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Dr. Conrad - Overview of UOPX Master's and PhD programs in I-O Psychology
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- 1. Master’s Curriculum for UOPX Doctor of Philosophy Program in Industrial/Organizational Psychology Kelley A. Conrad, Ph.D. SAS FTAF – Doctor of Philosophy in Industrial /Organizational Psychology 1
- 2. Overview Part I – What is I-O Psychology? Part II – I-O Program Master’s RFP Project Part III – PSYCH/710 Capstone Comprehensive Assessment Part IV – I-O Master’s Degree Confirmation Part V –I-O Doctoral Dissertation Residency I 2
- 3. What is I-O Psychology? Industrial-organizational (I-O) psychology is the scientific study of the workplace.
- 4. What is I/O Psychology? The Scientific Study of the Workplace The rigor and methods of psychology are applied to issues of critical relevance to business and organizations. Examples Talent selection, job design, job placement, coaching, assessment, training, organizational development, job performance, and work-life balance. 4
- 5. Where do I-O Psychologists work? (Silzer & Parson, 2011) 5 Academic 43% Consulting 33% Organizations 15% Government 6% Retired 2% Unknown 1%
- 6. Academic Institutions (43% of Total employment) Academic Employment Subgroup Percentages Business school/department (1) 660 47.6% Psychology department 590 42.6% University research (2) 66 4.8% Other educational institutions 36 2.6% Student (3) 15 1.1% Professional school (4) 11 0.8% Two-year college 8 0.6% 1 - also includes OB and HRM departments 2 - position has “research” in the title and is in a variety of other departments 3 - includes PhD candidates and post-doctoral university positions 4 - found primarily in professional schools of psychology (Silzer & Parson, 2011) 6
- 7. Private Consulting Practice (33% of Total) Consulting Employment Subgroups Independent practice (1) 412 39.0% Small consulting firm (2) 167 15.8% Large I-O consulting firm (3) 122 11.5% Self-employed (4) 121 11.5% Moderate-sized consulting firm (5) 83 7.9% HR Consulting firm (6) 65 6.2% Research consulting firm (7) 60 5.7% Research specialty consulting firm (8) 27 2.6% 1 - firms with an official name and a solo member 2 - smaller regional firms; appear to have at least two professional members 3 - large national I/O & psychology focused firms (APT, DDI, Kenexa, PDINH, Valtera, etc.) 4 - solo member with no formal firm name 5 - well-known, moderate sized consulting firms 6 - general HR consulting firms (AON, Hay, Hewitt, Korn-Ferry, Mercer, etc.) 7 - large I-O research oriented firms - AIR, HumRRO, PDRI 8 - all other research oriented firms (e.g. ACT, College Board, ETS, LIMRA, LOMA, etc.) (Silzer & Parson, 2011) 7
- 8. Industry (15% of total employment) Top ten company subgroups: Manufacturing 98 20.4% Financial Services 62 12.9% Consumer products 54 11.3% Nonfinancial services 49 10.2% Retail 44 9.2% Technology 35 7.3% Utilities 22 4.6% Healthcare services 21 4.4% Transportation 20 4.2% Consumer services 19 4.0% (Silzer & Parson, 2011) 8
- 9. Government (6% of total) Government Employment Subgroups Federal government psychologist 56 26.8% Federal government research 46 22.0% Military research (1) 26 12.4% Local government personnel Psych 22 10.5% State government personnel Psych 19 9.1% Government healthcare org 17 8.1% Personnel psychologist 9 4.3% Military service (2) 5 2.4% Academic position 5 2.4% State government research 2 1.0% 1 - Army, Navy, Air Force research groups 2 - active duty (Silzer & Parson, 2011) 9
- 10. What I-O Practitioners Do Help employers deal with employees fairly Leadership and gender stereotypes Workplace diversity and harassment Evaluating work performance Help make jobs more interesting and satisfying Motivation and performance Work teams Judgment and decision making Help workers be more productive Work-Family balance Selection and Development Personality and work 10
- 11. UOPX PhD I-O Program Goals Develop a Community of I-O Scholar - Practitioner – Leaders Develop Students as Future Stewards of I-O Psychology Become a Premier Graduate Program for I-O Psychology 11
