The Chicago School of Professional Psychology, known as "The Chicago School," is a graduate university specializing in psychology. With over 4,500 students, The Chicago School offers more than 20 degree programs related exclusively to psychology and related behavioral science. The school is an active member of the National Council of Schools and Programs of Professional Psychology, which has recognized the school for its distinguished service and outstanding contributions to cultural diversity. Wikipedia.
News Article | November 29, 2016
LOS ANGELES, Nov. 29, 2016 /PRNewswire-USNewswire/ -- The health of Americans is deteriorating rapidly due to chronic diseases such as diabetes, high blood pressure and heart disease. The debate over health care has resulted in the Affordable Care Act (ACA), which has provided health...
Skochelak S.E.,The Chicago School of Professional Psychology
Academic Medicine | Year: 2016
PURPOSE: Accreditation and professional organizations have recognized the importance of measuring medical students’ perceptions of the learning environment, which influences well-being and professional competency development, to optimize professional development. This study was conducted to explore interactions between students’ perceptions of the medical school learning environment, student demographic variables, and students’ professional attributes of empathy, coping, tolerance of ambiguity, and patient-centeredness to provide ideas for improving the learning environment. METHOD: Twenty-eight medical schools at 38 campuses recruited 4,664 entering medical students to participate in the two-cohort longitudinal study (2010–2014 or 2011–2015). The authors employed chi-square tests and analysis of variance to examine the relationship between Medical School Learning Environment Survey (MSLES) scores and student characteristics. The authors used mixed-effects models with random school and campus effects to test the overall variances accounted for in MSLES scores at the end of the first year of medical school. RESULTS: Student attributes and demographic characteristics differed significantly across schools but accounted for only 2.2% of the total variance in MSLES scores. Medical school campus explained 15.6% of the variance in MSLES scores. CONCLUSIONS: At year’s end, students’ perceptions toward the learning environment, as reported on the MSLES, differed significantly according to the medical school campus where they trained. Further studies are needed to identify specific factors, such as grading policies, administrative support, and existence of learning communities, which may influence perceptions of the learning environment at various schools. Identifying such variables would assist schools in developing a positive learning environment. © 2016 by the Association of American Medical Colleges
Caetano-Anolles K.,University of Illinois at Urbana - Champaign |
Caetano-Anolles K.,The Chicago School of Professional Psychology |
Caetano-Anolles G.,University of Illinois at Urbana - Champaign
PLoS ONE | Year: 2013
The origin of metabolism has been linked to abiotic chemistries that existed in our planet at the beginning of life. While plausible chemical pathways have been proposed, including the synthesis of nucleobases, ribose and ribonucleotides, the cooption of these reactions by modern enzymes remains shrouded in mystery. Here we study the emergence of purine metabolism. The ages of protein domains derived from a census of fold family structure in hundreds of genomes were mapped onto enzymes in metabolic diagrams. We find that the origin of the nucleotide interconversion pathway benefited most parsimoniously from the prebiotic formation of adenine nucleosides. In turn, pathways of nucleotide biosynthesis, catabolism and salvage originated ~300 million years later by concerted enzymatic recruitments and gradual replacement of abiotic chemistries. Remarkably, this process led to the emergence of the fully enzymatic biosynthetic pathway ~3 billion years ago, concurrently with the appearance of a functional ribosome. The simultaneous appearance of purine biosynthesis and the ribosome probably fulfilled the expanding matter-energy and processing needs of genomic information. © 2013 Caetano-Anollés, Caetano-Anollés.
Welborn J.M.,The Chicago School of Professional Psychology
Journal of Human Lactation | Year: 2012
Background: The continued ability for a mother to produce breast milk following the death of her baby in utero, at birth, or during the postpartum period is an aspect of perinatal loss that is rarely acknowledged. Objective: To explore the lived experience of bereaved mothers who chose to express and donate their breast milk to a milk bank to feed premature and sick babies following the loss of their own babies. Methods: Twenty-one bereaved mothers who donated their milk between January 2003 and December 2006 to the Mothers Milk Bank in San Jose, CA or Columbus, OH participated in an in-depth, semistructured interview process about their experiences expressing and donating their milk. Results: Each transcribed interview revealed 4 essential themes, as follows: (1) identifying as a mother, grieving the loss of motherhood; (2) meanings associated with the experience of pumping milk; (3) finding meaning in and integrating the experience of perinatal loss; and (4) the importance of addressing lactation with bereaved mothers. Various subthemes were explored within each essential theme. Conclusion: The experiences of these participants reflect the importance of addressing lactation more thoroughly with bereaved mothers who have lost their babies in utero, at birth, or during the postpartum period and providing them with adequate support and education during the healing process. © The Author(s) 2012.
