Results of the 2015 Perfusionist Salary Study

Science.gov (United States)

Lewis, Doreen M.; Dove, Steven; Jordan, Ralph E.

2016-01-01

Abstract: Presently, there exists no published valid and reliable salary study of clinical perfusionists. The objective of the 2015 Perfusionist Salary Study was to gather verifiable employee information to determine current compensation market rates (salary averages) of clinical perfusionists working in the United States. A salary survey was conducted between April 2015 and March 2016. The survey required perfusionists to answer questions about work volume, scheduling, and employer-paid compensation including benefits. Participants were also required to submit a de-identified pay stub to validate the income they reported. Descriptive statistics were calculated for all survey questions (e.g., percentages, means, and ranges). The study procured 481 responses, of which 287 were validated (i.e., respondents provided income verification that matched reported earnings). Variables that were examined within the validated sample population include job title, type of institution of employment, education level, years of experience, and geographic region, among others. Additional forms of compensation which may affect base compensation rates were also calculated including benefits, call time, bonuses, and pay for ancillary services (e.g., extracorporeal membrane oxygenation and ventricular assist device). In conclusion, in 2015, the average salary for all perfusionists is $127,600 with 19 years' experience. This research explores the average salary within subpopulations based on other factors such as position role, employer type, and geography. Information from this study is presented to guide employer compensation programs and suggests the need for further study in consideration of attrition rates and generational changes (i.e., perfusionists reaching retirement age) occurring alongside the present perfusionist staffing shortage affecting many parts of the country. PMID:27994258

Salary adjustments and other changes to the Staff Rules & Regulations

CERN Document Server

HR Department

2006-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2005, salaries are adjusted with effect from 1 January 2006. Information on these decisions and other important changes relating to the Staff Rules and Regulations are summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2006. Elements increased by 1.2%, following the movement of the Geneva consumer price index : a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2006. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2005/2006 i.e. with effect from 1 September 2005. Related adjustments will be implemented wherever applicable to Paid Associates and Students. Contributions to the Pension Fund: Contributions of the Organization and active members increased by a total of 0.63% of basic salary from 1 January 2006, shared as ...

Adjusted State Teacher Salaries and the Decision to Teach

OpenAIRE

Rickman, Dan S.; Wang, Hongbo; Winters, John V.

2015-01-01

Using the 3-year sample of the American Community Survey (ACS) for 2009 to 2011, we compute public school teacher salaries for comparison across U.S. states. Teacher salaries are adjusted for state differences in teacher characteristics, cost of living, household amenity attractiveness and federal tax rates. Salaries of non-teaching college graduates, defined as those with occupations outside of education, are used to adjust for state household amenity attractiveness. We then find that state ...

Principals' Salaries, 2007-2008

Science.gov (United States)

Cooke, Willa D.; Licciardi, Chris

2008-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? There are reliable…

Salary and the Gender Salary Gap in the Academic Profession

OpenAIRE

Ward, Melanie E.

1999-01-01

The academic profession is an occupation in which pay has fallen dramatically, resulting in the setting up of a Committee of Inquiry to examine both pay relativities and mechanisms for pay determination. This paper considers salary determination and the gender salary gap in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities. Results reveal an aggregate gender salary differential for academic staff of 15%. Most ...

29 CFR 778.323 - Effect if salary is for variable workweek.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect if salary is for variable workweek. 778.323 Section... Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.323 Effect if salary is for... employees hired on a salary basis, the regular rate depends in part on the agreement of the parties as to...

The Safety Pharmacology Society salary survey.

Science.gov (United States)

Pugsley, Michael K; Authier, Simon; Brabham, Tiffini; Soloviev, Maxim; Markgraf, Carrie G; Correll, Krystle; Traebert, Martin; Greiter-Wilke, Andrea; Valentin, Jean-Pierre; Vargas, Hugo; Botchway, Alfred; Leishman, Derek J; Curtis, Michael J

2017-11-01

Safety pharmacology is a growing discipline with scientists broadly distributed across international geographical regions. This electronic salary survey is the first to be distributed amongst the entire Safety Pharmacology Society (SPS) membership. An electronic survey was sent to all members of the Society. Categorical survey questions assessed membership employment types, annual incomes, and professional certifications, along with other associated career attributes. This survey was distributed to the SPS membership that is comprised of safety pharmacologists, toxicologists and pharmacologists working globally in the pharmaceutical industry, at contract research organizations (CRO), regulatory agencies, and academia or within the technology provider industry. The survey was open for responses from December 2015 to March 2016. The survey response rate was 28% (129/453). North America (68%) was the region with the largest number of respondents followed by Europe (28%). A preponderance of respondents (77%) had 12years of industry experience or more. 52% of responders earned annually between $40,000 and $120,000. As expected, salary was generally positively correlated with the number of years of experience in the industry or the educational background but there was no correlation between salary and the number of employee's directly supervised. The median salary was higher for male vs female respondents, but so was median age, indicative of no gender 'salary gap'. Our 2016 SPS salary survey results showcased significant diversity regarding factors that can influence salary compensation within this discipline. These data provided insights into the complex global job market trends. They also revealed the level of scientific specialization embedded within the organization, presently uniquely positioned to support the dynamic career paths of current and future safety pharmacologists. Copyright © 2017 Elsevier Inc. All rights reserved.

2016 AASA Superintendent Salary & Benefits Study: Non-Member Version

Science.gov (United States)

Finnan, Leslie A.; McCord, Robert S.

2017-01-01

The 2016 AASA Superintendent Salary & Benefits Study marks the fifth edition of this study. This survey tracks the demographics, salary, benefits, and other elements of the employment contracts of school superintendents throughout the country. This year's study is based on 1,392 responses (15 percent response rate). The survey was distributed…

2001 Salary Survey: Mixed Forecast.

Science.gov (United States)

Sitze, Amy

2001-01-01

Presents results of the annual salary survey for electronic learning professionals. Highlights include salary increases; the job market; average salaries by industry, job description, level of education, size of user population, years of experience, gender, and age; satisfaction with salary; and types of additional compensation. (LRW)

Trends in salaries of obstetrics-gynecology faculty, 2000-01 to 2008-09.

Science.gov (United States)

Rayburn, William F; Fullilove, Anne M; Scroggs, James A; Schrader, Ronald M

2011-01-01

We sought to determine whether downward trends in inflation-adjusted salaries (1989-99) continued for obstetrics and gynecology faculty. Data were gathered from the Faculty Salary Survey from the Association of American Medical Colleges for academic years 2001 through 2009. We compared median physician salaries adjusted for inflation according to rank and specialty. While faculty compensation increased by 24.8% (2.5% annually), change in salaries was comparable to the cumulative inflation rate (21.3%). Salaries were consistently highest among faculty in gynecologic oncology (P keeping pace with inflation. Copyright © 2011 Mosby, Inc. All rights reserved.

An average salary: approaches to the index determination

Directory of Open Access Journals (Sweden)

T. M. Pozdnyakova

2017-01-01

Full Text Available The article “An average salary: approaches to the index determination” is devoted to studying various methods of calculating this index, both used by official state statistics of the Russian Federation and offered by modern researchers.The purpose of this research is to analyze the existing approaches to calculating the average salary of employees of enterprises and organizations, as well as to make certain additions that would help to clarify this index.The information base of the research is laws and regulations of the Russian Federation Government, statistical and analytical materials of the Federal State Statistics Service of Russia for the section «Socio-economic indexes: living standards of the population», as well as materials of scientific papers, describing different approaches to the average salary calculation. The data on the average salary of employees of educational institutions of the Khabarovsk region served as the experimental base of research. In the process of conducting the research, the following methods were used: analytical, statistical, calculated-mathematical and graphical.The main result of the research is an option of supplementing the method of calculating average salary index within enterprises or organizations, used by Goskomstat of Russia, by means of introducing a correction factor. Its essence consists in the specific formation of material indexes for different categories of employees in enterprises or organizations, mainly engaged in internal secondary jobs. The need for introducing this correction factor comes from the current reality of working conditions of a wide range of organizations, when an employee is forced, in addition to the main position, to fulfill additional job duties. As a result, the situation is frequent when the average salary at the enterprise is difficult to assess objectively because it consists of calculating multiple rates per staff member. In other words, the average salary of

Findings from the most recent Medical Library Association salary survey

Science.gov (United States)

Wallace, Marc; McMullen, Thomas D.; Corcoran, Kate

2004-01-01

Objective: The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. Methods: The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L email discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Results: Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Conclusions: Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues. PMID:15494762

Gender-based salary inequity in social work: mediators of gender's effect on salary.

Science.gov (United States)

Koeske, Gary F; Krowinski, William J

2004-04-01

This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated 3,665 dollars more) than women social workers. A path analysis suggested that the salary advantage for men that was attributable to their acquiring more experience and management positions was slightly larger than the direct effect of gender. The ability of merit variables to explain salary was somewhat greater for men than women. Other variables that mediated the effect of gender on salary were MSW specialization, working in a social work or a related area, and practice area (children and youths, health, mental health, or other area). The results suggest that substantial gender disparity continues to exist in social worker salaries.

7 CFR 400.129 - Salary offset.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Salary offset. 400.129 Section 400.129 Agriculture... Years § 400.129 Salary offset. (a) Debt collection by salary offset is feasible if: the cost to the Government of collection by salary offset does not exceed the amount of the debt; there are no legal...

Gender differences in the salaries of physician researchers.

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

2012-06-13

It is unclear whether male and female physician researchers who perform similar work are currently paid equally. To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors. A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians. From all 1853 recipients of National Institutes of Health (NIH) K08 and K23 awards in 2000-2003, we contacted the 1729 who were alive and for whom we could identify a mailing address. The survey achieved a 71% response rate. Eligibility for the present analysis was limited to the 800 physicians who continued to practice at US academic institutions and reported their current annual salary. A linear regression model of self-reported current annual salary was constructed considering the following characteristics: gender, age, race, marital status, parental status, additional graduate degree, academic rank, leadership position, specialty, institution type, region, institution NIH funding rank, change of institution since K award, K award type, K award funding institute, years since K award, grant funding, publications, work hours, and time spent in research. The mean salary within our cohort was $167,669 (95% CI, $158,417-$176,922) for women and $200,433 (95% CI, $194,249-$206,617) for men. Male gender was associated with higher salary (+$13,399; P = .001) even after adjustment in the final model for specialty, academic rank, leadership positions, publications, and research time. Peters-Belson analysis (use of coefficients derived from regression model for men applied to women) indicated that the expected mean salary for women, if they retained their other measured characteristics but their gender was male, would be $12,194 higher than observed. Gender differences in salary exist

SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

CERN Document Server

Division des Ressources humaines; Tel. 74128

2003-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2002, salaries and pensions are adjusted with effect from 1 January 2003. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below : 1. Scale of basic salaries and scale of basic stipends (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2003. 2. Elements increased by 0.6%, following the Geneva cost-of-living movement: - Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2003. - Reimbursement of education fees: maximum amounts of reimbursement stipulated in Article R A 8.01 for the academic year 2002/2003, i.e. with effect from 1 September 2002. - Pensions, with effect from 1 January 2003. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the constant increment values and...

Faculty Salary as a Predictor of Student Outgoing Salaries from MBA Programs

Science.gov (United States)

Hamlen, Karla R.; Hamlen, William A.

2016-01-01

The authors' purpose was to investigate the predictive value of faculty salaries on outgoing salaries of master of business administration (MBA) students when controlling for other student and program variables. Data were collected on 976 MBA programs using Barron's "Guide to Graduate Business Schools" over the years 1988-2005 and the…

75 FR 81817 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2010-12-29

... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

29 CFR 778.322 - Reducing the fixed workweek for which a salary is paid.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Reducing the fixed workweek for which a salary is paid. 778... workweek for which a salary is paid. If an employee whose maximum hours standard is 40 hours was hired at a salary of $200 for a fixed workweek of 40 hours, his regular rate at the time of hiring was $5 per hour...

78 FR 65717 - Federal Salary Council

Science.gov (United States)

2013-11-01

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council meeting originally scheduled for November... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

75 FR 68010 - Federal Salary Council

Science.gov (United States)

2010-11-04

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 19, 2010, at the... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

Finance salaries. Account the cost.

Science.gov (United States)

Robling, Andy

2003-02-06

Post-qualification salaries have increased by 4-7 per cent, a slowdown on last year's figures when increases were often more than 10 per cent. The highest increases this year tended to be in medium-sized trusts where newly qualified accountants' salaries rose 8.2 per cent. Directors of finance in large trusts earn about 20 per cent more than in medium trusts and about 40 per cent more than in small ones. Newly qualified accountants in large trusts earn 5 per cent more than in medium-sized trusts and 13 per cent more than in small ones. The survey is based on an analysis of salaries from Hays' jobs database, and salaries of registered candidates.

5 CFR 1639.27 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1639.27... Salary Offset § 1639.27 Procedures for salary offset. (a) The Board will coordinate salary deductions... pay and will implement the salary offset. (c) Deductions will begin within three official pay periods...

41 CFR 105-56.018 - Salary offset.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.018 Salary offset. When a match occurs and all...

41 CFR 105-56.028 - Salary offset.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.028 Salary offset. When a match occurs and all...

77 FR 59026 - Federal Salary Council

Science.gov (United States)

2012-09-25

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on October 19, 2012, at the time... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

12 CFR 313.55 - Salary adjustments.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Salary adjustments. 313.55 Section 313.55 Banks and Banking FEDERAL DEPOSIT INSURANCE CORPORATION PROCEDURE AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.55 Salary adjustments. Any negative adjustment to pay arising...

[Offered income, salary expectations, and the economic activity of married women: an analytic model].

Science.gov (United States)

Lollivier, S

1984-06-01

This study uses data from tax declarations for 40,000 French households for 1975 to propose a model that permits quantification of the effects of certain significant factors on the economic activity of married women. The PROBIT model of analysis of variance was used to determine the specific effect of several variables, including age of the woman, number of children under 25 years of age in the household, the age of the youngest child, husband's income and socioprofessional status, wife's level and type of education, size of community of residence and region of residence. The principal factors influencing activity rates were found to be educational level, age, and to those of childless women, but activity rates dropped by about 30% for mothers of 2 and even more for mothers of 3 or more children. Influence of the place of residence and the husband's income were associated with lesser disparities. The reasons for variations in female labor force participation can be viewed as analogous to a balance. Underlying factors can increase or decrease the income the woman hopes to earn (offered income) as well as the minimum income for which she will work (required salary). A TOBIT model was constructed in which income was a function of age, education, geographic location, and number of children, and salary required was a function of the variables related to the husband including income and socioprofessional status. For most of the effects considered, the observed variation in activity rates resulted from variations in offered income. The husband's income influences only the desired salary. The offered income decreases and the required salary increases when the number of children is 2 or more, reducing the rate of activity. More educated women have slightly greater salary expectations, but command much higher salaries, resulting in an increased rate of professional activity.

28 CFR 11.7 - Salary adjustments.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Salary adjustments. 11.7 Section 11.7 Judicial Administration DEPARTMENT OF JUSTICE DEBT COLLECTION Administration of Debt Collection § 11.7 Salary adjustments. The following debts shall not be subject to the salary offset procedures of § 11.8...

Snylteren Gyrodactylus salaris og laksen

DEFF Research Database (Denmark)

Buchmann, Kurt; Jørgensen, Louise von Gersdorff; Heinecke, Rasmus Demuth

2007-01-01

Der gives en gennemgang af baggrunden for forskellige modstandskraft i forskellige laksestammer mod snylteren Gyrodactylus salaris......Der gives en gennemgang af baggrunden for forskellige modstandskraft i forskellige laksestammer mod snylteren Gyrodactylus salaris...

SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

CERN Document Server

Division des ressources humaines

2000-01-01

Salaries and pensions will be adjusted with effect from 1st January 2000. The Finance Committee and Council have also taken several decisions concerning the Staff Rules & Regulations, which will be amended accordingly. The main points are listed below: Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex RÊAÊ2 respectively): Increased by 1.292% with effect from 1st January 2000.Family Allowance and Child Allowance (AnnexRÊAÊ4):Increased by 0.9% with effect from 1st January 2000. The new figures are 285 and 315 Swiss francs/month respectively.Pensions: Increased by 1.3% with effect from 1st January 2000.Reimbursement of education fees: Maximum amounts of reimbursement stipulated in Article R A 8.01 are increased by 0.9% for the academic year 1999/2000, i.e. to 12Õ996 and 15Õ074 Swiss francs respectively with effect from 1ê September 1999.Related amendments will be implemented wherever applicable to Paid Associ...

22 CFR 1007.8 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 1007.8 Section 1007.8 Foreign Relations INTER-AMERICAN FOUNDATION SALARY OFFSET § 1007.8 Procedures for salary offset... final salary or leave payments in accordance with 31 U.S.C. 3716. ...

Teachers’ salaries in the totalitarian system

Directory of Open Access Journals (Sweden)

Angela Lisnic

2013-12-01

Full Text Available In the article there are presented results of the research of dynamics of teachers' salaries in 1945-1980s, a comparison of the salary with a living wage, as well as a comparison of official data with memories of teachers. There are given data on housing and living conditions of teachers in rural areas, the privileges in buying certain goods for teachers and other members of pedagogical staff in rural schools and loans on subsistence farming and construction of houses. There are examples of the calculation of salaries of teachers by grade in accordance with the provisions of the teachers' salary increase. There are also analyzed teachers' salaries depending on the working time, planning payroll for this category of workers and payments for additional work undertaken by them. The further research in this area will help to more fully understand the real social and financial status of teachers.

29 CFR 778.114 - Fixed salary for fluctuating hours.

Science.gov (United States)

2010-07-01

..., whatever their number, rather than for working 40 hours or some other fixed weekly work period, such a... compensation to the employee at a rate not less than the applicable minimum wage rate for every hour worked in..., in addition to such salary, for all overtime hours worked at a rate not less than one-half his...

Applications Payroll Smk Bina Putra Jakarta Teacher Using Microsoft Visual Basic 6.0

OpenAIRE

Damayanti Damayanti; Susi Wagiyati P, SKom, MMSI

2003-01-01

At current developments in computer technology is increasing, technology is able to provide information so precise and accurate that no doubt. SMK BINA PUTRA eg JAKARTA in teacher salaries to handle manually. So that work on the calculation of teachers' salaries will spend a long completion. Then the writer tries to make the application on the teacher salary calculation SMK BINA PUTRA JAKARTA using Visual Basic 6.0. The purpose of the calculation of salaries of teachers at SMK BINA PUTRA JAK...

45 CFR 1179.8 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 1179.8 Section 1179... AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.8 Procedures for salary... to final salary payment or leave in accordance with 31 U.S.C. 3716. ...

Scala Mobile, salari e prezzi in un modello di equilibrio di lungo periodo. (Full wage indexation, salaries and prices in a model of long-run equilibrium.

Directory of Open Access Journals (Sweden)

A. NICCOLI

2013-12-01

Full Text Available In questo lavoro vengono esaminati gli effetti a lungo termine di piena indicizzazione dei salari ai prezzi in un sistema economico . In particolare , l'autore dimostra che la piena indicizzazione dei salari , mentre amplifica i fenomeni inflazionistici , non influenza il livello o tasso di crescita dei salari reali .Viene proposto  un meccanismo alternativo con effetti inflazionistici molto più piccoli ..In this paper the long-term effects of full wage indexation to prices in an economic system are examined. In particular, the author shows that full wage indexation, while amplifying the inflationary phenomena, does not affect the level or growth rate of real wages. An alternative mechanism with much smaller inflationary effects is then proposed.JEL: E31

22 CFR 309.17 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 309.17 Section 309.17 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.17 Procedures for salary offset. Unless otherwise provided by statute or contract, the following procedures apply to salary offset: (a...

5 CFR 1215.8 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1215.8... MANAGEMENT Salary Offset § 1215.8 Procedures for salary offset. (a) Deductions to liquidate an employee's... payment due to a separated employee including but not limited to final salary payment or leave in...

5 CFR 179.212 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Procedures for salary offset. 179.212... COLLECTION STANDARDS Salary Offset § 179.212 Procedures for salary offset. (a) The Director or his or her designee shall coordinate salary deductions under this subpart. (b) OPM payroll office shall determine the...

Basic Exchange Rate Theories

NARCIS (Netherlands)

J.G.M. van Marrewijk (Charles)

2005-01-01

textabstractThis four-chapter overview of basic exchange rate theories discusses (i) the elasticity and absorption approach, (ii) the (long-run) implications of the monetary approach, (iii) the short-run effects of monetary and fiscal policy under various economic conditions, and (iv) the transition

78 FR 61404 - Federal Salary Council; Meeting

Science.gov (United States)

2013-10-03

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council; Meeting AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 5, 2013, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

75 FR 63215 - Federal Salary Council Meeting

Science.gov (United States)

2010-10-14

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council Meeting AGENCY: Office of Personnel Management. ACTION: Notice of Meeting. SUMMARY: The Federal Salary Council will meet on October 29, 2010, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

76 FR 59175 - Federal Salary Council; Meeting

Science.gov (United States)

2011-09-23

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council; Meeting AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 4, 2011, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

29 CFR 1650.110 - Implementation of salary offset.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Implementation of salary offset. 1650.110 Section 1650.110... Procedures for the Collection of Debts by Salary Offset § 1650.110 Implementation of salary offset. (a... proposed voluntary repayment agreement, deductions will begin in the next bi-weekly salary payment after a...

5 CFR 179.211 - Notice of salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of salary offset. 179.211 Section... COLLECTION STANDARDS Salary Offset § 179.211 Notice of salary offset. (a) Upon receipt of proper... certification as the debtor, a written notice of salary offset. Such notice shall, at a minimum: (1) State that...

45 CFR 708.10 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 708.10 Section 708... COLLECTION BY SALARY OFFSET FROM INDEBTED CURRENT AND FORMER EMPLOYEES § 708.10 Procedures for salary offset... to final salary payment, retired pay, or lump sum leave, etc. as of the date of separation to the...

Salaries of Head Coaches Are Rising, Survey Shows.

Science.gov (United States)

Naughton, Jim

1998-01-01

Salaries of head coaches in college sports are rising, but a large salary gap remains between coaches of men's and women's teams. In a national ranking of institutions by salary averages, men's coaches at the median institution made 43% more than women's coaches. Some institutions provide more salary equity than others. The Justice Department is…

12 CFR 1408.39 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Procedures for salary offset. 1408.39 Section... STATES Offset Against Salary § 1408.39 Procedures for salary offset. (a) The Chairman, or designee of the... periods following the date of mailing or delivery of the Notice of Intent to Collect by Salary Offset. (c...

12 CFR 608.839 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Procedures for salary offset. 608.839 Section... OWED THE UNITED STATES Offset Against Salary § 608.839 Procedures for salary offset. (a) The Chairman... Intent to Collect by Salary Offset. (c)(1) If the amount of the debt is equal to or is less than 15...

The Madness of Weighted Mean Faculty Salaries

Science.gov (United States)

Micceri, Theodore

2009-01-01

Higher education frequently uses weighted mean faculty salaries to compare either across institutions, or to evaluate an institution's salary growth over time. Unfortunately, faculty salaries are an extraordinarily complex phenomenon that cannot be legitimately reduced to a single number any more than the academic construct of skills, knowledge,…

17 CFR 256.920 - Salaries and wages.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

Do Higher Salaries Buy Better Teachers?

OpenAIRE

Eric A. Hanushek; John F. Kain; Steven G. Rivkin

1999-01-01

Important policy decisions rest on the relationship between teacher salaries and the quality of teachers, but the evidence about the strength of any such relationship is thin. This paper relies upon the matched panel data of the UTD Texas School Project to investigate how shifts in salary schedules affect the composition of teachers within a district. The panel data permit separation of shifts in salary schedules from movement along given schedules, and thus the analysis is much more closely ...

AIP salary report

Science.gov (United States)

“1987 Salaries Society Membership Survey,” the fifth in a series of salary reports produced by the Education and Employment Statistics Division of the American Institute of Physics has recently been released. The data are based on a random sample survey of one-sixth of the U.S. and Canadian membership of the AIP Membership Societies, which include AGU, American Physical Society, Optical Society of America, Acoustical Society of America, Society of Rheology, American Association of Physics Teachers, American Crystallographic Association, American Astronomical Society, American Association of Physicists in Medicine, and the American Vacuum Society.

10 CFR 1015.215 - Federal salary offset.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Federal salary offset. 1015.215 Section 1015.215 Energy... Administrative Collection of Claims § 1015.215 Federal salary offset. (a) DOE may authorize Treasury to offset a Federal salary to satisfy delinquent debt in accordance with 5 U.S.C. 5514, Installment Deduction for...

Salary adjustments and other changes to the Staff Rules & Regulations

CERN Document Server

Human Resources Department

2005-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2004, salaries are adjusted with effect from 1 January 2005. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.3% with effect from 1 January 2005. Elements increased by 1.7%, following the movement of the Geneva consumer price index : Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2005. Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2004/2005 i.e. with effect from 1 September 2004. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the ...

The Relationship between Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

Science.gov (United States)

Potvin, Geoff; Tai, Robert H.

2012-03-01

Drawing from a national survey of Ph.D.-holding physical scientists, we present evidence that doctoral completion time is a strong predictor of future salary prospects: each additional year in graduate school corresponds to a substantially lower average salary. This is true even while controlling for typical measures of scientific merit (grant funding and publication rates) and several other structural and career factors expected to influence salaries. Extending this picture to include gender effects, we show that women earn significantly less than men overall and experience no effect of doctoral completion time on their salaries, while men see a significant gain in salary stemming from earlier completion times. Doctoral completion time is shown to be largely unconnected to measures of prior academic success, research independence, and scientific merit suggesting that doctoral completion time is, to a great extent, out of the control of individual graduate students. Nonetheless, it can be influential on an individual's future career prospects, as can gender-related effects.

Gender Differences in Salary in a Recent Cohort of Early-Career Physician-Researchers

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A.; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A.

2013-01-01

Purpose Since prior studies have suggested that male physicians earn more than their female counterparts, the authors examined whether this disparity exists in a recently hired cohort. Method In 2010-11, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K-award type, K-award funding institute, K-award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Results Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary at academic institutions is important. PMID:24072109

Gender differences in nurse practitioner salaries.

Science.gov (United States)

Greene, Jessica; El-Banna, Majeda M; Briggs, Linda A; Park, Jeongyoung

2017-11-01

While male nurses have been shown to earn considerably more than female nurses, there is less evidence on gender disparities in salary among nurse practitioners (NPs). This study examines whether the gender gap in NP salaries persists after controlling for differences in work setting and demographic factors. We analyzed the relationship between gender and salary (2011 pretax earnings) among 6591 NPs working as NPs at least 35 h per week, using the 2012 National Sample Survey of Nurse Practitioners. We first conducted bivariate regression analyses examining the relationship between gender and earnings, and then developed a multivariate model that controlled for individual differences in demographic and work characteristics. Male NPs earned $12,859 more than female NPs, after adjusting for individual differences in demographics and work characteristics. The gender gap was $7405 for recent NP graduates, and grew over time. Male NPs earned significantly more than female NPs across all clinical specialty areas. The gender disparities in NP salaries documented here regardless of professional seniority or clinical area should spark healthcare organizations to conduct pay equity assessments of their employees' salaries to identify and ameliorate pay inequality. ©2017 American Association of Nurse Practitioners.

45 CFR 73.735-1005 - Salary from two sources.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Salary from two sources. 73.735-1005 Section 73... CONDUCT Provisions Relating to Experts, Consultants and Advisory Committee Members § 73.735-1005 Salary... employees from receiving any salary, or supplementation of Government salary, from a private source as a...

5 CFR 534.603 - Rates of basic pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Rates of basic pay. 534.603 Section 534.603 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay for Administrative Appeals Judge Positions § 534.603 Rates of basic pay. (a) The...

Adjusting Teacher Salaries for the Cost of Living: The Effect on Salary Comparisons and Policy Conclusions

Science.gov (United States)

Stoddard, C.

2005-01-01

Teaching salaries are commonly adjusted for the cost of living, but this incorrectly accounts for welfare differences across states. Adjusting for area amenities and opportunities, however, produces more accurate salary comparisons. Amenities and opportunities can be measured by the wage premium other workers in a state face. The two methods…

17 CFR 141.8 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Procedures for salary offset. 141.8 Section 141.8 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION SALARY OFFSET § 141.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

38 CFR 1.992 - Procedures for salary offset.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset. 1.992 Section 1.992 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.992 Procedures for salary offset. (a) Types of collection...

22 CFR 34.16 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Procedures for salary offset. 34.16 Section 34.16 Foreign Relations DEPARTMENT OF STATE CLAIMS AND STOLEN PROPERTY DEBT COLLECTION Salary Offset § 34.16 Procedures for salary offset. Unless otherwise provided by statute or contract, the following...

16 CFR 1027.8 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Procedures for salary offset. 1027.8 Section 1027.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the...

22 CFR 213.21 - Employee salary offset-general.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary offset...

45 CFR 607.8 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

32 CFR 1697.8 - Procedures for salary offset.

Science.gov (United States)

2010-07-01

... 32 National Defense 6 2010-07-01 2010-07-01 false Procedures for salary offset. 1697.8 Section 1697.8 National Defense Other Regulations Relating to National Defense SELECTIVE SERVICE SYSTEM SALARY OFFSET § 1697.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

14 CFR 1261.603 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Procedures for salary offset. 1261.603... salary offset. If NASA is both the paying and creditor agency, the following requirements must be met... of the debt through salary offset by deductions from the employee's current disposable pay, stating...

Trends in gender, employment, salary, and debt of graduates of US veterinary medical schools and colleges.

Science.gov (United States)

Chieffo, Carla; Kelly, Alan M; Ferguson, James

2008-09-15

To characterize trends in gender, employment, starting salaries, and educational debt of graduates of US veterinary medical schools and colleges from 1988 to 2007. Meta-analysis. Sample Population-Veterinary medical graduates from 26 or 27 of 27 US veterinary schools and colleges from 1988 through 2007. Data were obtained from surveys published in the JAVMA. A chi2 test for trend was used to analyze trends in choices of employment and educational indebtedness for the veterinary graduate populations over time. The greatest changes in employment occurred in predominantly large animal practice, which attracted 10.7% of new graduates in 1989 but only 2.2% in 2007, and in advanced study, which attracted 15.2% of new graduates in 1989 and 36.8% in 2007. In 2007, 75% of graduates were women, but this gender shift was not associated with the decline in the percentage of graduates entering rural practice. From 1989 through 2007, starting salaries in private practice increased at a rate of 4.60%/y. During the same period, educational debt increased at an annual rate of 7.36%, or 60% higher than the rate of increases for starting salaries. As a result, debt at graduation increased from 1.1 times the starting salary in 1989 to 2.0 times the starting salary in 2007. Veterinary students are now more in debt than they have ever been. This trend together with a substantial increase in the rate of interest charged for government-backed education loans create conditions for new graduates that appear unsustainable.

THE EMPLOYMENT – PRODUCTIVITY – SALARY RELATION, A CONDITION FOR ACHIEVING LONG - TERM ECONOMIC GROWTH

Directory of Open Access Journals (Sweden)

Mihai CHIRILA

2005-01-01

Full Text Available The employment-productivity-salary correlation is essential towards setting up conditions for economic growth andlasting social stability. An influence exists from technological changes, current stage of economic development,peculiarities of labour offer, employers – trade-unions interaction, etc. The analysis covers long-term and short-termcycles. In keeping with specificity of development stages, national economy witnesses an interval of productivitygrowth facilitating maximized employment and a rise in salary too. A lower growth rate indicates difficulties inassimilating new technologies; a higher growth rate generates instability in employing labour. Thus, the exercise ofstrong pressure is shown to exist on economic and technological structures. Likewise, this is what happens whenproductivity goes ahead of the separate analyses of the correlations between employment and productivity, on theone hand, and productivity and salary, on the other.

45 CFR 33.10 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Procedures for salary offset. 33.10 Section 33.10 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SALARY OFFSET § 33.10 Procedures for salary offset. (a) Method and source of deductions. Unless the employee and the Secretary have...

