Robot will take our jobs?

Robot will take our jobs. How can HCPSS help our students to avoid this?

  • Andrew Ng’s biggest concern about AI is its effect on Jobs (Not evil AI)
  • Industrial Robot sales in the US are now growing at 32% YoY US (2017)
  • Expected to accelerate as robots become more intelligent, less expensive more capable
  • Low Wage Jobs are most susceptible
  • Based on Oxford 2013 Report on the susceptibility of jobs to computerization in the US
  • Machine learning will put a substantial share of employment across a wide range of occupations at risk
  • By the authors’ estimates about 47% of total US employment is at risk
  • Job automation bottlenecks: Perception and Manipulation, Creative Intelligence, Social Intelligence

2017-2018 Report of the Commission on the Future of HCC

It was my great honor to serve on the 2017-2018 Commission on the Future of Howard Community College. I participated in the “Building Global Competence” Task Force. I believe the success of HCC is a success for Howard County.

Here are the recommendations from our task force:

HCC comission on the future p1.JPG

HCC comission on the future p2

HCC comission on the future p3

Here is the link to the whole report:

I am attaching a copy here too: The report of Commission on the Future of HCC 2017-2018



Leadership Perspectives on Public Education

From The Gallup 2017 Survey of K-12 School District Superintendents. Link:

Executive Summary
Gallup developed this research study of K-12 superintendents of public school districts in the U.S. to understand their opinions on important topics and policy issues facing education. Since 2013, Gallup has conducted the survey at least annually. The following are key findings from the 2017 study.

Forty-two percent of superintendents are engaged in their job, a significantly higher percentage than Gallup finds among U.S. workers nationally and on par with the 45% of workplace “leaders” (those who manage teams of managers). Engaged workers tend to be more productive, and their work leads to better outcomes for their organizations.
Superintendents in city, suburban and larger districts tend to show higher levels of work engagement.

Superintendents are most likely to believe their greatest challenges are improving the academic performance of underprepared students, the effects of poverty on student learning and budget shortfalls. Compared with 2013, far fewer regard rising demands for assessment from the state and federal level and revamping curriculum as challenges. Superintendents were most likely to name rising assessment demands as a challenge in 2013, but now it is a mid-range concern for them.
Superintendents express concern about being able to find talented teachers and principals to fill their district’s positions. Two-thirds say the quantity of new teacher candidates is decreasing, while fewer than one in 10 say it is increasing.
Superintendents are also much more likely to view the quantity of new principal candidates as decreasing (43%) rather than increasing (10%). Superintendents are somewhat less pessimistic that the quality of teacher and principal candidates is getting worse, but still more say it is decreasing rather than increasing. About one in four superintendents say that former teachers in their district are leaving the teaching profession entirely.

Not surprisingly, then, superintendents tend to rate their district as less effective at recruiting talented teachers and principals than they are at selecting, developing and retaining them.

Superintendents are generally positive about their relations with the school board. The vast majority indicate they agree with their board on most decisions, and two-thirds are confident their district is well-governed at the board level. But not all superintendents have a good working relationship with their school board — about one in five say they have considered leaving their position because of their relationship with the school board.

Superintendents are less likely today than a few years ago to positively evaluate their board’s knowledge of K-12 education or the board’s diversity and inclusivity. Forty-three percent strongly agree or agree their board is very knowledgeable about K-12 education, down from 55% in 2013. And 45% today, down from 52% in 2013, believe their
district has a diverse and inclusive board.

Superintendents are much more likely to be engaged with their work if they strongly believe their district is very effective in recruiting teacher and principal talent and if they are very positive about their relations with the school board and about their board members’ knowledge of K-12 education. Among various strategies or initiatives designed to foster student success after graduation, superintendents are most likely to rate having teachers who create excitement for the future as extremely important to achieving that end. Most also see building student engagement and teaching a rigorous academic core as extremely important to students being successful later in life.

Superintendents are largely confident that their graduates are prepared to be good citizens, to lead healthy lives and to make informed decisions about postsecondary education. They are less confident that students are prepared to manage
their finances well and to understand how their talents align with the needs of the community. Superintendents are about equally likely to say their graduates will stay in the area and contribute to the local community as to say their graduates
will migrate to other communities. Relatively few superintendents believe their students are prepared to be entrepreneurs and business builders in their communities.
Like many education leaders, superintendents believe early childhood care and education can have a substantial impact on student learning outcomes once they begin school. But they perceive early childhood education programs to be lacking in their state, and a majority disagree that most children are prepared to be successful when they
start kindergarten.

Superintendents acknowledge that federal education policy affects their district, but they remain negative about the job the federal government has done in this area in the last five years. It is unlikely that those views will change under the new Donald Trump administration, since a majority of superintendents say they have no confidence at all in the Trump administration to handle K-12 education policy.

Reflecting that pessimism, 32% of superintendents strongly agree or agree they are excited about the future of K-12 education in the U.S., down from 44% in 2015. The vast majority of superintendents remain excited about the future of their own district.

superintendent facing issues

2017 Superintendent Report FINAL

First Baltimore Sun Report on my BOE Campaign

This is the first Baltimore Sun report on my BOE campaign. The reporter Andrew Michales emailed me questions and I answered them by email.

Extracted from the newspaper:


Wu, who currently has children in the school system, said his time on the Columbia Association’s Board of Directors has shown him how to incorporate diversity and equity into the decision-making process. Wu has represented the Columbia Village of River Hill on the association’s board and been a board member of the River Hill Village Association since 2015.