Agency: NSF | Branch: Continuing grant | Program: | Phase: HIST BLACK COLLEGES AND UNIV | Award Amount: 2.24M | Year: 2012
The Chicago School of Professional Psychology will build upon its existing offerings to develop and deliver a specialized focus in Academic Leadership, designed to address the compelling need for women faculty in the STEM disciplines at HBCUs to acquire leadership skills. The program will serve three cohorts of 15 participants each, each of whom will receive a Graduate Certificate in Academic Leadership.
With the focus of this project on women STEM faculty in Historically African-American Colleges and Universities, this project will contribute significantly to increasing gender diversity in the leadership ranks at these institutions. By supporting women of color in STEM fields in realizing their leadership potential, this program will help ensure that students and faculty in these disciplines will benefit from the skills, wisdom, breadth of experience and unique perspectives that such women will provide. The model designed for the TCSPP Academic Leadership Graduate Certificate Program has promise for broad dissemination across its eastcoast, midwest, and westcoast campuses and their wide professional networks.
Agency: NSF | Branch: Standard Grant | Program: | Phase: HIST BLACK COLLEGES AND UNIV | Award Amount: 40.55K | Year: 2015
The International Gender Summit is held annually, to highlight the role and status of women in STEM disciplines. This fifth summit, International Gender Summit Africa 2015 (GSA), recognizes the multitude of scientific and economic opportunities available on the continent. The summit will provide a link between enhancing African economic prosperity and increasing the presence and status of women in STEM.
The Chicago School of Professional Psychology conducts a project titled Opportunities for UnderRepresented Scholars (OURS), which provides leadership training, culminating in a post-graduate certificate in academic leadership, to STEM women of color in faculty and administrator positions at minority-serving institutions of higher education. The project leaders and four alumnae of the program will attend and make presentations on aspects of OURS at GSA, focusing primarily on concerted efforts to: (1) raise awareness; (2) disseminate effective best practices; and (3) contribute to the ongoing leadership development of women of color in the academic STEM disciplines.
Cooper T.C.,Northwestern University |
Simmons E.B.,The Chicago School of Professional Psychology |
Webb K.,Center for Lifestyle Medicine |
Burns J.L.,Northwestern University |
Kushner R.F.,Northwestern University
Obesity Surgery | Year: 2015
Background: The primary purpose of this study was to assess weight loss and occurrence of weight regain among patients who underwent Roux-en-Y gastric bypass (RYGB) using categorical analysis. Methods: Study participants were selected from patients who underwent RYGB from a single institution. Participants (n = 300, mean procedure age = 45.6 ± 9.9) completed surveys for self-reported preoperative weight, current weight, and subsequent weights over postoperative years. Measured weights and confirmed procedure dates were acquired from patient medical records. Mean preoperative weight and BMI were 140.8 kg ± 32.1 and 49.7 ± 9.9, respectively, and mean years since surgery was 6.9 ± 4.9. Study subjects were mostly Caucasian (56.7 %) and female (80.3 %). Participants were stratified a priori into four cohorts based on percent of weight loss at 1 year, <25 % (n = 39), 25–30 % (n = 51), 30–35 % (n = 73), and >35 % (n = 113). General linear model analyses were conducted to assess the effect of year one weight loss on percent weight regain. Results: The mean weight regain for all patients was 23.4 % of maximum weight loss. Using categorical analysis, mean weight regain in the <25, 25–30, 30–35, and >35 % weight loss cohorts was 29.1, 21.9, 20.9, and 23.8 %, respectively. Excessive weight regain, defined as ≥25 % of total lost weight, occurred in 37 % of patients. Conclusion: Weight gain is a common complication following RYGB surgery. Despite the percentage of weight loss over the first year, all cohort patient groups regained on average between 21 and 29 % of lost weight. Excessive weight gain was experienced by over one third of patients. Greater initial absolute weight loss leads to more successful long-term weight outcomes. © 2015, Springer Science+Business Media New York.
