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Foreign Student-to-Worker
           Experience

               Clark Bonilla, Director
               Alumni and Career Services
               School of Public Policy



               1st Annual Public Policy Career Week


1                                      Foreign Worker
Learning Objectives

       Identify broad labor market issues affecting hiring of
        foreign workers.
       Recognize the differences between foreign work and
        international student experiences.
       Identify the advantages of the international student-
        to-worker experience.
       Identify the challenges to adapting to the workplace.

2                                               Foreign Worker
Goal

    To aid the international student in deciding
    whether or not to pursue employment in the
    US, identifying how to compete effectively
    within the labor market, and adapting
    successfully to future workplaces.

3                                        Foreign Worker
1. Career Decision Making Model


                   Rational and Market-
                   Based




4                                  Foreign Worker
PP Career Advisement:
    Market-Based Model

                         Job Market
      Optimal Career
         Options




                                       Personal
             Education
                                      Preferences




5                                       Foreign Worker
Career as Occupational Pathway

    Barley (1989): “a structural             Policy Research Assistant
                                             Policy Analyst
    property of an occupation
                                             Policy Survey Lab Manager
    or an organization.”
                                             Policy Research Manager
    (Greenhaus & Callanan, 1994, p. 4),
                                             Policy Director
    i.e., a sequence of positions            State Policy Director
    held within an occupation.               State Policy Adviser


6                                                        Foreign Worker
Career as Work Patterns over Life

       Greenhaus & Callanan (1994): “the pattern of work-
        related experiences that span the course of a person’s
        life.” (p. 5)
         –   Objective: positions, duties, decisions
         –   Subjective: work aspirations, expectations, values
         –   Career Decision: reasons for position selection, changes in
             type or level of occupation (lateral or vertical movement)



7                                                         Foreign Worker
“Career Pathways” Defined

    The various career choices realistically open to an
    individual with a given education, skill sets, experience,
    interests, and values, that open up alternative career
    paths, i.e., inter-occupational mobility, intra-occupational
    mobility (vertical to management, or horizontal to non-
    management positions). These pathways expand or
    contract over time as the individual has effectively
    managed her career, contingent also, in part, on whether
    she prefers to be a generalist or a specialist.
8                                              Foreign Worker
Career Anchors

       Managerial Competence
       Technical Functional Competence
       Security
       Creativity
       Autonomy/Independence
        –   (Schein, 1977; Keen, 1977)
9                                        Foreign Worker
“Boundaryless-Careers” View

     “in an increasingly dynamic and chaotic
     organizational world, career paths are nowadays
     evolving ‘backwards’’ … from logical design and
     efficient manufacture, to creative invention and
     individual trailblazing.” (Peiperl, Arthur, Anand, 2002: 27;
     Peiperl & Baruch, 1997)

10                                                Foreign Worker
What Boundaries are Less?

        Through innovation, create a          Professional-to-Management
         new occupation                        Management-to-Professional
        Move between public, private          Telecommuting (work from
         and nonprofit sectors
                                                home)
        Intra-firm occupational mobility
                                               Contractual employment
        Inter-firm occupational mobility
                                               Seasonal employment
        Enter/exit/re-enter labor
         market                                Post-65 employment
        Dual career professionals             Mid-Career return to school

11                                                       Foreign Worker
Success Criteria in BC View

        Adaptation
        Career Self-Determination
        Career Learning
        Improvisation
        Spontaneity
        Self-Directed Thematic Development
        Self-Customizing Career Construction
         –   (P,A&A, 2002: 28-31)
12                                              Foreign Worker
Chetkovich, Carol. (2003) “What’s in a sector? The shifting
                            career plans of public policy students.” Public Administration
                            Review, 63, 6; 660-674.



     Survey of PP Graduate Students
        Ambivalence: “Most policy students do not enter their programs
         planning for private-sector careers, but neither do they have a strong
         orientation toward the public sector.”
        Uncertainty: “many are uncertain at entry [into studies], and plans
         fluctuate over the two years of graduate training.”
        Mobility: “students will move between sectors, or at least should be
         prepared to do so.”
        Rewards: some students seek private sector careers for better
         financial security, professional development, intellectual challenge,
         advancement, etc.
        Significance: students oriented toward public sector have higher
         need to “make a difference”
13                                                              Foreign Worker
Career Management (CM)


        CM is “a process by which individuals develop,

         implement, and monitor career goals and

         strategies.” (Greenhaus & Callanan, 1994: 5)



14                                           Foreign Worker
Steps in Career Management

     1.   Conduct self-assessment (GT Career Services).
     2.   Understand labor market opportunities.
     3.   Select sector(s), occupation(s), and work culture(s).
     4.   Set career objectives and milestones.
     5.   Identify knowledge, skills, recognition, and experience
          necessary for each objective.
     6.   Identify timeframe and resources for each milestone.
     7.   Appraise progress periodically.
15                                                Foreign Worker
What is Your Career Goal?


        “A career goal is a desired career-related

         outcome that a person intends to attain.”
         (G&C, 1994: 24)




16                                    Foreign Worker
Types of Goals

        Conceptual Goal: identifies work experiences
         to pursue in the short-term and long-term.


        Operational Goal: identifies specific positions
         or jobs to secure in the short-term and long-
         term.

17                                         Foreign Worker
Sample Career Goal
     Career Goal          Short-Term                  Long-Term
     Matrix                 Goals                       Goals
                   To gain experience in     To master incentive pricing
     Conceptual    incentive pricing for     across all clean/green
                   new green technologies    technologies for homes and
                   for homes.                businesses.

                   Enter as Energy Policy Advance to Energy Policy
     Operational   Analyst for Power Utility Director within 10 years for
                   Company.                  regional Power Utility
                                             Company.