- 12. I-O Ph.D. Program Designed following SIOP Guidelines – 98 Credits – 5 years of study. Master’s of Science Degree earned en-route through 2 years of course work ending with a capstone comprehensive Master’s Project the preparation of an response to a Request For Proposal (RFP) guided by Master’s Advisor Ph.D. earned through 2 residencies and 3 years of additional study ending with a Comprehensive Exam and a Dissertation and Oral Defense 12
- 13. Two Advisors Master’s Project Advisor Between RES/741 and PSYCH/710 Practicing I-O Practitioner with RFP Experience Guides and supports students on Master’s Project Doctoral Chair Between DOC/735 Research Proposal and Oral Defense DOC/738 Experienced Ph.D., I-O Practitioner Guides and supports students with the Dissertation 13
- 14. Questions? Do you have any questions about the nature of the work that I-O Psychologists perform? Do you have any questions about the UOPX Ph.D. Program in I-O Psychology? UOPX SAS CCC for Business UOPX I-O Doctoral Program Faculty 14
- 15. I-O Program Master’s RFP Project Capstone summative assessment of Master’s level studies in I-O, equivalent to a Master’s comprehensive exam
- 16. IO Master’s RFP Project Find and Develop a Response to a Real Current (Open – Within 6 months of date of Psych 706) Request for Proposal Posted by some Organization on a Public Website, Present and Critique that Response. 16
- 17. Master’s Comprehensive Project Objectives Capstone Comprehensive Assessment of skills as a Master’s level I-O Psychologist in private practice Models key role for scientist-practitioners – Obtaining business by responding to Requests for Proposals (RPFs) Project requires students to Locate, Research, and Respond to a real RFP as if bidding for the project Guided by a Master’s Advisor over period while five content courses are completed (36 Weeks) 17
- 18. I-O Master’s Project Faculty Advisor Guides development of learner as an I-O practitioner. Guides work in I-O Master’s Project Provides ongoing feedback on project and on advisee progress in I-O program By end of ORG/730 – Confirm selection, working agreement, Selection of RFP, and project plan By end of PSYCH/707 – Confirm project progress – Philosophical and Theoretical base By end of PSYCH/708 – Review all three documents and grant Permission to enroll in Psych 710 At end of PSYCH/710 - Review completion of project, Feedback on completed project, Grade for Project, and schedule additional meetings and reviews if needed. 18
- 19. • Industrial psychologist • Organizational psychologist • Training and development • Performance improvement • Organization design • Consulting • Organizational systems • Management • Process evaluation and assessment • Leadership development Selecting a Faculty Advisor Advisors Available after RES741 is complete Go to SASWeb in Area of Expertise Select: PhD/IO In Advisor Area of Expertise Select from: 19
- 20. Courses which involve Master’s RFP RES/741 – Master’s Project introduced last week PSYCH/706 – Advisor Selected – RFP Selected and Approved by Advisor ORG/730 – RFP Doc 3 Drafted, Understanding of RFP Clear PSYCH/707 – RFP Doc 1 Drafted, Theoretical Substantiation Drafted based on anticipated project response – This is refined as student progresses on Doc 2, the RFP proposal PSYCH/708 – Doc 2 RFP finished additionst to Theoretical & Philosophical Substantiation, Master’s Advisor approval required to register for PSYCH/710 PSYCH/709 – Assemble Final Full RFP, Review, Prepare for presentation PSYCH/710 – Five days to review and refine – 2 days to prepare for presentation 20
- 21. Step by Step through the IO Master’s Project 21
- 22. UOPX I-O Psychology Program Master’s RFP Project Handbook And other Support Files available on SAS Web Site URL: https://ecampus.phoenix.edu/secure/aapd/Materials/IP/curriculum/sas/document- page/document-page.asp#tab-6 22
- 23. PhD HEA DM IST DHA EdD. ET DM DBA Ed.D CIEd.D DM DBA DHA EDD HEA I-O NUR DM DM/IST Dissertation Criteria Dissertation Scale Overview Concept Paper Template Foundational Mechanics Master current copies of major documents for I-O Master’s and Ph.D. Programs are found under this tab.