18 CFR 367.9200 - Account 920, Administrative and general salaries.

Science.gov (United States)

2010-04-01

..., Administrative and general salaries. 367.9200 Section 367.9200 Conservation of Power and Water Resources FEDERAL... and general salaries. (a) This account must include salaries, wages, bonuses and other consideration... detailed records subdividing salaries and wages by departments or other functional organization units. ...

40 CFR 13.21 - Employee salary offset-general.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies by...

Results of the 2013 CASE Europe Salary Survey

Science.gov (United States)

Paradise, Andrew

2013-01-01

CASE has conducted salary surveys to track trends in the profession and to help members benchmark salaries since 1982. Following CASE's major overhaul of the survey instrument and data collection system, CASE Europe fielded a European version of the salary survey for the second time in October 2012. All individual CASE Europe members at colleges,…

41 CFR 105-56.027 - Centralized salary offset computer match.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Centralized salary... Services Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.027 Centralized salary offset...

41 CFR 105-56.017 - Centralized salary offset computer match.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Centralized salary... Services Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.017 Centralized salary offset...

5 CFR 179.213 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Coordinating salary offset with other... REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.213 Coordinating salary offset with other agencies... intent of this regulation. (2) The designated salary offset coordinator will be responsible for: (i...

Salary Compression: A Time-Series Ratio Analysis of ARL Position Classifications

Science.gov (United States)

Seaman, Scott

2007-01-01

Although salary compression has previously been identified in such professional schools as engineering, business, and computer science, there is now evidence of salary compression among Association of Research Libraries members. Using salary data from the "ARL Annual Salary Survey", this study analyzes average annual salaries from 1994-1995…

Salary adjustments and changes to the Staff Rules & Regulations

CERN Multimedia

HR Department

2007-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2006, salaries are adjusted with effect from 1 January 2007. Council has also approved the conclusions of the 2005 Five-Yearly Review and a new (11th) of the Staff Rules and Regulations edition comes into force on 1 January 2007. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively in the 11th edition, R A 1 and R A 2 in the 10th edition): increased by 1.6% with effect from 1 January 2007. Elements increased by 1.4%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 3 in the 11th edition), with effect from 1 January 2007; b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01 in the 11th edition, R A 8.01 in the 10th edition) for the academic year 2006/2007 i.e. with effect from 1 September 2006. Related adjustments will be implemented, wherever applicable, to Paid Associates and Stud...

Molecular and immunohistochemical studies on epidermal responses in Atlantic salmon Salmo salar L. induced by Gyrodactylus salaris Malmberg, 1957

DEFF Research Database (Denmark)

Kania, Per Walter; Evensen, O.; Larsen, Thomas Bjerre

2010-01-01

Various strains of Atlantic salmon exhibit different levels of susceptibility to infections with the ectoparasitic monogenean Gyrodactylus salaris. The basic mechanisms involved in this differential ability to respond to this monogenean were elucidated using controlled and duplicated challenge...

12 CFR 313.49 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.49 Coordinating salary offset with... employee has consented to the salary offset in writing or has signed a statement acknowledging receipt of...

5 CFR 1639.28 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coordinating salary offset with other... CLAIMS COLLECTION Salary Offset § 1639.28 Coordinating salary offset with other agencies. (a... employee is in the process of separating and has not received a final salary check or other final payment(s...

48 CFR 752.231-71 - Salary supplements for HG employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Salary supplements for HG....231-71 Salary supplements for HG employees. As prescribed in 731.205-71, for use in all contracts with... sub-contracts. Salary Supplements for HG Employees (OCT 1998) (a) Salary supplements are payments made...

State Teacher Salary Schedules. Policy Analysis

Science.gov (United States)

Griffith, Michael

2016-01-01

In the United States most teacher compensation issues are decided at the school district level. However, a group of states have chosen to play a role in teacher pay decisions by instituting statewide teacher salary schedules. Education Commission of the States has found that 17 states currently make use of teacher salary schedules. This education…

78 FR 80451 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2013-12-31

... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

Gyrodactylus salaris

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Jørgensen, Louise von Gersdorff; Bresciani, José

2006-01-01

Gyrodactylus salaris er en lille snylter, der angriber laksefiskenes hud og finner, hvilket kan medføre betydelig sygdom og dødelighed hos angrebne fisk. En særlig aggressiv type af denne snylter-art har decimeret bestanden af vildlaks i 45 norske elve siden 1970'erne. Snylteren forekommer også i...

Ninth Triennial Toxicology Salary Survey.

Science.gov (United States)

Gad, Shayne Cox; Sullivan, Dexter Wayne

2016-01-01

This survey serves as the ninth in a series of toxicology salary surveys conducted at 3-year intervals and beginning in 1988. An electronic survey instrument was distributed to 5919 individuals including members of the Society of Toxicology, American College of Toxicology, and 23 additional professional organizations. Question items inquired about gender, age, degree, years of experience, certifications held, areas of specialization, society membership, employment and income. Overall, 1293 responses were received (response rate 21.8%). The results of the 2014 survey provide insight into the job market and career path for current and future toxicologists. © The Author(s) 2016.

SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

CERN Multimedia

2004-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2003, salaries and pensions are adjusted with effect from 1 January 2004. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: 1. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.1% with effect from 1 January 2004. 2. Elements increased by 0.7%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2004. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2003/2004, i.e. with effect from 1 September 2003. c) Pensions, with effect from 1 January 2004. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, var...

26 CFR 509.113 - Government wages, salaries, and pensions.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

10 CFR 16.15 - Procedures for internal salary offset.

Science.gov (United States)

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Procedures for internal salary offset. 16.15 Section 16.15 Energy NUCLEAR REGULATORY COMMISSION SALARY OFFSET PROCEDURES FOR COLLECTING DEBTS OWED BY FEDERAL EMPLOYEES TO THE FEDERAL GOVERNMENT § 16.15 Procedures for internal salary offset. (a) Deductions to...

Male/Female Salary Disparity for Professors of Educational Administration.

Science.gov (United States)

Pounder, Diana G.

The earnings gap between male and female workers across all occupational groups has been well documented; full-time women workers earn, on average, approximately 65 percent of men's salaries. Although male/female salary disparity is largest across occupational groups, salary disparity within occupational groups still prevails. For example, the…

5 CFR 551.203 - Salary-based nonexemption.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Salary-based nonexemption. 551.203 Section 551.203 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Exemptions and Exclusions § 551.203 Salary-based nonexemption...

27 CFR 70.242 - Wages, salary and other income.

Science.gov (United States)

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Wages, salary and other... Collection of Excise and Special (Occupational) Tax Limitations § 70.242 Wages, salary and other income. (a... as wages, salary or other income are exempt from levy. This section described the income of a...

Gender differences in salary in a recent cohort of early-career physician-researchers.

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

2013-11-01

Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort. In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K award type, K award funding institute, K award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P work hours, research time, and other factors. Peters-Belson analysis indicated that 17% of the overall disparity in the full sample was unexplained by the measured covariates. In the married subset, after accounting for spousal employment status, 10% remained unexplained. The authors observed, in this recent cohort of elite, early-career physician-researchers, a gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary is important.

36 CFR 1201.32 - What are NARA's procedures for salary offset?

Science.gov (United States)

2010-07-01

... for salary offset? 1201.32 Section 1201.32 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.32 What are NARA's procedures for salary offset? (a) NARA will coordinate salary deductions under this subpart as appropriate...

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Beyond Salaries: Employee Benefits for Teachers in the SREB States.

Science.gov (United States)

Gaines, Gale F.

This report summarizes teachers' and employers' contribution rates to retirement, Social Security and Medicare, and major medical plans. Several Southern Regional Education Board (SREB) states have adopted multi-year goals to raise teacher pay, which involves additional costs for benefits tied to those salary increases. These benefits can add…

12 CFR 608.841 - Requesting current paying agency to offset salary.

Science.gov (United States)

2010-01-01

... salary. 608.841 Section 608.841 Banks and Banking FARM CREDIT ADMINISTRATION ADMINISTRATIVE PROVISIONS COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 608.841 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to...

Sex differences in physician salary in U.S. public medical schools

Science.gov (United States)

Jena, Anupam B.; Olenski, Andrew R.; Blumenthal, Daniel M.

2017-01-01

Importance Limited evidence exists on salary differences between male and female academic physicians, largely due to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. Objective To analyze sex differences in earnings among U.S. academic physicians. Design, setting, and participants Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, we extracted salary data on 10,241 academic physicians at 24 public medical schools. We linked this data to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, NIH funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). We estimated sex differences in salary adjusting for these factors. Exposure Physician sex Main outcome measures Annual salary Results Female physicians had lower unadjusted salaries than male physicians ($206,641 vs. $257,957; difference $51,315; 95% CI $46,330–$56,301). Sex differences persisted after multivariable adjustment ($227,782 vs. $247,661; difference $19,878; 95% CI $15,261–$24,495). Sex differences in salary varied across specialties, institutions, and faculty ranks. Female full and associate professors had comparable adjusted salaries to those of male associate and assistant professors, respectively. Conclusions and relevance Among physicians with faculty appointments at 24 U.S. public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue. PMID:27400435

Predicting the Salary Satisfaction of Exempt Employees.

Science.gov (United States)

Dreher, George F.

1981-01-01

Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

Education and Six-Figure Salaries. The Iconoclast.

Science.gov (United States)

McMurtry, John

1996-01-01

Criticizes the recent trend of six-figure-plus salaries for higher education administrators in Canada. Maintains that these salaries reflect neither market value nor individual performance but rather result from aggressive self-promotion and institutional chicanery. Argues that those individuals motivated primarily by money should work in the…

12 CFR 1408.41 - Requesting current paying agency to offset salary.

Science.gov (United States)

2010-01-01

... salary. 1408.41 Section 1408.41 Banks and Banking FARM CREDIT SYSTEM INSURANCE CORPORATION COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 1408.41 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to the debtor, the...

27 CFR 70.162 - Levy and distraint on salary and wages.

Science.gov (United States)

2010-04-01

... salary and wages. 70.162 Section 70.162 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX... § 70.162 Levy and distraint on salary and wages. (a) Notice of intent to levy. Levy may be made for any... salary or wages. A levy on salary or wages is continuous from the time of the levy until the liability...

Teacher Salaries and the Shortage of High-Quality Teachers in China's Rural Primary and Secondary Schools

Science.gov (United States)

Xuehui, An

2018-01-01

Teacher salary level and structure are not only important factors affecting the supply of primary and secondary school teachers, but they are also crucial to attracting, training, and retaining high-quality teachers, thereby impacting the overall quality of education and teaching in schools. The reform of China's basic education management system…

Are hybrids between Atlantic salmon and brown trout suitable long-term hosts of Gyrodactylus salaris during winter?

Science.gov (United States)

Knudsen, R; Henriksen, E H; Gjelland, K Ø; Hansen, H; Hendrichsen, D K; Kristoffersen, R; Olstad, K

2017-10-01

The monogenean parasite Gyrodactylus salaris poses serious threats to many Atlantic salmon populations and presents many conservation and management questions/foci and challenges. It is therefore critical to identify potential vectors for infection. To test whether hybrids of native Atlantic salmon (Salmo salar) × brown trout (Salmo trutta) are suitable as reservoir hosts for G. salaris during winter, infected hybrid parr were released into a natural subarctic brook in the autumn. Six months later, 23.9% of the pit-tagged fish were recaptured. During the experimental period, the hybrids had a sixfold increase in mean intensity of G. salaris, while the prevalence decreased from 81% to 35%. There was high interindividual hybrid variability in susceptibility to infections. The maximum infrapopulation growth rate (0.018 day -1 ) of G. salaris throughout the winter was comparable to earlier laboratory experiments at similar temperatures. The results confirm that infrapopulations of G. salaris may reproduce on a hybrid population for several generations at low water temperatures (~1 °C). Wild salmon-trout hybrids are undoubtedly susceptible to G. salaris and represent an important reservoir host for the parasite independent of other co-occurring susceptible hosts. Consequently, these hybrids may pose a serious risk for G. salaris transmission to nearby, uninfected rivers by migratory individuals. © 2017 John Wiley & Sons Ltd.

12 CFR 1704.29 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.29 Coordinating salary offset with other agencies. (a) Responsibility of OFHEO as the creditor agency. (1) OFHEO...

5 CFR 838.622 - Cost-of-living and salary adjustments.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Cost-of-living and salary adjustments....622 Cost-of-living and salary adjustments. (a)(1) A court order that awards adjustments to a former... such as “salary adjustments” or “pay adjustments” occurring after the date of the decree provides...

Detecting salary discrimination against male and female managers

NARCIS (Netherlands)

Rutte, C.G.; Messick, D.M.

1996-01-01

This paper reports two experiments that examine factors influencing the detection of salary discrimination in organizations. Subjects were presented with information about the qualifications and salaries of female and male managers in 10 departments of an hypothetical company and were asked to judge

45 CFR 2506.32 - What are the Corporation's procedures for salary offset?

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false What are the Corporation's procedures for salary...) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.32 What are the Corporation's procedures for salary offset? (a) The Corporation will coordinate salary deductions under this...

Profile of English salaried GPs: labour mobility and practice performance.

Science.gov (United States)

Ding, Alexander; Hann, Mark; Sibbald, Bonnie

2008-01-01

Recent national policy changes have provided greater flexibility in GPs' contracts. One such policy is salaried employment, which offers reduced hours and freedom from out-of-hours and administrative responsibilities, aimed at improving recruitment and retention in a labour market facing regional shortages. To profile salaried GPs and assess their mobility within the labour market. Serial cross-sectional study. All GPs practising in England during the years 1996/1997, 2000/2001, and 2004/2005. Descriptive analyses, logistic regression. Salaried GPs tended to be either younger ( or =65 years), female, or overseas-qualified; they favoured part-time working and personal medical services contracts. Salaried GPs were more mobile than GP principals, and have become increasingly so, despite a trend towards reduced overall mobility in the GP workforce. Practices with salaried GPs scored more Quality and Outcomes Framework points and were located in slightly more affluent areas. Salaried status appears to have reduced limitations in the labour market, leading to better workforce deployment from a GP's perspective. However, there is no evidence to suggest it has relieved inequalities in GP distribution.

Salary survey of the Medical Library Group of Southern California and Arizona.

Science.gov (United States)

Smith, J L; Connolly, B F; Davis, M; Graham, E; Wheeler, S

1984-01-01

The 1982 salary survey of the Medical Library Group of Southern California and Arizona (MLGSCA) indicates that 211 health sciences librarians in Southern California and Arizona earned a mean annual salary of $20,910 for 1982. Data analysis shows a positive correlation between salary and educational level. Other factors found to affect salary were job history, number of positions held, MLA certification, and professional responsibility. Age, gender, and MLA certification did not have a consistent positive correlation with salary. Results indicate that the salaries of hospital librarians are, on the average, roughly comparable to those of academic librarians in Southern California and Arizona. PMID:6743878

26 CFR 301.6334-2 - Wages, salary, and other income.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Wages, salary, and other income. 301.6334-2....6334-2 Wages, salary, and other income. (a) In general. Under section 6334 (a)(9) and (d) certain amounts payable to or received by a taxpayer as wages, salary, or other income are exempt from levy. This...

7 CFR 3.81 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: when deductions may... Salary Offset § 3.81 Procedures for salary offset: when deductions may begin. (a) Deductions to liquidate... Offset Salary to collect from the employee's current pay. (b) If the employee filed a petition for a...

45 CFR 33.8 - Voluntary repayment agreement in lieu of salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Voluntary repayment agreement in lieu of salary... SALARY OFFSET § 33.8 Voluntary repayment agreement in lieu of salary offset. (a)(1) In response to the... notice of intent to offset. An employee who wishes to repay the debt without salary offset shall also...

48 CFR 731.205-71 - Salary supplements for Host Government employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Salary supplements for... Contracts With Commercial Organizations 731.205-71 Salary supplements for Host Government employees. (a... fifty percent of its financial support from the government. (b) General. Salary supplement occurs when...

Allegheny County Employee Salaries

Data.gov (United States)

Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

Teacher Salary Bonuses in North Carolina. Research Brief

Science.gov (United States)

National Center on Performance Incentives, 2008

2008-01-01

In "Teacher Salary Bonuses in North Carolina"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Jacob Vigdor of Duke University reviews a teacher salary bonus program operating in North Carolina. Known officially as the ABC's of Public Education, the program awards teachers…

Overview: 2017 Professionals in Higher Education Salary Report

Science.gov (United States)

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

The "Faculty in Higher Education Survey" collects data from approximately 700 higher education institutions on nearly 250,000 full-time faculty (tenure track and non-tenure track), as well as academic department heads and adjunct (pay-per-course) faculty. Data collected for full-time faculty include: salary, supplemental salary and…

24 CFR 17.137 - Procedures for salary offset: imposition of interest.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: imposition of interest. 17.137 Section 17.137 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.137 Procedures for salary offset: imposition of interest...

24 CFR 17.136 - Procedures for salary offset: methods of collection.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: methods of collection. 17.136 Section 17.136 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.136 Procedures for salary offset: methods of collection...

24 CFR 17.135 - Procedures for salary offset: types of collection.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: types of collection. 17.135 Section 17.135 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.135 Procedures for salary offset: types of collection. A...

AVETH follow-up survey on salary and duties of ETH doctoral students

OpenAIRE

Schalko, Isabella; Jacob, Romain; Kuzmanovska, Irena

2017-01-01

The present survey was conducted as a follow-up of the AVETH survey in 2014. Based on 1′052 completed answers this report summarizes the current employment situation and the corresponding opinion of doctoral students at ETH Zurich about their salary rate and additional duties.

7 CFR 3.83 - Procedures for salary offset: methods of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: methods of collection. 3.83 Section 3.83 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.83 Procedures for salary offset: methods of collection. (a) General. A debt will be collected...

Gender Salary Differences in Economics Departments in Japan

Science.gov (United States)

Takahashi, Ana Maria; Takahashi, Shingo

2011-01-01

By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary…

Journalists’ salary structure in Spain during the crisis

Directory of Open Access Journals (Sweden)

Sergio Roses, Ph.D.

2011-01-01

Full Text Available Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the surveyed journalists and the aforementioned variables.The results show that the salary level of Spanish journalists depends on such variables as sex, age, professional experience, the type, size, and geographic location of the employing media company, occupational category, contract type, and seniority in employment. However, journalists’ income is independent of education level, or the completion of graduate or postgraduate degrees in Journalism, Communication or Media studies. The findings of our study –of interest to scholars and media organisations- will help monitoring in the near future the effects of the media’s cost-cutting policies on the salaries of Spanish journalists.

7 CFR 3.82 - Procedures for salary offset: types of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: types of collection. 3.82 Section 3.82 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.82 Procedures for salary offset: types of collection. A debt will be collected in a lump-sum...

29 CFR 541.603 - Effect of improper deductions from salary.

Science.gov (United States)

2010-07-01

... REGULATIONS DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Salary Requirements § 541.603 Effect of improper deductions from salary. (a) An...

The Impact of MBA Programme Attributes on Post-MBA Salaries

OpenAIRE

Elliott, Caroline; Soo, Kwok Tong

2016-01-01

This paper explores the impact of various MBA programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset, comprising MBA programmes from across the world. Results indicate that pre-MBA salary and quality rank of programme are key determinants of post-MBA salary.

22 CFR 309.18 - Voluntary repayment agreements as an alternative to salary offset.

Science.gov (United States)

2010-04-01

... to salary offset. 309.18 Section 309.18 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.18 Voluntary repayment agreements as an alternative to salary offset. (a) In response to a notice of intent, an employee may propose a written agreement to repay the debt as an alternative to salary...

Sex Differences in Radiologist Salary in U.S. Public Medical Schools.

Science.gov (United States)

Kapoor, Neena; Blumenthal, Daniel M; Smith, Stacy E; Ip, Ivan K; Khorasani, Ramin

2017-11-01

The purpose of this study was to evaluate salary differences between male and female academic radiologists at U.S. medical schools. Laws in several U.S. states mandate public release of government records, including salary information of state employees. From online salary data published by 12 states, we extracted the salaries of all academic radiologists at 24 public medical schools during 2011-2013 (n = 573 radiologists). In this institutional review board-approved cross-sectional study, we linked these data to a physician database with information on physician sex, age, faculty rank, years since residency, clinical trial involvement, National Institutes of Health (NIH) funding, scientific publications, and clinical volume measured by 2013 Medicare payments. Sex difference in salary, the primary outcome, was estimated using a multilevel logistic regression adjusting for these factors. Among 573 academic radiologists, 171 (29.8%) were women. Female radiologists were younger (48.5 vs 51.6 years, p = 0.001) and more likely to be assistant professors (50.9% [87/171] vs 40.8% [164/402], p = 0.026). Salaries between men and women were similar in unadjusted analyses ($290,660 vs $289,797; absolute difference, $863; 95% CI, -$18,363 to $20,090), and remained so after adjusting for age, faculty rank, years since residency, clinical trial involvement, publications, total Medicare payments, NIH funding, and graduation from a highly ranked medical school. Among academic radiologists employed at 24 U.S. public medical schools, male and female radiologists had similar annual salaries both before and after adjusting for several variables known to influence salary among academic physicians.

22 CFR 213.23 - Salary offset when USAID is not the creditor agency.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is not the creditor... Administrative Offset § 213.23 Salary offset when USAID is not the creditor agency. (a) USAID will use salary... installment, if a date other than the next established pay period. (b) Requests for salary offset must be sent...

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2010-2011. National Survey of Salaries and Wages in Public Schools: A Reference Tool for School Administrators. 38th Edition

Science.gov (United States)

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2011-01-01

This report presents salary and wage data collected as part of the "ERS National Survey of Salaries and Wages in Public Schools, 2010-2011." The survey, conducted in Fall 2010, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems throughout the…

Differentiation of Siberian Miners’ Salaries in Late XIX – Early XX Centuries

Directory of Open Access Journals (Sweden)

Vasiliy P. Zinovyev

2014-06-01

Full Text Available The work considers seasonal variations and differentiation of Siberian miners’ salaries in late XIX – early XX centuries, proves that seasonal variations of salaries depended on the excess demand on labor in summer and the contraction of demand in winter, detects that salary differentiated, depending on workers’ qualification, sex, age, nationality, industry, location of an enterprise. Such differences in Siberian miners’ salaries were typical for early industrial period of the development of the society.

Gender differences in salary of internal medicine residency directors: a national survey.

Science.gov (United States)

Willett, Lisa L; Halvorsen, Andrew J; McDonald, Furman S; Chaudhry, Saima I; Arora, Vineet M

2015-06-01

Whether salary disparities exist between men and women in medical education leadership roles is not known. The study objective was to determine whether salary disparities exist between male and female Internal Medicine residency program directors, and if so, to identify factors associated with the disparities and explore historical trends. The annual Association of Program Directors in Internal Medicine (APDIM) survey in August 2012 included items to assess the salary and demographic characteristics of program directors, which were merged with publically available program data. To assess historical trends, we used similarly obtained survey data from 2008 to 2011. The study included program directors of 370 APDIM member programs, representing 95.6% of the 387 accredited Internal Medicine training programs in the United States and Puerto Rico. Of the 370 APDIM member programs, 241 (65.1%) completed the survey, of whom 169 (70.1%) were men and 72 (29.9%) were women. Program directors' total annual salary, measured in $25,000 increments, ranged from $75,000 or less to more than $400,000. Historical trends of mode salary by gender from 2008 to 2012 were assessed. The mode salary was $200,000 to 225,000 for men and $175,000 to $200,000 for women (P = .0005). After controlling for academic rank, career in general internal medicine, and program director age, the distribution of salary remained different by gender (P = .004). Historical trends show that the difference in mode salary has persisted since 2008. Leaders in academic medical centers, residency and fellowship directors, and all faculty in medical education need to be aware that salary disparities cited decades ago persist in this sample of medical educators. Closing the gender gap will require continued advocacy for measuring and reporting salary gaps, and changing the culture of academic medical centers. Copyright © 2015 Alliance for Academic Internal Medicine. Published by Elsevier Inc. All rights reserved.

Five-Yearly Review 2010 : Confirmation that our salaries are going downhill

CERN Multimedia

Staff Association

2010-01-01

A general review of our financial and social conditions takes place every five years: “the five-yearly review”, whose principles and procedures are described in Annex A1 of the Staff Rules and Regulations. The purpose of the five-yearly review is to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain from all its Member States staff members of the highest competence and integrity required for the execution of its mission. The five-yearly review must include basic remuneration (the basic salaries of staff members, the stipends of fellows, and the subsistence allowances of associated members of the personnel) and may include any other financial or social conditions. Start of the 2010 five-yearly review and data collection As we wrote in Echo no. 80, CERN Council approved the document CERN/2862 for the 2010 five-yearly review (hereinafter 2010 5YR) at its meeting on 19th June 2009. This was the Management’s proposal which...

Teacher Salary and National Achievement: A Cross-National Analysis of 30 Countries

Science.gov (United States)

Akiba, Motoko; Chiu, Yu-Lun; Shimizu, Kazuhiko; Liang, Guodong

2012-01-01

Using national teacher salary data from the Organisation for Economic Co-operation and Development (OECD) and student achievement data from the Programme for International Student Assessment (PISA), this study compared secondary school teacher salary in 30 countries and examined the relationship between average teacher salary and national…

5 CFR 179.209 - Voluntary repayment agreement as alternative to salary offset.

Science.gov (United States)

2010-01-01

... alternative to salary offset. 179.209 Section 179.209 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.209 Voluntary repayment agreement as alternative to salary offset. (a)(1) In response to a notice of intent, an employee may propose...

The Socio-Economic Value of Teacher Salaries Rise

Directory of Open Access Journals (Sweden)

Elena Mikhailovna Avraamova

2016-12-01

Full Text Available The socio-economic results of the reform in teachers’ salary, which had a positive impact on the quality of school education, are considered. However, the economic difficulties that our country encounters, may jeopardize the achieved results. The results of the monitoring study of the Center of the Economics of Lifelong Education of RANEPA «Efficiency of the school education» conducted in 2015 in the Sverdlovsk, Voronezh, Ivanovo regions serve as information base. 2800 school teachers, 2800 households having a school student at family, 200 directors of the educational organizations are interviewed according to the survey method. Surveys are conducted on the representative selection including both urban and rural population. It is shown that the average teacher’s salary has reached the level of the average salary in the region in the 2013/2014 that met the requirements of the May Presidential Decree. This ratio was retained next year, and the size of the teachers’ salaries fully reflected the differentiation of the socio-economic indicators of the development of the Russian regions under consideration. The main positive effects of teachers’ salaries raise are: the rejuvenation of the teaching staff, professional development of teachers, their entering the Russian middle class. The authors study the impact of negative phenomena in the economy on the prospects of reproduction of the achieved socio-economic results of teachers’ salaries raise. The reduction of pupils’ parents’ incomes that can lead to a decrease in a request for paid educational services, which is one of the sources of extra-budgetary funding of school education are considered as such effects. From this perspective, the projective educational strategy of the parents of school students is considered. The analysis of the economic activities of school organizations, on the one hand, and educational strategies for the parents of schoolchildren in the conditions of

38 CFR 1.991 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset: when deductions may begin. 1.991 Section 1.991 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.991 Procedures for salary offset...

11 CFR 116.6 - Salary payments owed to employees.

Science.gov (United States)

2010-01-01

... 11 Federal Elections 1 2010-01-01 2010-01-01 false Salary payments owed to employees. 116.6 Section 116.6 Federal Elections FEDERAL ELECTION COMMISSION GENERAL DEBTS OWED BY CANDIDATES AND POLITICAL COMMITTEES § 116.6 Salary payments owed to employees. (a) Treatment as debts or volunteer services. If a...

Salary discrepancies between practicing male and female physician assistants.

Science.gov (United States)

Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

2012-01-01

Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p pay (p = .001) in orthopedic surgery, higher total income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

Science.gov (United States)

Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

2010-01-01

We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

24 CFR 17.134 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: when deductions may begin. 17.134 Section 17.134 Housing and Urban Development Office of the Secretary, Department... Government Salary Offset Provisions § 17.134 Procedures for salary offset: when deductions may begin. (a...

20 CFR 361.11 - Procedures for salary offset: When deductions may begin.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: When deductions... § 361.11 Procedures for salary offset: When deductions may begin. (a) Deductions to liquidate an... a debt is completed, offset shall be made from subsequent payments of any nature (e.g., final salary...

7 CFR 3.80 - Written agreement to repay debts as alternative to salary offset.

Science.gov (United States)

2010-01-01

... salary offset. 3.80 Section 3.80 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.80 Written agreement to repay debts as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent to Offset Salary, a...

Variation in Teacher Salaries in Georgia: Does the Property Tax Base Matter?

Science.gov (United States)

Winters, John V.

2009-01-01

There is a great deal of variation in teacher salaries across school districts. This is important because districts that pay low salaries are likely to have greater trouble recruiting and retaining quality teachers. Regression analysis reveals that local supplements--payments exceeding the state minimum salary schedule--are affected by a number of…

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is the creditor agency... Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements... through salary offset, USAID will first provide the employee with the opportunity to pay in full the...

7 CFR 400.136 - Procedures for salary offset; when deductions may begin.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; when deductions may... Management-Regulations for the 1986 and Succeeding Crop Years § 400.136 Procedures for salary offset; when... amount outlined in the Notice of Intent to collect from the employee's salary, as provided for in § 400...

40 CFR 13.22 - Salary offset when EPA is the creditor agency.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is the creditor... COLLECTION STANDARDS Administrative Offset § 13.22 Salary offset when EPA is the creditor agency. (a... through salary offset, EPA will first provide the employee with the opportunity to pay in full the amount...

Salary Information for Nuclear Engineers and Health Physicists, July 1996; FINAL

International Nuclear Information System (INIS)

Oak Ridge Institute for Science and Education

1996-01-01

Salary information was collected for July 1996 for personnel working as nuclear engineers and health physicists. The salary information includes personnel at the B.S., M.S., and Ph.D. levels with zero, one, three, four to seven, and eight to ten years of professional work experience. Information is provided for utilities and non-utilities. Non-utilities include private sector organizations and U.S. Department of Energy contractor-operated facilities. Government agencies, the military, academic organizations, and medical facilities are excluded. In previous years the salary data have been collected for October. In 1996, the data were collected for July; thus, some caution must be exercised in making annual salary trend comparisons

Impact of civil servant salaries on the performance of local public administration in Kosovo

Directory of Open Access Journals (Sweden)

Mr.Sc. Naim Ismajli

2012-12-01

Full Text Available Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407. As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but

12 CFR 313.46 - Notice of salary offset where FDIC is the paying agency.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Notice of salary offset where FDIC is the... AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.46 Notice of salary... shall send the employee a written notice of salary offset. Such notice shall advise the employee: (1...

The "Big Bang" in Public and Private Faculty Salaries

Science.gov (United States)

Rippner, Jennifer A.; Toutkoushian, Robert K.

2015-01-01

The gap between average faculty salaries at public and private institutions has been growing wider over the past 40 years, yet little is known about the nature and causes of the gap. This study uses data on more than 1,000 institutions to examine institutional average faculty salaries and how they have changed for public and private institutions.…

25 CFR 513.30 - When may the Commission use salary offset to collect debts?

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false When may the Commission use salary offset to collect... GENERAL PROVISIONS DEBT COLLECTION Salary Offset § 513.30 When may the Commission use salary offset to... salary offset under the authority of: 5 U.S.C. 5514; 31 U.S.C. 3716; 5 CFR part 550, subpart K; 31 CFR...

36 CFR 1201.33 - How will NARA coordinate salary offsets with other agencies?

Science.gov (United States)

2010-07-01

... salary offsets with other agencies? 1201.33 Section 1201.33 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.33 How will NARA coordinate salary offsets with other agencies? (a) Responsibilities of NARA as the creditor agency...

Teacher Salaries and Teacher Aptitude: An Analysis Using Quantile Regressions

Science.gov (United States)

Gilpin, Gregory A.