News Article | February 15, 2017
After 36 years at the helm of the national business psychology firm, Robert Mines, Ph.D., founder of MINES & Associates (MINES), has moved into a Chairman role with the incoming leadership team as part of a succession plan that has been in the works for over 3 years. “As a psychology firm and a consultant to organizations across the United States regarding organizational design, on top of employee psychology more broadly, we thought it best that we ‘eat our own bread’ so to speak. So we have been planning this transition and working on this transition for a number of years now to prepare the firm and these new leaders to be able to hit the ground running and continue the success of this firm” said Mines. The new leadership team took their new roles on January 1st of this year following the departure of longtime business partner/employee Dr. Richard Lindsey, who has retired. As a part of the transition, MINES used a combination of assessments, coaching, strategy-setting sessions, and significant mentoring to help foster the change. While the team is new to the executive leadership team at MINES, the three new executives have a combined 29 years of experience at MINES in various roles. “I’ve been very fortunate these past 9 years to have worked for a company that practices the very ideals that we espouse with our client companies and in the way that we provide our services by fostering professional growth and empowering our employees to excel. It’s a cultural value that our leadership team intends to continue going forward” said incoming CEO Dr. Daniél Kimlinger. Robert A. Mines, Ph.D. Robert A. Mines, Ph.D., is the Chairman of Mines and Associates (MINES). He was the CEO of MINE for 36 years. He also will be the clinical director of the health psychology division. He will continue to function as a psychologist and consultant for MINES’ clients for the foreseeable future. MINES is a national business psychology firm with two divisions: Organizational Psychology and Health Psychology. Dr. Mines is a licensed psychologist in the state of Colorado. He is a past president of the Colorado chapter of the Employee Assistance Professionals Association, was on the international board of directors, was the recipient of the 2004 International Employee Assistance Professional Association’s Member of the Year Award and was the recipient of the1992 Daetwiler Distinguished Service Award for his contributions to the EAP field. He is a member of the American Psychological Association and an individual member of the Employee Assistance Professionals Association. Daniél C. Kimlinger, Ph.D., MHA, SHRM-SCP, SPHR Daniél (Dani) C. Kimlinger Ph.D., MHA, SHRM-SCP, SPHR, is the CEO of Mines and Associates (MINES), she joined MINES in 2008. Dr. Kimlinger has her undergraduate in Psychology and Sociology and a Master of Health Administration (MHA). Dr. Kimlinger completed the Executive Leadership Program at Cornell University and completed her Ph.D. in the school of Business Psychology in Organizational Leadership at The Chicago School of Professional Psychology. Dr. Kimlinger has a background in Human Resources and Organizational Psychology. She is a thought leader having presented at numerous national and international conferences on organizational psychology topics, published professionally on management of impaired professionals, managing millennials, women and leadership. Dr. Kimlinger is committed to the community volunteering and sitting on non-profit and professional boards. Patrick J. Hiester, MA, LPC Patrick J. Hiester, MA, LPC is the COO of Mines and Associates. He has worked in a number of capacities over the last 12 years at the firm, including VP of BizPsych, account management supervisor, consultant, trainer and utilization review consultant. He will oversee the health psychology operations and account management. He has been an active member of the International Employee Assistance Professional Association and received the prestigious Daetwiler Distinguished Service Award for his contributions to the field. Ryan H. Lucas Ryan H. Lucas is the CIO of Mines and Associates (MINES). He will oversee the technology and administrative areas of MINES. Mr. Lucas is a nationally recognized thought leader in the health technology and records space. He has presented at national and state meetings on a variety of IT and technology topics in healthcare. He has served in a variety of capacities at MINES over the last 8 years including account management, network development, marketing, and research and development. About MINES For over 36 years MINES and the team members that make our services possible have prided ourselves on “saving lives and influencing the course of human events,” as our founder Robert Mines would say. We serve our community every day through our efforts to provide high-quality, award-winning EAP services, managed behavioral healthcare, and organizational psychology services. MINES’ EAP provides highly tailored psychological services that fit each organization’s particular needs. Combining high-touch service with customized promotional programs, MINES’ EAP services maintain a utilization rate far above our competitors. Valuing quality over all else, MINES’ EAP provides effective counseling services for employees and their families, access to online resources including do-it-yourself legal forms, financial calculators, informational articles and self-help tools. The EAP also acts as a management tool that helps leadership be more proactive in helping their staff further reducing their healthcare costs at the same time. MINES’ Managed Care services provide employees with an advocate to ensure their best care and help protect healthcare programs against unnecessary spending due to inefficient practices or predatory companies, while increasing the speed that treatment can take place and help employees recover as fast as possible. MINES’ offers organizational development services that work with management to identify ways of increasing productivity and social wellbeing within the organization. MINES’ services provide customized analysis and reporting that identifies solutions quickly, proven ROI in helping maximize employee potential, and high-touch personal interaction with MINES’ consultants for a simple easy process. MINES proprietary OWIE model (Organizational Wellbeing Inventory and Evaluation) provides a ground up systemic evaluation of the organization and provides a complete analysis, review, and solution model with the goal of getting an organization back to top shape and addressing its particular needs as efficiently and cost effectively as possible. For more information on MINES visit http://www.minesandassociates.com or call us at 1-800-873-7138 or email at info(at)minesandassociates(dot)com For media inquiries, please contact Nic McKane 303-468-7651 njmckane(at)minesandassociates(dot)com 10367 W Centennial Rd Littleton, CO 80127 http://www.minesandassociates.com
News Article | March 1, 2017
CHICAGO, March 1, 2017 /PRNewswire-USNewswire/ -- The Chicago School of Professional Psychology, one of the leading nonprofit graduate universities devoted exclusively to the study of psychology, and related behavioral health services, has selected Dr. James Chitwood as the Campus Dean...
News Article | February 24, 2017
LOS ANGELES, Feb. 23, 2017 /PRNewswire-USNewswire/ -- The Chicago School of Professional Psychology (TCSPP) is pleased to announce the appointment of Ted Scholz, Ph.D. as Vice President of Academic Affairs and Chief Academic Officer. Dr. Scholz had served as Interim Chief Academic Officer...