- 24. Possible Sources www.FindRFP.com -- Federal, State, Local Government RFPs, Gov. Bids & Contracts www.grants.com -- Current Government Grants www.rfpdb.com – Cooperative Data Base of RPFs – “Credits” assigned for participation and feedback Search Engines – Topic + RFP Connect with DQ discussions in Locate an Open RFP (not older than 6 months) An “Open RFP” is one that is in the active solicitation phase at the time the learner begins their Master’s Project. 24
- 25. Activities Share summary with Faculty Advisor Finalize RFP Summary Participate in DQ Discussions about RFP Considerations, Length, Sources , Difficulties, RFP Topics Connect to Organizational Development in ORG730 Discussions Draft RFP Understanding & Rationale (Document 1) 25
- 26. Activities Share RFP draft with Faculty Advisor Finalize RFP draft Participate in DQ Discussions about RFPs, Considerations, Lengt h, Sources, Difficulties, RFP Topics Connect to Work Motivation and Job attitudes PSYCH/708 Develop Theoretical & Philosophical Substantiation (Document 3) 26
- 27. Activities Share draft with Faculty Advisor for feedback Finalize RFP Response Participate in DQ Discussions about RFPs, Different approaches for Different Issues, Compare and Contrast Approaches Connect to Leadership and Management Theory in PSYCH707 Draft RFP Client Response (Document 2) 27
- 28. Activities Prepare for Formal Presentation of RFP Response Use RFP Evaluation Checklist for preparations and for Self- Evaluation Review Grade and Feedback with IO Master’s Advisor Prepare for Client presentation Approval of RFP Response By Master’s Advisor 28
- 29. PSYCH/710 Master’s Capstone Comprehensive Assessment Capstone Summative Assessment of Master’s level studies in I-O, equivalent to a Master’s comprehensive exam
- 30. PSYCH 710 Planning Assemble the three documents for submission Reserve the week for intense review and editing to arrive at the final versions of the three documents Review and improve the client presentation of the RFP 30 Obtain Advisor Permission to Register for PSYCH 710
- 31. PSYCH 710 Activities Finalize RFP Response Share Complete RFP Response with Faculty and in Peer Reviews Participate in DQ Discussions about additional challenges to complete project Connect to Ethical, Legal, & Professional Challenges in PSYCH709 Discussions Assemble and Edit Full RFP Response 31
- 32. Evaluation Criteria from PSYCH710 Checklist Section 1 – Comprehensiveness = 30% Section 2 – Required Components = 40% Component 1 = Summary Component 2 = Response Component 3 = Substantiation Section 3 – Scholarly Writing and APA Style = 30% 32
- 33. Activities Complete RFP Response Submit final RFP Response to PSYCH710 course facilitator Complete Self-Evaluation Complete Evaluation of Master’s Project Process Review Project Evaluation with Advisor using Checklist Discuss Preparations for Presentation at Residency PSYCH710 Class Submit Full RFP Response 33
- 34. Confirmation of Master’s of Science Degree in I-O Psychology Passing PSYCH/710 Capstone summative assessment leads to awarding of Master’s of Science Degree in I-O Psychology
- 35. Graduate with MS in I-O Psychology 35
- 36. Graduate from Master’s Program and earn Admission to Ph.D. Program in I-O Psychology • A Master’s in I-O Opens a number of job opportunities • Students who graduate from the Master’s Program are admitted to the Ph.D. Program 36
- 37. Job Opportunities for Master’s Level I-O Psychologists Unique set of skills • Quantitative and Analytical Abilities • Knowledge of Human Behavior and Motivation Terminal Master’s allow graduates to work in personnel, training, organizational development, counseling, and education Many states allow licensing of Masters I-O Psychologists although that is usually only if the graduate wants to use the title “Psychologist” Job growth is about 22% a year
- 38. Job Opportunities for Master’s Level I-O Psychologists Training & Development Related Training Director & Career Counselor for Professional Development of Employees and High Potential Employees Talent Management Trainer, Specialist, or Manager Training and Development program writer, developer, researcher, or facilitator • In house for organizations • Staff support in larger training and development organizations • Staff support in some universities and colleges Professional Development
- 39. Job Opportunities for Master’s Level I-O Psychologists Research Related Research Analyst or Manager Selection Systems Specialist, Analyst, or Manager Behavioral Analyst Test and Measurement Specialist
- 40. Job Opportunities for Master’s Level I-O Psychologists Human Resources Related Human Resources Specialist or Manager Evaluation & Assessment Analyst or Manager HR Research Analyst or Manager Selection Systems Specialist, Analyst, or Manager Workforce Insights Specialist, Analyst, or Manager
- 41. Job Opportunities for Master’s Level I-O Psychologists Education Related Professor • Undergraduate Psychology and Business programs • Community Colleges • Online Universities Test and Measurement Specialist
- 42. Job Opportunities for Master’s Level I-O Psychologists Consulting Related Consultant Organizational Development Advisor Executive Coach Research Consultant
- 43. I-O Doctoral Dissertation Residency First I-O Residency completes Master’s Project with client presentations and begins students’ work on their dissertations.