2012-01-01

This study investigates the relationship between salaries and scholastic aptitude for full-time public high school humanities and mathematics/sciences teachers. For identification, we rely on variation in salaries between adjacent school districts within the same state. The results indicate that teacher aptitude is positively correlated with…

The Influence of Performance-Based Accountability on the Distribution of Teacher Salary Increases

Science.gov (United States)

Bifulco, Robert

2010-01-01

This study examines how aspects of a district's institutional and policy environment influence the distribution of teacher salary increases. The primary hypothesis tested is that statewide performance-based accountability policies influence the extent to which districts backload teacher salary increases. I use data on teacher salaries from the…

Department of Health and Children Consolidated Salary Scales effective from June 2007

OpenAIRE

Department of Health (Ireland)

2007-01-01

Department of Health and Children Consolidated Salary Scales effective from June 2007 For the 1st worksheet, the pay-scales for grades read across. The current rate (1/06/07), 2% (2.5% if earning less than â,¬20,859 per annum) Towards 2016 and one historical rate are shown for the 1st worksheet. The grades within each section are displayed in the same order as in previous Pay Scales. Click here to download PDF 173kb

Labor Market Structure and Salary Determination among Professional Basketball Players.

Science.gov (United States)

Wallace, Michael

1988-01-01

The author investigates the labor market structure and determinants of salaries for professional basketball players. An expanded version of the resource perspective is used. A three-tiered model of labor market segmentation is revealed for professional basketball players, but other variables also are important in salary determination. (Author/CH)

Research Administrator Salary: Association with Education, Experience, Credentials and Gender

Science.gov (United States)

Shambrook, Jennifer; Roberts, Thomas J.; Triscari, Robert

2011-01-01

The 2010 Research Administrators Stress Perception Survey (2010 RASPerS) collected data from 1,131 research administrators on salary, years experience, educational level, Certified Research Administrator (CRA) status, and gender. Using these data, comparisons were made to show how salary levels are associated with each of these variables. Using…

40 CFR 13.23 - Salary offset when EPA is not the creditor agency.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is not the... CLAIMS COLLECTION STANDARDS Administrative Offset § 13.23 Salary offset when EPA is not the creditor... period. (4) Unless the employee has consented in writing to the salary deductions or signed a statement...

29 CFR 778.325 - Effect on salary covering more than 40 hours' pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect on salary covering more than 40 hours' pay. 778.325... COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.325 Effect on salary covering more than 40 hours' pay. The same reasoning applies to salary covering straight time pay for a...

Teacher quality and teacher salaries: the case of Pennsylvania

OpenAIRE

Tin-chun Lin

2009-01-01

Both teacher quality and teacher salaries are endogenously correlated in the teacher labor market. Therefore, due to endogeneity, we develop three econometric simultaneous-equation models to examine the link between teacher quality and teacher salaries. A total of 500 school districts in the state of Pennsylvania during the school years 1999-2000 to 2001-2002 are selected for a case study. Results reveal a positive and significant relationship between these two.

Salaries and Wages for Professional and Support Personnel in Public Schools, 2000-2001: A Reference Tool for Education Leaders. National Survey of Salaries and Wages in Public Schools. 28th Edition.

Science.gov (United States)

Williams, Alicia D.; Protheroe, Nancy; Parks, Michael C.

This is the 28th edition of salary and wage studies conducted annually by the Educational Research Service. It collects salary data from a national panel sample of school systems for 22 professional and 10 support positions. Consistency in study design and procedures through the years has also made this the definitive study of salary changes in…

Library/Information Science Education, Placement, and Salaries. Guide to Employment Sources in the Library and Information Professions; Placements and Salaries 2000: Plenty of Jobs, Salaries Flat; Accredited Master's Programs in Library and Information Studies; Library Scholarship Sources; Library Scholarship and Award Recipients, 2001.

Science.gov (United States)

Davis, Darlena; Terrell, Tom; Gregory, Vicki L.

2002-01-01

Includes five articles that report on employment sources in the library and information professions; placements and salaries, which indicate plenty of jobs and salaries that are flat; accredited master's programs in library and information studies; library scholarship sources; and library scholarship and award recipients. (LRW)

45 CFR 2506.33 - How will the Corporation coordinate salary offsets with other agencies?

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false How will the Corporation coordinate salary offsets... (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.33 How will the Corporation coordinate salary offsets with other agencies? (a) Responsibilities of the...

Segmentación laboral, educación y desigualdad salarial en México Work segmentation, education and salary inequality in Mexico

OpenAIRE

Marcos Valdivia López; Mercedes Pedrero Nieto

2011-01-01

Con el propósito de poner al descubierto las fuerzas sociológicas que afectan la desigualdad salarial en México, este trabajo realiza una estratificación basada en ocupaciones que atiende a la hipótesis de dualidad de los mercados laborales al proponer un submercado laboral primario y otro secundario. En específico, estudiamos la desigualdad salarial a partir de evaluar de qué manera los rendimientos de la educación se comportan o se ven afectados a lo largo de los diversos grupos ocupacional...

38 CFR 1.990 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-07-01

... repay debt as alternative to salary offset. 1.990 Section 1.990 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.990 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in...

Knowing Your Worth: Salary Expectations and Gender of Matriculating Physician Assistant Students.

Science.gov (United States)

Streilein, Annamarie; Leach, Brandi; Everett, Christine; Morgan, Perri

2018-03-01

The male-female wage gap is present and persistent in the health care sector, even among physician assistants (PAs). Explanations for the persistent gender earnings gap include differential salary expectations of men and women based, in part, on women's lower pay entitlement. The purpose of this study was to examine differences in salary expectations between male and female matriculating PA students nationwide, adjusting for other factors expected to affect salaries and pay expectations of both male and female matriculants. Using data from the Physician Assistant Education Association Matriculating Student Survey of 2013, 2014, and 2015, we investigated the relationship between first-year PA students' gender and their salary expectations after graduation using a multinomial logistic regression analysis. We controlled for possible confounders by including independent variables measuring student demographics, background characteristics, qualifications, future career plans, and financial considerations. We found that female PA students were less likely than male PA students to expect a salary of $80,000-$89,999 (Odds Ratio [OR] = 0.73), $90,000-$99,999 (OR = 0.58), or $100,000 or greater (OR = 0.42) in comparison to an expected salary of less than $70,000, when controlling for our independent variables. Our analysis shows that on entry into PA training programs, female PA students' earnings expectations are less than those of male PA students. Our results are consistent with research, suggesting that women typically expect lower pay and systematically undervalue their contributions and skills in comparison to men. Physician assistant programs should consider strategies to promote realistic salary expectations among PA students as one way to promote earnings equity.

24 CFR 17.133 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-04-01

... alternative to salary offset. 17.133 Section 17.133 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.133 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent...

20 CFR 361.10 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-04-01

... alternative to salary offset. 361.10 Section 361.10 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL... EMPLOYEES § 361.10 Written agreement to repay debt as alternative to salary offset. (a) Notification by... debt as an alternative to salary offset. Any employee who wishes to do this must submit a proposed...

Moral Orientation, Gender, and Salary.

Science.gov (United States)

Manning, Roger W.

A study examined the relationship among gender, moral orientation, and pay. Although the participants were about equal in terms of gender, 48 males and 53 females, males tended to hold higher degrees. The researcher hypothesized that salaries would be differentiated based on gender and moral orientation. Assumptions were that care-oriented males…

Team Organization Method Using Salary Auction Game for Sustainable Motivation

Directory of Open Access Journals (Sweden)

Sangkyun Kim

2015-10-01

Full Text Available In performing team-based projects in engineering class, students usually face many problems, such as free-riding, lack of responsibility, boredom, and insufficient initiative. This papers proposes a new method for performing team-based projects in engineering class—specifically, a gamified method for team organization using a salary auction game. On the description of the design and use of a salary auction game in engineering class, a case study conducted using a survey method is reported to validate the practical value of the proposed auction game. The salary auction game proposed in this paper demonstrates that a gamified team organization method in engineering class could be used as an effective tool to enhance motivation and to improve learning outcomes of engineering students.

Teacher Salaries and Teacher Unions: A Spatial Econometric Approach

OpenAIRE

John V. Winters

2011-01-01

The author uses a spatial econometric framework to examine the determinants of teacher salaries in the United States, including union activity in the teachers' own and in neighboring districts, teacher salaries in nearby districts, and other school district characteristics such as size and student-teacher ratios. Using the 1999-2000 Schools and Staffing Survey as well as the School District Demographic System and Bureau of Labor Statistics data sets, he finds that union activity increases sal...

Microhabitat selection of Gyrodactylus salaris Malmberg on different salmonids

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Martinussen, Torben; Buchmann, Kurt

2007-01-01

Parasitten Gyrodactylus salaris vises at formere sig med forskellig succes på forskellige laksefisk. Desuden tager parasitten ophold på forskellige områder på fiskens overflade, hvilket kan afspejle forskellige responsmønstre i fiskens hud.......Parasitten Gyrodactylus salaris vises at formere sig med forskellig succes på forskellige laksefisk. Desuden tager parasitten ophold på forskellige områder på fiskens overflade, hvilket kan afspejle forskellige responsmønstre i fiskens hud....

31 CFR 285.7 - Salary offset.

Science.gov (United States)

2010-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... writing of the date deductions from salary will commence and of the amount of such deductions. (2)(i) When...

20 CFR 361.13 - Procedures for salary offset: Methods of collection.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Methods of collection. 361.13 Section 361.13 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.13 Procedures for salary offset: Methods of collection. (a) General. A debt will be collected by...

7 CFR 400.138 - Procedures for salary offset; methods of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; methods of collection. 400.138 Section 400.138 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL... Management-Regulations for the 1986 and Succeeding Crop Years § 400.138 Procedures for salary offset; methods...

Characterisation of a low pathogenic form of Gyrodactylus salaris from rainbow trout

DEFF Research Database (Denmark)

Jørgensen, Thomas Rohde; Larsen, Thomas Bjerre; Jørgensen, Louise von Gersdorff

2007-01-01

A Danish form of Gyrodactylus salaris has been isolated and characterised. It is not pathogenic to Atlantic salmon.......A Danish form of Gyrodactylus salaris has been isolated and characterised. It is not pathogenic to Atlantic salmon....

26 CFR 404.6334(d)-1 - Minimum exemption from levy for wages, salary, or other income.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Minimum exemption from levy for wages, salary... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or... him as wages, salary, or other income. Under section 6331(d)(3), a levy upon wages or salary is...

12 CFR 1704.27 - Notice of salary offset where OFHEO is the paying agency.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Notice of salary offset where OFHEO is the..., DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.27 Notice of salary offset where OFHEO is the paying agency. (a) Notice. Upon issuance of a proper...

Teachers' Remarks about Their Salaries in 1800 in the Helvetic Republic

Science.gov (United States)

Brühwiler, Ingrid

2015-01-01

For centuries, teachers have complained about their salaries. In the Stapfer inquiry of 1799, some teachers made remarks about financial issues, particularly their low incomes. This inquiry is the main source for the arguments presented here regarding teachers' low salary during this period of the Helvetic Republic. The disparity between the…

20 CFR 361.12 - Procedures for salary offset: Types of collection.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Types of collection. 361.12 Section 361.12 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.12 Procedures for salary offset: Types of collection. A debt will be collected in a lump sum or in...

7 CFR 400.137 - Procedures for salary offset; types of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; types of collection. 400.137 Section 400.137 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL CROP...-Regulations for the 1986 and Succeeding Crop Years § 400.137 Procedures for salary offset; types of collection...

Gender salary and promotion gaps in Japanese academia: Results from science and engineering

OpenAIRE

Ana Maria Takahashi; Shingo Takahashi; Thomas Maloney

2015-01-01

Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6\\% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood...

Gender salary and promotion gaps in Japanese academia: Results from science and engineering

OpenAIRE

Takahashi, Ana Maria; 高橋, 新吾; Maloney, Thomas

2015-01-01

Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood ...

SALARIES IN THE CONSTRUCTION SECTOR – FROM ACCOUNTING PERSPECTIVE

Directory of Open Access Journals (Sweden)

OANA BOGDAN

2015-12-01

Full Text Available The construction sector faced, after the economic crisis who affected deeply this sector, both with a lack of qualified staff and with reduced salary levels. The accounting records for the staff includes salary entitlements, bonuses, additions, awards of payroll, allowances for rest and those for temporary disability paid from the salary fund, the first representing staff participation in profit, granted by law, and other rights in cash and / or kind of entity due to staff for their work. In this paper we present the contributions due to the State Budget by society and by the employees and we present the recognition of these operations in accounting formulas in accordance with the OMFP 1802/2014. In Romania the level of contributions to the pension system was reduced for the employer with the aim of decreasing tax evasion recorded. In this paper we want to reflect the impact of this decision on the pension system.

Leave or Stay as a Risky Choice: Effects of Salary Reference Points and Anchors on Turnover Intention

Science.gov (United States)

Xiong, Guanxing; Wang, X. T.; Li, Aimei

2018-01-01

Within a risky choice framework, we examine how multiple reference points and anchors regulate pay perception and turnover intentions in real organizational contexts with actual employees. We hypothesize that the salary range is psychologically demarcated by three reference points into four regions, the minimum requirement (MR), the status quo (SQ), and the goal (G). Three studies were conducted: Study 1 analyzed the relationship between turnover intention and the subjective likelihood of falling into each of four expected salary regions; Study 2 tested the mediating effect of pay satisfaction on salary reference point-dependent turnover intention; and Study 3 explored the anchoring effect of estimated peer salaries. The results show that turnover intention was higher in the region below MR or between SQ and G but lower in the region above G or between MR and SQ. That is, turnover intention can be high even in situations of salary raise, if the raise is below a salary goal (i.e., leaving for a lack of opportunity) and low even in situations of salary loss, if the expected salary is still above the MR (i.e., staying for security). In addition, turnover intention was regulated by pay satisfaction and peer salaries. In conclusion, turnover intention can be viewed as a risky choice adapted to salary reference points. PMID:29872409

ALA Salary Survey: Personal Members

Science.gov (United States)

American Libraries, 1971

1971-01-01

A survey of the members of the American Library Association revealed that the principal salary determinants are academic degree, type of employer and sex. The obvious differences in the earnings of men and women is not only found in the early experience years but any narrowing which does take place in the wage gap seems to take place at the…

19 CFR 201.205 - Salary adjustments.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt... of coverage, or a change in coverage, under a Federal benefits program requiring periodic deductions...

Focus on Wage and Salary Programs.

Science.gov (United States)

Risher, Howard W.

1989-01-01

Budget pressures, tightening labor markets, and increasing public interest should prompt colleges and universities to review their wage and salary programs. Many administrators have never been exposed to practices other than those common to higher education, and trustees with corporate experience may provide some insight. (Author/MSE)

26 CFR 1.280C-1 - Disallowance of certain deductions for wage or salary expenses.

Science.gov (United States)

2010-04-01

... salary expenses. 1.280C-1 Section 1.280C-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE... certain deductions for wage or salary expenses. If an employer elects to claim the targeted jobs credit... deduction for wage or salary expenses paid or incurred in the year the credit is earned by the amount...

Innovative Management of Budget Deficits: A Proportional Salary and Time Reduction Scheme.

Science.gov (United States)

Sloper, David

1989-01-01

An approach to institutional budgeting designed to alleviate accumulated deficits is described. The proposal introduces flexibility into the salary component, alleviating cash flow difficulties in the short to medium term and encouraging more proactive budgeting, by allowing employees to contract for reduced annual salary in exchange for reduced…

[Salary and clinical productivity among physicians in Norwegian somatic hospitals 2001-2008].

Science.gov (United States)

Johannessen, Karl-Arne

2010-09-23

Analysis of the future need for medical doctors necessitates an assessment of their productivity. The goals of this study were to analyze the relation between doctors' work force and the increased activity in hospitals, and to describe the development of working hours and salary for hospital doctors in a gender perspective. Information about man-labour years, working time and salary for doctors in Norwegian somatic hospitals was retrieved for the period 2001-2008. Number of hospital stays, DRG points and outpatient consultations per man-labour year are used as measures of doctors' clinical productivity. The percentage of female doctors increased from 34.7 % to 42.2 %. The mean annual salary increased more for men (14.4 % higher in 2001 and 16.6 % higher in 2008) than women. Total salary costs for doctors increased by 69.9 % (from 3.66 bill to 6.22 bill. NOK); 42.6 % of this increase was generated by new positions (1 306 man-labour years, + 21.2 %). Labour years from extended working hours increased by 6.8 % (constituting 1043 labour years in 2008; 12.2 % of the total), but the average extended labour time per doctor decreased (-16.7 % for women and -9.6 % for men). The number of hospital stays increased by 13.2 %, DRG points increased by 12.4 % and outpatient consultations increased by 9.3 % per doctor's work year in the period 2001-2008. Higher salaries for men may be explained by age, more men in senior positions and longer working hours than for women. The productivity of Norwegian doctors still increased from 2001 to 2008 (taking into account the increase in salary).

How Large Is the Gap in Salaries of Male and Female Engineers? SRS Issue Brief.

Science.gov (United States)

Lal, Bhavya; Yoon, Sam; Carlson, Ken

This issue brief examines the gender salary gap in engineering, an occupation in which women held 10% of the jobs in 1995. Using multivariate regression analysis, various potential explanations for the salary gap in this field are explored. It was concluded that the salary gap is primarily explained by the fact that female engineers, on average,…

The Impact of NFL Salary Cap Concentration on Team Success

Directory of Open Access Journals (Sweden)

Timothy E. Zimmer

2016-04-01

Full Text Available The paper empirically tests National League Football (NFL team data from 2000 through 2009 to ascertain factors of team performance. Of particular interest is the assessment of payroll distribution on team performance. The results indicate that the salary concentration has a non-linear influence on team performance. Success in the NFL can be best achieved at either extreme of low or high salary concentrations. A threshold of team talent must be assembled before on field success is achieved. Acquiring elite talent, especially at the quarterback position, is likely the best alternative to achieve high levels of team performance. It is further shown that larger markets have a positive performance bias which suggests an ability to more easily acquire better player talent. The results indicate that NFL salary distribution has an impact on team success, and that it is preferable to acquire fewer elite players than many good players.

The Relationship between External Job Mobility and Salary Attainment across Career Stages

Science.gov (United States)

Lam, Simon S. K.; Ng, Thomas W. H.; Feldman, Daniel C.

2012-01-01

The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary…

Errors in the calculation of new salary positions and performance premiums – 2017 MERIT exercise

CERN Multimedia

Staff Association

2017-01-01

Following the receipt of the letters dated May 12th announcing the qualification of their performance (MERIT 2017), and the notification of their salary slips for the month of May, several colleagues have come to us to enquire about the calculation of salary increases and performance premiums. After verification, the Staff Association has informed the Management, in a meeting of the Standing Concertation Committee on June 1st, about errors owing to rounding in the applied formulas. James Purvis, Head of HR department, has published in the CERN Bulletin dated July 18th an article, under the heading “Better precision (rounding)”, that gives a short explanation of these rounding effects. But we want to further bring you more precise explanations. Advancement On the salary slips for the month of May, the calculations of the advancement and new salary positions were done, by the services of administrative computing in the FAP department, on the basis of the salary, rounded to the nearest franc...

Woman Professors Pressing to Close Salary Gap; Some Colleges Adjust Pay, Others Face Lawsuits.

Science.gov (United States)

McMillen, Liz

1987-01-01

The institutions making efforts to study and change faculty salary disparities for men and women are finding that determining what constitutes a fair salary review and adjustment is difficult. Other institutions are resisting making changes. (MSE)

Salary Information for Nuclear Engineers and Health Physicists, October 1995; FINAL

International Nuclear Information System (INIS)

Oak Ridge Institute for Science and Education

1995-01-01

Salary information was collected for October 1995 for personnel working as nuclear engineers and health physicists. The salary information includes personnel at the B.S., M.S., and Ph.D. levels with zero, one, and three years of professional work experience. Information is provided for utilities and non-utilities. Non-utilities include private sector organizations and U.S. Department of Energy contractor-operated facilities. Government agencies, the military, academic organizations, and medical facilities are excluded

Teacher Salary Comparisons--Inter-City Differences: 2010-11 and 2011-12. BCTF Research Report. Section I. 2012-TS-02

Science.gov (United States)

White, Margaret

2012-01-01

This research report, which is an update of research report 2011-TS-03, shows the salary difference for each step of British Columbia's (BC) Category 5 or comparable qualifications. Salaries for Vancouver public school teachers are compared to teacher salaries in Toronto (elementary), Ottawa (secondary), and Edmonton. Salaries for Prince George…

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2008-09. A Reference Tool for School Administrators

Science.gov (United States)

Educational Research Service, 2009

2009-01-01

This report presents salary and wage data collected as part of the "Educational Research Service (ERS) National Survey of Salaries and Wages in Public Schools, 2008-2009." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public…

The NBA’s Maximum Player Salary and the Distribution of Player Rents

Directory of Open Access Journals (Sweden)

Kelly M. Hastings

2015-03-01

Full Text Available The NBA’s 1999 Collective Bargaining Agreement (CBA included provisions capping individual player pay in addition to team payrolls. This study examines the effect the NBA’s maximum player salary on player rents by comparing player pay from the 1997–1998 and 2003–2004 seasons while controlling for player productivity and other factors related to player pay. The results indicate a large increase in the pay received by teams’ second highest and, to a lesser extent, third highest paid players. We interpret this result as evidence that the adoption of the maximum player salary shifted rents from stars to complementary players. We also show that the 1999 CBA’s rookie contract provisions reduced salaries of early career players.

Postbaccalaureate Salaries of Psychology Majors from a Historically Black University: How Much Does a Master's Degree Add?

Science.gov (United States)

Sibulkin, Amy E.; Butler, J. S.

2016-01-01

A sample of predominantly African American psychology major baccalaureates from a historically Black university self-reported job types, salaries, and master's degree completion. For this pre-2009 recession sample, we found that (a) the rates of employment were quite high; (b) most jobs were related to health, mental health, social work, and…

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2009-2010. A Reference Tool for School Administrators

Science.gov (United States)

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2010-01-01

This report presents salary and wage data collected as part of the 37th edition of the "ERS National Survey of Salaries and Wages in Public Schools, 2009-2010." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems…

Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

Science.gov (United States)

Young, I. Phillip

2007-01-01

Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

The Effect of the Proportion of Women on Salaries: The Case of College Administrators.

Science.gov (United States)

Pfeffer, Jeffrey; Davis-Blake, Alison

1987-01-01

Examines the effect of the proportion of women administrators on both men's and women's salaries in colleges and universities. Identifies four theoretical predictors: economic competition and crowding, demographic group power, group interaction, and institutionalization. Increasing the proportion of women actually decreases salaries for both…

A MARXIST CONCEPT OF SALARY

Directory of Open Access Journals (Sweden)

Jorge Luiz Souto Maior

2014-12-01

Full Text Available Marx, more than once, makes clear that “the capital always does the workforce work longer than necessary for the reproduction of the value of the latter” and it is the production of surplus value. However, the legal form makes it appear that the work has in itself a value, and that the wages represent this value. The classical economic notion of salary does seem that the work has been fully paid and the legal, to define the institute also brings the idea that the salary is fair, since the measure is at least sufficient to meet the vital needs. In addition, the salary, legally speaking, is conceptualized as “consideration for work done”, and as there was a level equivalence between work and wages. The legal world, assuming that assumption leads us to further alienating abstraction when one pays, in sequence, to call into question the various forms of compensation. Already completely removed from reality, legal studies on wages lead us, in sequence, to take new forms: term of payment; forms of wage fixation and protection rules for the payment takes place. Ie, when more one studies the legal form, most distant of the essence. As Marx says, “the wage-form thus extinguishes every trace of the division of the working day into necessary labor and over-work, paid work and unpaid work”, and the salary, “All labor appears as paid labor”. In other words, again: “In wage labor, on the contrary, even the mostwork or unpaid labor appears as paid work.”. On the other hand, the law, notably the Labour Law, is a cultural object which cannot be neglected, as it is part of life of workers and can, in a sense, paradoxical as it may seem, help formulate understandings to away from the sale, so that it is a right repeatedly attacked by the ruling class itself, to whom the legal forms in general benefit. The compensation for moral damage and moral harassment, increasingly frequent in labor law, and even compensation for social harm (�

A ADMINISTRAÇÃO SALARIAL ACOMPANHA AS INOVAÇÕES TECNOLÓGICAS?

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Maria Lúcia Gili Massi

2011-12-01

Full Text Available The accelerated rhythm of technological changes forces organizations to promote innovations in their products, processes and services if they want to keep their businesses. In order to do this, they must maintain their coworkers up-to-date. To attend this demand, the practice of managing human resources by competences is becoming more frequent. The organizations are slowly redrawing its normative dimensions, but the question that still remains is if they are also improving models for administrating salaries. This study aims to verify if the salary policy of two innovative enterprises links with their technological innovations. The answers to the questionnaires identified that the way salary is thought does not accompany the technological innovations. This indicates the necessity of changes in the remuneration systems to harmonize with the environment, of high level of modernity, in administrative and political terms.

The Wage Gap and Administrative Salaries Today.

Science.gov (United States)

Beyer, Kirk D.

1992-01-01

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

47 CFR 76.945 - Procedures for Commission review of basic service rates.

Science.gov (United States)

2010-10-01

... schedule with the Commission within 30 days, with a copy to the local franchising authority. (b) Basic... cable operator and the local franchising authority. The cable operator may file an opposition within... franchising authority. (d) Filings proposing a rate not within the rate regulation standards of §§ 76.922 and...

How Should School Districts Shape Teacher Salary Schedules? Linking School Performance to Pay Structure in Traditional Compensation Schemes

Science.gov (United States)

Grissom, Jason A.; Strunk, Katharine O.

2012-01-01

This study examines the relative distribution of salary schedule returns to experience for beginning and veteran teachers. We argue that districts are likely to benefit from structuring salary schedules with greater experience returns early in the teaching career. To test this hypothesis, we match salary data to school-level student performance…

A methodical and adaptive framework for Data Warehouse of Salary Management System

OpenAIRE

Manzoor Ahmad

2015-01-01

Years of experience as an employee of University of Kashmir has always desired us to have a typical solution where most of the activities related to salary are fully automated without checking across the files whenever there is a need e.g. individual month‟s salary report , web based information submission, filing of returns , increment information etc. After thorough analysis , taking employee satisfaction , sensitivity and security of data , a long term solution was to develop a centralized...

Extended Year, Extended Contracts: Increasing Teacher Salary Options.

Science.gov (United States)

Gandara, Patricia

1992-01-01

Reports on an attempt to raise teacher salaries through an extended contract made possible through year-round school schedules. Teacher satisfaction with the 1987 experiment in three California schools (the Orchard Plan) has been high. Elements that have contributed to job satisfaction are discussed. (SLD)

In depth molecular characterization of a low pathogenic form of Gyrodactylus salaris from rainbow trout

DEFF Research Database (Denmark)

Huyse, T.; Littlewood, D.T.J.; Buchmann, Kurt

2007-01-01

Der er gennemført en dybtgående analyse af nucleare og mitochondrielle gener i et dansk isolat af Gyrodactylus salaris......Der er gennemført en dybtgående analyse af nucleare og mitochondrielle gener i et dansk isolat af Gyrodactylus salaris...

Multi-centre testing and validation of current protocols for the identification of Gyrodactylus salaris (Monogenea)

DEFF Research Database (Denmark)

Shinn, A.P.; Collins, C.; García-Vásquez, A.

2010-01-01

Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September......Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September...

Use of Automatic Interaction Detector in Monitoring Faculty Salaries. AIR 1983 Annual Forum Paper.

Science.gov (United States)

Cohen, Margaret E.

A university's use of the Automatic Interaction Detector (AID) to monitor faculty salary data is described. The first step consists of examining a tree diagram and summary table produced by AID. The tree is used to identify the characteristics of faculty at different salary levels. The table is used to determine the explanatory power of the…

The Prevalent Rate of Problem-Solving Approach in Teaching Mathematics in Ghanaian Basic Schools

Science.gov (United States)

Nyala, Joseph; Assuah, Charles; Ayebo, Abraham; Tse, Newel

2016-01-01

Stakeholders of mathematics education decry the rate at which students' performance are falling below expectation; they call for a shift to practical methods of teaching the subject in Ghanaian basic schools. The study explores the extent to which Ghanaian basic school mathematics teachers use problem-solving approach in their lessons. The…

Average Faculty Salary Reaches $41,650, Up 6.1% in a Year, AAUP Survey Finds.

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Evangelauf, Jean

1990-01-01

This study shows that by type of institution, salaries are highest at doctorate-granting public and private universities. By sector, faculty members at private, independent institutions continue to have the highest earnings. The salary gap between men and women persists, with women earning less than men at every rank. (MLW)

Teaching in the States: Salary and beyond Rankings

Science.gov (United States)

Marchant, Gregory J.; McCreary, John J.

2018-01-01

This report investigates factors relevant to choosing locations conducive to both attainment and maintenance of a teaching career. In addition to salary and cost of living, the investigators compiled and ranked variables related to family, such as parental income and education, and differences in political structures that affect careers in…

Gender Equity in Teachers' Salaries: A Multilevel Approach.

Science.gov (United States)

Lee, Valerie E.; Smith, Julia B.

1990-01-01

Gender differences related to salaries were studied using 4,802 male and 4,092 female secondary school teachers in 377 high schools involved in the Administrator and Teacher Survey of the High School and Beyond study. Data analyses covered Catholic schools, other private schools, qualification differences, market conditions, merit pay, and faculty…

Salary Management System for Small and Medium-sized Enterprises

Science.gov (United States)

Hao, Zhang; Guangli, Xu; Yuhuan, Zhang; Yilong, Lei

Small and Medium-sized Enterprises (SMEs) in the process of wage entry, calculation, the total number are needed to be done manually in the past, the data volume is quite large, processing speed is low, and it is easy to make error, which is resulting in low efficiency. The main purpose of writing this paper is to present the basis of salary management system, establish a scientific database, the computer payroll system, using the computer instead of a lot of past manual work in order to reduce duplication of staff labor, it will improve working efficiency.This system combines the actual needs of SMEs, through in-depth study and practice of the C/S mode, PowerBuilder10.0 development tools, databases and SQL language, Completed a payroll system needs analysis, database design, application design and development work. Wages, departments, units and personnel database file are included in this system, and have data management, department management, personnel management and other functions, through the control and management of the database query, add, delete, modify, and other functions can be realized. This system is reasonable design, a more complete function, stable operation has been tested to meet the basic needs of the work.

The impact of the Department of Veterans Affairs Health Care Personnel Enhancement Act of 2004 on VA physicians' salaries and retention.

Science.gov (United States)

Weeks, William B; Wallace, Tanner A; Wallace, Amy E

2009-01-01

To determine whether the Department of Veterans Affairs Health Care Personnel Enhancement Act (the Act), which was designed to achieve VA physician salary parity with American Academy of Medical Colleges (AAMC) Associate Professors and enacted in 2006, had achieved its goal. Using VA human resources datasets and data from the AAMC, we calculated mean VA physician salaries, with 95 percent confidence intervals, for 15 different medical specialties. For each specialty, we compared VA salaries to the median, 25th, and 75th percentile of AAMC Associate Professors' incomes. The Act's passage resulted in a $20,000 annual increase in VA physicians' salaries. VA primary care physicians, medical subspecialists, and psychiatrists had salaries that were comparable to their AAMC counterparts prior to and after enactment of the Act. However, VA surgical specialists', anesthesiologists', and radiologists' salaries lagged their AAMC counterparts both before and after the Act's enactment. Income increases were negatively correlated with full-time workforce changes. VA does not appear to provide comparable salaries for physicians necessary for surgical care. In certain cases, VA should consider outsourcing surgical services.

Examining the Relationships among Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

Science.gov (United States)

Potvin, Geoff; Tai, Robert H.

2012-01-01

Using data from a national survey of Ph.D.-holding chemists and physicists, time-to-doctoral degree is found to be a strong predictor of salary: each additional year in graduate school corresponds to a significantly lower average salary. This is true even while controlling for standard measures of scientific merit (grant funding and publication…

5 CFR 531.610 - Treatment of locality rate as basic pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of locality rate as basic pay... REGULATIONS PAY UNDER THE GENERAL SCHEDULE Locality-Based Comparability Payments § 531.610 Treatment of... part 550, subpart L, for accumulated and accrued annual leave; (m) Grade and pay retention under 5 U.S...