18                                                       Foreign Worker
Exercise 1: Write Career Goal
     Career        Short-Term   Long-Term
     Goal Matrix     Goals        Goals


     Conceptual




     Operational




19                              Foreign Worker
2. The Labor Market



              Opportunities and
              Obstacles




20                            Foreign Worker
2.1 Country Origins of
     International Students in US




21                             Foreign Worker
Earned US Doctoral Degrees in S&E by
     Citizenship (1985-2005)

        Total US Doctoral Degrees Earned by
         Foreign-Born Students: 189,346
        China: 41,677      (22%)
        Taiwan: 19,187     (10%)
        India: 18,712      (10%)
        Korea: 18,872      (10%)
        EU-15: 16,343      ( 9%)
22                                     Foreign Worker
Asian Graduates with US Social
     Sciences PhD (1987-2007)

        Total Asia:          15,921
        China:               2,609
        India:               1,740
        South Korea: 3,832
        Taiwan:              1,620
     Source: National Science Foundation, Div. of Science Resources Statistics,
     Survey of Earned Doctorates, special tabulations (2009)
23                                                        Foreign Worker
(Source: Galama & Hosek, 2008)


     Foreign-Born S&E Workers in US

        Median S&E Salaries for US Citizens and Foreign-
         Born Workers Reached Parity in 2005

        Total Foreign-Born S&E with BS in US Workforce:
         2.28 million in 2005.

        Total Foreign-Born S&E with PhD in US Workforce:
         246,000 in 2005.

24                                             Foreign Worker
Work Visas to High-Skilled Workers

        More issued than used
        20,000 H-1B Visas for International Students studying
         MS/PhD annually (2010)
        Over 2/3 of H-1B Visas issued for S&E occupations
         (85,000 annually, as of 2010)
        5-Year PhD Stay Rate Declined 3% (2000-07)

25                                             Foreign Worker
Foreign-Born S&E Workers in US

     Trend in Foreign-Born Share of S&E Employment in US

                          1990      2000       2004
     Bachelor's           11%       17%        17%
     Masters              19%       29%        32%
     All PhD              24%       38%        37%
     PhDs <45             27%       52%        ---
     Post-Doc             49%       57%        ---
     Sources: 1990 and 2000 bachelor's, masters, PhD and PhDs less than 45 years of
     age, tabulated from Census of Population, IPUMS data; Post-Docs from NSF. 2004
     figures tabulated from U.S. Bureau of Census, Current Population Survey, MORG
     Files. Post-Doc, NSF, http:/ /w .nsf.gov/sbe/srs/seifld04/C2/fig02265 where the figures
     refer to temporary residents rather than to foreign born.
26                                                                    Foreign Worker
2.2 The Labor Market for Social
                Sciences




27                              Foreign Worker
Foreign Share of US Earned S&E
     Degrees (2002): Social Sciences


        Doctoral Degrees: ca. 19%

        Master’s Degrees: ca. 11%

        Bachelor’s Degrees: ca. 3%

        Associate’s Degrees: ca. 2%
          Source: National Science Board (2006a; Tables 2-25, 2-27, 2-29, and 2-31)
28                                                             Foreign Worker
(Source: NSB, SEI, 2010)


     Social Science-Degreed Employment
     (US, 2006)


        Total S&E Occupations: 5,023,635                100%

        Social Sciences:                651,519           13%




     Source: National Science Foundation, Division of Science Resources
     Statistics, Scientists and Engineers Statistical Data System (SESTAT)
     (2006), http://sestat.nsf.gov
29                                                         Foreign Worker
(Source: NSB, SEI, 2010)




     Bad News for Social Sciences

        Social Science-Degree Workers Least Likely to Work in
         S&E Occupations, 2007
        Social Sciences PhD: Most Likely of S&E Workers to
         be Self-Employed (19%, 2007)
        Social Sciences-Degreed Workers have Highest
         Average Unemployment Rate of S&E degrees (5.1%,
         2007)
30                                                Foreign Worker
(Source: NSB, SEI, 2010)


     Social Sciences Graduates:
     Obstacles Entering Job Market

        Social Sciences PhD Graduates Among Highest Debt
         Level for S&E Occupations, 2007
        Social Sciences PhD Graduates Among Longest to
         Graduate within S&E PhD Doctoral Programs,
         FY1992-93 to FY2003-04
        BS Social Sciences Graduates: Most Likely to Work
         Out of Field at Graduation (15.7%) Among S&E
         Graduates
31                                                Foreign Worker
(Source: NSB, SEI, 2010)




      Social Sciences Graduates, 2006*
     Unemployment Rate                                                           %
     Bachelor’s                                                                 5.1
     Master’s                                                                   4.6
     Doctorate                                                                  1.9
     Involuntary Out-of-Field Employment Rate                                    %
     Bachelor’s                                                                15.7
     Master’s                                                                   9.5
     Doctorate                                                                  4.0
     National Science Foundation, Division of Science Resources Statistics, Scientists and
     Engineers Statistical Data System (SESTAT) (2006), http://sestat.nsf.gov.
32                                                                  Foreign Worker
(Source: NSB, SEI, 2010)




     Social Sciences Graduates, 2006*

     Highest Degree                                Average Salary

     Bachelor’s                                                  $43,300

     Master’s                                                    $67,300

     Doctorate                                                   $75,000


      National Science Foundation, Division of Science Resources Statistics, Scientists
      and Engineers Statistical Data System (SESTAT) (2006), http://sestat.nsf.gov.