- 44. Activities Prepare for and make Formal Presentation of RFP Response at Residency Work with “Client” Evaluation Team to develop Criteria for Evaluating RFP Responses Acting as the Evaluation Team Evaluate the Assigned RFPs and Provide Award or Rejection Letters and Feedback on completed RFP Present RFP Response To other I-O Learners 44
- 45. Day 1 Activities Develop Critical Success Factors (CSFs) for evaluating RFPs Work in teams to assess RFP presentations Work individually to review and evaluate own presentation and process feedback from evaluation team. Reflexive Journal Entry Develop Critical Thinking 45
- 46. Day 2 Activities Discuss ERR readings In Teams develop CSFs for evaluating Ph.D. Dissertations Study Advanced Library Search techniques, practice skills in team assignments Make team presentations of articles and library techniques Study overview of UOPX I-O Ph.D. Program Curriculum Develop Standards for a Well Written Doctoral Dissertation 46
- 47. Day 3 Activities Discuss and Develop CSFs for Literature Review Chapter Identify 20 Emerging Trends in I-O Psychology Identify Topics of Interest for I-O Dissertation Concept Paper, Independent Study, and publication In Teams discuss Interests and Purpose Begin Literature Review ID Topics of Interest 47
- 48. Day 4 Activities Work with “Client” Evaluation Team to develop Criteria for Evaluating RFP Responses Acting as the Evaluation Team Evaluate the Assigned RFPs and Provide Award or Rejection Letters and Feedback on completed RFP Begin development of three potential concept papers Develop and Present Three Potential Dissertation Topics - Refine Team Skills 48
- 49. Day 5 Activities Prepare concept ideas paper for submission in RES/740 class Develop Team Evaluation Criteria and Assess Teams and Team members Planning for I-O Program participation Reflexive Journal assessment of residency Draft Paper for Three Potential Dissertation Topics - Evaluate Team Skills 49
- 50. Questions ? 50
- 51. Thank You
- 52. For Additional Information or Questions Contact: UOPX SAS CCC for Business UOPX I-O Doctoral Program Faculty Kelley Conrad, Ph.D., SAS FTF Kelley.Conrad@Phoenix.edu kaconrad@email.phoenix.edu 800-366-9699 X 3873225 262-443-3662 Central Time 52
Notas do Editor
- PSYCH/710 is a high stakes course. The evaluated RFP replaces a Master’s competency examination and should provide clear evidence of I-O professional quality, client-ready work. Students who pass the course will have earned their Masters of Science in I-O Psychology. This will entitle them to call themselves I-O practitioners and practice as psychologists in about half the states in the country. This class and the evaluation of their work on the RFP is where we need to make sure we are confident they will represent the field and the university well.Our review standards are high. Students should not think of this as “only a Master’s course” or as “just another course.” PSYCH/710 is our credentialing examination for the Master’s degree. The quality of work students submit reflects on the student,their advisor, the I-O Program, and the School of Advanced Studies. When all the students presently in our program earn their Ph.D.s they will make up about 5% of the membership of SIOP. They will be noticed and their quality will directly reflect on the quality of our program.
- Many students who earn their PhD in I-O psychology become scientist-practitioners, working as internal or external consultants with the primary objectives to develop, implement, and assess strategies, improving the effectiveness and efficiency of individuals, teams, and organizations. As scientist–practitioners, major tasks of I-O practitioners are to identify opportunities and position themselves to win projects. To win work opportunities, I-O practitioners must consider pragmatic, academic, and theoretical aspects of a potential project. In many cases, practitioners must prepare a proposal to win the project and obtain the contract. An RFP is an invitation for vendors, suppliers, or consultants to submit a proposal to help an organization solve one or more business problems. Students may also respond to a request for bid (RFB) only if the request is for a project that will provide the student the opportunity to design an integrated solution that demonstrates their competence applying the concepts of I-O psychology.For the Master’s Project, students must first locate an open RFP. Open for the project means one that is less than 6 months old from the date the student begins working on it.. Many students have experienced difficulties finding RFPs because they do not understand how to construct appropriate specialized searches of the internet. Coaching them in this area can provide needed insights.