INFLUENCE OF THE SIZE OF REVENUE DIRECT TAXATION SALARY FOR DIFFERENT CATEGORIES OF TAXPAYERS

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CHIRCULESCU MARIA FELICIA

2013-08-01

Full Text Available This paper includes quantitative research methods based on statistical data and qualitative researchmethods based on case studies, comparative studies and text analysis to highlight changes in the law on labor. Iactually made a change to the economic aspects of its direct taxation and social. Thus, the results of analyzesallow us to say that although a rate reduced income from wages should encourage work and reduce salarybenefits society made of gray area, however, these legislative changes generate benefits for employers, asprivate system is often negotiable salary income net rather than gross.

EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

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Hashim Fadzil Ariffin

2015-04-01

Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.

Differentiation between a pathogenic and a non-pathogenic form of Gyrodactylus salaris using PCR-RFLP

DEFF Research Database (Denmark)

Kania, Per Walther; Jørgensen, Thomas Rohde; Buchmann, Kurt

2007-01-01

A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form.......A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form....

Baltic salmon activates immune relevant genes in fin tissue when responding to Gyrodactylus salaris infection

DEFF Research Database (Denmark)

Kania, Per Walther; Larsen, Thomas Bjerre; Ingerslev, Hans C.

2007-01-01

A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection......A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection...

A Study of Academic Librarians' Salaries and Privileges.

Science.gov (United States)

Hopson, Rex C.

In order to acquire information for use by the University of New Mexico General Library Faculty Salary Committee, a questionnaire was sent to eleven university library directors in nearby states. Nine responded. Results of the study showed that in most universities librarians have faculty status, but are on 11 month contracts. Degrees, experience,…

Estructura salarial de los periodistas en España durante la crisis

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Sergio Roses

2011-01-01

Full Text Available Las empresas informativas están aplicando políticas de reducción de gastos de personal para hacer frente a la crisis económica. Este trabajo describe la Estructura Salarial de los Periodistas en España durante la crisis (2009 a partir de los datos recabados mediante una encuesta telefónica suministrada a una muestra de mil periodistas en activo residentes en España. La descripción de los datos se detalla en función de un conjunto de variables sociolaborales. El estudio se complementa con un análisis bivariable de la asociación entre el nivel salarial de los periodistas encuestados y dichas variables. Los resultados indican que el nivel salarial de los periodistas en España está asociado a su género, edad, experiencia profesional, tipo de medio donde trabaja, tamaño de la empresa informativa, ubicación geográfica de la empresa, categoría profesional, tipo de contrato y antigüedad en la empresa. Sin embargo, el nivel salarial es independiente de nivel de estudios, titulación universitaria en Periodismo o Comunicación, y titulación en estudios de tercer ciclo. Los hallazgos del estudio—de interés para académicos y organizaciones profesionales—permitirán monitorizar en el futuro los efectos de las políticas de reducción de gastos de los medios en las retribuciones de los periodistas.

Using Regression Analysis To Determine If Faculty Salaries Are Overly Compressed. AIR 1997 Annual Forum Paper.

Science.gov (United States)

Toutkoushian, Robert K.

This paper proposes a five-step process by which to analyze whether the salary ratio between junior and senior college faculty exhibits salary compression, a term used to describe an unusually small differential between faculty with different levels of experience. The procedure utilizes commonly used statistical techniques (multiple regression…

Comparing replacement rates under private and federal retirement systems.

Science.gov (United States)

Martin, Patricia P

One measure of the adequacy of retirement income is replacement rate - the percentage of pre-retirement salary that is available to a worker in retirement. This article compares salary replacement rates for private-sector employees of medium and large private establishments with those for federal employees under the Civil Service Retirement System and the Federal Employees Retirement System. Because there is no standard benefit formula to represent the variety of formulas available in the private sector, a composite defined benefit formula was developed using the characteristics of plans summarized in the Bureau of Labor Statistics Medium and Large Employer Plan Survey. The resulting "typical" private-sector defined benefit plan, with an accompanying defined contribution plan, was then compared with the two federal systems. The Civil Service Retirement System (CSRS) is a stand-alone defined benefit plan whose participants are not covered by Social Security. Until passage of the 1983 Amendments to Social Security Act, it was the only retirement plan for most federal civilian employees. Provisions of the 1983 Amendments were designed to restore long-term financial stability to the Social Security trust funds. One provision created the Federal Employees Retirement System (FERS), which covers federal employees hired after 1983. It was one of the provisions designed to restore long-term financial stability to the Social Security trust funds. FERS employees contribute to and are covered by Social Security. FERS, which is a defined benefit plan, also includes a basic benefit and a 401(k)-type plan known as the Thrift Savings Plan (TSP). To compare how retirees would fare under the three different retirement systems, benefits of employees retiring at age 65 with 35 years of service were calculated using hypothetical workers with steady earnings. Workers were classified according to a percentage of the average wage in the economy: low earners (45 percent), average earners

Statistical analysis of the established salary in small and medium enterprises

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Yu. S. Pin’kovetskaya

2017-01-01

Full Text Available The aim of the study was to analyze the present regularities, specific to the employees’ salaries of aggregates of small and medium enterprises related to the three dimensional categories and located in different regions of Russia. The following tasks were solved: the indexes, characterizing average monthly salary of employees based on the mentioned enterprises were assessed, belonging to different size categories and located in each of the regions; the relations were established between the average monthly salaries of employees of aggregates of small and medium enterprises and the cost of living in all regions of the country.Preliminary results of stopwatch reading of small and medium business activities in 2015 were used as initial data. The research was based on the comparison of indexes for the entrepreneurial sector and the full range of enterprises and organizations.Modeling differentiation of salaries’ values of small and medium enterprises aggregations, as well as its relationship to the values of the subsistence level was based on the development of the density function of normal distribution. The quality of the developed models was checked according to the Kolmogorov-Smirnov, Pearson and Shapiro-Wilk criteria.The obtained results have some theoretical significance, in particular, when conducting research related to the justification of the proposed wage of employees of enterprises different in number, the formation of measures for increasing efficiency of the entrepreneurial sector activity. Density functions of normal distribution given in the paper can be used in the justification of concepts, plans and programs of developing small and medium entrepreneurship in regions and municipalities. The practical importance of research results connected with the possibility of their use by entrepreneurs directly (especially by beginners when assessing the potential of enterprise creation and definition of employees’ proposed salaries. In

Using a Market Ratio Factor in Faculty Salary Equity Studies. Professional File Number 103, Spring 2007

Science.gov (United States)

Luna, Andrew L.

2007-01-01

This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. The central purpose of the study was to determine if using a single market ratio variable was a stronger predictor for faculty salaries than the use of dummy variables representing various disciplines.…

Association between Sleep Duration and Perceived Stress: Salaried Worker in Circumstances of High Workload

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Dong-Woo Choi

2018-04-01

Full Text Available The aim of this study was to find the association between sleep duration and perceived stress in salaried workers according to occupational categories and which lifestyle factors affected those correlations in South Korea. This study used data from the 2015 Community Health Survey (CHS. The self-reported sleep duration was used as the dependent variable in this study. We explored sleep duration and stress awareness among salaried workers, as well as household income and educational level with multiple logistic regression analysis. Salaried workers who slept for five or less hours had a higher odds ratio for high-stress awareness (OR: 1.86, 95% CI: 1.74–1.98. Stress awareness is associated with short sleep duration; specialized workers, office workers, those with above mid-high household income and graduate, university, or college level workers especially need to sleep adequately to manage stress.

Examining Malaysian Hotel Employees Organizational Commitment by Gender, Education Level and Salary

Directory of Open Access Journals (Sweden)

Hashim Fadzil Ariffin

2015-06-01

Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.    

47 CFR 76.933 - Franchising authority review of basic cable rates and equipment costs.

Science.gov (United States)

2010-10-01

... the imposition of, or increase in, franchise fees or Commission cable television system regulatory..., the increased rate attributable to Commission regulatory fees or franchise fees shall be treated as an... increase in basic tier rates exceeds the increase in regulatory fees or in franchise fees allocable to the...

Budget estimates, fiscal year 1984/85. Appropriation: salaries and expenses

International Nuclear Information System (INIS)

1983-01-01

This report contains the fiscal year budget justifications to Congress. The budget estimates for salaries and expenses for fiscal year 1984 to 1985 provide for obligations of $466,800,000 to be funded in total by a new appropriation

Periodic matrix population models: growth rate, basic reproduction number, and entropy.

Science.gov (United States)

Bacaër, Nicolas

2009-10-01

This article considers three different aspects of periodic matrix population models. First, a formula for the sensitivity analysis of the growth rate lambda is obtained that is simpler than the one obtained by Caswell and Trevisan. Secondly, the formula for the basic reproduction number R0 in a constant environment is generalized to the case of a periodic environment. Some inequalities between lambda and R0 proved by Cushing and Zhou are also generalized to the periodic case. Finally, we add some remarks on Demetrius' notion of evolutionary entropy H and its relationship to the growth rate lambda in the periodic case.

Teachers' Salaries in Public Education: Between Myth and Fact

Science.gov (United States)

Nir, Adam E.; Naphcha, Melly

2007-01-01

Purpose: The purpose of research is to attempt to determine to what extent the salary level of teachers working in public educational systems is connected with the trend towards privatization considering that privatization has become nowadays a prominent phenomenon in educational systems around the world. Design/methodology/approach: A secondary…

From Equal to Equivalent Pay: Salary Discrimination in Academia

Science.gov (United States)

Greenfield, Ester

1977-01-01

Examines the federal statutes barring sex discrimination in employment and argues that the work of any two professors is comparable but not equal. Suggests using regression analysis to prove salary discrimination and discusses the legal justification for adopting regression analysis and the standard of comparable pay for comparable work.…

Academic productivity and its relationship to physician salaries in the University of California Healthcare System.

Science.gov (United States)

Fijalkowski, Natalia; Zheng, Luo Luo; Henderson, Michael T; Moshfeghi, Andrew A; Maltenfort, Mitchell; Moshfeghi, Darius M

2013-07-01

To evaluate whether physicians with higher academic productivity, as measured by the number of publications in Scopus and the Scopus Hirsch index (h-index), earn higher salaries. This was a cross-sectional study. Participants were ophthalmologists, otolaryngologists, neurosurgeons, and neurologists classified as "top earners" (>$100,000 annually) within the University of California (UC) healthcare system in 2008. Bibliometric searches on Scopus were conducted to retrieve the total number of publications and Hirsch indices (h-index), a measure of academic productivity. The association between the number of publications and h-index on physicians' total compensation was determined with multivariate regression models after controlling for the four specialties (ophthalmology, otolaryngology, neurosurgery, and neurology), the five institutions (UC San Francisco, UC Los Angeles, UC San Diego, UC Irvine, and UC Davis), and academic rank (assistant professor, associate professor, and professor). The UC healthcare system departments reported 433 faculty physicians among the four specialties, with 71.6% (n = 310) earning more than $100,000 in 2008 and classifying as top earners. After controlling for the specialty, institution, and ranking, there was a significant association between the number of publications on salary (P Scopus number of publications and h-index were correlated (P Scopus h-index was of borderline significance in predicting physician salary (P = 0.12). Physicians with higher Scopus publications had higher total salaries across all four specialties. Every 10 publications were associated with a 2.40% increase in total salary after controlling for specialty, institution, rank, and chair. Ophthalmologists, otolaryngologists, neurosurgeons, and neurologists in the UC healthcare system who are more academically productive receive greater remuneration.

OPTIMIZATION OF SALARY CALCULATIONS AND EMPLOYEES’ LABOUR PRODUCTIVITY STIMULATION AT THE ENTERPRISE

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Olha Odnoshevna

2017-11-01

Full Text Available The purposes of the paper are: the detailed analysis of salary calculations, the evaluation of the effectiveness of employees’ work, the development of optimizing mechanisms of salary calculations by increasing productivity and implementation of the methods of employees’ labour stimulation. Methodology. The study is based on an analysis of different groups of enterprises, including agricultural ones. It is analysed that for today the efficiency of labour at some enterprises drops due to low wages and the lack of employees’ motivation mechanism. Results. The study found that the process of salary calculations has a lot of problematic aspects, such as a deficient work organization, insufficient stimulation of workers, poorly composed documents, etc. To improve such a situation, it is suggested an introduction of automation in order to reduce the wasting of working time for data processing of an accounting department and to improve significantly the quality and speed of information transfer to the head of an enterprise and external users. It is offered to use a labour ball to improve employees’ motivation, which is a form of accounting for the work varying on quality and quantity that was contributed to production. According to the scoring results, a mechanism of bonuses for employees is suggested. Practical implications. We suggested entering new documents to control the number of issued orders – “Registration Book of Issued Orders”. To provide a high level of quality control of executed works, it is suggested to display data in a special primary document “Record Sheet of Performance Quality”. It is offered to use partial salary payment for unprofitable enterprises through payment in kind. Value/originality. At first, the results will allow increasing the firm’s performance quality without losing employees, and subsequently – allow increasing the profitability of the enterprise.

47 CFR 76.930 - Initiation of review of basic cable service and equipment rates.

Science.gov (United States)

2010-10-01

... rates for the basic service tier and associated equipment with a franchising authority within 30 days of receiving written notification from the franchising authority that the franchising authority has been...

Effects of Present Salary on Resume Evaluations: Sex Discrimination?

Science.gov (United States)

Mitchell, Thomas; Henning, Jane

Despite legislative and judicial attempts to remedy sex discrimination in the workplace, women continue to earn 60% less than their male counterparts. One factor that could influence an employer's evaluation of an applicant is the knowledge of that applicant's salary on his or her present job. A study was conducted to determine the influence of an…

Microhabitat selection of Gyrodactylus salaris  with reference to susceptibility status of the salmonid host

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Buchmann, Kurt

Five strains of salmon Salmo salar and a strain of Danish rainbow trout Oncorhynchus mykiss were experimentally infected with the ectoparasite Gyrodactylus salaris (Lærdalselva strain, Norway). All fish were hatchery-reared and the genetic origins were from the East Atlantic: River Conon (Scotland......), Storå (western Denmark) and Ätran (western Sweden) and from the Baltic: River Lule and Ume (Sweden). The rainbow trout used were from a Danish fish farm. Three replicate aquaria infested with G. salaris were established containing 10 fish of every strain. The numbers of parasites were assessed...... on anesthetized fish once a week from week 0 to week 8 and concurrently the location of every parasite on each of twelve regions on the fish was recorded. The mean abundance of G. salaris steadily increased on the East Atlantic Conon, Storå and Ätran strains until the end of the experiment. The mean abundance...

Using a Market Ratio Factor in Faculty Salary Equity Studies. AIR Professional File. Number 103, Spring 2007

Science.gov (United States)

Luna, Andrew L.

2007-01-01

The purpose of this study was to determine if a market ratio factor was a better predictor of faculty salaries than the use of k-1 dummy variables representing the various disciplines. This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. A total of 20 out of…

Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

Science.gov (United States)

Carvajal, Manuel J; Popovici, Ioana

2016-01-01

Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

Budget estimates, fiscal year 1987. Appropriation: salaries and expenses. Volume 2

International Nuclear Information System (INIS)

1986-02-01

This volume presents the salaries and expenses of the following US NRC programs: nuclear reactor regulation, nuclear material safety and safeguards, inspection and enforcement, nuclear regulatory research, program technical support, and program direction and administration. Special supporting tables are included

Mathematical Content of Curricula and Beginning Salaries of Graduating Students

Science.gov (United States)

Lee, B. Brian; Lee, Jungsun

2009-01-01

The authors examined an association between mathematical content in college-level curricula and beginning salaries of graduating students on the basis of data collected from a public university in the southern region of the United States. The authors classified the mathematical content requirements of the curricula into the following 5 groups…

Salary Negotiation Patterns between Women and Men in Academic Libraries

Science.gov (United States)

Silva, Elise; Galbraith, Quinn

2018-01-01

Due to persistent wage gaps between men and women nationally, and in the field of academic librarianship, researchers wished to study possible issues that contribute to the phenomenon. This study examines the tendency for men and women to negotiate salaries in academic libraries upon hire. Researchers surveyed professional librarians employed in…

5 CFR 536.307 - Treatment of a retained rate as basic pay for other purposes.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Treatment of a retained rate as basic pay... CIVIL SERVICE REGULATIONS GRADE AND PAY RETENTION Pay Retention § 536.307 Treatment of a retained rate... for accumulated and annual leave under 5 CFR part 550, subpart L; (8) General Schedule pay...

An Evaluation of the Relative Efficiency for Various Relevant Labor Markets: An Empirical Approach for Establishing Teacher Salaries

Science.gov (United States)

Young, I. Phillip; Delli, Dane A.; Miller-Smith, Kimberly; Buster, Amy

2004-01-01

Costs associated with teacher salaries are relative in that these costs are referenced to a relevant labor market rather than based on the absolute value of the services provided by teachers. Because the selection of a relevant labor market can substantially influence the costs associated with teacher salaries, a field study was conducted to…

Salary Structure Effects and the Gender Pay Gap in Academia

Science.gov (United States)

Barbezat, Debra A.; Hughes, James W.

2005-01-01

This paper presents estimates of the gender salary gap and discrimination based on the most recent national faculty survey data. New estimates for 1999 indicate that male faculty members still earn 20.7% more than comparable female colleagues. Depending upon which decomposition technique is employed, the portion of this gap attributable to…

44 CFR 208.12 - Maximum Pay Rate Table.

Science.gov (United States)

2010-10-01

...) Physicians. DHS uses the latest Special Salary Rate Table Number 0290 for Medical Officers (Clinical... Personnel, in which case the Maximum Pay Rate Table would not apply. (3) Compensation for Sponsoring Agency... organizations, e.g., HMOs or medical or engineering professional associations, under the revised definition of...

The Impact of MBA Programme Attributes on Post-MBA Salaries

Science.gov (United States)

Elliott, Caroline; Soo, Kwok Tong

2016-01-01

This paper explores the impact of various Master of Business Administration (MBA) programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset,…

Intensité du travail salarié et abandon des études universitaires au Canada The Intensity of Salaried Work and the Abandonment of University Studies in Canada. A Longitudinal Approach

Directory of Open Access Journals (Sweden)

Stéphane Moulin

2012-06-01

Full Text Available Dans de nombreux pays, les élèves et les étudiants ont augmenté le temps consacré au travail rémunéré durant leurs études. Ils ne travaillent plus uniquement l’été, au moment des vacances, mais aussi pendant l’année scolaire. Les recher­ches portant sur l’effet du travail salarié sur les parcours scolaires tendent à montrer qu’il existe une relation convexe entre l’intensité du travail salarié et les départs sans diplôme du système scolaire : les taux d’abandon semblent plus élevés pour les étudiants qui ne travaillent pas et pour ceux qui travaillent plus de 25 heures. Cependant, le caractère transversal des données utilisées fait qu’elles ne permettent pas de saisir l’effet causal de la variation du temps de travail sur la poursuite des études. Dans cet article, nous utilisons une méthodologie quantitative longitudinale pour examiner les effets de l’intensité du travail rémunéré sur la persévérance dans le premier programme universitaire suivi au Canada. Les résultats montrent qu’il y a bien une relation causale entre le fait de travailler plus de 25 heures et l’abandon, mais qu’elle est seulement observée pour les hommes, et que cet effet n’est significatif qu’au début du program­me. Par ailleurs, l’association avec le fait de ne pas travailler semble s’inter­préter davantage comme un effet de sélection.In many countries, pupils and students have increased the time devoted to remunerated work during their studies. They no longer work just in summer, during vacations, but also during the school year. Research relating to the effect of salaried work on the school courses tends to show that there exists a convex relationship between the intensity of the salaried work and the departures without diplomas from the school system: the rates of abandonment seem higher for students who do not work and for those who do not work or work over 25 hours weekly. However, the

Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

Science.gov (United States)

Carvajal, Manuel J; Armayor, Graciela M

2013-01-01

Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators. Copyright © 2013 Elsevier Inc. All rights reserved.

Salaries and compensation practices in public health, environmental, and agricultural laboratories: findings from a 2010 national survey.

Science.gov (United States)

DeBoy, John M; Boulton, Matthew L; Carpenter, David F

2013-01-01

The public health, environmental, and agricultural laboratory (PHEAL) workforce is a key component of the public health infrastructure. The national laboratory workforce faces an ongoing challenge of recruitment and retention of workers often related to pay and other compensation issues. To collect information on laboratory salaries and laboratory compensation practices using a national compensation survey targeting the PHEAL workforce. Seventy-three of 109 (67%) PHEAL directors in the 50 states and District of Columbia collectively employ 3723/4830 (77%) PHEAL employees in the United States. A standardized survey was developed and administered in 2010. Compensation data were compiled by job classification, geographic region, laboratory gross operating budget size, laboratory staff size, and laboratory type. Laboratory staff size ranged from 3 to 327 individuals (mean = 74 and median = 51). Median base salaries were lowest in the Southwest and South and highest in the Mountain and Pacific regions. Mean and median laboratory gross operating budgets for all participating PHEALs were $8 609 238 and $5 671 500, respectively. Extra cash compensation, used by 8 of 60 (13.3%) PHEALs, was more likely to go to a scientist-manager or scientist-supervisor. In 2010, a standardized national compensation survey of technical and scientific public health employees working in 73 PHEALs was effective in collecting previously unavailable data about laboratory salaries, laboratory budgets, and payroll practices. Laboratory salaries varied by geographic region and there was an uneven distribution of extra cash compensation among job classifications. The compensation data collected may be useful in characterizing and improving laboratory salary structures and practices to better support workforce recruitment and retention.

Pratiques manageriales et stress au travail chez les salaries ...

African Journals Online (AJOL)

Les données collectées sont traitées au moyen du t de Student. Les résultats font apparaître que les communications strictement formelles supérieur - salariés sont plus porteuses de stress que celles doublées d'affinité. Par ailleurs, le management centré sur les résultats de l'entreprise contribue plus au développement du ...

Staff in Higher Education Salary Report: Key Findings, Trends, and Comprehensive Tables for the 2016-17 Academic Year. Overview

Science.gov (United States)

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

This year is a momentous one for College and University Professional Association for Human Resources (CUPA-HR) research. As they celebrate their 50th anniversary of collecting salary data, they are also celebrating transformations in the way data are collected for all salary surveys and in the ways these data are reported. Rather than contributing…

"They Make "How" Much?" Investigating Faculty Salaries to Examine Gender Inequalities

Science.gov (United States)

Petrzelka, Peggy

2005-01-01

Stratification by gender occurs in many occupations, including the academic profession. When examining salaries of those in higher education, it is "well established" that "women faculty earn less than their male counterparts." Getting students to understand the important sociological issues of gender stratification as it occurs in the workplace…

47 CFR 76.923 - Rates for equipment and installation used to receive the basic service tier.

Science.gov (United States)

2010-10-01

... 47 Telecommunication 4 2010-10-01 2010-10-01 false Rates for equipment and installation used to... § 76.923 Rates for equipment and installation used to receive the basic service tier. (a) Scope. (1... control units; and (iii) Inside wiring. (2) Subscriber charges for such equipment shall not exceed charges...

Performance-Based Compensation: Linking Performance to Teacher Salaries. Ask the Team

Science.gov (United States)

Behrstock-Sherratt, Ellen; Potemski, Amy

2013-01-01

To achieve the goal of attracting and retaining talented professionals in education, performance-based compensation systems (PBCS) must offer salaries that are both fair and sufficiently competitive at each point across an educator's career continuum. Although many states, especially with the support of the Teacher Incentive Fund (TIF) grants,…

An assessment of the risk of spreading the fish parasite Gyrodactylus salaris to uninfected territories in the European Union with the movement of live Atlantic salmon (Salmo salar) from coastal waters

DEFF Research Database (Denmark)

Peeler, E.; Thrush, M.; Paisley, Larry

2006-01-01

with a higher level of risk of G. salaris introduction, compared with existing routes (i.e. from approved G. salaris free freshwater zones). However, the change in legislation may increase the volume of trade and thus increase the absolute risk of G. salaris spread. This work demonstrates how qualitative risk...... of Atlantic salmon from coastal zones where salinity is less than 25 parts per thousand, and where rivers draining into the region have been declared free of G. salaris, is largely determined by the risk of G. salaris introduction in the freshwater zone. Since reproduction and the survival of G. salaris...... are negatively associated with increasing salinity, the risk of introduction of G. salaris is lower for movements of live Atlantic salmon from coastal zones, compared with the rivers declared G. salaris free, which drain into those coastal zones. Therefore, the change in legislation did not create routes...

Determinants of Political Science Faculty Salaries at the University of California

Science.gov (United States)

Grofman, Bernard

2009-01-01

Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze…

Fifteenth Annual Rank-Order Distribution of Administrative Salaries Paid, 1981-1982.

Science.gov (United States)

Arkansas Univ., Fayetteville. Office of Institutional Research.

Administrative salaries in 1981-82 in 132 state-supported universities in 45 states and 31 university systems in 24 states were surveyed. Only full-time administrators were included but their responsibilities and functions range from the director of a single office to the university president. To provide anonymity, the universities are not…

Mapping the (Invisible Salaried Woman Architect: the Australian Parlour Research Project

Directory of Open Access Journals (Sweden)

Karen Lisa Burns

2015-12-01

Full Text Available Since the 1970s, feminist historians and polemicists have struggled to uncover the ordinary lives of women. They believe that gender ideals and biases are a critical part of the weft and weave of daily life. But the quotidian has been a restricted field in our discipline, often used to define a particular building type rather than the lives of architects. For example, we know little about the workdays of professionals or their labour in the workplace. The architectural office - its daily transactions and everyday culture - remains obscure. Even when represented in histories of the profession, the architectural office is filtered through a top-down lens trained on practice directors. The labour and lives of architecture’s male and female employees is unexplored terrain, but we could begin with the demographics: up to three-quarters of Australian women in architecture are salaried workers, continuing a historical trend. In the past, women generally worked for others. The gendering of salaried architectural workers raises questions about the relationship between gender and office work. Feminist historians and theorists have suggested that the office plays a role in forming gender ideals and practices. This paper endeavours to critically describe the lives and labour of women architects at the office, using survey and interview data from a large-scale Australian research project, publicly known through its website Parlour. This research inquires into gender disadvantage and investigates how gender ideals and norms shape the culture of the architectural workplace. The project’s research questions, evidence and explanations form the basis of this essay. The Parlour project is an ongoing platform for sharing information and research, but it gives particular voice to women’s experience in architecture, an experience largely shaped by salaried employment, studentship and the ownership of small practices.

SALARIES FOR SELECTED OCCUPATIONS IN SERVICES FOR THE BLIND, JANUARY 1966.

Science.gov (United States)

KANNINEN, TOIVO P.

OF 803 GOVERNMENT AND NONGOVERNMENT AGENCIES CONTACTED BY QUESTIONNAIRE, 620 REPORTED SALARY INFORMATION FOR FULL-TIME EMPLOYEES WHO SPEND 50 PERCENT OR MORE OF THEIR TIME IN WORK FOR THE BLIND IN ANY OF THE 26 PROFESSIONAL AND ADMINISTRATIVE OCCUPATIONS SELECTED FOR THE STUDY. GOVERNMENT AGENCIES EMPLOYED 7,000 AND NONGOVERNMENT AGENCIES 4,000 OF…

THE IMPACT OF GENDER, LEVEL DEGREE OF EDUCATION AND THE AMOUNT OF SALARY ON THE SATISFACTION WITH LIFE AND POLITICAL CULTURE- AN EXAMPLE OF SLOVENIA

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Anton Vorina

2013-10-01

Full Text Available In this paper we analyzed the impact of gender, degree of education and the amount of salary in the satisfaction with life and political culture on example in Slovenia. The main goal of the research is to determine whether (and how the impact of gender, level of education and the amount of salary on the satisfaction with life and political culture. A written “online” survey (with Google-drive was conducted from 25/4/2013 to 7/5/2013. We observe that there are statistically significant differences among the respondents with different degree of education (p-value = 0.003 and amount of salary (p-value = 0.002 regarding the satisfaction with life. We found out that there isn’t statistically significantly different between satisfaction with life and gender. We also found out that there are statistically significant differences among the gender (p-value = 0.007 and respondents with different amount of salary (p-value = 0.002 regarding the satisfaction with political culture. The respondents with highest amount of salary are more satisfied with life than the respondents with the lowest amount of salary.

Estimating the basic reproduction rate of HFMD using the time series SIR model in Guangdong, China.

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Zhicheng Du

Full Text Available Hand, foot, and mouth disease (HFMD has caused a substantial burden of disease in China, especially in Guangdong Province. Based on notifiable cases, we use the time series Susceptible-Infected-Recovered model to estimate the basic reproduction rate (R0 and the herd immunity threshold, understanding the transmission and persistence of HFMD more completely for efficient intervention in this province. The standardized difference between the reported and fitted time series of HFMD was 0.009 (<0.2. The median basic reproduction rate of total, enterovirus 71, and coxsackievirus 16 cases in Guangdong were 4.621 (IQR: 3.907-5.823, 3.023 (IQR: 2.289-4.292 and 7.767 (IQR: 6.903-10.353, respectively. The heatmap of R0 showed semiannual peaks of activity, including a major peak in spring and early summer (about the 12th week followed by a smaller peak in autumn (about the 36th week. The county-level model showed that Longchuan (R0 = 33, Gaozhou (R0 = 24, Huazhou (R0 = 23 and Qingxin (R0 = 19 counties have higher basic reproduction rate than other counties in the province. The epidemic of HFMD in Guangdong Province is still grim, and strategies like the World Health Organization's expanded program on immunization need to be implemented. An elimination of HFMD in Guangdong might need a Herd Immunity Threshold of 78%.

REGULATION OF A RIGHT TO A SALARY IN THE INTERNATIONAL LEGAL INSTRUMENTS OF ILO AND UN AND THEIR IMPLEMENTATION IN THE INTERNATIONAL LABOUR LEGISLATION IN THE REPUBLIC OF MACEDONIA

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Darko Majhošev

2017-07-01

Full Text Available This paper deals with the salary as the most important legal institute, element and principle of the labour relations. Before we approach the analysis of the legal regime of the salary, we will define the term labour relations. This paper puts special emphasis on the terminology of the notion salary, as well as the legal nature of the legal regime of the salary. Additionally, in this paper the most important international legal instruments of ILO, UN and The European Council are analyzed for salary regulation and ban on compensation discrimination. In this context, the most important legal acts in the Republic of Macedonia are analyzed which regulate the legal institute salary, i.e. the minimum wage (The Constitution, Labour Law, and Law on Minimum Wage.

Fiscal Year 2006 Salary Report for the Illinois Public Community Colleges

Science.gov (United States)

Illinois Community College Board, 2006

2006-01-01

Data about compensation received by employees in Illinois' 48 Illinois public community colleges are gathered by the Illinois Community College Board (ICCB). Data in the Fiscal Year 2006 Salary Report reflect the census date of October 1, 2005. Data are presented by peer groups with statewide totals. Most of the 25 tables in this report contain…

Response of rainbow trout (Oncorhynchus mykiss) in skin and fin tissue during infection with a variant of Gyrodactylus salaris (Monogenea: Gyrodactylidae)

DEFF Research Database (Denmark)

Jørgensen, Thomas Rohde; Raida, Martin Kristian; Kania, Per Walter

2009-01-01

Regnbueørred inficeredes eksperimentelt med en dansk variant af Gyrodactylus salaris (non-patogen over for laks). Responset i fisken vurderes ved genekspressionsanalyse og immunhistokemi.......Regnbueørred inficeredes eksperimentelt med en dansk variant af Gyrodactylus salaris (non-patogen over for laks). Responset i fisken vurderes ved genekspressionsanalyse og immunhistokemi....

Teacher Education and Development Study in Mathematics (TEDS-M): Do Countries Paying Teachers Higher Relative Salaries Have Higher Student Mathematics Achievement?