33                                                                Foreign Worker
(Source: NSB, SEI, 2010)

      New H-1B Visa Workers in Social
      Sciences Occupations, 2006*

      Highest Degree                        Average Salary

      All Degrees                                         $60,900

      Bachelor’s                                          $54,100

      Master’s                                            $64,000

      Doctorate                                           $77,600

     Source: Dept. of Homeland Security, U.S. Citizenship and Immigration
     Services, special tabulations
34                                                          Foreign Worker
(Source: NSB, SEI, 2010)


     Social Sciences PhD:
     Median Annual Salaries, 1-5 yrs

     Sector, 2006                                            Salary
     All Sectors                                                 $53,000
     Private                                                     $65,000
     Tenure Track                                                $52,000
     Postdoctoral Appointment                                    $39,000
     Other Education                                             $50,000
     Nonprofit/Government                                        $62,000
     National Science Foundation, Division of Science Resources Statistics, Survey of
     Doctorate Recipients (2006), Scientists and Engineers Statistical Data System
     (SESTAT), http://sestat.nsf.gov.
35                                                                  Foreign Worker
(Source: NSB, SEI, 2010)

     PhD Social Sciences Graduates:
     Obstacles Entering Job Market

        Workers with Social Sciences PhD Least Likely Involved in R&D
         Among S&E PhD Holders, 2010
        Increased Likelihood of Postdoc (2002: 18%; 2005: 30%)
        Social Sciences Postdocs Least Likely to Have Medical Benefits
        1-5 Yrs Since Graduation, 2006 Salaries:
         –   25th Percentile: $40,000
         –   50th Percentile: $51,300
         –   75th Percentile: $65,000
36                                                      Foreign Worker
(Source: NSB, SEI, 2010)


     PhD Social Sciences Graduates:
     Good News Entering Job Market

        2006: PhD Pol Sci in Tenure Track, 1-3 yrs after
         Graduation: 45%; 4-6 yrs, 51.3%
        2006: PhD Sociology/Anthropology in Tenure Track,
         1-3 yrs after Graduation: 62.1%; 4-6 yrs, 65%
        Highest Rates of Tenure Track among S&E
         Disciplines
        Smallest Pay Gap (25%) between Postdoc and
         Tenure Track Positions among S&E Fields, 2006
37                                                 Foreign Worker
(Source: NSB, SEI, 2010)


     Social Science Occupations and
     Wages (2007)


        Mean Engineering Wages: $81,050

        Mean Social Sciences Wages: $66,370

        Mean Technology Wages: $53,165

        2004-07: Social Sciences Occupations had Lowest

         (3.1%) Average Annual Growth Rate.

38                                                Foreign Worker
(Source: NSB, SEI, 2010)


     Foreign-Born Social Science Workers
     % of Total US Workforce, 2003

     Sociology/Anthropology Degrees             %

     All Degrees                               7.2

     Bachelor’s                                6.7

     Master’s                                  10.2

     Doctorate                                 13.6


39                                             Foreign Worker
(Source: NSB, SEI, 2010)


     Foreign-Born Social Science Workers %
     of Total US Workforce, 2003

     Other Social Sciences Degrees              %

     All Degrees                               13.0

     Bachelor’s                                10.6

     Master’s                                  18.2

     Doctorate                                 31.3


40                                             Foreign Worker
(Source: NSB, SEI, 2010)


     Foreign-Born Social Science Workers %
     of Total US Workforce, 2003

     Political Science Degrees                   %

     All Degrees                                11.0

     Bachelor’s                                 9.5

     Master’s                                   17.1

     Doctorate                                  24.2


41                                              Foreign Worker
2.3 Foreign Worker Trends, Myths
            and Misconceptions




42                              Foreign Worker
(Source: Zweig, 2006)


     Why Chinese Scientists Return to
     China

        China’s Rapid Economic Development:             58%
        Good Government Policy                          47%
        Good Opportunity to Develop New Technology in
         China                                           42%
        Hard to Find Good Opportunities Overseas 32%
        Glass Ceiling Overseas for Chinese              31%
        Political Stability in China                    19%
43                                                Foreign Worker
(Source: Zweig, 2006; Gwynne and Flannery, 1992)




     Policies to Reverse Brain Drain

        China (government)

        Singapore (government)

        South Korea (government)

        Hong Kong (private sector only)


44                                                Foreign Worker
Common Myths

        US government will not hire foreign-born workers or
         students.
        US firms will not pay a living wage to foreign-born
         workers or students. (Rand, NDRI, 2008)
        US firms do not value overseas experience and
         education of foreign-born workers or students.
        US firms will not support a foreign-born workers need
         for language training.
        US firms do not believe foreign-born workers or
         students will fit into their organizational cultures.
45                                              Foreign Worker
Some Employer Concerns and
     Misconceptions

        Lack of English Proficiency
        Weak Interpersonal Skills
        Weak Communications Skills
        Lack of Leadership Aptitude
        Delay in Adapting to Organizational Culture
        Social Isolation
        Lack of Assertiveness
46                                             Foreign Worker
3. Foreign Worker v. International
           Student Experiences


                     Emphasize the
                     Advantages!




47                                   Foreign Worker
Advantages of International Student
     Experiences
     Employer’s Criteria in             Foreign              International
     Evaluating Job Candidates          Worker                  Student
     Language Skills             Low                   Very High
     Cultural Adaptation         Unknown/Low           Known/Very High

     Quality of Education        Unknown/Inferior      Known/Superior

     Employee’s Expectations     Unknown/Unrealistic   More Realistic

     Relocation Costs            High                  Low

     Visa Costs                  High                  Deferred by OPT

     R&D Contacts                Low                   Modest-to-High



48                                                        Foreign Worker
Advantages of International Public Policy
     Student Experiences
     Employer’s Criteria in               Foreign          International
     Evaluating Job Candidates            Worker              Student
     Knowledge of Federal Laws       Unknown/Low         High

     Analysis of US Organizations    Unknown-to-Low      High

     Knowledge of US Economy         Unknown-to-Modest   Modest-to-High

     Knowledge of US Government Unknown-to-Low           High

     Knowledge of US Policies        Unknown-to-Modest   High

     Technical/Quantitative Skills   Unknown-to-High     High/Proven

     Recommendations                 Foreign             US

49                                                        Foreign Worker
Advantages of Overseas Educational
     Experiences

        Bilingual/Multilingual Proficiency
        Understanding of Foreign Cultures
        Achievements in Multiple Cultures
        First-Hand View of Globalization
        Overseas Professional and Research Contacts
        Understanding of Foreign Business Practices
        Technical/Quantitative Undergraduate Degrees
        Represent “best and brightest” of Country of Origin
        Capable of Framing/Solving Problems Outside of US Culture
50                                                 Foreign Worker
4. To Stay or Return?



