Management and Labor Relations at Rutgers, the State University of New Jersey. Prior to joining Rutgers, he was a professor at the Keck Graduate Institute in Claremont, Califor- nia, and at the Marshall School of Business of the University of Southern California. At the Keck Institute, he worked with biotechnology firms to identify skill demands and investigated the skills required in the temporary staffing industry. He is the author of numerous publications, including Bioindustry Ethics (2005) and Are Skills the Answer? A Comparison of Education, Training and Employment Systems in Seven Industrial Coun- tries (1999). In summer 2006, he served as a special adviser to the Leitch review of skills, a government-mandated study of long-term skill needs in the United Kingdom. He has a Ph.D. in political science from Oxford Uni- versity, where he was a Rhodes scholar. Margaret Hilton (Study Director) is a senior program officer at the Center for Education. She has directed and contributed to several National Acad- emies studies and workshops on K-12 and higher education, workforce skill demands, and continuing education. In 2003, she was guest editor of a special issue of Comparative Labor Law and Policy. Prior to joining the National Academies in 1999, she was a consultant to the National Skill Standards Board. Earlier, she directed projects on workforce training, employee involvement, and competitiveness at the congressional Office of Technology Assessment. She has a bachelor’s degree in geography (with high honors) from the University of Michigan and a master of regional planning degree from the University of North Carolina, Chapel Hill, and she is currently studying for a master’s degree in human resource develop- ment at George Washington University. Arne L. Kalleberg is the Kenan distinguished professor of sociology and the senior associate dean for social sciences and international programs in the College of Arts and Sciences at the University of North Carolina, Chapel Hill. He also serves on the advisory board of the university’s Center on Poverty, Work and Opportunity. Previously he was a professor of sociology at Indiana University, Bloomington. He is the author of numerous publica- tions on topics related to the sociology of work, organizations, occupations and industries, labor markets, and social stratification. At the NRC, he was a member of the Committee on Techniques for the Enhancement of Human Performance—Occupational Analysis. He is the 2007-2008 president of the American Sociological Association. He has a B.A. from Brooklyn College and M.S. and Ph.D. degrees from the University of Wisconsin, Madison. Christopher E. Sager is lecturer, Department of Psychology, the University of Central Florida. As an assistant professor of psychology at George Wash- 

112 APPENDIX C ington University, he taught undergraduate classes in social psychology and industrial/organizational psychology and graduate classes in psychometrics and job performance modeling. At the American Institutes for Research, he worked on the development of the Occupational Information Network (O*NET), the occupational classification system that replaced the Dictionary of Occupational Titles and conducted a project for the Florida Department of Education to identify the skills that the state’s youth need to succeed in Florida’s changing economy. At the Human Resources Research Organiza- tion, he designed data collection and analysis procedures for elements of the ongoing O*NET occupational analysis effort, and led a future-oriented job analysis project for the U.S. Army designed to identify the characteristics that entry-level personnel will need to succeed in the 21st century. He has a Ph.D. in industrial/organizational psychology from the University of Minnesota.