Science.gov (United States)

Carnoy, Martin; Brodziak, Iliana; Luschei, Thomas; Beteille, Tara; Loyalka, Prashant

2009-01-01

In this publication, the authors compare the salaries of primary (Grades 1 to 6 in most countries) and secondary school (usually Grades 7 to 12) teachers with the salaries of people in mathematics-oriented professions, such as engineering, scientific fields, and accounting. Their analysis centers on a number of developed and developing countries.…

Impact of the "salary scholarship" impact profile and student achievement.

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Berlanga, Vanesa

2013-08-01

Full Text Available In Spain, within the framework of the Strategy 2015, the implementation of scholarships, grants and wages especially adapted to the new situation of the European Higher Education, intended to ensure access to university education to those most disadvantaged social groups economically. This research makes an ex post facto, descriptive-comparative aimed at assessing the impact of the grant salary, as an economic factor, on equity, access and academic performance in the first year of college. The study was conducted with a total of 10,394 new students in the 2010-11 cohort at the University of Barcelona, from the database from the institution itself. A total of 642 students agreed to grant salary, with differences depending on the branch of knowledge, gender, and the path to college. In relation to their peers, scholarship students come from families with occupations and / or study less, so scholarships model contributes to equity in access. In relation to performance analysis, scholarship students enrolled and present, on average, a larger number of subjects in order to meet the academic requirements for scholarship renewal, but the results are final academic in several branches knowledge, influenced negatively. One possible explanation is the largest academic pressure of this group in a phase usually complicated: the transition to college.

Psychology Students' Expectations Regarding Educational Requirements and Salary for Desired Careers

Science.gov (United States)

Strapp, Chehalis M.; Drapela, Danica J.; Henderson, Cierra I.; Nasciemento, Emily; Roscoe, Lauren J.

2018-01-01

This study investigated the accuracy of psychology majors' expectations regarding careers. Psychology majors, including 101 women and 35 men (M[subscript age] = 23 years; standard deviation[subscript age] = 6.25), indicated a desired career and estimated the level of education needed and the expected annual salary for the career. Students'…

Salary, Space, and Satisfaction: An Examination of Gender Differences in the Sciences

Science.gov (United States)

Darrah, Marjorie; Hougland, James; Prince, Barbara

2014-01-01

How can universities be more successful in recruiting and promoting the professional success of women in their science-related departments? This study examines selected pieces of the puzzle by examining actual salary and space allocations to 282 faculty members in the science, technology, engineering and mathematics (STEM) and the social and…

Math basics made easy teach yourself how to add, subtract, multiply and divide

CERN Document Server

Crisonino, Ginny

2012-01-01

There's an unspoken weak spot in our society …  most adults can't do basic math.  . A recent U.S. Department of Education study found that American adults are largely unable to calculate tips, understand their mortgage payments, or even figure out their weekly salary when told their hourly wage.  . Though we live in a world where numbers, percentages and statistics are tossed at us daily - a world that expects us to make sense of these figures -  87% of American adults are deemed "non-proficient" at math, according to a recent Education Department study.  . But there is hope. As the scope of t

47 CFR 76.944 - Commission review of franchising authority decisions on rates for the basic service tier and...

Science.gov (United States)

2010-10-01

... 47 Telecommunication 4 2010-10-01 2010-10-01 false Commission review of franchising authority... CABLE TELEVISION SERVICE Cable Rate Regulation § 76.944 Commission review of franchising authority... forum for appeals of decisions by franchising authorities on rates for the basic service tier or...

Influencing supervisor ratings : three quasi-experiments

OpenAIRE

Langeland, Synne; Lindahl, Thomas

2014-01-01

In three experiments we investigated the relationship between a set of influence tactics and three work outcomes in organizations in which the supervisor rated his/her employees on; (a) competence assessment, (b) salary increase, and (c) job promotion. Results showed that rational persuasion produced better ratings than assertiveness with respect to all three work outcomes. However, using an external source for information produced the highest overall scores in two of the experiments. Further...

La desigualdad salarial de género medida por regresión cuantílica: el impacto del capital humano, cultural y social

Directory of Open Access Journals (Sweden)

Alan Araújo Freitas

2015-01-01

Full Text Available La desigualdad salarial media entre hombres y mujeres es un fenómeno conocido por la literatura nacional e internacional. Sin embargo, la desigualdad salarial de género en la distribución del ingreso es menos conocida en Brasil. El objetivo central de este estudio es medir la desigualdad de ingresos de los individuos en el mercado de trabajo, a partir de algunas condicionantes visibles a lo largo de la curva de distribución de los salarios entre hombres y mujeres: el capital humano, la integración en el trabajo, el capital social, el capital cultural y el estado civil. Las siguientes preguntas guían el estudio: ¿En qué medida un mayor nivel educativo alcanzado por las mujeres fue capaz de reducir la brecha salarial por género? ¿Es posible argumentar que a medida que avanzamos en la estructura salarial, la diferencia entre los sexos tiende a aumentar? Para responder a las preguntas planteadas, se utilizó el banco de datos del Instituto Milenio 2008. Los resultados mostraron que mantenidos los atributos intervinientes constantes, las mujeres ganaban en promedio 54% del salario de los hombres. Esta desigualdad salarial de género es prácticamente la misma desde hace cincuenta años, estimada entonces en 60%. El último percentil del ingreso salarial mostró una mayor desigualdad de género. En el percentil 99, el salario de las mujeres es 44% del que reciben los hombres.

The analysis and investigation on basic data for development status study on the radioisotope industry

International Nuclear Information System (INIS)

Kim, In Hwan; Shim, H. S.; Chun, I. Y.; Jang, J. H.

2005-12-01

This study is intended to investigate and analysis the use degree of the radioisotope in domestic industry by the data of indirect information in focus of industry using the radioisotope per year basis. The contents and scope of this study is as follows: - Review of the industry sorting methods and application of the UNIDO(United Nation Industry Development organization). - Investigation of RI permitted companies and notified companies by 2003. 12. 31. - The Analysis and investigation of the basic data for the number of workers, wages and salaries of employees, product costs and the value added etc. of RI permitted companies from 1980

A comparison of female and male pharmacists' employment benefits, salary, and job satisfaction.

Science.gov (United States)

Shoaf, P R; Gagnon, J P

1980-01-01

This study compared women pharmacists' job characteristics, salary, benefits, and job satisfaction to those of their male colleagues. A mail questionnaire was sent to 1700 North Carolina employee pharmacists in August 1978. Approximately 478 pharmacists responded, yielding a 28% return rate. Job satisfaction was measured with the job descriptive index (JDI). Approximately 29% of women versus 5% of men worked part-time. To avoid biasing the results, further analysis excluded all part-time pharmacists. Women earned less than their male counterparts primarily because fewer women held management positions. Hypothesizing that the discrepancy was due to the recent entry of women into the profession, the data were analyzed holding age, years in practice, and time in present job constant. The significant difference in employment status by sex remained. No differences were found in job satisfaction by sex that were not attributable to age. Possible reasons for these results are hypothesized.

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

Science.gov (United States)

Faupel-Badger, Jessica M; Nelson, David E; Izmirlian, Grant

2017-01-01

Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

Directory of Open Access Journals (Sweden)

Jessica M Faupel-Badger

Full Text Available Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI Cancer Prevention Fellowship Program (CPFP alumni (n = 114, and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32 postdoctoral fellowships (n = 140 completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69 and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90 were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82 or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94 had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively, as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98. These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

The Pension Pac-Man: How Pension Debt Eats Away at Teacher Salaries

Science.gov (United States)

Aldeman, Chad

2016-01-01

Why aren't teacher salaries rising? This puzzle can be explained by three trends eating into teachers' take-home pay: rising health care costs, declining student/teacher ratios, and rising retirement costs. Retirement costs are the most hidden of these three factors. The result is that most teachers are getting the worst of both worlds. Teachers…

The Salary Premium Required for Replacing Management Faculty: Evidence from a National Survey

Science.gov (United States)

Finch, J. Howard; Allen, Richard S.; Weeks, H. Shelton

2010-01-01

One of the most important aspects of growing and improving business education is replacing departed faculty members. As the baby-boom generation approaches retirement, the supply of available replacement faculty members is diminishing. The result is a competitive market for replacement faculty that features increasing starting salary levels. In…

Private or salaried practice: how do young general practitioners make their career choice? A qualitative study.

Science.gov (United States)

Kinouani, Shérazade; Boukhors, Gary; Luaces, Baptiste; Durieux, William; Cadwallader, Jean-Sébastien; Aubin-Auger, Isabelle; Gay, Bernard

2016-09-01

Young French postgraduates in general practice increasingly prefer salaried practice to private practice in spite of the financial incentives offered by the French government or local communities to encourage the latter. This study aimed to explore the determinants of choice between private or salaried practice among young general practitioners. A qualitative study was conducted in the South West of France. Semi-structured interviews of young general practitioners were audio-recorded until data saturation. Recordings were transcribed and then analyzed according to Grounded Theory by three researchers working independently. Sixteen general practitioners participated in this study. For salaried and private doctors, the main factors governing their choice were occupational factors: working conditions, need of varied scope of practice, quality of the doctor-patient relationship or career flexibility. Other factors such as postgraduate training, having worked as a locum or self-interest were also determining. Young general practitioners all expected a work-life balance. The fee-for-service scheme or home visits may have discouraged young general practitioners from choosing private practice. National health policies should increase the attractiveness of ambulatory general practice by promoting the diversification of modes of remuneration and encouraging the organization of group exercises in multidisciplinary medical homes and community health centers.

M. D. Faculty Salaries in Psychiatry and All Clinical Science Departments, 1980-2006

Science.gov (United States)

Haviland, Mark G.; Dial, Thomas H.; Pincus, Harold Alan

2009-01-01

Objective: The authors compare trends in the salaries of physician faculty in academic departments of psychiatry with those of physician faculty in all academic clinical science departments from 1980-2006. Methods: The authors compared trend lines for psychiatry and all faculty by academic rank, including those for department chairs, by graphing…

Economic Factors for Televison Programme Rating in Slovenia

OpenAIRE

Matjaz Dodic; Bojan Nastav

2011-01-01

Factors that influence televison programme rating can be divided into environment, outer factors and internal factors of televison programmes. In this paper we apply the regression analysis to study the influence of the number of unemployed, inflation rate, average salary, consumers’ trust, households’ financial status in the past 12 months and the economic state in Slovenia on rating of national, commercial and other televison programmes in Slovenia in the 2000–2009 period. The results show ...

Is there a financial incentive to immigrate? Examining of the health worker salary gap between India and popular destination countries.

Science.gov (United States)

George, Gavin; Rhodes, Bruce

2017-10-19

International migration is one of the factors resulting in the shortage of Human Resources for Health (HRH) in India. Literature suggests that migration is fuelled by the prospect of higher salaries available abroad. The extent of these salary differentials are unknown, and this study seeks to examine the salaries of selected HRH in India and four popular destination countries (United States of America, United Kingdom, Canada and the United Arab Emirates), whilst accounting for the in-country cost of living. This study will therefore determine truer financial incentives for Indian HRH to migrate abroad. A purchasing power parity (PPP) ratio is employed to equalise the international price of buying a representative basket of commonly bought goods (including food, entertainment, fuel and utilities). Using the PPP index, real differences in salaries are directly compared for selected work categories and different levels of work experience in the four respective countries. Nurses in the USA can earn up to 82.7% more than their Indian counterparts. Nurses in Canada and the UAE reveal more modest salary differentials, yet still significant better off by up to 28 and 20% respectively. Only nurses in the UK are potentially materially worse off than nurses working in India. We observe significant potential PPP gains of up to 57.4, 99.1 and 94.4% for medical doctors in the USA, Canada and the UAE respectively. Medical specialists potentially experience the greatest income disparities with anaesthetists potentially earning up to 600% more than their counterparts in India. Radiologists operating in the UK and general surgeons working in the USA can potentially earn more than double that of their counterparts working in India. We observe more modest positive or negligible PPP gains in other selected countries for health specialists. Even when considering the differences in the cost of living, the financial incentive for selected cadres of Indian HRH to seek work abroad remains

A Case of a Cardiac Resynchronization Therapy-Defibrillator Exhibiting a Lower and Alternately Variable Basic Rate.

Science.gov (United States)

Iwazaki, Keigo; Kojima, Toshiya; Murasawa, Takahide; Yokota, Jun; Tanimoto, Hikaru; Matsuda, Jun; Fukuma, Nobuaki; Matsubara, Takumi; Shimizu, Yu; Oguri, Gaku; Hasumi, Eriko; Kubo, Hitoshi; Chang, Kyungho; Fujiu, Katsuhito; Komuro, Issei

2018-04-06

A cardiac resynchronization therapy defibrillator (CRT-D) (Medtronic Inc. Protecta XT) was implanted in a 67-year-old man who had cardiac sarcoidosis with extremely low cardiac function. He had ventricular tachycardia which was controlled by catheter ablation, medication and pacing. The programmed mode was DDI, lower rate was 90 beats/minute, paced AV delay was 150 ms, and the noncompetitive atrial pacing (NCAP) function was programmed as 300 ms.After his admission for pneumonia and heart failure, we changed his DDI mode to a DDD mode because he had atrial tachycardia, which led to inadequate bi-ventricular pacing. After a while, there were cycle lengths which were longer than his device setting and alternately varied. We were able to avoid this phenomenon with AV delay of 120 ms and NCAP of 200 ms.NCAP is an algorithm which creates a gap above a certain period after the detection of an atrial signal during the postventricular atrial refractory period of the pacemaker. This is to prevent atrial tachycardia and repetitive non-reentrant ventriculoatrial (VA) synchrony in the presence of retrograde VA conduction. But in this case, NCAP algorithm induced much lower rate than the programmed basic lower rate. This situation produced some arrhythmias and exacerbated symptoms of heart failure. This had to be paid attention to, especially when the device was programmed at high basic heart rate.

Budget estimates fiscal year 1989: Appropriation, Salaries and expenses

International Nuclear Information System (INIS)

1988-02-01

The budget estimates for Salaries and Expenses for FY 1989 provide for obligations of $450,000,000 to be funded in total by a new appropriation. The sum appropriated shall be reduced by the amount of revenues received during fiscal year 1989 from licensing fees, inspection services, and other services and collections, excluding those monies received for the cooperative nuclear safety research program, services rendered to foreign governments and international organizations, and the material and information access authorization programs, so as to result in a final fiscal year 1989 appropriation estimated at not more than $247,500,000

Do higher salaries lower physician migration?

Science.gov (United States)

Okeke, Edward N

2014-08-01

It is believed that low wages are an important reason why doctors and nurses in developing countries migrate, and this has led to a call for higher wages for health professionals in developing countries. In this paper, we provide some of the first estimates of the impact of raising health workers' salaries on migration. Using aggregate panel data on the stock of foreign doctors in 16 Organization for Economic Cooperation and Development countries, we explore the effect of a wage increase programme in Ghana on physician migration. We find evidence that 6 years after the implementation of this programme, the foreign stock of Ghanaian doctors abroad had fallen by approximately 10% relative to the estimated counterfactual. This result should be interpreted with caution, however, given the sensitivity of the results to changes in model specification. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

Ekonomski dejavniki gledanosti televizijskih programov v Sloveniji = Economic Factors for Televison Programme Rating in Slovenia

Directory of Open Access Journals (Sweden)

Matjaž Dodič

2011-09-01

Full Text Available Factors that influence televison programme rating can be divided intoenvironment, outer factors and internal factors of televison programmes.In this paper we apply the regression analysis to study the influence ofthe number of unemployed, inflation rate, average salary, consumers’trust, households’ financial status in the past 12 months and the economicstate in Slovenia on rating of national, commercial and othertelevison programmes in Slovenia in the 2000–2009 period. The resultsshow that inflation, unemployment, average salary and economicstate have a positive effect, whereas consumers’ trust and households’financial status in the past 12 months have a negative impact on rating.The e xplanatory power of the models is relatively low. In orderto study the topic further research, focusing (also on factors not includedin the analysis (e. g. culture and internal factors of televisonprogrammes, is needed.

New Approaches for Analyzing Two Key and Related Issues in Faculty Salaries: Compression and Cost of Living. IR Applications, Volume 26, June 1, 2010

Science.gov (United States)

Weinberg, Sharon L.

2010-01-01

In the university setting, the issue of faculty morale typically has been linked to a variety of perceived inequities, including inequities in faculty salary. New approaches for analyzing two different, but related, types of inequity are proposed. One approach addresses whether salary compression, often perceived by faculty to exist, actually does…

Política salarial de las universidades públicas: México y Venezuela

Directory of Open Access Journals (Sweden)

Luis E. Torres-Núñez

2017-07-01

Full Text Available La formación de profesionales de calidad y la generación de tecnología y ciencia pertinente son al menos dos elementos fundamentales para el desarrollo de los países latinoamericanos y, tal situación se encuentra estrechamente relacionada al impacto que se genere como resultado del trabajo académico mayormente desarrollado en las universidades de la región.  El presente trabajo procura caracterizar la política salarial de los académicos mexicanos y venezolanos en el periodo del año 2000 al 2010. Es una investigación comparativa y de carácter documental. El ensayo se estructura en dos dimensiones a saber: la presentación de los datos que contienen los elementos significativos de los sistemas de educación superior (matricula, instituciones, política de financiamiento y los académicos; en segundo lugar, se expone la estructura de la política salarial, se estudian las realidades y se precisan algunas diferencias sustantivas. Finalmente el estudio comparativo revela el incumplimiento de ambos Estados en relación a las definiciones salariales contempladas en sus textos constitucionales. La política mexicana de salarios académicos “estructura de incentivos” de tipo heterologados enseñan beneficios económicos de carácter inmediato para la sobrevivencia del académico y no le garantizan una pensión digna para el disfrute de su vejez; mientras que la política venezolana de salarios de tipo homologados precisa el incumplimiento legal de las “Normas de Homologación” por parte del Estado Venezolano desde hace más de tres décadas para el incremento salarial de los académicos.

The Employment Precariousness Scale (EPRES): psychometric properties of a new tool for epidemiological studies among waged and salaried workers.

Science.gov (United States)

Vives, Alejandra; Amable, Marcelo; Ferrer, Montserrat; Moncada, Salvador; Llorens, Clara; Muntaner, Carles; Benavides, Fernando G; Benach, Joan

2010-08-01

Despite the fact that labour market flexibility has resulted in an expansion of precarious employment in industrialised countries, to date there is limited empirical evidence concerning its health consequences. The Employment Precariousness Scale (EPRES) is a newly developed, theory-based, multidimensional questionnaire specifically devised for epidemiological studies among waged and salaried workers. To assess the acceptability, reliability and construct validity of EPRES in a sample of waged and salaried workers in Spain. A sample of 6968 temporary and permanent workers from a population-based survey carried out in 2004-2005 was analysed. The survey questionnaire was interviewer administered and included the six EPRES subscales, and measures of the psychosocial work environment (COPSOQ ISTAS21) and perceived general and mental health (SF-36). A high response rate to all EPRES items indicated good acceptability; Cronbach's alpha coefficients, over 0.70 for all subscales and the global score, demonstrated good internal consistency reliability; exploratory factor analysis using principal axis analysis and varimax rotation confirmed the six-subscale structure and the theoretical allocation of all items. Patterns across known groups and correlation coefficients with psychosocial work environment measures and perceived health demonstrated the expected relations, providing evidence of construct validity. Our results provide evidence in support of the psychometric properties of EPRES, which appears to be a promising tool for the measurement of employment precariousness in public health research.

Inpatient Psychiatric Admission Rates in a U.S. Air Force Basic Military Training Population

Science.gov (United States)

2017-05-20

Please know that if you are a Graduate Health Sciences Education student and your department has told you they cannot fund your publication, the 59th...author must complete page two of this form: a. In Section 2, add the funding source for your study (e.g., S9 MOW CRD Graduate Health Sciences...U.S. AIR FORCE BASIC MILITARY TRAINING POPULATION Background: Mental health admission rates for those with no active mental health disorders have

Mean-variance portfolio selection for defined-contribution pension funds with stochastic salary.

Science.gov (United States)

Zhang, Chubing

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

OpenAIRE

Chubing Zhang

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

Changes 2016

CERN Multimedia

Staff Association

2016-01-01

Basic salaries and stipends are reviewed annually by the Council who, for this purpose, uses as a guide the calculated basic salary and stipend index. The purpose of the review is to protect basic salaries and stipends from any erosion of purchasing power resulting from the increase in the cost of living. The annual adjustment decision enters into force on 1 January of the following year.   * Appendix A1 II. A. of the Staff Rules and Regulations **Appendix A1 II. B. of the Staff Rules and Regulations  

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention

Science.gov (United States)

Faupel-Badger, Jessica M.; Nelson, David E.; Izmirlian, Grant

2017-01-01

Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one’s career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987–2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07–7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04–4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20–0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17–0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5–9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15–0.65; and OR = 0.37, 95% CI: 0.16–0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11–0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors. PMID:28121985

Not Equal for All: Gender and Race Differences in Salary for Doctoral Degree Recipients

Science.gov (United States)

Webber, Karen L.; Canché, Manuel González

2015-01-01

Despite a recent increase in women and racial/ethnic minorities in U.S. postsecondary education, doctoral recipients from these groups report lower salaries than male and majority peers. With a longitudinal sample of approximately 10,000 respondents from the "Survey of Doctorate Recipients," this study adds to the limited literature…

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

Directory of Open Access Journals (Sweden)

Chubing Zhang

2014-01-01

Full Text Available This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

Science.gov (United States)

Zhang, Chubing

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier. PMID:24782667

31 CFR 1.7 - Fees for services.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Fees for services. 1.7 Section 1.7 Money and Finance: Treasury Office of the Secretary of the Treasury DISCLOSURE OF RECORDS Freedom of... Department shall charge for search time at the salary rate(s) (basic pay plus 16 percent) of the employee(s...

Interactions between two congeneric gyrodactylids (Gyrodactylus derjavini and G. salaris) with different microhabitats on their common host rainbow trout, Oncorhynchus mykiss

DEFF Research Database (Denmark)

Garbøl, Line W.; Jørgensen, Thomas Rohde; Buchmann, Kurt

2007-01-01

De to Gyrodactylus arter G. derjavini og G. salaris foretrækker forskellige områder på deres fælles vært. Dette ses både i monkulturer og i blandede kulturer, som dette arbejde belyser eksperimentelt.......De to Gyrodactylus arter G. derjavini og G. salaris foretrækker forskellige områder på deres fælles vært. Dette ses både i monkulturer og i blandede kulturer, som dette arbejde belyser eksperimentelt....

What Happens to Teacher Salaries during a Recession? Schools in Crisis: Making Ends Meet

Science.gov (United States)

Simpkins, Jim; Roza, Marguerite; Simburg, Suzanne

2012-01-01

In many districts where budgets are tight and forcing cuts in services, are teacher incomes also falling behind? Is teaching becoming a less remunerative occupation relative to other local opportunities such that over time it may become less attractive? Or, do the automatic salary triggers shift wages up despite revenue constraints? This study…

Short-term Outcomes following Concussion in the NFL: An 11-year Retrospective Study of Player Release Rate and Financial Loss

Science.gov (United States)

Ramkumar, Prem; Navarro, Sergio Michael

2017-01-01

Objectives: The primary goal of this study was to assess the short-term outcomes among National Football League (NFL) players following concussion in terms of: (1) DNP protocol activation, (2) release rate at one and three years, and (3) mean salary reduction. A secondary goal of the study was to stratify the post-concussive release rate by franchise and player position. Methods: NFL player transaction records and publicly available weekly injury reports from August 2005 to January 2016 for NFL players were analyzed. All players immediately sustaining recorded concussions were evaluated for a change to inactive or do-not-play (DNP) status. The one-year and three-year release rate following concussion was defined as any player transitioning to inactivation, retirement, free agency, or any failure to return for a successive season on the same team’s active roster after one or three years from the initial concussion. Student’s t-test was used to compare release rates between non-concussed and concussed players at one and three years. Mean salary reduction per year following concussion was calculated using publicly available player contracts. Additionally, franchise-level and position-based analyses of the release rate were performed. Results: Of the total 5,451 NFL players retrospectively analyzed over the 11-year period, 373 sustained publicly reported concussions resulting in DNP protocol activation. The release rate of the post-concussive versus non-concussive player was 26% vs. 20% at 1 year (pfranchise to release an athlete following concussion within one and three years. Table 1 reports a position-based analysis in terms of concussion rate, mean salary reduction, and NFL career longevity. Conclusion: Our retrospective study demonstrates that NFL concussions resulting in DNP protocol activation leads to a statistically greater release rate among concussed NFL players than non-concussed players. Released players suffered reduction in year-over-year accumulated

Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace

Directory of Open Access Journals (Sweden)

Olatunji Eniola SULE

2015-05-01

Full Text Available This study examined how the organisation’s human capital was compensated and see whether the compensation even serves as a motivational tool to enhance organisational performance. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and twenty personnel formed the sample size from six organisations. A self-designed instrument labeled Wages and Salaries as a Motivational Tool Questionnaire 2 (WASAMOTOQ2 containing seven sections was used in the collection of data. The findings of the study revealed those factors that militate against adequate compensation to include labour market conditions, the ability of the organisation to pay adequate compensation and the existing country/nation’s present cost of living; what makes up good and adequate compensation include recognition of individual performance and taking care of individual incentives and it shows the relationship between compensation and motivation. It further established the consequential effect of inadequate compensation and motivation on the organisational development. Based on the findings, the following recommendations were proffered that there should be wages/salaries scale and schedule; such should be based on identified indices in the study; that disparity between two identical workers should not be based purely on ‘paper’ qualification but the ability to ‘deliver’; and that wages/salaries should display equality, no ‘sacred cow’.

Host-based identification is not supported by morphometrics in natural populations of Gyrodactylus salaris and G. thymalli (Platyhelminthes, Monogenea).

Science.gov (United States)

Olstad, K; Shinn, A P; Bachmann, L; Bakke, T A

2007-12-01

Gyrodactylus salaris is a serious pest of wild pre-smolt Atlantic salmon (Salmo salar) in Norway. The closely related G. thymalli, originally described from grayling (Thymallus thymallus), is assumed harmless to both grayling and salmon. The 2 species are difficult to distinguish using traditional, morphometric methods or molecular approaches. The aim of this study was to explore whether there is a consistent pattern of morphometrical variation between G. salaris and G. thymalli and to analyse the morphometric variation in the context of 'diagnostic realism' (in natural populations). Specimens from the type-material for the 2 species are also included. In total, 27 point-to-point measurements from the opisthaptoral hard parts were used and analysed by digital image processing and uni- and multivariate morphometry. All populations most closely resembled its respective type material, as expected from host species, with the exception of G. thymalli from the Norwegian river Trysilelva. We, therefore, did not find clear support in the morphometrical variation among G. salaris and G. thymalli for an a priori species delineation based on host. The present study also indicates an urgent need for more detailed knowledge on the influence of environmental factors on the phenotype of gyrodactylid populations.

LA BRECHA SALARIAL DE GÉNERO ENTRE LOS UNIVERSITARIOS RECIÉN TITULADOS. ¿Qué tanto influye el tipo de carrera universitaria?

Directory of Open Access Journals (Sweden)

Laura Cepeda Emiliani

2014-01-01

Full Text Available Este artículo analiza la brecha salarial de género entre los universitarios recién titulados que tienen un empleo formal en Colombia, haciendo hincapié en el papel que desempeña el tipo de carrera universitaria en la explicación de la brecha salarial de género en las primeras etapas de la experiencia del mercado laboral. Para realizar este análisis, aprovechamos un conjunto de datos único que contiene los registros administrativos de individuos observados en el empleo formal un año después de titularse, así como información pormenorizada de los distintos tipos de carrera universitaria que estudiaron. Los resultados sugieren que, en promedio, la brecha salarial contra las mujeres es de aproximadamente 11% del cual 40% se explica por las diferencias de género en el tipo de carrera universitaria elegida. Mediante el uso de una descomposición distributiva de la brecha salarial de género hallamos pruebas no sólo de una brecha creciente en distintos niveles de la distribución salarial sino también de que tan sólo 30% de esta brecha se puede explicar con base en el tipo de carrera universitaria. Este resultado también apoya la existencia de un fenómeno de techo de cristal desde las primeras etapas de la experiencia del mercado laboral, lo cual es de particular interés para los encargados de formular políticas dado que algunas de las explicaciones que se ofrecen acerca del efecto de techo de cristal están relacionadas con la experiencia y los ascensos, características que no son significativamente diferentes para los universitarios recién titulados.

Basic priority rating model 2.0: current applications for priority setting in health promotion practice.

Science.gov (United States)

Neiger, Brad L; Thackeray, Rosemary; Fagen, Michael C

2011-03-01

Priority setting is an important component of systematic planning in health promotion and also factors into the development of a comprehensive evaluation plan. The basic priority rating (BPR) model was introduced more than 50 years ago and includes criteria that should be considered in any priority setting approach (i.e., use of predetermined criteria, standardized comparisons, and a rubric that controls bias). Although the BPR model has provided basic direction in priority setting, it does not represent the broad array of data currently available to decision makers. Elements in the model also give more weight to the impact of communicable diseases compared with chronic diseases. For these reasons, several modifications are recommended to improve the BPR model and to better assist health promotion practitioners in the priority setting process. The authors also suggest a new name, BPR 2.0, to represent this revised model.

Revalidating the Arabic Scale for Teachers' Ratings of Basic Education Gifted Students' Characteristics Using Rasch Modeling

Directory of Open Access Journals (Sweden)

Salah Eldin Farah Atallah Bakheit

2013-12-01

Full Text Available The Arabic scale for teachers' ratings of basic education gifted students' characteristics is one of the most common Arabic measures used for initial identification of gifted students in some Arabic countries. One of the shortcomings of this scale is that it is based on the classical the-ory of measurement. This study sought to reval-idate the scale in the light of Rasch modeling which rests upon the modern theory of meas-urement and to develop different criteria for in-terpreting the levels of individuals' traits. The scale was administered to 830 of Basic Educa-tion students in Khartoum (ages ranged from 7 to 12 years. Two groups of students partici-pated in the study: a calibration sample (N = 250 and a standardization sample (N = 580. The statistical treatments were performed using the PSAW 18 and RUMM 2020 programs ac-cording to Rasch's unidimentional model. Six of the scale's items were deleted for not conform-ing to Rasch Modeling. This left the scale with 31 items. Besides, new criteria for the scale were developed by obtaining the t-scores and special education scores that match the various ratings of the individuals' ability.

Are Public School Teacher Salaries Paid Compensating Wage Differentials for Student Racial and Ethnic Characteristics?

Science.gov (United States)

Martin, Stephanie M.

2010-01-01

The present paper examines the relationship between public school teacher salaries and the racial concentration and segregation of students in the district. A particularly rich set of control variables is included to better measure the effect of racial characteristics. Additional analyses included Metropolitan Statistical Area fixed effects and…

Status of Women in Kentucky State Agencies. Sixth Report. An Analysis of Employment Job Levels and Salaries as of November, 1982. Staff Report 83-6.

Science.gov (United States)

Briley, Kyle D.

According to this report by the Kentucky Commission on Human Rights, women in the Kentucky State government continued to suffer from serious inequities as of November 1982. The salary gap between men and women widened to an annual difference of $4,114, the largest gap of an eight-year trend. The salary gap between black women and white women grew…

The Effect of Internal Salary Increment Distributions on Retention Behaviors of Western New York Teachers

Science.gov (United States)

Patterson, Michele M.