              Not the Same Old Dilemma




51                            Foreign Worker
Your Options

        Return Immediately after Graduation
        Work One Year, Then Return
        Work Till End of H-1B Visa, Then Return
        Stay Permanently
        Stay Permanently But Periodically Work Abroad
        Stay Years Until You Can Return at Highest Level

52                                             Foreign Worker
Linking Work and Home Country

        Represent US Firm in Your Home Country
        Represent Your Home Country Firm in US
        Serve as Visiting Professor in Your Home Country
        Serve as Visiting Professor in US
        Become Consultant or Independent Contractor
        Engage in International Research Collaborations
        Help US University Recruit from Your Home Country
        Help US Firm Recruit from Your Home Country
53                                            Foreign Worker
Variables in Career Decisions

        Age
        US and Home Country Economy
        Career and Personal Life-Cycles
        Potentiality of Academic/Work Relationships
        Personal Satisfaction/Quality of Life
        Easier to Stay Than Return
        Risk Aversion
        Occupational Options and Offers
54                                               Foreign Worker
5. Adapting to US Workplaces

                  Institutions
                  Policies
                  Organizational Cultures




55                                Foreign Worker
5.1 What the International Student
          Can Do Now to Prepare




56                                Foreign Worker
Work-Related Recommendations for
     International Students, 1

        Study regularly with English-speaking students.
        Study US laws, organizations, policies and cultures.
        Develop advanced quantitative and computer skills.
        Serve as TA, not just GRA (if seeking faculty career).
        Utilize advantages of overseas education and experience.
        Join academic associations (APPAM, ASA).
        Present papers at academic conferences and network.
        Emphasize your interdisciplinary skills and knowledge.

57                                                  Foreign Worker
Work-Related Recommendations for
     International Students, 2

        Obtain off-campus summer employment (OPT).
        Seek public speaking opportunities.
        Demonstrate leadership skills and aptitude.
        Establish friendships with US residents.
        Secure a US-based mentor.
        Build relationships for US-based references.
        Participate in team-based projects.
        Participate in professional associations.
        Attend industry association conferences or trade shows.
58                                                   Foreign Worker
5.2 What the Foreign Worker Can
              Do On the Job




59                              Foreign Worker
Recommendations for
     Foreign Workers, 1

        Learn organizational policies & procedures.
        Recognize how practice acceptably deviates from
         organizational policies & procedures.
        Learn when to email, call, and talk face-to-face.
        Build a positive relationship with your supervisor.
        Volunteer for special projects or tasks.
        Regularly praise and thank others.
        Socialize with colleagues inside and outside of work.
60                                                   Foreign Worker
Recommendations for
     Foreign Workers, 2

        Maintain professional awareness of events and advances in
         home country.
        Build professional relationships within home country.
        Maintain academic relationships from home country.
        Analyze how your home country knowledge might benefit your
         work organization.
        Publish in your home country also.
        Consider how you may be viewed as a representative of your
         home country within your workplace.
61                                                  Foreign Worker
5.3 The Faculty Career



               Becoming A Professor




62                            Foreign Worker
Professorial Career

        Do you wish research to be your focus?
        Would you work in federal or industry labs?
        Do you prefer a balance of research and teaching?
        Do you want to teach primarily?
        Would you consider federal agency work?
        Would you consider academic and industry employment
         alternating over your career?
63                                              Foreign Worker
(Source: J.C. Hermanowicz, 1998; Merton, 1957; Dannefer, 1984a)




     Types of Faculty Careers
                Elites                         Pluralists                      Locals
     High ambition                    Moderate ambition                Less ambition

     “uniform moral career”:          Career “nebulously               Teaching career identity
     strong career identity           conceived,” flexible
     Strong hierarchy of ascent       No hierarchy of ascent           Horizontal mobility

     Strongly R&D oriented            Somewhat R&D oriented            Little to no R&D

     Community of scholars            Mixed communities                Local community

     Low institutional                Mixed institutional              Strong institutional
     commitment                       commitments                      commitments
     Strong social stratification     Moderate social stratification Low social stratification

     Academic only career             Mixed sector career              Highly mixed career

64                                                                       Foreign Worker
(Source: J.C. Hermanowicz, 1998)



                                                                       National
                       Research Universities
                                                                        Labs
                      Mostly Elites, Some Pluralists

                                     Career
     Graduates
                                   Trajectories




                          State Universities                           Industry
                      Mostly Pluralists, Some Elites

                                    Career
     Graduates
                                  Trajectories



                                                                      Government
                    Comprehensive Universities
                 Mostly Communitarians, Some Pluralists


65                                                           Foreign Worker
If Academic Career in US, then…

        Stay in US
        Prior to Graduation Pursue Academic Appointments
        Accept a Postdoctoral Appointment, if Needed
        Avoid Non-Academic Positions
        Pursue Fellowships prior to PhD Graduation
        Publish, Publish, Publish!
        Have a GRA and TA Before Graduation
        Select Dissertation Topic That Makes You More
         Marketable
66                                           Foreign Worker
Q&A Time


        Unclear?
        Missing Topic?
        Conclusions?