- To summarize these are the main objectives of the I-O Master’s RFP project as the comprehensive exam for our Master’s level students.
- The Master’s project runs parallel to 5 I-O Program courses and ends with Psych 710.During this time the student works with an I-O Faculty Advisor. However because this relationship is outside and in addition to normal Master’s level classes, it is extremely important for students to communicate regularly with their advisors reporting their progress and any difficulties.Most advisors will model the behavior of clients and leave most of the initiative for the project in the hands of the student.There are short reports required in the I-O classes that occur while the work on the project is proceeding. I-O advisors submit student progress reports at the end of the three phases that are aligned to the end of three of the courses students take during the project.
- Students may select any approved advisor. It is recommended the student select an advisor who has a background either in the subject matter area of the RFP selected or in an area of strong career interest to the student.
- Here is a summary of the courses which the students take while working on their RFP responses.
- All students and advisors use the UOPX I-O Psychology Program Master’s RFP Project Handbook.This is available on the SAS website.
- The School of Advanced Studies Document Webpage has been created as a central source for access to current copies of doctoral program documents. All I-O Master’s Program governing documents are posted here.Advisors and counselors should make sure students have downloaded and read the Master’s Project Handbook.
- The RFP chosen must be open when selected (posted within 6 months of date student begins working on it), if it closes after they choose the RFP that is ok and to be expected.
- Document 3 – The Theoretical and Philosophical Substantiation should be a scholarly document providing specific substantive support for the recommendations the student includes in their RFP response.Document 3 is similar to the literature review in a dissertation but not as extensive. It should, however, provide theory and research citations and summaries that directly support the recommendations in the proposal.Students will likely study their proposal, do preliminary planning for their response, then draft document 3. They will likely work back and forth between document 3 and document 2 as they complete their proposal and write the I-O research and theoretical support for the activities they propose.
- By the end of PSYCH/707 the RFP response should be essentially completed. It needs to be submitted and reviewed by the faculty advisor.
- Approval of the student’s master’s advisor is required for the student to take PSYCH/710. This normally occurs at the end of PSYCH/708. If not approved before the beginning of PSYCH/709 the student cannot register for PSYCH/710 and will need to wait for a later class. They may only register for the later class after their RFP response is approved by their advisor.
- In part 3 of this presentation we will review the plan for the PSYCH/710 Master’s Project Class.
- Students need to post professionally polished copies of their three project documents on the first day of class. Students who cannot do this or whose documents are not up to standard based on quick preliminary reviews are asked to drop the class and plan to retake it when they are ready.The active class discussions about RFPs begin on day 1 and require active student participation.
- Students need to post professionally polished copies of their three project documents on the first day of class. Students who cannot do this or whose documents are not up to standard based on quick preliminary reviews are asked to drop the class and plan to retake it when they are ready.The active class discussions about RFPs begin on day 1 and require active student participation.
- The course grade and capstone evaluation is based solely on the three documents of the RFP response. The documents are evaluated following the Evaluation Criteria Checklist in the Handbook and posted in the PSYCH/710 Class.Each document is scored on the content criteria listed and the overall project is scored for Comprehensiveness, Scholarly Writing, and APA Style.
- Within 1 week of the end of the PSYCH/710 Class students and advisors will receive the Completed Project evaluation and annotated versions of all three RFP documents containing reviewer comments.
- The Master’s of Science in I-O Psychology
- Students who pass the project earn their Master’s of Science Degree in I-O Psychology. They are eligible to walk in UOPX graduation ceremonies for Master’s Degree graduates. Graduates are also eligible for admission into UOPX Ph.D. program for I-O Psychology.Beginning in September 2012, students progressing into the Ph.D. Program will take a 2 week SEM/700i course to help prepare them for doctoral level studies.Students who fail the RFP response, have one additional opportunity to complete the comprehensive. These students need to work with their Master’s advisors to address the issues identified in the scoring of their project. When the Master’s advisor is satisfied the project has been revised to reflect professional level work, to meet all the requirements on the evaluation checklist, and to address all critical comments in the review from the previous submission, the student can be approved to retake PSYCH/720R the next time it is offered.