2013-01-01

This is a study of district internal salary distribution practices and its effect on retention. The study is a replication study as recommended by Jacobson (1986) and Lankford and Wyckoff (1997) whereby their research shows the prevalence of "back loading" and ineffectiveness relative to retention. In the case of this study, the…

Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

Science.gov (United States)

O'Meara, KerryAnn

2015-01-01

This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

Economic analysis of the living expenses costs in Coahuila’s northern border

Directory of Open Access Journals (Sweden)

Blanca Vázquez Delgado

2000-07-01

Full Text Available The purpose of this work is to reflect on the change of strategy that was taken with regards to the occurrence of a rupture of the relation between the salary and the basic household supply and purchasing power of the workers. We are particularly interested in evidencing the case of the cities along the Northern border of Coahuila. In view of the loss of the relationship between the salary and the cost of life of the population and its basic needs, under the new development salary strategy, the attainment of the macroeconomic equilibrium aims have been by means of a salary restraint. Nonetheless, this strategy has brought about no other outcome but the greatest loss of well-being among the population. The changes that have taken place in the salary policy have undermined the capabilities of most of the population in having access to the elements deemed necessary for a scheme of basic satisfaction. Such scenario is agravated by the differences existing in the economic cost of living in certain cities, mainly along border cities.

Inflation Rate Surpasses Administrators' Raises for First Time in 5 Years.

Science.gov (United States)

Mooney, Carolyn J.

1988-01-01

An annual survey found that, alhtough administrator salary increases at public colleges and universities exceeded the inflation rate, those at private institutions lagged behind, and many institutions targeted particular groups of employees for raises. As in the past, women and minority group members earned less than their White male counterparts.…

A Student's Dilemma: Is There a Trade-Off between a Higher Salary or Higher GPA

Science.gov (United States)

Diette, Timothy M.; Raghav, Manu

2016-01-01

In this paper, we explore whether there is a relationship between average grades earned in a course and the national average salaries of graduates of the major associated with the course. Using student-level data from a selective private liberal arts college, we find an inverse relationship. The result suggests that students face a trade-off…

Social patterns of pay systems and their associations with psychosocial job characteristics and burnout among paid employees in Taiwan.

Science.gov (United States)

Yeh, Wan-Yu; Cheng, Yawen; Chen, Chiou-Jung

2009-04-01

Today, performance-based pay systems, also known as variable pay systems, are commonly implemented in workplaces as a business strategy to improve workers' performance and reduce labor costs. However, their impact on workers' job stress and stress-related health outcomes has rarely been investigated. By utilizing data from a nationally representative sample of paid employees in Taiwan, we examined the distribution of variable pay systems across socio-demographic categories and employment sectors. We also examined the associations of pay systems with psychosocial job characteristics (assessed by Karasek's Demand-Control model) and self-reported burnout status (measured by the Chinese version of the Copenhagen Burnout Inventory). A total of 8906 men and 6382 women aged 25-65 years were studied, and pay systems were classified into three categories, i.e., fixed salary, performance-based pay (with a basic salary), and piece-rated or time-based pay (without a basic salary). Results indicated that in men, 57% of employees were given a fixed salary, 24% were given a performance-based pay, and 19% were remunerated through a piece-rated or time-based pay. In women, the distributions of the 3 pay systems were 64%, 20% and 15%, respectively. Among the three pay systems, employees earning through a performance-based pay were found to have the longest working hours, highest level of job control, and highest percentage of workers who perceived high stress at work. Those remunerated through a piece-rated/time-based pay were found to have the lowest job control, shortest working hours, highest job insecurity, lowest potential for career growth, and lowest job satisfaction. The results of multivariate regression analyses showed that employees earning through performance-based and piece-rated pay systems showed higher scores for personal burnout and work-related burnout, as compared to those who were given fixed salaries, after adjusting for age, education, marital status

Diferencia salarial por género en ejecutivos peruanos en Lima Metropolitana

OpenAIRE

Gómez Flores, Robert Efrain; Huapaya Ames, Milagros del Carmen; Rojas Zegarra, Jhon Alexander; Salinas Valencia, Eder Velver

2017-01-01

vii, 106 h. : il. ; 30 cm En la presente investigación se describen cuáles son los factores que determinan la diferencia salarial por género en ejecutivos peruanos en Lima Metropolitana y su impacto en cada factor. Dicho estudio se realizó considerando los siguientes factores: (a) estereotipos por género, (b) prejuicios por género, (c) cultura organizacional y (d) educación. Asimismo, esta investigación se basó en un estudio cualitativo, con propósito descriptivo y explicativo,...

34 CFR 668.47 - Report on athletic program participation rates and financial support data.

Science.gov (United States)

2010-07-01

... program participation rates and financial support data. (a) Applicability. This section applies to a co-educational institution of higher education that— (1) Participates in any title IV, HEA program; and (2) Has... expenses, salaries and benefits, supplies, travel, and any other expenses attributable to intercollegiate...

Quanto vale o trabalho do professor? Desvelando o processo de desvalorização salarial em Ponta Grossa - PR

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Simone de Fátima Flach

2013-06-01

Full Text Available The aim of this paper is to analyze the main educational political decisions in order to unveil the process of devaluing teacher practice that is taking place in the city of Ponta Grossa, Pr. The analysis focuses on the period from 2005 to 2010 after the municipal legal reform. The article presents the configuration of the teaching career in the local context before and after its reorganization, which had as its main legal basis the national salary implemented by Law 11738/2008. The study demonstrates that the reform based on the new management’s assumptions made the career less attractive to new professionals. Also, it created unequal situations concerning the increase of salaries along the career and highlighted the fragility of the commitment to quality education.

MOTIVATING ENGLISH TEACHERS BASED ON THE BASIC NEEDS THEORY AND AN EXPECTANCY THEORY

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Hidayatus Sholihah

2017-08-01

Full Text Available There are two main motivation theories. a hierarchy of basic needs theory,  and an expectancy theory. In a Hyrarchy of basic needs theory, Maslow has stated that the basic needs as a main behaviour direction are structured into a hierarchy. There are five basic human needs.  The first: Physiological needs such as: salary, bonus or working condition. The second: the safety needs, such as: safe job environment, job security or health cover. The third, social needs, such as  union and team work. The next is self esteem, such as getting an award, medal, certificate or any other recognisition. Then the last is self actualization, for example is by providing an opportunity to share knowledge, skills and eprerience. The evaluation of this theory are: there is no spiritual needs as human basic needs is a main weakness of this theory. Then it is possible that different level of  needs  have to be satisfied in the same time, or not in hierarchy level or, not always have to be fulfilled in order. The next motivation theory is an Expectancy Theory. This theory is based on three main factors. The first factor is: English teachers will be motivated to work harder if they have a good perception to their own competences in accordance with their job. The second, individual motivation depends on the rewards given when they finish a  particular job. Finally, it also depends on their regards to the rewards given from the job that they do. Expectancy theory is a good theory, however, it is not easy to be implemented because the principals should provide various types of reward to satisfy the expectation of their English teachers. Considering the strengths and weaknesses of these two theories, it is better to combine both of them in the practice to get more effective results.

On the basic research of design analysis and testing based on the failure rate for pipings and equipment under earthquake conditions

International Nuclear Information System (INIS)

Shibata, H.

1980-01-01

This paper deals with the evaluation method of the failure rate of pipings and equipment of nuclear power plants under destructive earthquakes and a new design concept in this stand point of view. These researches are supported by various studies related to this subject, which have been done by the author since 1966. In this paper, the history of the development, the summaries of these studies and their significances to the practice will be described briefly. The surveys on damages of industrial facilities caused by recent destructive earthquakes are the basical study for this subject. And the continuous response observation of model structures of a plant complex to natural earthquakes is another important basic study to know the stochastic nature and significance of response analysis for the anti-earthquake design of nuclear power plants. By having the exact knowledges on these subjects, the author has been developing the evaluation procedure of the failure rate of pipings and equipment under destructive earthquake conditions, a new design method 'counter-input design' and others. Now his effort is going towards establishing their practical procedure after finishing the basic researches. (orig.)

Sobrecarga en cuidadores informales de pacientes con alzheimer y la relación con su ingreso salarial

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Ara Mercedes Cerquera Córdoba

2016-07-01

Full Text Available La sobrecarga es el resultado psicológico de combinaciones emocionales, físicas y sociales que surge al cuidar una persona enferma, especialmente si es de Alzheimer. El ingreso salarial puede repercutir en la sobrecarga, ya que hacerse responsable de un paciente genera gastos que la familia debe soportar. Este estudio correlaciona sobrecarga e ingreso salarial en una muestra por conveniencia de 100 cuidadores informales de la ciudad de Bucaramanga, aplicando la escala de sobrecarga Zarit (Martín, Salvadó, Nadal, Miji, Rico, Sanz & Taussing, 1996 y la ficha de datos sociodemográficos (Cerquera, Granados y Buitrago, 2012. Los resultados muestran que si bien la mayoría de cuidadores devengan más del salario mínimo colombiano vigente, así mismo presentan sobrecarga, y ya que no se ha establecido correlación, esto indica que el ingreso económico no es un determinante para la situación anotada. Abstract Overloading is the psychological result of emotional, physical and social combinations that come from looking after a sick person, especially if it’s Alzheimer’s. Wage income can affect overload, taking care of a patient generates expenses that the family must endure. This study correlates overhead and salary income in a convenience sample of 100 caregivers from Bucaramanga, using the Zarit Burden Interview (Martin et al., 1996 and Sociodemographic Data Sheet (Cerquera et al., 2012. The results show that most caregivers earn more than the Colombian minimum wage and are overloaded, not establishing correlations, indicating that wage income is not determining for overload.

Quality of life, work ability, and self employment: a population survey of entrepreneurs, farmers, and salary earners.

Science.gov (United States)

Saarni, S I; Saarni, E S; Saarni, H

2008-02-01

Self employment is increasing but it is not yet known how its different forms affect health, quality of life, and work ability. We compared the work ability, subjective quality of life (QoL), and health-related quality of life (HRQoL) of entrepreneurs both with and without personnel, farmers, and salaried workers. We investigated which domains of HRQoL are associated with work status. A nationally representative general population sample comprising 5834 Finns aged between 30 and 64. Work ability was measured using the work ability index (WAI), HRQoL using 15D and EQ-5D, and QoL with self reported global quality of life. Entrepreneurs with personnel had better work ability than salary earners, but there were no differences in QoL or HRQoL between the entrepreneurs and salary earners. Farmers scored lowest on all measures; this finding remained even after adjusting for age, sex, marital status, education, and chronic conditions. The low WAI score of farmers was mainly explained by poor subjective work ability, while their low 15D score was mainly the result of poor functioning in the psychosocial domains of HRQoL. The low EQ-5D score of farmers was explained by problems with mobility, usual activities, and with pain or discomfort. Farmers have poorer work ability, QoL, and HRQoL than other working groups, but this does not appear to be caused by physical health problems. From a research point of view, farmers should be categorised separately from other forms of entrepreneurship. From a public health point of view, improving farmers' wellbeing may require psychosocial interventions exceeding traditional health promotion.

How Much Gender Disparity Exists in Salary? A Profile of Graduates of a Major Public University.

Science.gov (United States)

Dutt, Diya

1997-01-01

A study of University of Illinois 1976 graduates (n=2,306) in 1977, 1981, 1986, and 1991 examined changes in salary patterns for all degree levels and majors. Results suggest women earn less than men in first full-time jobs, and gaps widen with time. Possible factors include women's breaks in full-time employment, and differences in majors,…

15 CFR 19.12 - How will Commerce entities offset a Federal employee's salary to collect a Commerce debt?

Science.gov (United States)

2010-01-01

... the Financial Management Service for collection by administrative offset, including salary offset... documentary evidence alone. All travel expenses incurred by the Federal employee in connection with an in... be resolved by review of documentary evidence alone (for example, when an issue of credibility or...

Tendências da desigualdade salarial para coortes de mulheres brancas e negras no Brasil

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Ana Maria Hermeto Camilo de Oliveira

2006-06-01

Full Text Available É feita uma análise das tendências da desigualdade salarial da força de trabalho feminina no Brasil, segundo a raça, durante as décadas de 1980 e 1990. Crescentes retornos de qualificação e crescente demanda por trabalho qualificado resultam em uma divergência do crescimento salarial entre os trabalhadores com alta e baixa qualificação. Este crescente hiato resulta em um aumento da desigualdade salarial por raça. Com o propósito de interpretar as tendências, são examinadas diferenças por raça nos padrões de casamento, fecundidade, arranjos domiciliares, níveis educacionais, participação na força de trabalho, níveis de qualificação, alocação ocupacional e salários, distinguindo entre medidas de período e coorte. São usados dados provenientes das PNADs 1987-1999 para analisar a importância de mudanças inter e intracoortes para mulheres brancas e negras. Funções salariais são estimadas a partir dos dados agregados da série temporal de cross sections, usando mínimos quadrados ordinários e regressões quantílicas.We analyze trends of wage inequality of the Brazilian female labor force, by race, during the 1980s and 1990s. Increasing returns to skills and increasing demand for skilled labor result in a divergence of wages growth between high and low skilled workers. This increasing gap results in an increase of wage inequality by race. In order to interpret trends, we take into account race differences in marriage patterns, fertility, household arrangements, educational levels, labor market participation, skill levels, occupational location and earnings, distinguishing between period and cohort measures. We use 1987-1999 Brazilian Household Sample Surveys data to examine the importance of within- and between-cohort changes for black and white women. Earnings functions are estimated from the pooled time-series of these cross-section data, using OLS and quantile regressions.

Ekonomski dejavniki gledanosti televizijskih programov v Sloveniji = Economic Factors for Televison Programme Rating in Slovenia

OpenAIRE

Matjaž Dodič; Bojan Nastav

2011-01-01

Factors that influence televison programme rating can be divided intoenvironment, outer factors and internal factors of televison programmes.In this paper we apply the regression analysis to study the influence ofthe number of unemployed, inflation rate, average salary, consumers’trust, households’ financial status in the past 12 months and the economicstate in Slovenia on rating of national, commercial and othertelevison programmes in Slovenia in the 2000–2009 period. The resultsshow that in...

Can a District-Level Teacher Salary Incentive Policy Improve Teacher Recruitment and Retention? Policy Brief 13-4

Science.gov (United States)

Hough, Heather J.; Loeb, Susanna

2013-01-01

In this policy brief, Heather Hough and Susanna Loeb examine the effect of the Quality Teacher and Education Act of 2008 (QTEA) on teacher recruitment, retention, and overall teacher quality in the San Francisco Unified School District (SFUSD). They provide evidence that a salary increase can improve a school district's attractiveness within their…

Alcance e impacto económico de la aplicación del salario digno en las empresas del sector industrias manufactureras de madera del Distrito Metropolitano de Quito en el período 2011-2012

OpenAIRE

Patiño Beltrán, Andrea Katherine; Valenzuela Chávez, Carla Andrea

2015-01-01

The Constitution of Ecuador is recognized and guaranteed in Article 328 that:. "Compensation is fair, with a living salary that covers at least the basic needs of the worker, as well as those of his family ..." the basic needs of the family are covering at least the basic family basket. The living salary is born as a social and economic element, as a key for the development of good living, in the National Plan for Good Living, provides steady work, fair and dignified in its diverse forms, ...

Internal migration in West Germany and implications for east-west salary convergence.

Science.gov (United States)

Decressin, J W

1994-01-01

"Using a simple model of gross migration [in West Germany], the paper shows that provided economic agents are sufficiently risk averse, migrational flows are likely to be procyclical. The econometric results confirm that flows are highly procyclical. They further indicate that changes in regional economic disparities significantly affect migrational flows. However, given the widening of regional disparities in the 1980s accompanied by a worsening in aggregate conditions, migration seems least effective in offsetting the differentiated impact of labor market shocks when it would be most useful. The paper concludes by applying the results to the issue of east-west migration and salary convergence." (SUMMARY IN GER) excerpt

A Study on the Self-Adaption Incentive Performance Salary

Science.gov (United States)

Zhang, Chuanming; Wang, Yang

In project managing, the performance salary management mode is often used to motivate project managers and other similar staff to improve performance or reduce the cost. But the engineering activities who own a lot of internal and external uncertain factors can not be known by the principle. It is difficult for to develop a suitable incentive target to project managers etch. This paper thinks that the manager self master the maximum of information on engineering activities. So this paper sets up an incentive model: the project managers themselves report performance objectives; owner gives the managers reward or punishment combined with their reported performance and actual performance. The model to ensure that the project manager is only accurate self reported its results to get the maximum profit. At the same time, it cans incentive managers to improve performance or reduce the cost. This paper focuses on setting up the model, analyzing the model parameters. And cite an example analyze them.

Do Individuals Perceive Income Tax Rates Correctly?

Science.gov (United States)

Gideon, Michael

2017-01-01

This article uses data from survey questions fielded on the 2011 wave of the Cognitive Economics Study to uncover systematic errors in perceptions of income tax rates. First, when asked about the marginal tax rates (MTRs) for households in the top tax bracket, respondents underestimate the top MTR on wages and salary income, overestimate the MTR on dividend income, and therefore significantly underestimate the currently tax-advantaged status of dividend income. Second, when analyzing the relationship between respondents' self-reported average tax rates (ATRs) and MTRs, many people do not understand the progressive nature of the federal income tax system. Third, when comparing self-reported tax rates with those computed from self-reported income, respondents systematically overestimate their ATR while reported MTR are accurate at the mean, the responses are consistent with underestimation of tax schedule progressivity.

A Decade beyond the Doctorate: The Influence of a US Postdoctoral Appointment on Faculty Career, Productivity, and Salary

Science.gov (United States)

Yang, Lijing; Webber, Karen L.

2015-01-01

The number of postdoctoral researchers has increased dramatically in the past decade. Because of the limited number of academic staff openings and the general levels of salary, the role and value of the postdoctoral appointment are changing. Using a sample of respondents with continuous data in the 1999 through 2008 "Survey of Doctoral…

Efeitos da globalização na desigualdade salarial entre homens e mulheres

OpenAIRE

Brito, Ana Patrícia Mendes de

2015-01-01

Mestrado em Economia Internacional e Estudos Europeus A evolução do mercado de trabalho teve consequências bastante positivas sobre as taxas de emprego femininas. No entanto, as mulheres continuam a ser vítimas de inúmeras formas de discriminação, não só a nível dos salários, como no acesso à educação, ao mercado de trabalho e a cargos de chefia, assim como ao nível da partilha de responsabilidades familiares. Este trabalho aborda a desigualdade salarial entre géneros e os efeitos que a gl...

A Three-Pronged Approach to Evaluating Salary Equity among Faculty, Administrators, and Staff at a Metropolitan Research University.

Science.gov (United States)

Armacost, Robert L.

A study was conducted to evaluate inequalities in salary for all regular faculty, administrative, and staff employees with respect to gender and ethnicity at a major metropolitan research university. In all, there were 648 minorities in the study and 1,443 women. Three approaches were used to test for inequalities: (1) a multiple regression…

The rate of knowledge retention in basic sciences courses among dentistry students

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S.S Mazloomi

2009-03-01

Full Text Available Background: Acquiring and recalling knowledge can be considered as the starting point of learning; so increasing  the acquisition  of knowledge and information  recall is one the most important goals of education.Objective: To determine the students'  information recall in the basic courses of histology, immunology, physiology, biochemistry,  head and neck anatomy,  and microbiology  in dentistry  school.Method:  In this descriptive  survey, 60 students who had passed their basis courses were studied. The tests  were  held  five semesters  following  the basic  courses,  and  were  like  those  they  had  passed previously.Results: The results revealed that information recall was the highest for the physiology course (z=0.72, while it was the lowest for anatomy (z=0.07. For the histology course, the lowest mean score was achieved by the students entered in the  year 1997, and the highest  by those  entered  in 1999. The relationship between the entry year  of the  students  and  their  information recall  is  statistically significant  (p<0.05.Discussant: The results showed that the teaching basic science courses such as physiology, anatomy, immunology, microbiology, and biochemistry should  accompany new  strategies in  teaching  and learning. One of these is the inclusion by the teachers of retrieval cues in any course so as to facilitate learning.Keywords:  knowledge retention,  basic sciences

Professional fulfillment and parenting work-life balance in female physicians in Basic Sciences and medical research: a nationwide cross-sectional survey of all 80 medical schools in Japan.

Science.gov (United States)

Yamazaki, Yuka; Uka, Takanori; Marui, Eiji

2017-09-15

In Japan, the field of Basic Sciences encompasses clinical, academic, and translational research, as well as the teaching of medical sciences, with both an MD and PhD typically required. In this study, it was hypothesized that the characteristics of a Basic Sciences career path could offer the professional advancement and personal fulfillment that many female medical doctors would find advantageous. Moreover, encouraging interest in Basic Sciences could help stem shortages that Japan is experiencing in medical fields, as noted in the three principal contributing factors: premature resignation of female clinicians, an imbalance of female physicians engaged in research, and a shortage of medical doctors in the Basic Sciences. This study examines the professional and personal fulfillment expressed by Japanese female medical doctors who hold positions in Basic Sciences. Topics include career advancement, interest in medical research, and greater flexibility for parenting. A cross-sectional questionnaire survey was distributed at all 80 medical schools in Japan, directed to 228 female medical doctors whose academic rank was assistant professor or higher in departments of Basic Sciences in 2012. Chi-square tests and the binary logistic regression model were used to investigate the impact of parenthood on career satisfaction, academic rank, salary, etc. The survey response rate of female physicians in Basic Sciences was 54.0%. Regardless of parental status, one in three respondents cited research interest as their rationale for entering Basic Sciences, well over twice other motivations. A majority had clinical experience, with clinical duties maintained part-time by about half of respondents and particularly parents. Only one third expressed afterthoughts about relinquishing full-time clinical practice, with physicians who were parents expressing stronger regrets. Parental status had little effect on academic rank and income within the Basic Sciences, CONCLUSION

Impact of Work Environment, Salary Package and Employees’ Perception on Organizational Commitment: A study of Small & Medium Enterprises (SMEs) of Pakistan

OpenAIRE

Jawad Akhtar

2014-01-01

The chief purpose of this research paper is to investigate how factors like (1) work environment; (2) salary Package and (3) Employees’ perception have an effect on the employees’ organizational commitment in the Small and Medium Enterprises (SMEs) of Pakistan.

Salary is not enough to attract and retain the best

Directory of Open Access Journals (Sweden)

Rosa María Fuchs Ángeles

2015-09-01

Full Text Available Organizations face the challenge of attracting and retaining talented staff. In some instances, a reference to the existence of a war for talent is made. It is that way that the retention of workers has stopped being managed, exclusively, with the offer of good salaries. This paper explores, in a first instance, the theoretical framework that describes the principal tools of talent retention that companies develop, and that are considered as part of the total remuneration that workers receive: economic compensations, recognition, career plans and staff development, feedback, personal and professional life balance, social network and team making, proper relationship with superiors and organizational climate life. Later, the results that were obtained from interviews with ten of the best companies to work for in Peru, according to the Great Place to Work Institute ranking in 2007, on retaining talent tools that they implement are shown. Finally, conclusions on the case studies are presented.

24 CFR 1003.201 - Basic eligible activities.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Basic eligible activities. 1003.201... Activities § 1003.201 Basic eligible activities. ICDBG funds may be used for the following activities: (a... interest rates and mortgage principal amounts for low-and moderate-income homebuyers; (2) Finance the...

A Job with a Future? Delay Discounting, Magnitude Effects, and Domain Independence of Utility for Career Decisions.

Science.gov (United States)

Schoenfelder, Thomas E.; Hantula, Donald A.

2003-01-01

Seniors (n=20) assessed two job offers with differences in domain (salary/tasks), delay (career-long earnings), and magnitude (initial salary offer). Contrary to discounted utility theory, choices reflected nonconstant discount rates for future salary/tasks (delay effect), lower discount rates for salary/preferred tasks (magnitude effect), and a…

Do ambient urban odors evoke basic emotions?

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Sandra Theresia Weber-Glass

2014-04-01

Full Text Available Fragrances, such as plant odors, have been shown to evoke autonomic response patterns associated with Ekman’s (Ekman et al., 1983 basic emotions happiness, surprise, anger, fear, sadness and disgust. Inducing positive emotions by odors in highly frequented public spaces could serve to improve the quality of life in urban environments. Thus, the present study evaluated the potency of ambient odors connoted with an urban environment to evoke basic emotions on an autonomic and cognitive response level. Synthetic mixtures representing the odors of disinfectant, candles / bees wax, summer air, burnt smell, vomit and musty smell as well as odorless water as a control were presented five times in random order to 30 healthy, non-smoking human subjects with intact sense of smell. Skin temperature, skin conductance, breathing rate, forearm muscle activity, blink rate and heart rate were recorded simultaneously. Subjects rated the odors in terms of pleasantness, intensity and familiarity and gave verbal labels to each odor as well as cognitive associations with the basic emotions. The results showed that the amplitude of the skin conductance response varied as a function of odor presentation. Burnt smell and vomit elicited significantly higher electrodermal responses than summer air. Also, a negative correlation was revealed between the amplitude of the skin conductance response and hedonic odor valence indicating that the magnitude of the electrodermal response increased with odor unpleasantness. The analysis of the cognitive associations between odors and basic emotions showed that candles / bees wax and summer air were specifically associated with happiness whereas burnt smell and vomit were uniquely associated with disgust. Our findings suggest that city odors may evoke specific cognitive associations of basic emotions and that autonomic activity elicited by such odors is related to odor hedonics.

A qualitative study

African Journals Online (AJOL)

(CHW) programmes, with the aim of bringing health services closer to ... or in a basic primary health care facility. In addition to ... and community case management, including HIV, malaria, .... salaries were seen as insufficient to cover the rising costs of living. .... There was lack of salary differentiation based on length of.

Desigualdad salarial, demanda de trabajo calificado y modernización: lecciones del caso de Tijuana, 1987-1994

Directory of Open Access Journals (Sweden)

Ranjeeta Ghiara

2004-01-01

Full Text Available Este trabajo revisa algunos de los estudios que buscan explicar la creciente dispersión salarial que acompañó la etapa inicial de re fo rmas económicas y liberalización,comprendida entre 1987 y 1994 y presenta evidencias para el caso de Tijuana. Esta investigación permite concluir que, efectivamente, hay evidencias que apuntan a que la liberalización implicó una mayor demanda de mano de obra calificada y que ésta explica parte de la desigualdad salarial. Pero el trabajo también argumenta que la evidencia no es contundente, particularmente si se introducen factores regionales al análisis. La revisión del comportamiento de la prima a la educación universitaria en el caso de Tijuana, puntal de las nuevas exportaciones, no muestra aumentos claros , lo que hace suponer que no se presentó ahí el pronosticado aumento de la demanda de trabajo calificado. Además, su comparación con la Ciudad de México confi rma las dudas surgidas respecto a la naturaleza altamente demandante de trabajo calificado de las nuevas exportaciones e inversiones. El texto sugiere, sin mayor elaboración, que parte de la explicación de la creciente desigualdad se debe encontrar en factores institucionales que mantuvieron bajos los salarios de los trabajadores con poca calificación.

Adjustments to financial benefits and contributions with effect from 1 January 2012

CERN Multimedia

2012-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2010, June and December 2011, certain financial benefits and contributions impacting salaries and stipends have been adjusted with effect from 1 January 2012. 1)  Five-yearly review 2010 (decisions taken by Council in December 2010) In line with the second phase of Council decisions, increases of 1% and 2% have been applied to basic salaries in Career Path D and Career Paths E to G respectively1); In addition, Health Insurance Scheme contribution rates have been modified (from 4.27%) to 4.41% for the member and (from 6.59%) to 6.86% for the Organization. 2)  Package of measures towards restoring full funding of the Pension Fund (decisions taken by Council in June 2011) In accordance with Council decisions, the Organization’s contribution rate for new members of the Fund as of 1.1.2012 is 17%.  The provisions for current members remain unchanged. 3)&nb...

Merit Pay Misfires

Science.gov (United States)

Ramirez, Al

2011-01-01

Critics argue that the uniform salary schedule is unfair because it promotes mediocrity by rewarding poor performers while failing to recognize outstanding achievement on the job. Advocates for merit pay systems for preK-12 education also contend that the uniform salary schedule ignores the basic purpose of education--student learning. Although…

De la recherche salariée en France : lien de subordination et liberté de la recherche

Directory of Open Access Journals (Sweden)

Constance Perrin-Joly

2010-12-01

Full Text Available Au travers de l’expérience d’une thèse de sociologie menée en entreprise (sous convention industrielle de formation par la recherche, nous chercherons en quoi le lien de subordination attaché au salariat et la dépendance économique associée nuisent à la liberté de la recherche, le sociologue ne pouvant s’appuyer sur les ressources d’une profession constituée ou s’intégrer dans une organisation logocratique. Le chercheur, pris entre des injonctions dissonantes risque de favoriser son intérêt personnel à court terme de salarié, parfois au détriment de celui attaché à sa position de sociologue, pour rendre la situation tenable. Les liens qui se créent avec la mise en place de relations de travail approfondies et du fait de l’intégration dans des logiques de pouvoir internes gênent également la distance affective nécessaire à la co-construction des résultats.About salary research in France: subordination link and freedom researchBased on a PhD done within a company (with special French contract named CIFRE, this article deals with how subordination link in salary and economic dependency harm research’s freedom. In fact, sociologist can neither draw on a system of profession resources, nor be integrated into a “logocratic firm”. The researcher which undergoes paradoxical injunctions risks promoting his own short-term salary interest to the detriment of scientific interest, in order to make the situation bearable. Furthermore, the affective distance necessary to achieve results - with people concerned by the request (“co-construction”, is affected by close working relationships and socially-influenced relationships.De la investigación asalariada en Francia: vínculo de subordinación entre libertad e investigaciónMediante  la experiencia de una tesis sociológica llevada a cabo en una empresa (bajo convención industrial de formación por investigación, buscaremos la forma en la que el vínculo de

Diferencial salarial público-privado e desigualdade de renda per capita no Brasil

Directory of Open Access Journals (Sweden)

Pedro H. G. F. Souza

2013-03-01

Full Text Available O estudo estima a contribuição específica do diferencial salarial entre trabalhadores com características semelhantes dos setores público e privado para a desigualdade na renda domiciliar per capita no Brasil. A estimação baseia-se em simulações contrafactuais e o cálculo das contribuições para a desigualdade em uma decomposição de fatores do coeficiente de Gini. Os dados são provenientes da PNAD 2009. O diferencial equivale a cerca de 17% da massa salarial dos servidores públicos, é regressivo e altamente concentrado, mas tem volume pequeno na renda total (1% e, por isso, contribui para cerca de 3% da desigualdade total. Os efeitos sobre a desigualdade da composição da força de trabalho nos setores são muito maiores que efeitos da segmentação do mercado de trabalho entre os dois setores. Essas conclusões são pouco sensíveis a modificações de definições de setor e diferentes técnicas de estimação.We estimate the contribution of the wage differential between workers with the same attributes in the public and private sectors to the household per capita income inequality in Brazil. The estimate is based on counterfactual simulations and the contribution to inequality on a factor decomposition of the Gini coefficient. Data comes from the Brazilian National Household Survey PNAD 2009. The differential corresponds approximately to 17% of the wage bill of workers in the public sector, is regressive and highly concentrated. However, because it amounts to a small share of the total income (1% its contribution to the total inequality is of 3%. The sector composition effects on inequality are times higher than the segmentation (price effects. These conclusions are robust to changes in the definition of the sectors and to different estimation techniques.

The influence of physical exertion on basic hematological parameters values and heart rate in trotters

Directory of Open Access Journals (Sweden)

Slijepčević Dajana

2014-01-01

Full Text Available One of very important prerequisites for achieving good results in races, in addition to genetic predisposition, quality training and good health, are optimal values for number of erythrocytes, concentration of haemoglobin and hematocrit, of which depends efficient oxygen supply of muscles during great efforts. The stated values, along with data on heart rate, are useful indicators of the degree of horse fitness and readiness for horse race. The influence of physical exertion on the values of basic hematological parameters as well as on heart rate, was investigated on 6 trotters, in training at the Belgrade racetrack (one head of Italian trotter, male, 3 years old; 3 heads of American trotter, male, 3,4 and 6 years old and two heads of Serbian trotter, female, 4 and 5 years old. The blood samples for hematological tests were taken by punction of jugular vein in resting phase - immediately before the commencement of work, after light trot warming for 3000 m and fast trot for 1000 m, with 30 minutes rest between the two runnings. The heart rate was monitored continuously by radio telemetry cardiometer, from the moment they were taken from their boxes and harnessing to the completion of work. The obtained results confirm the relationship between the rise of heart rate and hematocrit values: maximal hematocrit values were determined after the first running (0.49±0.05, in regard to 0.42±0.03 in resting phase, but 30 minutes after the second running there was a slight drop of hematocrit values (0.46±0.04. The blood samples in both cases were taken after fast trot during which there were recorded maximal pulse values, so in the moment of sampling the pulse lowered close to the values in resting - after the first running from 192.23±19.66, and after the second from 180.33±17.22 to 40.67±5.76.