67                       Foreign Worker
References

     Galama, Titus and James Hosek. (2008) U.S. Competitiveness in
        Science and Technology. RAND: National Defense Research
        Institute.
     Lin, Lin. (2002) “The learning experiences of Chinese graduate
        students in American Social Sciences programs.” Paper
        presented at Annual Conference of the Comparative and
        International Education Society (Orlando, FL, March 6-9, 2002).
     National Science Board. (2010) Science and Engineering Indicators,
        2010. National Science Foundation.
     Zweig, David. (2006) “Competing for talent: China’s strategies to
        reverse the brain drain.” International Labour Review, 145, 1-2;
        65-89.
68                                                   Foreign Worker
Contact Information

             Clark R. Bonilla, Director
           Alumni and Career Services
              School of Public Policy
               Office: 404-385-7220
     Email: clark.bonilla@pubpolicy.gatech.edu

69                                  Foreign Worker

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Foreign Student To Worker Workshop

  • 1. Foreign Student-to-Worker Experience Clark Bonilla, Director Alumni and Career Services School of Public Policy 1st Annual Public Policy Career Week 1 Foreign Worker
  • 2. Learning Objectives  Identify broad labor market issues affecting hiring of foreign workers.  Recognize the differences between foreign work and international student experiences.  Identify the advantages of the international student- to-worker experience.  Identify the challenges to adapting to the workplace. 2 Foreign Worker
  • 3. Goal To aid the international student in deciding whether or not to pursue employment in the US, identifying how to compete effectively within the labor market, and adapting successfully to future workplaces. 3 Foreign Worker
  • 4. 1. Career Decision Making Model Rational and Market- Based 4 Foreign Worker
  • 5. PP Career Advisement: Market-Based Model Job Market Optimal Career Options Personal Education Preferences 5 Foreign Worker
  • 6. Career as Occupational Pathway Barley (1989): “a structural  Policy Research Assistant  Policy Analyst property of an occupation  Policy Survey Lab Manager or an organization.”  Policy Research Manager (Greenhaus & Callanan, 1994, p. 4),  Policy Director i.e., a sequence of positions  State Policy Director held within an occupation.  State Policy Adviser 6 Foreign Worker
  • 7. Career as Work Patterns over Life  Greenhaus & Callanan (1994): “the pattern of work- related experiences that span the course of a person’s life.” (p. 5) – Objective: positions, duties, decisions – Subjective: work aspirations, expectations, values – Career Decision: reasons for position selection, changes in type or level of occupation (lateral or vertical movement) 7 Foreign Worker
  • 8. “Career Pathways” Defined The various career choices realistically open to an individual with a given education, skill sets, experience, interests, and values, that open up alternative career paths, i.e., inter-occupational mobility, intra-occupational mobility (vertical to management, or horizontal to non- management positions). These pathways expand or contract over time as the individual has effectively managed her career, contingent also, in part, on whether she prefers to be a generalist or a specialist. 8 Foreign Worker
  • 9. Career Anchors  Managerial Competence  Technical Functional Competence  Security  Creativity  Autonomy/Independence – (Schein, 1977; Keen, 1977) 9 Foreign Worker
  • 10. “Boundaryless-Careers” View “in an increasingly dynamic and chaotic organizational world, career paths are nowadays evolving ‘backwards’’ … from logical design and efficient manufacture, to creative invention and individual trailblazing.” (Peiperl, Arthur, Anand, 2002: 27; Peiperl & Baruch, 1997) 10 Foreign Worker
  • 11. What Boundaries are Less?  Through innovation, create a  Professional-to-Management new occupation  Management-to-Professional  Move between public, private  Telecommuting (work from and nonprofit sectors home)  Intra-firm occupational mobility  Contractual employment  Inter-firm occupational mobility  Seasonal employment  Enter/exit/re-enter labor market  Post-65 employment  Dual career professionals  Mid-Career return to school 11 Foreign Worker
  • 12. Success Criteria in BC View  Adaptation  Career Self-Determination  Career Learning  Improvisation  Spontaneity  Self-Directed Thematic Development  Self-Customizing Career Construction – (P,A&A, 2002: 28-31) 12 Foreign Worker
  • 13. Chetkovich, Carol. (2003) “What’s in a sector? The shifting career plans of public policy students.” Public Administration Review, 63, 6; 660-674. Survey of PP Graduate Students  Ambivalence: “Most policy students do not enter their programs planning for private-sector careers, but neither do they have a strong orientation toward the public sector.”  Uncertainty: “many are uncertain at entry [into studies], and plans fluctuate over the two years of graduate training.”  Mobility: “students will move between sectors, or at least should be prepared to do so.”  Rewards: some students seek private sector careers for better financial security, professional development, intellectual challenge, advancement, etc.  Significance: students oriented toward public sector have higher need to “make a difference” 13 Foreign Worker
  • 14. Career Management (CM)  CM is “a process by which individuals develop, implement, and monitor career goals and strategies.” (Greenhaus & Callanan, 1994: 5) 14 Foreign Worker