Giving children the motivation to achieve is crucial to his platform, Wu said.

“If our children are motivated to learn and excel, there will be no difficulties we could not overcome,” he said. “Each child has different potential and the teacher and school should help to find it and drive the student to achieve that with help from their families.”

The photo was taken from that report.

A New Maryland High School Ranking

The schooldigger ranked Prince George’s Academy of Health Sciences at PGCC the number one high school in Maryland in 2017. Since FARM rate was highly discussed in HCPSS school redistricting, I notice that their FARM student rate is 46.3%. This is a significant achievement for such a young school, just opened six years ago.

school digger high school ranking

AHS at PGCC info

Their website is

On the, it shows that its AP course participation rate is 0%, but SAT/ACT participation rate is 85%. A student need take an entrance exam to compete for a seat there. So it is a selective enrollment and by choice enrollment .

Colors of the Wind Holiday Gala of Greater Washington DC on 12/16/2017

Colors of the Wind Holiday Gala of Greater Washington DC on 12/16/2017

at River Hill High School



为弘扬中华文化并促进与美国多元文化的交流,亚美发展与交流基金会携手马里兰州培英中文学校,经过几个月的精心筹划,将于12月16日在马州哈维郡(Howard County, Maryland)隆重推出首屆”七彩华府”嘉年晚会。

这台晚会不仅仅是华人社区的活动,也是一个基于美国社区的交流活动。晚会主题“七彩华府”既反映了色彩全谱,也包含了五音七律,它恰恰蕴含着文化交流、族裔交融的意义,这也正是主办方搭建这一平台的用意所在。作为晚会主办方之一的亚美发展与交流基金会,是去年九月在美国马里兰州正式注册成立的一个非赢利、非政治、非宗教民间组织,其宗旨在于提升美国亚太社区的发展与交流及促进国际合作,其所致力的活动除了弘扬中华传统文化、鼓励和助推青少年参与社会活动、支持新移民融入当地社会、助学育人之外,也通过大力开展各种文化交流活动,推广各个领域和地区的经济交往,并通过搭建各种高端国际文化交流、高峰论坛、智库研究等平台来凝聚社会各方面力量。晚会的另一主办方培英中文学校就坐落于风景秀丽的马里兰州哈维郡优秀的RIVER HILL高中,这也是这场晚会的演出场地。成立于2011年的培英中文学校也是一个马里兰注册的非赢利教育机构。作为海外中文教育的一支新军,培英一贯坚持因材施教,小班精英教育理念,把中文教育与服务社区结合起来,在哈维郡首次推出了许多中文以外的课程,教育讲座和社区活动,为社区华裔和其它族裔学生提供紧跟时代的实践和教育,成为了哈维郡堪比私立教育品质的翘楚。

领衔本场晚会担任总指挥并兼任总导演的张斌先生是华府侨界和艺术界熟知的人物,他不仅服务侨社多年并曾担任大华府地区多个社团主要负责人,也与华府地区许多艺术家合作,全身心打造过华府地区多场综艺晚会和音乐会。担任晚会执行导演的是多年来活跃于巴尔的摩和华府地区、组织过多场社区晚会的杨芳女士。她有丰富的晚会组织和舞台表演经验,将精心协助落实晚会细节。晚会组委会团队还囊括了程云楷、伍超等知名侨领,以及以董事长刘登峰、校长黄茹为核心的培英中文学校团队,加上众多艺术家的加盟与合作(本晚会特邀雅歌合唱团指挥苗歌老师和知名旅美音乐制作人谢江先生担任艺术顾问),目前整个晚会节目的征集和麟选已近完成,节目在形式多样性和多族裔参与、艺术、通俗等各方面都会包容,以达到交流的效果及满足观众的需求,为华府地区的族群交融拓展新的路径。晚会将特邀数位专业演员加盟,有纽约来的著名华人音乐人、实力歌手,西裔著名拉丁舞表演艺术家,著名二胡演奏家,以及进入美国达人秀(America‘s Got Talent)准决赛的著名魔术和娱乐大师,还有华府地区的优秀华人表演团体等等,这将是一场荟集华府地区及美东地区中美精品文艺资源的高水平艺术盛会,非常值得期待!

Tokyo Seafood Buffet)、全球厨柜批发 (Global Home Co)、泰腾汽车钣金维修中心(Titan Auto Body & Auto Repair)、丰盈国际貿易公司(ToYo International Trading INC)、美国阳恒鞋业有限公司(Star Bay Group Inc.)、爱维贷款(Ivy Mortgage)Zoe Su经理、富友餐馆(Hunan Manor)、吉米修车(Jimmies Auto)等。组委会衷心感谢我们的赞助商并希望得到更多商家和个人给与赞助支持! 赞助商家可在节目单中登载广告并获赠演出票,组委会还将登报鸣谢。有意支持的商家敬请与程云楷 (703- 395-1133) 或张斌 (410-294-8637) 接冾。
Colors of the Wind Holiday Gala of Greater Washington DC

时间:  2017年12月16日 (周六)  晚上7时
地点:  River Hill 高中礼堂 (12101 Clarksville Pike, Clarksville, MD 21029)
票价:     $15、$20、$50 (VIP)  ; 团体票(10张以上可得8折优惠)。

购票联系: 王女士: 605-261-6636;曾女士: 443-668-2979;任女士: 410-300-3289;陈女士: 443-538-1396;黄女士: 410-227-5199;玲女士: 202-868-9126;张女士: 301-796-4165;袁先生: 667-216-5898