Basic scattering theory

International Nuclear Information System (INIS)

Queen, N.M.

1978-01-01

This series of lectures on basic scattering theory were given as part of a course for postgraduate high energy physicists and were designed to acquaint the student with some of the basic language and formalism used for the phenomenological description of nuclear reactions and decay processes used for the study of elementary particle interactions. Well established and model independent aspects of scattering theory, which are the basis of S-matrix theory, are considered. The subject is considered under the following headings; the S-matrix, cross sections and decay rates, phase space, relativistic kinematics, the Mandelstam variables, the flux factor, two-body phase space, Dalitz plots, other kinematic plots, two-particle reactions, unitarity, the partial-wave expansion, resonances (single-channel case), multi-channel resonances, analyticity and crossing, dispersion relations, the one-particle exchange model, the density matrix, mathematical properties of the density matrix, the density matrix in scattering processes, the density matrix in decay processes, and the helicity formalism. Some exercises for the students are included. (U.K.)

15 CFR 19.21 - What does a Commerce entity do upon receipt of a request to offset the salary of a Commerce...

Science.gov (United States)

2010-01-01

...) of this section. (e) Request for hearing official. A Commerce entity will provide a hearing official... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false What does a Commerce entity do upon receipt of a request to offset the salary of a Commerce entity employee to collect a debt owed by the...

18 CFR 35.13 - Filing of changes in rate schedules, tariffs or service agreements.

Science.gov (United States)

2010-04-01

...—Operation and maintenance expenses. (9) AI—Wages and salaries. (10) AJ—Depreciation and amortization... the electric utility land and land rights balances for electric plant held for future use in account... utility. (9) Statement AI—Wages and salaries. Statement AI consists of statements of the electric utility...

38 CFR 3.315 - Basic eligibility determinations; dependents, loans, education.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Basic eligibility determinations; dependents, loans, education. 3.315 Section 3.315 Pensions, Bonuses, and Veterans' Relief... Ratings and Evaluations; Service Connection § 3.315 Basic eligibility determinations; dependents, loans...

Impact of Decentralization of Basic and Teaching Degree Education in Mexico on Teachers’ Payroll Expenses in Federal Entities, 1999-2004

OpenAIRE

Pablo Villanueva Sánchez

2010-01-01

The education decentralization in 1992 modified the negotiation structure of teachers’ salaries between government authorities and the teachers’ unions. In 1998 a federal fund called FAEB was created to help the states finance education. This document explores the effects of the new negotiation structure and the effects of the distribution of FAEB among the states on expenditures on teachers’ salaries. It is found that states with a high percentage of state teachers previous to decentralizati...

Don't forget the gravy! : are bonuses and time rates complements?

OpenAIRE

Green, Colin; Heywood, John

2016-01-01

The press often depicts bonuses as extra payments to the already well compensated and calls for reform. Yet, these calls typically ignore the efficiency argument that bonuses are potentially risky performance pay that substitute for salary compensation. This paper uses representative UK data to estimate that bonuses appear not to substitute for salary in cross-sectional estimates. Yet, when controlling for time invariant characteristics in panel data, bonuses emerge as partial substitutes. Ea...

Afghan National Police: More than $300 Million in Annual, U.S.-funded Salary Payments Is Based on Partially Verified or Reconciled Data

Science.gov (United States)

2015-01-01

cards  Reportedly as many as double the number of identification cards in circulation as there are active ANP personnel AHRIMS CSTC-A Storage... mitigated or resolved once integrated electronic systems are in place and data is linked across systems. Such a link could automatically determine...and noncommissioned officers, late ANP salary payments, inadequate payroll taxation , improperly deducted pension contributions, and a cooperative

Path Analysis of Work Family Conflict, Job Salary and Promotion Satisfaction, Work Engagement to Subjective Well-Being of the Primary and Middle School Principals

Science.gov (United States)

Hu, Chun-mei; Cui, Shu-jing; Wang, Lei

2016-01-01

Objective: To investigate the path analysis of work family conflict, job salary and promotion satisfaction, work engagement to subjective well-being of the primary and middle school principals, and provide advice for enhancing their well-being. Methods: Using convenient sampling, totally 300 primary and middle school principals completed the WFC,…

Merchants, Prices and Salaries in Sonora during the Late Colonial Period. Description of a Captive Trade Circuit

Directory of Open Access Journals (Sweden)

José Refugio de la Torre Curiel

2008-10-01

Full Text Available This paper offers a critical view on the existence of regional markets and the New Spain market,  based on the analysis of the presence, in the state of Sonora, of different forms of participation in the deals that depended on, and nurtured, the local trade circuits. Sonoran economies are shown to have been part of a captive trade net managed at a distance from the center of New Spain by Mexico City merchants, and locally manipulated by several middlemen who transferred the system's operational costs to the final consumers through mechanisms such as salaries in kind and compulsory indebtedness.

What Motivates High School Students to Want to Be Teachers? The Role of Salary, Working Conditions, and Societal Evaluations about Occupations in a Comparative Perspective

Science.gov (United States)

Han, Seong Won; Borgonovi, Francesca; Guerriero, Sonia

2018-01-01

This study examines between-country differences in the degree to which teachers' working conditions, salaries, and societal evaluations about desirable job characteristics are associated with students' teaching career expectations. Three-level hierarchical generalized linear models are employed to analyze cross-national data from the Programme for…

Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

Science.gov (United States)

Antonakas, Nikolaos; Mironaki, Amalia

2009-08-01

The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

Hospital cost-containment strategies that earn the respect of rating agencies.

Science.gov (United States)

Dopoulos, Jason

2016-01-01

To confirm that hospitals have the necessary structures and strategies in place to reduce costs and secure future market share, credit rating agencies analyze a variety of quantitative and qualitative criteria, including: Salaries and benefits, bad debt, age of plant and depreciation, and other line items that may point to inefficiencies in a hospital's expense structure. Cost-benefit analyses, strategic plans, and leadership qualities that show the long-term value of expense cuts, capital investments, and mergers and acquisitions. Cost-effective and clinically appropriate shifts in a hospital's outpatient-to-inpatient ratio. Liquidity and market share.

Adjustments to financial benefits and contributions with effect from 1 January 2011

CERN Multimedia

HR Department

2011-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2010, certain financial benefits and contributions impacting salaries and stipends have been adjusted with effect from 1 January 2011. 1) Annual adjustments An increase of 0.35% to the scale of basic salaries paid to Staff Members and the scale of stipends paid to Fellows (Annexes R A 5 and R A 6 of the Staff Regulations). No adjustments to the subsistence allowances of Paid Associates and Students (Annex R A 7 of the Staff Regulations). No modifications to the following social benefits: Family, child and infant allowances (Annex R A 3 of the Staff Regulations) Payment ceilings of education fees (Annex R A 4 of the Staff Regulations). 2) Five-yearly review 2010, financial elements: Adjustment of basic salaries: An increase of 1% for Career Path D. An increase of 2% for Career Paths E to G. Technical adjustment of th...

Improvement of uptake of chrome tan on hide protein by basic oxides

International Nuclear Information System (INIS)

Nashya, E.H.A.; Aggiagh, A.E.; Khedra, M.H.; El-Sayeda, N.H.E.

2005-01-01

Three basic oxides were used to improve uptake of chrome tan as well as shrinkage temperature of the tanned leather. In addition, the skin quality is one of the most important factors taking into consideration. Three basic oxides, named magnesium oxide, manganese oxide and sodium bicarbonate. The process was optimized taking into the account the shaking rate, chrome concentration (%), initial ph, basic oxides concentration, temperature and contact time. The optimum conditions for exhaustion, fixation, shrinkage temperature as well as skin quality showed that agitation rate of 150 rpm, chrome concentration of 16%, initial ph of 2.5, basic oxide concentration of 4% magnesium oxide, temperature of 35 degree C and contact time of 24 hr. The best results obtained are 88% exhaustion, 90.03% fixation and 109 degree C shrinkage temperature in aqueous medium

5 CFR 304.104 - Determining rate of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Determining rate of pay. 304.104 Section... CONSULTANT APPOINTMENTS § 304.104 Determining rate of pay. (a) The rate of basic pay for experts and... appropriate rate of basic pay on an hourly or daily basis, subject to the limitations described in section 304...

5 CFR 534.403 - SES rate range.

Science.gov (United States)

2010-01-01

... first day of the first applicable pay period beginning on or after January 1, 2004, the minimum rate of basic pay of the SES rate range is set at an amount equal to the minimum rate of basic pay under 5 U.S.C... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY UNDER OTHER SYSTEMS Pay and...

Salary-Trend Studies of Faculty for the Years 1992-93 and 1995-96 in the Following Academic Disciplines/Major Fields: Accounting, Art, General...Geology.

Science.gov (United States)

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty at 212 public and 337 private colleges and universities, based on two surveys, one for the baseline year 1992-93 and the other for the "trend" year 1995-96. For each of the 25 disciplines, a summary review provides a definition of the discipline; information on average…

Unemployment Rates and Starting Salaries: Are Australian Graduates at the Whim of the Wage Curve?

Science.gov (United States)

Carroll, David

2011-01-01

The existence of an inverse relationship between wage levels and regional unemployment rates, commonly referred to as the wage curve, is well established in the economic literature and was described by Card (1995) as being "close to an empirical law of economics". This microeconomic wage-unemployment relationship, first identified by…

Hygiene Basics

Science.gov (United States)

... Staying Safe Videos for Educators Search English Español Hygiene Basics KidsHealth / For Teens / Hygiene Basics What's in this article? Oily Hair Sweat ... smell, anyway? Read below for information on some hygiene basics — and learn how to deal with greasy ...

38 CFR 3.314 - Basic pension determinations.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Basic pension determinations. 3.314 Section 3.314 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS ADJUDICATION Pension, Compensation, and Dependency and Indemnity Compensation Ratings and Evaluations; Service...

Tassi di cambio fluttuanti, deprezzamento valutario e domanda effettiva (Floating exchange rates, currency depreciation and actual demand

Directory of Open Access Journals (Sweden)

Julio López

2012-04-01

Full Text Available Il presente articolo esamina i vantaggi relativi dei tassi di cambio fluttuanti nei confronti di un regime di tassi di cambio a parità rigidamente ancorate (hard peg, ponendo particolare enfasi sulle implicazioni per la domanda effettiva. In particolare, esso valuta se un deprezzamento della valuta abbia un effetto benefico sulla domanda aggregata e dunque sull’occupazione. Si sostiene che tale questione è centrale per il principio della domanda effettiva, e che l’idea che un deprezzamento valutario sia in grado di stabilizzare la domanda effettiva, equivale in larga misura a sostenere che la flessibilità (verso il basso dei salari nominali (e reali possa assicurare la piena occupazione. Coerentemente con ciò, viene analizzata la relazione tra la flessibilità verso il basso dei salari e la domanda effettiva, e viene valutata criticamente (dal punto di vista sia teorico sia empirico l’ipotesi che la flessibilità del tasso di cambio possa avere proprietà stabilizzanti quando si tenga conto di shock esogeni di varia natura. L’articolo si chiude con brevi deduzioni di teoria e di politica economiche.   This paper examines the relative advantages of floating exchange rates against a system of exchange rates for the same rigidly anchored (hard peg, with particular emphasis on the implications for effective demand. In particular, it will assess whether a currency depreciation has a beneficial effect on aggregate demand and hence employment. It is argued that this issue is central to the principle of effective demand, and that the idea that a currency depreciation is able to stabilize the effective demand, is equivalent to a large extent to support that flexibility (down in nominal wages (and real to ensure full employment. Consistent with this, we analyze the relationship between the downward flexibility of wages and effective demand, and is critically evaluated (in terms of both theoretical and empirical hypothesis that the flexibility

Good breastfeeding policies -- good breastfeeding rates.

Science.gov (United States)

1998-01-01

In Norway, where breast-feeding policies protecting breast-feeding women's needs have been in place since the 1970s, approximately 97% of women breast feed when leaving the hospital, 80% are breast feeding at 3 months, and 20% beyond 12 months. Government family policies play an important role in enabling women to achieve good breast-feeding rates. In Norway: maternity leave is 42 weeks with full pay or 52 weeks with 80% of salary; flexible part-time is available for women from 2 months after giving birth with income supplemented from maternity benefits; after returning to work, women are entitled to 1- to 1.5-hour breaks to return home to breast feed, or to have the child brought to work. "Breast feeding is so normal," writes Hege Jacobson Lepri, "it's more embarrassing to bring out the feeding bottle in public." full text

Provider-Induced Demand in the Treatment of Carotid Artery Stenosis: Variation in Treatment Decisions Between Private Sector Fee-for-Service vs Salary-Based Military Physicians.

Science.gov (United States)

Nguyen, Louis L; Smith, Ann D; Scully, Rebecca E; Jiang, Wei; Learn, Peter A; Lipsitz, Stuart R; Weissman, Joel S; Helmchen, Lorens A; Koehlmoos, Tracey; Hoburg, Andrew; Kimsey, Linda G

2017-06-01

Although many factors influence the management of carotid artery stenosis, it is not well understood whether a preference toward procedural management exists when procedural volume and physician compensation are linked in the fee-for-service environment. To explore evidence for provider-induced demand in the management of carotid artery stenosis. The Department of Defense Military Health System Data Repository was queried for individuals diagnosed with carotid artery stenosis between October 1, 2006, and September 30, 2010. A hierarchical multivariable model evaluated the association of the treatment system (fee-for-service physicians in the private sector vs salary-based military physicians) with the odds of procedural intervention (carotid endarterectomy or carotid artery stenting) compared with medical management. Subanalysis was performed by symptom status at the time of presentation. The association of treatment system and of management strategy with clinical outcomes, including stroke and death, was also evaluated. Data analysis was conducted from August 15, 2015, to August 2, 2016. The odds of procedural intervention based on treatment system was the primary outcome used to indicate the presence and effect of provider-induced demand. Of 10 579 individuals with a diagnosis of carotid artery stenosis (4615 women and 5964 men; mean [SD] age, 65.6 [11.4] years), 1307 (12.4%) underwent at least 1 procedure. After adjusting for demographic and clinical factors, the odds of undergoing procedural management were significantly higher for patients in the fee-for-service system compared with those in the salary-based setting (odds ratio, 1.629; 95% CI, 1.285-2.063; P fee-for-service system were significantly more likely to undergo procedural management for carotid stenosis compared with those in the salary-based setting. These findings remained consistent for individuals with and without symptomatic disease.

Salary-Trend Studies of Faculty for the Years 1991-92 and 1994-95 in the Following Academic Disciplines/Major Fields: Geography...Visual and Performing Arts.

Science.gov (United States)

Howe, Richard D.; And Others

This volume provides comparative trend data for faculty salaries in public and private colleges and universities, based on two surveys, one of public and the other of private senior colleges and universities. For those institutions (223 public and 345 private) participating in both 1991-92 and 1994-95 surveys, trend data are provided. For each…

Basic electrotechnology

CERN Document Server

Ashen, R A

2013-01-01

BASIC Electrotechnology discusses the applications of Beginner's All-purpose Symbolic Instruction Code (BASIC) in engineering, particularly in solving electrotechnology-related problems. The book is comprised of six chapters that cover several topics relevant to BASIC and electrotechnology. Chapter 1 provides an introduction to BASIC, and Chapter 2 talks about the use of complex numbers in a.c. circuit analysis. Chapter 3 covers linear circuit analysis with d.c. and sinusoidal a.c. supplies. The book also discusses the elementary magnetic circuit theory. The theory and performance of two windi

Dimensions of self-rated health in older adults

Directory of Open Access Journals (Sweden)

Flávia Silva Arbex Borim

2014-10-01

Full Text Available OBJECTIVE To analyze the association between negative self-rated health and indicators of health, wellbeing and sociodemographic variables in older adults. METHODS Cross-sectional study that used data from a population-based health survey with a probability cluster sample that was carried out in Campinas, SP, Southeastern Brazil,, in 2008 and 2009. The participants were older adults (≥ 60 years and the dependent variable was self-rated health, categorized as: excellent, very good, good, bad and very bad. The adjusted prevalence ratios were estimated by means of Poisson multiple regression. RESULTS The highest prevalences of bad/very bad self-rated health were observed in the individuals who never attended school, in those with lower level of schooling, with monthly per capita family income lower than one minimum salary. Individuals who scored five or more in the physical health indicator also had bad self-rated health, as well as those who scored five or more in the Self-Reporting Questionnaire 20 and those who did not refer feeling happiness all the time. CONCLUSIONS The independent effects of material life conditions, physical and mental health and subjective wellbeing, observed in self-rated health, suggest that older adults can benefit by health policies supported by a global and integrative view of old age.

Empowering religious institutions through the basic Christian ...

African Journals Online (AJOL)

Two approaches to development, the Farming systems approach and the Basic Christian Community approach are examined in terms of success rates. Both approaches record a partial success due to one – sided emphasis on development. The farming systems approach which enjoys financial support from funding ...

[Has application of the decree banning the use of cement with a high chromium VI content led to a reduction in occupational cement dermatitis in salaried workers in the construction industries?].

Science.gov (United States)

Halioua, Bruno; Bensefa-Colas, Lynda; Crepy, Marie-Noëlle; Bouquiaux, Barbara; Assier, Haudrey; Billon, Stéphane; Chosidow, Olivier

2013-03-01

Active employees in the construction industry are particularly exposed to occupational cement eczema (OCE) which affects the hands in 80 to 90% of cases. The importance of OCE in France and the impact of the application of decree n(o). 2005-577 on 26 May 2005 were estimated from data collected by the Occupational risks division of the French national health insurance fund for salaried workers (CNAMTS). This decree prohibits the placing on the market and use of cement (and preparations containing it) with a chromium VI content above 0.0002% in order to reduce its hazardousness. All cases of OCE reported to and recognized by the CNAMTS between 1 January 2004 and 31 December 2008 among construction workers were selected. The following parameters were noted in each case: age, gender, industrial sector concerned, local French National health insurance agency, causal agent and the number of working days lost. The incidence per 100,000 salaried workers could be determined from the total number of salaried workers followed up by occupational medicine as well as those working in the construction industry. For the five years studied, 3698 cases of occupational eczema (OE) were reported in construction workers and this was 17.1% of the total number of cases of OE for all salaried employees (n=12.689). Cement was the causal agent most frequently involved in the construction sector (57.8%, 2139/3698). The annual incidence of OCE decreased from 37.8 to 21.1 new cases per 100,000 employees in the construction industry per year between 2004 and 2008. The total number of days lost from work due to OCE decreased by 39% during the study period. This descriptive study highlights the importance and socio-economic impact of OCE in the construction industry. Application of decree n(o). 2005-577 on 26 May 2005 may explain a reduction in OCE. Copyright © 2012. Published by Elsevier Masson SAS.

OUTSOURCING SALARIAL: opción generadora de empleo en la crisis económica actual

Directory of Open Access Journals (Sweden)

Carlos Leonardo Arguedas Campos

2009-12-01

Full Text Available Resumen En este artículo se presenta un modelo de reducción de costos para una unidad productiva mediante la opción de outsourcing salarial dentro de la misma organización y que permite simultáneamente disminuir los costos salariales y mantener los derechos de los trabajadores estipulados en la legislación laboral del país. Una opción alternativa en situaciones de crisis económica mundial. Abstract In this article there presents himself a model of reduction of costs for a productive unit by means of the option of wage outsourcing inside the same organization and that allows to diminish simultaneously the wage costs and to support the rights of the workpeople stipulated in the labor legislation of the country. An alternative option in situations of economic world crisis.

DIMENSIONS OF BASIC SCHOOL DROPOUTS IN RURAL GHANA ...

African Journals Online (AJOL)

MR PRINCE

of teaching and learning in the rural environment was directly linked to the high rate of drop- out. Although some ... tion that leaving school after the completion of basic school ...... There are several ways by which the informal apprenticeship ...

14 CFR 31.85 - Required basic equipment.

Science.gov (United States)

2010-01-01

... following equipment is required: (a) For all balloons: (1) [Reserved] (2) An altimeter. (3) A rate of climb indicator. (b) For hot air balloons: (1) A fuel quantity gauge. If fuel cells are used, means must be... AIRWORTHINESS STANDARDS: MANNED FREE BALLOONS Operating Limitations and Information § 31.85 Required basic...

Research on A3 steel corrosion behavior of basic magnesium sulfate cement

Science.gov (United States)

Xing, Sainan; Wu, Chengyou; Yu, Hongfa; Jiang, Ningshan; Zhang, Wuyu

2017-11-01

In this paper, Tafel polarization technique is used to study the corrosion behavior of A3 steel basic magnesium sulfate, and then analyzing the ratio of raw materials cement, nitrites rust inhibitor and wet-dry cycle of basic magnesium sulfate corrosion of reinforced influence, and the steel corrosion behavior of basic magnesium sulfate compared with magnesium oxychloride cement and Portland cement. The results show that: the higher MgO/MgSO4 mole ratio will reduce the corrosion rate of steel; Too high and too low H2O/MgSO4 mole ratio may speed up the reinforcement corrosion effect; Adding a small amount of nitrite rust and corrosion inhibitor, not only can obviously reduce the alkali type magnesium sulfate in the early hydration of cement steel bar corrosion rate, but also can significantly reduce dry-wet circulation under the action of alkali type magnesium sulfate cement corrosion of reinforcement effect. Basic magnesium sulfate cement has excellent ability to protect reinforced, its long-term corrosion of reinforcement effect and was equal to that of Portland cement. Basic magnesium sulfate corrosion of reinforced is far below the level in the MOC in the case.

Salary-Trend Studies for the Years 1993-94 and 1996-97 in the Following 27 Academic Disciplines/Major Fields: Accounting, Administrative Assistant/Secretarial Science, General;...Geology.

Science.gov (United States)

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty at 307 public institutions and 490 private colleges and universities based on two surveys, one for the baseline year 1993-94 and the other for the trend year 1996-97. For each of the 27 disciplines, a summary includes a definition of the discipline; information on average…

Specific interaction of central nervous system myelin basic protein with lipids effects of basic protein on glucose leakage from liposomes

NARCIS (Netherlands)

Gould, R.M.; London, Y.

1972-01-01

The leakage from liposomes preloaded with glucose was continuously monitored in a Perkin-Elmer Model 356 dual beam spectrophotometer using an enzyme-linked assay system. The central nervous system myelin basic protein (A1 protein) caused a 3–4-fold increase in the rate of leakage from liposomes

Stem Cell Basics

Science.gov (United States)

... Tips Info Center Research Topics Federal Policy Glossary Stem Cell Information General Information Clinical Trials Funding Information Current ... Basics » Stem Cell Basics I. Back to top Stem Cell Basics I. Introduction: What are stem cells, and ...

(Devaluing Intern Labour: Journalism Internship Pay Rates and Collective Representation in Canada

Directory of Open Access Journals (Sweden)

Errol Salamon

2015-09-01

Full Text Available Unpaid journalism internships have attracted increasing media coverage, but they have received limited scholarly attention. This paper traces the connections between trade unions (in unionized media organizations and the labour conditions marking journalism internships. While some unions can be complicit in sustaining the exploitation and devaluation of interns with regard to the standard market value of entry-level labour, other unions have fought to establish internships, locking higher salaries into collective agreements. Building on the concept of precarity, this article surveys internships at 19 mainstream English-language newspapers and magazines in Canada. It draws on documentary evidence from and personal communication with labour unions and journalism organizations, internship advertisements, and media coverage to offer a typology of the relationships between pay rates and collective representation within journalism internships: unpaid/low paid and not under union jurisdiction; unpaid/low paid and under union jurisdiction; paid at intern rates and not under union jurisdiction; paid at intern rates and under union jurisdiction; and paid at entry-level employee rates and under union jurisdiction.

Wage Inequity: Within-Market Comparative Analysis of Salary for Public Health Nurses and Hospital Nurses.

Science.gov (United States)

Issel, L Michele; Lurie, Christine Fitzpatrick; Bekemeier, Betty

2016-01-01

The labor market perspective focuses on supply and demand for registered nurses (RNs) as employees. This perspective contrasts with beliefs in the public health sector that RNs working in local health departments (LHD) as public health nurses (PHNs) accept lower wages because of factors other than market demand. This study sought to describe the extent to which hourly wages of RNs working in LHDs are competitive with hospital RN wages within the same county market. A repeated measures survey design was used in collecting 2010 and 2014 data. The unit of analysis was the county, as an RN labor market for LHDs and hospitals. Survey questions captured factors common in human resources benefits and wage packages, such as differential pay, hourly rate pay based on years of experience, components of benefit packages (eg, sick and vacation leave), and reimbursement for education. Within each county, the LHD and all hospitals constituted a "market," yielding a potential 12 markets in our study sample. Human resources representatives from each of the 12 LHDs and from all hospitals within those 12 counties were invited to participate. We conducted comparisons with survey data using t test of mean differences on mean RN wages across years of experience. On average, LHDs paid significantly less than hospitals in their markets, at all levels of RN experience, and this gap increased with RN experience in the sample markets. Salary compression was evident in 2010 and worsened for PHNs in 2014, when compared with hospital RNs. In 2014, 100% of the sample LHDs offered reimbursements for continuing education for PHNs compared with 89% of hospitals providing this benefit. This study contributes to our understanding of the human resources challenges faced by LHDs and provides evidence elucidating resources issues that need to be addressed in order to improve recruitment and retention of PHNs.

LA HETEROGENEIDAD DE LA DISTRIBUCIÓN SALARIAL DESDE LAS REGRESIONES CUANTÍLICAS, EN COLOMBIA. 1996 - 2005

Directory of Open Access Journals (Sweden)

Jorge Humberto Triana Machado

2009-01-01

Full Text Available El presente trabajo busca examinar los retornos a la educación para estimar las variaciones de la distribución salarial en Colombia durante la última década. La estrategia de aproximación empírica son las regresiones cuantílicas siguiendo la rutina de Angrist et. al. (2004. Los resultados indican que el patrón de comportamiento de las tasas de retorno se ha modificado dirigiéndose hacia el descenso en casi todos los cuantiles, con la excepción del cuantíl inferior. El anterior hecho es consistente con el marco teórico desarrollado en este trabajo, con el descenso de los salarios reales y la caída de los ingresos relativos; y con la oferta laboral cada vez más educada y preparada.

Basic hydraulics

CERN Document Server

Smith, P D

1982-01-01

BASIC Hydraulics aims to help students both to become proficient in the BASIC programming language by actually using the language in an important field of engineering and to use computing as a means of mastering the subject of hydraulics. The book begins with a summary of the technique of computing in BASIC together with comments and listing of the main commands and statements. Subsequent chapters introduce the fundamental concepts and appropriate governing equations. Topics covered include principles of fluid mechanics; flow in pipes, pipe networks and open channels; hydraulic machinery;

78 FR 62472 - Energy Conservation Program: Alternative Efficiency Determination Methods, Basic Model Definition...

Science.gov (United States)

2013-10-22

... transformers, electric motors, and small electric motors to use AEDMs to rate their non-tested combinations... electric storage water heaters [cir] Commercial gas-fired and oil-fired storage water heaters [cir.... Electric Water Heaters 2 Basic Models. Heat Pump Water Heaters 2 Basic Models. Unfired Hot Water Storage...

Anesthesia Basics

Science.gov (United States)

... Staying Safe Videos for Educators Search English Español Anesthesia Basics KidsHealth / For Teens / Anesthesia Basics What's in ... español Conceptos básicos sobre la anestesia What Is Anesthesia? No doubt about it, getting an operation can ...

Impact of the Reading Catch-Up Programme

African Journals Online (AJOL)

Wits-Admin

Research Directorate, Department of Basic Education, Pretoria, South Africa ..... one high-performing school with an inspiring principal in the sample .... bers) and coaches' salaries. We also ...... Executive Summary & Report Summary) for the.

Resonant thermonuclear reaction rate

International Nuclear Information System (INIS)

Haubold, H.J.; Mathai, A.M.

1986-01-01

Basic physical principles for the resonant and nonresonant thermonuclear reaction rates are applied to find their standard representations for nuclear astrophysics. Closed-form representations for the resonant reaction rate are derived in terms of Meijer's G-function. Analytic representations of the resonant and nonresonant nuclear reaction rates are compared and the appearance of Meijer's G-function is discussed in physical terms

Editorial

CERN Multimedia

Staff Association

2010-01-01

2010 five-yearly review: what should be retained from the comparisons? In conformity with Annex A1 of the Staff Rules and Regulations, the five-yearly review must include basic salaries and may include any other financial or social conditions. In 2010, besides salaries, only one optional subject is included: health insurance. It was already on the menu of the five-yearly review in 2005, but at that time CERN Council decided that large-scale measures could wait. Any similarity with the pensions file would be fortuitous.   To prepare the decisions to be taken at the end of 2010 by CERN Council, on the proposal of the Director-General, the first discussions on relevant comparisons have just taken place at the Tripartite Employment Conditions Forum (TREF) between the Member States, Management and staff representatives. Salary comparison For a number of benchmark jobs in administrative and technical careers, external experts (OECD/CCT) have compared CERN salaries with those of the best employers in th...

Events in time: Basic analysis of Poisson data

International Nuclear Information System (INIS)

Engelhardt, M.E.

1994-09-01

The report presents basic statistical methods for analyzing Poisson data, such as the member of events in some period of time. It gives point estimates, confidence intervals, and Bayesian intervals for the rate of occurrence per unit of time. It shows how to compare subsets of the data, both graphically and by statistical tests, and how to look for trends in time. It presents a compound model when the rate of occurrence varies randomly. Examples and SAS programs are given

Events in time: Basic analysis of Poisson data

Energy Technology Data Exchange (ETDEWEB)

Engelhardt, M.E.

1994-09-01

The report presents basic statistical methods for analyzing Poisson data, such as the member of events in some period of time. It gives point estimates, confidence intervals, and Bayesian intervals for the rate of occurrence per unit of time. It shows how to compare subsets of the data, both graphically and by statistical tests, and how to look for trends in time. It presents a compound model when the rate of occurrence varies randomly. Examples and SAS programs are given.

Integration of Basic and Clinical Science in the Psychiatry Clerkship.

Science.gov (United States)

Wilkins, Kirsten M; Moore, David; Rohrbaugh, Robert M; Briscoe, Gregory W

2017-06-01

Integration of basic and clinical science is a key component of medical education reform, yet best practices have not been identified. The authors compared two methods of basic and clinical science integration in the psychiatry clerkship. Two interventions aimed at integrating basic and clinical science were implemented and compared in a dementia conference: flipped curriculum and coteaching by clinician and physician-scientist. The authors surveyed students following each intervention. Likert-scale responses were compared. Participants in both groups responded favorably to the integration format and would recommend integration be implemented elsewhere in the curriculum. Survey response rates differed significantly between the groups and student engagement with the flipped curriculum video was limited. Flipped curriculum and co-teaching by clinician and physician-scientist are two methods of integrating basic and clinical science in the psychiatry clerkship. Student learning preferences may influence engagement with a particular teaching format.

Nonenzymatic glycosylation of bovine myelin basic protein

International Nuclear Information System (INIS)

Hitz, J.B.