  • 15. Steps in Career Management 1. Conduct self-assessment (GT Career Services). 2. Understand labor market opportunities. 3. Select sector(s), occupation(s), and work culture(s). 4. Set career objectives and milestones. 5. Identify knowledge, skills, recognition, and experience necessary for each objective. 6. Identify timeframe and resources for each milestone. 7. Appraise progress periodically. 15 Foreign Worker
  • 16. What is Your Career Goal?  “A career goal is a desired career-related outcome that a person intends to attain.” (G&C, 1994: 24) 16 Foreign Worker
  • 17. Types of Goals  Conceptual Goal: identifies work experiences to pursue in the short-term and long-term.  Operational Goal: identifies specific positions or jobs to secure in the short-term and long- term. 17 Foreign Worker
  • 18. Sample Career Goal Career Goal Short-Term Long-Term Matrix Goals Goals To gain experience in To master incentive pricing Conceptual incentive pricing for across all clean/green new green technologies technologies for homes and for homes. businesses. Enter as Energy Policy Advance to Energy Policy Operational Analyst for Power Utility Director within 10 years for Company. regional Power Utility Company. 18 Foreign Worker
  • 19. Exercise 1: Write Career Goal Career Short-Term Long-Term Goal Matrix Goals Goals Conceptual Operational 19 Foreign Worker
  • 20. 2. The Labor Market Opportunities and Obstacles 20 Foreign Worker
  • 21. 2.1 Country Origins of International Students in US 21 Foreign Worker
  • 22. Earned US Doctoral Degrees in S&E by Citizenship (1985-2005)  Total US Doctoral Degrees Earned by Foreign-Born Students: 189,346  China: 41,677 (22%)  Taiwan: 19,187 (10%)  India: 18,712 (10%)  Korea: 18,872 (10%)  EU-15: 16,343 ( 9%) 22 Foreign Worker
  • 23. Asian Graduates with US Social Sciences PhD (1987-2007)  Total Asia: 15,921  China: 2,609  India: 1,740  South Korea: 3,832  Taiwan: 1,620 Source: National Science Foundation, Div. of Science Resources Statistics, Survey of Earned Doctorates, special tabulations (2009) 23 Foreign Worker
  • 24. (Source: Galama & Hosek, 2008) Foreign-Born S&E Workers in US  Median S&E Salaries for US Citizens and Foreign- Born Workers Reached Parity in 2005  Total Foreign-Born S&E with BS in US Workforce: 2.28 million in 2005.  Total Foreign-Born S&E with PhD in US Workforce: 246,000 in 2005. 24 Foreign Worker
  • 25. Work Visas to High-Skilled Workers  More issued than used  20,000 H-1B Visas for International Students studying MS/PhD annually (2010)  Over 2/3 of H-1B Visas issued for S&E occupations (85,000 annually, as of 2010)  5-Year PhD Stay Rate Declined 3% (2000-07) 25 Foreign Worker
  • 26. Foreign-Born S&E Workers in US Trend in Foreign-Born Share of S&E Employment in US 1990 2000 2004 Bachelor's 11% 17% 17% Masters 19% 29% 32% All PhD 24% 38% 37% PhDs <45 27% 52% --- Post-Doc 49% 57% --- Sources: 1990 and 2000 bachelor's, masters, PhD and PhDs less than 45 years of age, tabulated from Census of Population, IPUMS data; Post-Docs from NSF. 2004 figures tabulated from U.S. Bureau of Census, Current Population Survey, MORG Files. Post-Doc, NSF, http:/ /w .nsf.gov/sbe/srs/seifld04/C2/fig02265 where the figures refer to temporary residents rather than to foreign born. 26 Foreign Worker
  • 27. 2.2 The Labor Market for Social Sciences 27 Foreign Worker
  • 28. Foreign Share of US Earned S&E Degrees (2002): Social Sciences  Doctoral Degrees: ca. 19%  Master’s Degrees: ca. 11%  Bachelor’s Degrees: ca. 3%  Associate’s Degrees: ca. 2% Source: National Science Board (2006a; Tables 2-25, 2-27, 2-29, and 2-31) 28 Foreign Worker
  • 29. (Source: NSB, SEI, 2010) Social Science-Degreed Employment (US, 2006)  Total S&E Occupations: 5,023,635 100%  Social Sciences: 651,519 13% Source: National Science Foundation, Division of Science Resources Statistics, Scientists and Engineers Statistical Data System (SESTAT) (2006), http://sestat.nsf.gov 29 Foreign Worker
  • 30. (Source: NSB, SEI, 2010) Bad News for Social Sciences  Social Science-Degree Workers Least Likely to Work in S&E Occupations, 2007  Social Sciences PhD: Most Likely of S&E Workers to be Self-Employed (19%, 2007)  Social Sciences-Degreed Workers have Highest Average Unemployment Rate of S&E degrees (5.1%, 2007) 30 Foreign Worker
  • 31. (Source: NSB, SEI, 2010) Social Sciences Graduates: Obstacles Entering Job Market  Social Sciences PhD Graduates Among Highest Debt Level for S&E Occupations, 2007  Social Sciences PhD Graduates Among Longest to Graduate within S&E PhD Doctoral Programs, FY1992-93 to FY2003-04  BS Social Sciences Graduates: Most Likely to Work Out of Field at Graduation (15.7%) Among S&E Graduates 31 Foreign Worker
  • 32. (Source: NSB, SEI, 2010) Social Sciences Graduates, 2006* Unemployment Rate % Bachelor’s 5.1 Master’s 4.6 Doctorate 1.9 Involuntary Out-of-Field Employment Rate % Bachelor’s 15.7 Master’s 9.5 Doctorate 4.0 National Science Foundation, Division of Science Resources Statistics, Scientists and Engineers Statistical Data System (SESTAT) (2006), http://sestat.nsf.gov. 32 Foreign Worker
  • 33. (Source: NSB, SEI, 2010) Social Sciences Graduates, 2006* Highest Degree Average Salary Bachelor’s $43,300 Master’s $67,300 Doctorate $75,000 National Science Foundation, Division of Science Resources Statistics, Scientists and Engineers Statistical Data System (SESTAT) (2006), http://sestat.nsf.gov. 33 Foreign Worker