- Training Director & Career Counselor – Provides career counseling and guidance for employees, Identifies high potential employees, and oversees the executive development and training processes. Coordinates and facilitates 360º assessments, feedback and development sessions.Talent Manager - Designs and implements talent management strategic initiatives that develop high performing leaders, and prepare for future talent needs. Understands and develops the skills and capabilities of the entire workforceTrainer - Works within organizations developing and delivering employee training programs to functional areas, often within classroom settings. Some positions also require statistical data analysis and report development.Professional Development - Develops and implements tools and programs that support the development of employees. Assesses and analyzes organizational learning and staff development processes to improve effectiveness.
- Training Director & Career Counselor – Provides career counseling and guidance for employees, Identifies high potential employees, and oversees the executive development and training processes. Coordinates and facilitates 360º assessments, feedback and development sessions.Talent Manager - Designs and implements talent management strategic initiatives that develop high performing leaders, and prepare for future talent needs. Understands and develops the skills and capabilities of the entire workforceTrainer - Works within organizations developing and delivering employee training programs to functional areas, often within classroom settings. Some positions also require statistical data analysis and report development.Professional Development - Develops and implements tools and programs that support the development of employees. Assesses and analyzes organizational learning and staff development processes to improve effectiveness.
- Research Analyst or Manager - Researches social science projects that use statistical processes and data management tools for large data sets. Examines individual and organizational performance, program evaluation, training design and evaluation, test design and validation, and employment recruitment, selection, and retention. Selection Systems Specialist, Analyst, or Manager - Develops, validates, updates and implements selection processes and retention initiatives for entry-level and supervisory positions. Designs selection systems to achieve an organization's mission and goals.Behavioral Analyst - Analyzes employee metrics and psychological assessment data and develops technical reports. Interprets and quantifies retention, product, and performance findings.Test and Measurement Specialist - Interviews and observes employees to understand job skills required, and using job analysis methodologies creates employment test plans and exams.
- Human Resources Specialist or Manager - Provides leadership on talent, diversity, performance management, change management and organizational development. Provides coaching and development opportunities for organizational leaders. Creates and implements diversity action plans.Evaluation & Assessment Analyst or Manager - Strategizes, designs, develops, and executes evaluation and assessment plans for specific projects, initiatives and jobs.Research Analyst or Manager - Plans and executes quantitative data analyses, surveys and research projects for Human Resources Department.Workforce Insights Specialist, Analyst, or Manager - Provides for the integration, analysis and reporting of a variety of workforce data to enable fact-based business decisions. Applies this knowledge in key areas, such as selection and placement, training and development, organizational development and change, leadership, retention, performance measurement and evaluation, total rewards, and work-life quality.Selection Systems Specialist, Analyst, or Manager – Same job as under Research related positions but focused on Human Resources needs.
- Professor - Teaches undergraduate and graduate I/O psychology courses as well as general psychology courses, such as social psychology, statistics, or introduction to psychology. Online teaching positions also available. Research responsibilities are often required in addition to teaching.Test and Measurement Specialist – Develops and validates assessments used in education or counseling.
- Consultant - Either as a self-employed I/O consultant or as a consultant for a management psychology consulting firm, human resource consulting firm or any other firm specializing in I/O-related topics, provides expertise in a variety of areas, including compensation and benefits, talent management, executive coaching, leadership, selection processes, testing and evaluation, organizational development, change management, career planning, employment law, or training and development.Organizational Development Advisor - Consults with leaders and managers to assist them with all organizational development needs, including team building, group processes, visioning and goal setting. Develops and executes employee surveys and creates action plans based on results.Executive Coach – Confers with groups and individual managers and executives in a teaching and development process providing individual support while guiding the individual toward achievement of personal and or professional goals. This can be more or less clinically oriented depending upon the training of the I-O psychologist.Research Consultant - In-house research position that aids in the design and development of research projects and processes. Coordinates project steps with internal staff, project teams, and focus groups. Interprets statistical results and provides recommendations based on findings. Prepares research articles for journal and conference submission, and manages research studies with outside businesses, universities, and non-profit organizations.