  • 34. (Source: NSB, SEI, 2010) New H-1B Visa Workers in Social Sciences Occupations, 2006* Highest Degree Average Salary All Degrees $60,900 Bachelor’s $54,100 Master’s $64,000 Doctorate $77,600 Source: Dept. of Homeland Security, U.S. Citizenship and Immigration Services, special tabulations 34 Foreign Worker
  • 35. (Source: NSB, SEI, 2010) Social Sciences PhD: Median Annual Salaries, 1-5 yrs Sector, 2006 Salary All Sectors $53,000 Private $65,000 Tenure Track $52,000 Postdoctoral Appointment $39,000 Other Education $50,000 Nonprofit/Government $62,000 National Science Foundation, Division of Science Resources Statistics, Survey of Doctorate Recipients (2006), Scientists and Engineers Statistical Data System (SESTAT), http://sestat.nsf.gov. 35 Foreign Worker
  • 36. (Source: NSB, SEI, 2010) PhD Social Sciences Graduates: Obstacles Entering Job Market  Workers with Social Sciences PhD Least Likely Involved in R&D Among S&E PhD Holders, 2010  Increased Likelihood of Postdoc (2002: 18%; 2005: 30%)  Social Sciences Postdocs Least Likely to Have Medical Benefits  1-5 Yrs Since Graduation, 2006 Salaries: – 25th Percentile: $40,000 – 50th Percentile: $51,300 – 75th Percentile: $65,000 36 Foreign Worker
  • 37. (Source: NSB, SEI, 2010) PhD Social Sciences Graduates: Good News Entering Job Market  2006: PhD Pol Sci in Tenure Track, 1-3 yrs after Graduation: 45%; 4-6 yrs, 51.3%  2006: PhD Sociology/Anthropology in Tenure Track, 1-3 yrs after Graduation: 62.1%; 4-6 yrs, 65%  Highest Rates of Tenure Track among S&E Disciplines  Smallest Pay Gap (25%) between Postdoc and Tenure Track Positions among S&E Fields, 2006 37 Foreign Worker
  • 38. (Source: NSB, SEI, 2010) Social Science Occupations and Wages (2007)  Mean Engineering Wages: $81,050  Mean Social Sciences Wages: $66,370  Mean Technology Wages: $53,165  2004-07: Social Sciences Occupations had Lowest (3.1%) Average Annual Growth Rate. 38 Foreign Worker
  • 39. (Source: NSB, SEI, 2010) Foreign-Born Social Science Workers % of Total US Workforce, 2003 Sociology/Anthropology Degrees % All Degrees 7.2 Bachelor’s 6.7 Master’s 10.2 Doctorate 13.6 39 Foreign Worker
  • 40. (Source: NSB, SEI, 2010) Foreign-Born Social Science Workers % of Total US Workforce, 2003 Other Social Sciences Degrees % All Degrees 13.0 Bachelor’s 10.6 Master’s 18.2 Doctorate 31.3 40 Foreign Worker
  • 41. (Source: NSB, SEI, 2010) Foreign-Born Social Science Workers % of Total US Workforce, 2003 Political Science Degrees % All Degrees 11.0 Bachelor’s 9.5 Master’s 17.1 Doctorate 24.2 41 Foreign Worker
  • 42. 2.3 Foreign Worker Trends, Myths and Misconceptions 42 Foreign Worker
  • 43. (Source: Zweig, 2006) Why Chinese Scientists Return to China  China’s Rapid Economic Development: 58%  Good Government Policy 47%  Good Opportunity to Develop New Technology in China 42%  Hard to Find Good Opportunities Overseas 32%  Glass Ceiling Overseas for Chinese 31%  Political Stability in China 19% 43 Foreign Worker
  • 44. (Source: Zweig, 2006; Gwynne and Flannery, 1992) Policies to Reverse Brain Drain  China (government)  Singapore (government)  South Korea (government)  Hong Kong (private sector only) 44 Foreign Worker
  • 45. Common Myths  US government will not hire foreign-born workers or students.  US firms will not pay a living wage to foreign-born workers or students. (Rand, NDRI, 2008)  US firms do not value overseas experience and education of foreign-born workers or students.  US firms will not support a foreign-born workers need for language training.  US firms do not believe foreign-born workers or students will fit into their organizational cultures. 45 Foreign Worker
  • 46. Some Employer Concerns and Misconceptions  Lack of English Proficiency  Weak Interpersonal Skills  Weak Communications Skills  Lack of Leadership Aptitude  Delay in Adapting to Organizational Culture  Social Isolation  Lack of Assertiveness 46 Foreign Worker
  • 47. 3. Foreign Worker v. International Student Experiences Emphasize the Advantages! 47 Foreign Worker
  • 48. Advantages of International Student Experiences Employer’s Criteria in Foreign International Evaluating Job Candidates Worker Student Language Skills Low Very High Cultural Adaptation Unknown/Low Known/Very High Quality of Education Unknown/Inferior Known/Superior Employee’s Expectations Unknown/Unrealistic More Realistic Relocation Costs High Low Visa Costs High Deferred by OPT R&D Contacts Low Modest-to-High 48 Foreign Worker
  • 49. Advantages of International Public Policy Student Experiences Employer’s Criteria in Foreign International Evaluating Job Candidates Worker Student Knowledge of Federal Laws Unknown/Low High Analysis of US Organizations Unknown-to-Low High Knowledge of US Economy Unknown-to-Modest Modest-to-High Knowledge of US Government Unknown-to-Low High Knowledge of US Policies Unknown-to-Modest High Technical/Quantitative Skills Unknown-to-High High/Proven Recommendations Foreign US 49 Foreign Worker
  • 50. Advantages of Overseas Educational Experiences  Bilingual/Multilingual Proficiency  Understanding of Foreign Cultures  Achievements in Multiple Cultures  First-Hand View of Globalization  Overseas Professional and Research Contacts  Understanding of Foreign Business Practices  Technical/Quantitative Undergraduate Degrees  Represent “best and brightest” of Country of Origin  Capable of Framing/Solving Problems Outside of US Culture 50 Foreign Worker
  • 51. 4. To Stay or Return? Not the Same Old Dilemma 51 Foreign Worker
  • 52. Your Options  Return Immediately after Graduation  Work One Year, Then Return  Work Till End of H-1B Visa, Then Return  Stay Permanently  Stay Permanently But Periodically Work Abroad  Stay Years Until You Can Return at Highest Level 52 Foreign Worker
  • 53. Linking Work and Home Country  Represent US Firm in Your Home Country  Represent Your Home Country Firm in US  Serve as Visiting Professor in Your Home Country  Serve as Visiting Professor in US  Become Consultant or Independent Contractor  Engage in International Research Collaborations  Help US University Recruit from Your Home Country  Help US Firm Recruit from Your Home Country 53 Foreign Worker
  • 54. Variables in Career Decisions  Age  US and Home Country Economy  Career and Personal Life-Cycles  Potentiality of Academic/Work Relationships  Personal Satisfaction/Quality of Life  Easier to Stay Than Return  Risk Aversion  Occupational Options and Offers 54 Foreign Worker
  • 55. 5. Adapting to US Workplaces Institutions Policies Organizational Cultures 55 Foreign Worker
  • 56. 5.1 What the International Student Can Do Now to Prepare 56 Foreign Worker
  • 57. Work-Related Recommendations for International Students, 1  Study regularly with English-speaking students.  Study US laws, organizations, policies and cultures.  Develop advanced quantitative and computer skills.  Serve as TA, not just GRA (if seeking faculty career).  Utilize advantages of overseas education and experience.  Join academic associations (APPAM, ASA).  Present papers at academic conferences and network.  Emphasize your interdisciplinary skills and knowledge. 57 Foreign Worker
  • 58. Work-Related Recommendations for International Students, 2  Obtain off-campus summer employment (OPT).  Seek public speaking opportunities.  Demonstrate leadership skills and aptitude.  Establish friendships with US residents.  Secure a US-based mentor.  Build relationships for US-based references.  Participate in team-based projects.  Participate in professional associations.  Attend industry association conferences or trade shows. 58 Foreign Worker
  • 59. 5.2 What the Foreign Worker Can Do On the Job 59 Foreign Worker
  • 60. Recommendations for Foreign Workers, 1  Learn organizational policies & procedures.  Recognize how practice acceptably deviates from organizational policies & procedures.  Learn when to email, call, and talk face-to-face.  Build a positive relationship with your supervisor.  Volunteer for special projects or tasks.  Regularly praise and thank others.  Socialize with colleagues inside and outside of work. 60 Foreign Worker
  • 61. Recommendations for Foreign Workers, 2  Maintain professional awareness of events and advances in home country.  Build professional relationships within home country.  Maintain academic relationships from home country.  Analyze how your home country knowledge might benefit your work organization.  Publish in your home country also.  Consider how you may be viewed as a representative of your home country within your workplace. 61 Foreign Worker
  • 62. 5.3 The Faculty Career Becoming A Professor 62 Foreign Worker
  • 63. Professorial Career  Do you wish research to be your focus?  Would you work in federal or industry labs?  Do you prefer a balance of research and teaching?  Do you want to teach primarily?  Would you consider federal agency work?  Would you consider academic and industry employment alternating over your career? 63 Foreign Worker
  • 64. (Source: J.C. Hermanowicz, 1998; Merton, 1957; Dannefer, 1984a) Types of Faculty Careers Elites Pluralists Locals High ambition Moderate ambition Less ambition “uniform moral career”: Career “nebulously Teaching career identity strong career identity conceived,” flexible Strong hierarchy of ascent No hierarchy of ascent Horizontal mobility Strongly R&D oriented Somewhat R&D oriented Little to no R&D Community of scholars Mixed communities Local community Low institutional Mixed institutional Strong institutional commitment commitments commitments Strong social stratification Moderate social stratification Low social stratification Academic only career Mixed sector career Highly mixed career 64 Foreign Worker
  • 65. (Source: J.C. Hermanowicz, 1998) National Research Universities Labs Mostly Elites, Some Pluralists Career Graduates Trajectories State Universities Industry Mostly Pluralists, Some Elites Career Graduates Trajectories Government Comprehensive Universities Mostly Communitarians, Some Pluralists 65 Foreign Worker
  • 66. If Academic Career in US, then…  Stay in US  Prior to Graduation Pursue Academic Appointments  Accept a Postdoctoral Appointment, if Needed  Avoid Non-Academic Positions  Pursue Fellowships prior to PhD Graduation  Publish, Publish, Publish!  Have a GRA and TA Before Graduation  Select Dissertation Topic That Makes You More Marketable 66 Foreign Worker
  • 67. Q&A Time Unclear? Missing Topic? Conclusions? 67 Foreign Worker
  • 68. References Galama, Titus and James Hosek. (2008) U.S. Competitiveness in Science and Technology. RAND: National Defense Research Institute. Lin, Lin. (2002) “The learning experiences of Chinese graduate students in American Social Sciences programs.” Paper presented at Annual Conference of the Comparative and International Education Society (Orlando, FL, March 6-9, 2002). National Science Board. (2010) Science and Engineering Indicators, 2010. National Science Foundation. Zweig, David. (2006) “Competing for talent: China’s strategies to reverse the brain drain.” International Labour Review, 145, 1-2; 65-89. 68 Foreign Worker
  • 69. Contact Information Clark R. Bonilla, Director Alumni and Career Services School of Public Policy Office: 404-385-7220 Email: clark.bonilla@pubpolicy.gatech.edu 69 Foreign Worker