1987-01-01

In the CNS myelin sheath the nonenzymatic glycosylation reaction (at the early stage of the Amadori product) occurs only with the myelin basic protein and not with the other myelin proteins. This was observed in isolated bovine myelin by in vitro incubation with [ 14 C]-galactose and [ 14 C]-glucose. The respective in-vitro incorporation rates for purified bovine myelin basic protein with D-galactose, D-glucose and D-mannose were 7.2, 2.4 and 2.4 mmoles/mole myelin basic protein per day at 37 0 C. A more rapid, HPLC method was devised and characterized to specifically analyze for the Amadori product. The HPLC method was correlated to the [ 14 C]-sugar incorporation method for myelin basic protein under a set of standard reaction conditions using [ 14 C]-glucose and [ 14 C]-mannose with HPLC values at 1/6 and 1/5 of the [ 14 C]-sugar incorporation method. A novel myelin basic protein purification step has been developed that yields a relativity proteolytic free preparation that is easy to work with, being totally soluble at a neutral pH. Nine new spots appear for a trypsinized glycosylated MBP in the paper peptide map of which eight correspond to positions of the [ 3 H]-labeled Amadori product in affinity isolated peptides. These studies provide a general characterization of and a structural basis for investigations on nonenzymatically glycosylated MBP as well as identifying MBP as the only nonenzymatically glycosylated protein in the CNS myelin sheath which may accumulate during aging, diabetes, and demyelinating diseases in general

Interpersonal Attraction and Organizational Outcomes: A Field Examination.

Science.gov (United States)

Ross, Jerry; Ferris, Kenneth R.

1981-01-01

A cross-sectional study of 306 male accountants and managers at two public accounting firms examined the relationship of physical attractiveness, attitude similarity, and social background to performance ratings and salaries. Results suggest that physical attractiveness leads to higher ratings and salaries but that attitudes and background have…

BASIC Programming.

Science.gov (United States)

Jennings, Carol Ann

Designed for use by both secondary- and postsecondary-level business teachers, this curriculum guide consists of 10 units of instructional materials dealing with Beginners All-Purpose Symbol Instruction Code (BASIC) programing. Topics of the individual lessons are numbering BASIC programs and using the PRINT, END, and REM statements; system…

Integration of Basic and Clinical Sciences: Faculty Perspectives at a U.S. Dental School.

Science.gov (United States)

van der Hoeven, Dharini; van der Hoeven, Ransome; Zhu, Liang; Busaidy, Kamal; Quock, Ryan L

2018-04-01

Although dental education has traditionally been organized into basic sciences education (first and second years) and clinical education (third and fourth years), there has been growing interest in ways to better integrate the two to more effectively educate students and prepare them for practice. Since 2012, The University of Texas School of Dentistry at Houston (UTSD) has made it a priority to improve integration of basic and clinical sciences, with a focus to this point on integrating the basic sciences. The aim of this study was to determine the perspectives of basic and clinical science faculty members regarding basic and clinical sciences integration and the degree of integration currently occurring. In October 2016, all 227 faculty members (15 basic scientists and 212 clinicians) were invited to participate in an online survey. Of the 212 clinicians, 84 completed the clinician educator survey (response rate 40%). All 15 basic scientists completed the basic science educator survey (response rate 100%). The majority of basic and clinical respondents affirmed the value of integration (93.3%, 97.6%, respectively) and reported regular integration in their teaching (80%, 86.9%). There were no significant differences between basic scientists and clinicians on perceived importance (p=0.457) and comfort with integration (p=0.240), but the basic scientists were more likely to integrate (p=0.039) and collaborate (p=0.021) than the clinicians. There were no significant differences between generalist and specialist clinicians on importance (p=0.474) and degree (p=0.972) of integration in teaching and intent to collaborate (p=0.864), but the specialists reported feeling more comfortable presenting basic science information (p=0.033). Protected faculty time for collaborative efforts and a repository of integrated basic science and clinical examples for use in teaching and faculty development were recommended to improve integration. Although questions might be raised about

A PSA study for the SMART basic design

International Nuclear Information System (INIS)

Han, Sang Hoon; Kim, H. C.; Yang, S. H.; Lee, D. J.

2002-03-01

SMART (System-Integrated Modular Advanced Reactor) is under development that is an advanced integral type small and medium category nuclear power reactor with the rated thermal power of 330 MW. A Probabilistic Safety Analysis (PSA) for the SMART basic design has been performed to evaluate the safety and optimize the design. Currently, the basic design is done and the detailed design is not available for the SMART, we made several assumptions about the system design before performing the PSA. The scope of the PSA was limited to the Level-1 internal full power PSA. The level-2 and 3 PSA, the external PSA, and the low power/shutdown PSA will be performed in the final design stage

29 CFR 1620.26 - Red circle rates.

Science.gov (United States)

2010-07-01

... Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EQUAL PAY ACT § 1620.26 Red... to pay the employee his or her present salary, which is greater than that paid to the opposite gender... skilled jobs, the resultant wage differential would not constitute a violation of the equal pay provisions...

Hydromechanics - basic properties

International Nuclear Information System (INIS)

Lee, Sung Tak; Lee, Je Geun

1987-03-01

This book tells of hydromechanics, which is about basic properties of hydromechanics such as conception, definition, mass, power and weight, and perfect fluid and perfect gas, hydrostatics with summary, basic equation of hydrostatics, relative balance of hydrostatics, and kinematics of hydromechanics, description method of floating, hydromechanics about basic knowledge, equation of moment, energy equation and application of Bernoulli equation, application of momentum theory, inviscid flow and fluid measuring.

General equilibrium basic needs policy model, (updating part).

OpenAIRE

Kouwenaar A

1985-01-01

ILO pub-WEP pub-PREALC pub. Working paper, econometric model for the assessment of structural change affecting development planning for basic needs satisfaction in Ecuador - considers population growth, family size (households), labour force participation, labour supply, wages, income distribution, profit rates, capital ownership, etc.; examines nutrition, education and health as factors influencing productivity. Diagram, graph, references, statistical tables.

78 FR 9307 - Tomatoes Grown in Florida; Decreased Assessment Rate

Science.gov (United States)

2013-02-08

... salaries, $250,000 for research, $66,000 for office rent, and $48,000 for employee health insurance... research, $66,000 for office rent, and $48,000 for employee health insurance. Budgeted expenses for these...

1979 national survey of compensation. Paid scientists and engineers engaged in research and development activities

Energy Technology Data Exchange (ETDEWEB)

None

1979-12-01

This survey of compensation uses the maturity of age-wage approach, in which salary data are related to years since receipt of degree or chronological age. This report gives the results of the twelfth annual survey, conducted in 1979. Introductory material is given on the sampling plan (survey universe listing, sampling frame, sampling procedures, structure of sample), basic data for survey analysis (establishment data, employee data), entrance rates, trend analysis, geographic analysis, analysis of data (editing of raw data, use of varying axes, arithmetic formulas, median curves), important qualifications concerning survey results, and computation of approximate confidence limits. The bulk of the report contains salary tables of the following types: total survey tables; Bachelor's degree; Master's degree; Doctorate degree; professional degrees; median, curves-supervisory level by degree level, YSBD; nondegreed employees, age; working-as occupation, YSBD; sex, nonsupervisory employees, Bachelor's degree, working-as occupation; trend analysis-five-year identical-company comparisons, median curves; and standard metropolitan statistical area size by establishment size, median curves and census district curves. Employer questionnaire forms are appended. (RWR)

Basic molecular spectroscopy

CERN Document Server

Gorry, PA

1985-01-01

BASIC Molecular Spectroscopy discusses the utilization of the Beginner's All-purpose Symbolic Instruction Code (BASIC) programming language in molecular spectroscopy. The book is comprised of five chapters that provide an introduction to molecular spectroscopy through programs written in BASIC. The coverage of the text includes rotational spectra, vibrational spectra, and Raman and electronic spectra. The book will be of great use to students who are currently taking a course in molecular spectroscopy.

Annual adjustments to 2015 financial benefits

CERN Multimedia

HR Department

2015-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2014, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2015.

Back to basics: hand hygiene and isolation

Science.gov (United States)

Lin Huang, G. Khai; Stewardson, Andrew J.; Lindsay Grayson, M.

2014-01-01

Purpose of review Hand hygiene and isolation are basic, but very effective, means of preventing the spread of pathogens in healthcare. Although the principle may be straightforward, this review highlights some of the controversies regarding the implementation and efficacy of these interventions. Recent findings Hand hygiene compliance is an accepted measure of quality and safety in many countries. The evidence for the efficacy of hand hygiene in directly reducing rates of hospital-acquired infections has strengthened in recent years, particularly in terms of reduced rates of staphylococcal sepsis. Defining the key components of effective implementation strategies and the ideal method(s) of assessing hand hygiene compliance are dependent on a range of factors associated with the healthcare system. Although patient isolation continues to be an important strategy, particularly in outbreaks, it also has some limitations and can be associated with negative effects. Recent detailed molecular epidemiology studies of key healthcare-acquired pathogens have questioned the true efficacy of isolation, alone as an effective method for the routine prevention of disease transmission. Summary Hand hygiene and isolation are key components of basic infection control. Recent insights into the benefits, limitations and even adverse effects of these interventions are important for their optimal implementation. PMID:24945613

Basic rocks in Finland

International Nuclear Information System (INIS)

Piirainen, T.; Gehoer, S.; Iljina, M.; Kaerki, A.; Paakkola, J.; Vuollo, J.

1992-10-01

Basic igneous rocks, containing less than 52% SiO 2 , constitute an important part of the Finnish Archaean and Proterozoic crust. In the Archaean crust exist two units which contain the majority of the basic rocks. The Arcaean basic rocks are metavolcanics and situated in the Greenstone Belts of Eastern Finland. They are divided into two units. The greenstones of the lower one are tholeiites, komatiites and basaltic komatiites. The upper consists of bimodal series of volcanics and the basic rocks of which are Fe-tholeiites, basaltic komatiites and komatiites. Proterozoic basic rocks are divided into seven groups according to their ages. The Proterozoic igneous activity started by the volominous basic magmatism 2.44 Ga ago. During this stage formed the layered intrusions and related dykes in the Northern Finland. 2.2 Ga old basic rocks are situated at the margins of Karelian formations. 2.1 Ga aged Fe-tholeiitic magmatic activity is widespread in Eastern and Northern Finland. The basic rocks of 1.97 Ga age group are met within the Karelian Schist Belts as obducted ophiolite complexes but they occur also as tholeiitic diabase dykes cutting the Karelian schists and Archean basement. The intrusions and the volcanics of the 1.9 Ga old basic igneous activity are mostly encountered around the Granitoid Complex of Central Finland. Subjotnian, 1.6 Ga aged tholeiitic diabases are situated around the Rapakivi massifs of Southern Finland, and postjotnian, 1.2 Ga diabases in Western Finland where they form dykes cutting Svecofennian rocks

Basics and application of PSpice

International Nuclear Information System (INIS)

Choi, Pyeong; Cho, Yong Beom; Mok, Hyeong Su; Baek, Dong CHeol

2006-03-01

This book is comprised of nineteenth chapters, which introduces basics and application of PSpice. The contents of this book are PSpice?, PSpice introduction, PSpice simulation, DC analysis, parametric analysis, Transient analysis, parametric analysis and measurements, Monte Carlo analysis, changing of device characteristic, ABM application. The elementary laws of circuit, R.L.C. basic circuit, Diode basic cc circuit, Transistor and EET basic circuit, OP-Amp basic circuit, Digital basic circuit, Analog, digital circuit practice, digital circuit application and practice and ABM circuit application and practice.

42 CFR 417.104 - Payment for basic health services.

Science.gov (United States)

2010-10-01

...) Nominal differentials in rates may be established to reflect differences in marketing costs and the... of the total cost of providing any single service to its enrollees, nor in the aggregate more than 20 percent of the total cost of providing all basic health services. (ii) To insure that copayments are not a...

Bedside paediatric HIV testing in Malawi: Impact on testing rates

African Journals Online (AJOL)

2017-05-25

May 25, 2017 ... and timely ART initiation, one third of infants living with. HIV die before their first ... received reimbursement of their travel costs, but no salary. Bedside ... Study design. The design was a quality improvement process which.

LA RETROACTIVIZACIÓN DEL SALARIO IMPLÍCITO DE LAS PRESTACIONES SOCIALES BAJO GARANTÍA COMO UN MEDIO DE PROYECCIÓN DEL PASIVO LABORAL BAJO LA LEY ORGÁNICA DEL TRABAJO APROBADA EN JUNIO 2012 EN VENEZUELA

Directory of Open Access Journals (Sweden)

Evaristo Diz Cruz

2017-06-01

Full Text Available Bajo la norma internacional NIC-19 es necesario llevar a cabo una valoración actuarial de las prestaciones sociales aprobadas en la última reforma laboral de la Ley Orgánica venezolana para cubrir la diferencia de la retroactividad versus la garantía. Lo anterior genera un pasivo diferencial de largo plazo importante. Proyectar tanto la Garantía como la Retroactividad es la manera regular de determinar el pasivo diferencial; sin embargo, encontramos un pequeño problema para proyectar la garantía por el carácter aditivo no geométrico de la misma.Una manera de resolver este problema es encontrar un estimador del crecimiento de los salarios de la garantía similar al crecimiento salarial de la retroactividad. Ese estimador lo hemos denominado Tasa de Crecimiento Salarial "Retroactivizada" en el sentido de transformar el crecimiento aditivo en crecimiento geométrico equivalente. Los cálculos vía este modelo con tasa salarial de la garantía retroactivizada generan estimaciones muy razonables y evitamos ambas proyecciones: sólo se proyecta el diferencial para obtener básicamente el mismo orden de magnitud de los resultados de una manera bastante eficiente. Under NIC-19 regulations is needed to carry over an actuarial valuation of the social indemnities differentials for covering current a future liabilities. According to the Venezuelan new organic labor law is necessary to value the differential between guarantee and retroactivity. Projecting both Guarantee and Retroactivity is the regular way for determining the differential liability. However it is possible to find a geometric estimator of the salary growth rate for the guarantee transform in additive growth of salaries in geometric equivalent. Final results of the calculations under this approach are very reasonable and we avoid both projections. Only the differentials between both will be projected and, basically, same results of an efficient way are obtained.

MANAGEMENT BOARD MEETING OF 24 OCTOBER 2002

CERN Multimedia

2002-01-01

Outcome of the Meeting of TREF on 23 October 2002 The Director of Administration, J. van der Boon, reported that at its meeting the previous day the Tripartite Employment Conditions Forum (TREF) had examined an information document on the adjustment of the scale of basic salaries for 2003 and a proposal for the 2003 adjustment of pensions. It had taken note that, in accordance with the revised formula adopted during the last five-yearly review, the calculated salary index applicable with effect from 1st January 2003 amounted to 1.2%, taking account of the Geneva cost-of-living movement for the twelve-month period beginning August 2001 and of the average movements of real net salaries of the Swiss Federal civil servants and the civil servants of nine other Member States from June 2001 to June 2002. Given that the majority of TREF members had been in favour of applying the calculated 1.2% salary adjustment index, a formal proposal to that effect would be submitted to the Finance Committee in November in the fra...

Annual adjustments to 2016 financial benefits

CERN Multimedia

HR Department

2016-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by the Council in December 2015, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2016.  

Annual adjustments to 2014 financial benefits

CERN Multimedia

2013-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2013, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2014. HR Department

Annual adjustments to 2013 financial benefits

CERN Multimedia

2013-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2012, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2013. HR Department

Basic stress analysis

CERN Document Server

Iremonger, M J

1982-01-01

BASIC Stress Analysis aims to help students to become proficient at BASIC programming by actually using it in an important engineering subject. It also enables the student to use computing as a means of learning stress analysis because writing a program is analogous to teaching-it is necessary to understand the subject matter. The book begins by introducing the BASIC approach and the concept of stress analysis at first- and second-year undergraduate level. Subsequent chapters contain a summary of relevant theory, worked examples containing computer programs, and a set of problems. Topics c

Health Insurance Basics

Science.gov (United States)

... Staying Safe Videos for Educators Search English Español Health Insurance Basics KidsHealth / For Teens / Health Insurance Basics What's ... thought advanced calculus was confusing. What Exactly Is Health Insurance? Health insurance is a plan that people buy ...

Habilidades cognitivas y socioemocionales, y salarios : el rol de las habilidades latentes en la brecha salarial de género en el Perú

OpenAIRE

Velarde, Luciana

2013-01-01

En los últimos años, la literatura ha analizado la relación entre las habilidades cognitivas y no cognitivas y los resultados del mercado laboral. Más aún, se ha estudiado la correlación entre diferencias en estas habilidades y diferencias en salarios entre hombres y mujeres, pero la mayoría de los estudios en torno al tema se han enfocado en países desarrollados. El principal objetivo de este estudio es analizar el rol de las habilidades cognitivas y no cognitivas en la brecha salarial d...

Basic natural circulation characteristics of SBWR

International Nuclear Information System (INIS)

Kuran, S.; Soekmen, C. N.

2001-01-01

Natural circulation is an important passive heat removal mechanism for both existing and next generation light water reactors. Simplified Boiling Water Reactor (SBWR) is one of the advanced light water reactors that rely on natural circulation for normal as well as emergency core cooling. In this study, basic natural circulation characteristics of this reactor are examined on a flow loop that simulates the operation of SBWR. On this model, effect of system operating parameters on the steady state natural circulation characteristics inside the loop is studied via solving the transcendental equation for loop flow rate

Ethical principles for physician rating sites.

Science.gov (United States)

Strech, Daniel

2011-12-06

During the last 5 years, an ethical debate has emerged, often in public media, about the potential positive and negative effects of physician rating sites and whether physician rating sites created by insurance companies or government agencies are ethical in their current states. Due to the lack of direct evidence of physician rating sites' effects on physicians' performance, patient outcomes, or the public's trust in health care, most contributions refer to normative arguments, hypothetical effects, or indirect evidence. This paper aims, first, to structure the ethical debate about the basic concept of physician rating sites: allowing patients to rate, comment, and discuss physicians' performance, online and visible to everyone. Thus, it provides a more thorough and transparent starting point for further discussion and decision making on physician rating sites: what should physicians and health policy decision makers take into account when discussing the basic concept of physician rating sites and its possible implications on the physician-patient relationship? Second, it discusses where and how the preexisting evidence from the partly related field of public reporting of physician performance can serve as an indicator for specific needs of evaluative research in the field of physician rating sites. This paper defines the ethical principles of patient welfare, patient autonomy, physician welfare, and social justice in the context of physician rating sites. It also outlines basic conditions for a fair decision-making process concerning the implementation and regulation of physician rating sites, namely, transparency, justification, participation, minimization of conflicts of interest, and openness for revision. Besides other issues described in this paper, one trade-off presents a special challenge and will play an important role when deciding about more- or less-restrictive physician rating sites regulations: the potential psychological and financial harms for

La desigualdad salarial en la industria manufacturera de la frontera de México y los Estados Unidos,1994-2014

Directory of Open Access Journals (Sweden)

Cuauhtémoc Calderón Villarreal

2018-01-01

Full Text Available En este artículo hacemos un análisis comparativo de la desigualdad salarial que existe en la industria manufacturera de los estados que colindan en la zona fronteriza entre México y los Estados Unidos. Para lo cual realizamos un estudio de la desigualdad de los salarios, en los estados del lado mexicano: Baja California, Sonora, Chihuahua, Coahuila, Nuevo león y Tamaulipas; y en los estados del lado estadounidense: California, Arizona, Nuevo México y Texas. Para llevar a cabo este análisis utilizamos la metodología desarrollada por Shorrocks (1982; 2012. De acuerdo con nuestros resultados, encontramos que es sobre todo la desigualdad al interior de los estados la que explica esta reducción de la desigualdad.

A District View: Dropouts and the Differentiated Diploma

Science.gov (United States)

Holden, E. Todd

2012-01-01

More students are deciding to dropout of school prior to graduation. As a result the dropout rate has become a hot topic in education across the United States. The average high school dropout salary is approximately 50% less than the salary of a high school graduate. The social factors are another reason the dropout rate needs to be a high…

Modelled basic parameters for semi-industrial irradiation plant design

International Nuclear Information System (INIS)

Mangussi, J.

2009-01-01

The basic parameters of an irradiation plant design are the total activity, the product uniformity ratio and the efficiency process. The target density, the minimum dose required and the throughput depends on the use to which the irradiator will be put at. In this work, a model for calculating the specific dose rate at several depths in an infinite homogeneous medium produced by a slab source irradiator is presented. The product minimum dose rate for a set of target thickness is obtained. The design method steps are detailed and an illustrative example is presented. (author)

Photocatalytic degradation of Basic Red 46 and Basic Yellow 28 in single and binary mixture by UV/TiO2/periodate system

International Nuclear Information System (INIS)

Goezmen, Belgin; Turabik, Meral; Hesenov, Arif

2009-01-01

The present study deals with the investigation of photocatalytic degradation and mineralization of C.I. Basic Red 46 (BR46) and C.I. Basic Yellow 28 (BY28) dyes in single and binary solutions as a function of periodate ion concentration (IO 4 - ), irradiation time, initial pH and initial dye concentrations. First order derivative spectrophotometric method was used for to simultaneous analysis of BY28 and BR46 in binary mixtures. Langmuir-Hinshelwood kinetic model was applied to experimental data and apparent reaction rate constant values were calculated. The apparent degradation rate constant values of BR46 were higher than those of BY28 for all experiments in single dye solutions. On the other hand, the significant reductions were observed for the apparent degradation rate constant values of the BR46 in the presence of BY28 in binary solutions whereas TOC removal efficiency slightly enhanced in binary system. The highest TOC removal efficiency was obtained at pH 3.0 by adding 5 mM periodate ion in to the solution in the presence of 1 g/L TiO 2 for both dye solutions. After 3 h illumination, 68, 76 and 75% mineralization were found for 100 mg/L BY28, 100 mg/L BR46 and 50 + 50 mg/L mixed solutions, respectively.

Basic Cake Decorating Workbook.

Science.gov (United States)

Bogdany, Mel

Included in this student workbook for basic cake decorating are the following: (1) Drawings of steps in a basic way to ice a layer cake, how to make a paper cone, various sizes of flower nails, various sizes and types of tin pastry tubes, and special rose tubes; (2) recipes for basic decorating icings (buttercream, rose paste, and royal icing);…

From basic needs to basic rights.

Science.gov (United States)

Facio, A

1995-06-01

After arriving at an understanding that basic rights refer to all human needs, it is clear that a recognition of the basic needs of female humans must precede the realization of their rights. The old Women in Development (WID) framework only understood women's needs from an androcentric perspective which was limited to practical interests. Instead, women's primary need is to be free from their subordination to men. Such an understanding places all of women's immediate needs in a new light. A human rights approach to development would see women not as beneficiaries but as people entitled to enjoy the benefits of development. Discussion of what equality before the law should mean to women began at the Third World Conference on Women in Nairobi where the issue of violence against women was first linked to development. While debate continues about the distinction between civil and political rights and economic, social, and cultural rights, the realities of women's lives do not permit such a distinction. The concept of the universality of human rights did not become codified until the UN proclaimed the Universal Declaration of Human Rights in 1948. The declaration has been criticized by feminists because the view of human rights it embodies has been too strongly influenced by a liberal Western philosophy which stresses individual rights and because it is ambiguous on the distinction between human rights and the rights of a citizen. The protection of rights afforded by the Declaration, however, should not be viewed as a final achievement but as an ongoing struggle. International conferences have led to an analysis of the human-rights approach to sustainable development which concludes that women continue to face the routine denial of their rights. Each human right must be redefined from the perspective of women's needs, which must also be redefined. Women must forego challenging the concept of the universality of human rights in order to overcome the argument of cultural

Education: The Basics. The Basics

Science.gov (United States)

Wood, Kay

2011-01-01

Everyone knows that education is important, we are confronted daily by discussion of it in the media and by politicians, but how much do we really know about education? "Education: The Basics" is a lively and engaging introduction to education as an academic subject, taking into account both theory and practice. Covering the schooling system, the…

Body Basics Library

Science.gov (United States)

... Body Basics articles explain just how each body system, part, and process works. Use this medical library to find out about basic human anatomy, how ... Teeth Skin, Hair, and Nails Spleen and Lymphatic System ... Visit the Nemours Web site. Note: All information on TeensHealth® is for ...

Legal issues of tax rates

OpenAIRE

Sadílek, Jiří

2010-01-01

Tax rate problems The subject of the graduation thesis is legal problems of tax rate. The aim of this thesis is description and estimation of the flat tax rate and states, where is established. First of all I define the basic kinds of tax systems - the tax system with one tax rate, the progressive tax system and the flat tax system. Further I deal with the principles and elements of the flat tax rate as interpreted by American economists Robert E. Hall and Alvin Rabushka who are generally ack...

Making evolutionary biology a basic science for medicine

Science.gov (United States)

Nesse, Randolph M.; Bergstrom, Carl T.; Ellison, Peter T.; Flier, Jeffrey S.; Gluckman, Peter; Govindaraju, Diddahally R.; Niethammer, Dietrich; Omenn, Gilbert S.; Perlman, Robert L.; Schwartz, Mark D.; Thomas, Mark G.; Stearns, Stephen C.; Valle, David

2010-01-01

New applications of evolutionary biology in medicine are being discovered at an accelerating rate, but few physicians have sufficient educational background to use them fully. This article summarizes suggestions from several groups that have considered how evolutionary biology can be useful in medicine, what physicians should learn about it, and when and how they should learn it. Our general conclusion is that evolutionary biology is a crucial basic science for medicine. In addition to looking at established evolutionary methods and topics, such as population genetics and pathogen evolution, we highlight questions about why natural selection leaves bodies vulnerable to disease. Knowledge about evolution provides physicians with an integrative framework that links otherwise disparate bits of knowledge. It replaces the prevalent view of bodies as machines with a biological view of bodies shaped by evolutionary processes. Like other basic sciences, evolutionary biology needs to be taught both before and during medical school. Most introductory biology courses are insufficient to establish competency in evolutionary biology. Premedical students need evolution courses, possibly ones that emphasize medically relevant aspects. In medical school, evolutionary biology should be taught as one of the basic medical sciences. This will require a course that reviews basic principles and specific medical applications, followed by an integrated presentation of evolutionary aspects that apply to each disease and organ system. Evolutionary biology is not just another topic vying for inclusion in the curriculum; it is an essential foundation for a biological understanding of health and disease. PMID:19918069

AMENDMENTS TO THE STAFF RULES AND REGULATIONS

CERN Document Server

Human Resources Division

2001-01-01

The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2001 Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex R A 2 respectively). These scales include the correction approved in June 2001 of the discrepancy of 0.3% in the net salary adjustment on 1 January 2001. Family Allowance and Child Allowance (Annex R A 4). Reimbursement of education fees (Article R A 8.01) for the academic year 2000/2001, i.e. with effect from 1 September 2000. Periodic reviews of the financial conditions of members of the personel (Annex A1). 1 July 2001 Various drafting amendments adopted in order to ensure greater coherence between the texts, the procedures and actual practice. 1 September 2001 Implementation of the new career structure. Copies of these updates are available in the divisional secretariats.

Basic electronics

CERN Document Server

Holbrook, Harold D

1971-01-01

Basic Electronics is an elementary text designed for basic instruction in electricity and electronics. It gives emphasis on electronic emission and the vacuum tube and shows transistor circuits in parallel with electron tube circuits. This book also demonstrates how the transistor merely replaces the tube, with proper change of circuit constants as required. Many problems are presented at the end of each chapter. This book is comprised of 17 chapters and opens with an overview of electron theory, followed by a discussion on resistance, inductance, and capacitance, along with their effects on t

What the Sun Has Taught Us About Basic Properties of Matter

Energy Technology Data Exchange (ETDEWEB)

Basu, Sarbani [Yale University

2012-03-07

The Sun is an immensely large object formed out of many tons of gas. Yet the Sun can help us learn about some of the basic properties of matter. The structure of the Sun is governed not only by macrophysics such as hydrostatic equilibrium, convective and radiative heat transport, but also by microphysics such as nuclear reaction rates and the equation of state of the material that forms the Sun. Knowledge of the detailed structure of the Sun can therefore help us constrain the basic properties of matter. Helioseismology, the study of solar pulsations, has given us the means to get a detailed picture of the solar interior. In this talk I shall discuss how helioseismology has allowed us to determine details of solar structure, and in turn allowing us to study basic properties of matter.

Le salarié lanceur d’alerte aux États-Unis et en France : pour une articulation harmonieuse entre dissidence et loyauté

OpenAIRE

Abadie, Pauline

2016-01-01

Lorsqu’un salarié a connaissance de faits condamnables dans l’entreprise heurtant son sens civique et sa conscience, et que, se sentant tout autant citoyen dans la Cité que sur son lieu de travail, il décide de les dénoncer, son engagement loyal vis-à-vis de l’employeur peut se trouver mis à mal. À partir de la théorie sociologique et économique des mobilisations développée par Albert O. Hirschman, la présente étude confronte l’appréhension juridique de l’alerte et l’obligation salariale de l...

Basic Research Firing Facility

Data.gov (United States)

Federal Laboratory Consortium — The Basic Research Firing Facility is an indoor ballistic test facility that has recently transitioned from a customer-based facility to a dedicated basic research...

Birth planning in Cuba: a basic human right.

Science.gov (United States)

Swanson, J M

1981-01-01

This paper reports on the development of birth planning in Cuba and strategies that are relevant to nurses in the communities of Cuba. Cuba reduced its crude birth rate by 40% from 1964-75 without formal family planning programs and resources. By 1975, Cuba had achieved the lowest birth rate in Latin America (21/1000) except Barbados (19/1000). By 1978, Cuba's crude birth rate declined to a low of 15.3/1000. The demographic transition in Cuba has been a process of equalization by: 1) community participation to ensure basic human rights for everyone, 2) increasing the status of women while providing child care centers, 3) providing equal availability of health care services including contraceptive services, sterilization, and abortion, and 4) focusing on individual birth choice, not on limiting population growth. Emphasis in Cuba for reducing fertility has been put on literacy, education, and infant mortality. The illiteracy rate in 1961 decreased from 20% to 4%. Infant mortality decreased from 38.8/1000 live births in 1970 to 22.3/1000 in 1978. 1/3 of Cuban women were participating fully in the labor force in 1978. Polyclinics have been established as preventive care medical centers throughout Cuba and health care is free. Family planning options are integrated into routine primary health care at polyclinics and assure equal access to the total Cuban population. Abortion is freely available and increased to 61/1000 in 1976. The implications for nursing are that: 1) the traditional work of nurses places them in a key position to help extend basic human rights beyond current levels, 2) nurses can initiate discussions of birth planning with women and men in a variety of settings, and 3) nurses can increase case-finding related to birth planning needs both in health care classes or within established groups in the community.

How Do You Measure Up?

Science.gov (United States)

Miller, Marilyn L.; Shontz, Marilyn L.

1999-01-01

Presents findings from the "School Library Journal" survey of school library expenditures for FY 1997-98. Data include: budget allocation; salaries; library collection; technology; staff and certification; access to basic electronic resources; library policy; planning and communication between library media specialists and teachers; and…

The Relationship between Pay-for-Performance Perceptions and Pay Satisfaction.

Science.gov (United States)

Heneman, Robert L.; And Others

1988-01-01

Assessed relationship between pay-for-performance perceptions and pay satisfaction among 104 hospital employees. Results indicated positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after effects of salary level, salary increases, performance ratings,…

Resilience training with soldiers during basic combat training: randomisation by platoon.

Science.gov (United States)

Adler, Amy B; Williams, Jason; McGurk, Dennis; Moss, Andrew; Bliese, Paul D

2015-03-01

Resilience Training has the potential to mitigate mental health symptoms when provided during initial military training. The present study examined the impact of Resilience Training on US soldier well-being and attitudes during Basic Combat Training. Platoons were randomly assigned to Resilience Training or Military History provided during the first few days of Basic Combat Training. Surveys were conducted at baseline, post-intervention, and 3, 6, and 9 weeks. The sample resulted in a total of 1,939 soldiers who completed at least the baseline and one follow-up survey. There were no significant differences between conditions in terms of depression symptoms, anxiety symptoms, or sleep problems. However, while anxiety decreased in both conditions, the rate of decrease was faster in the Resilience Training condition. In contrast, Resilience Training had a slower rate of increase in group cohesion over time than the Military History condition. In addition, Resilience Training was associated with greater confidence in helping others and received more positive ratings than Military History. Findings demonstrate that the brief Resilience Training studied here may have some utility in supporting mental health and peer support but may not benefit unit climate. © 2014 The International Association of Applied Psychology.

Back to basics: homogeneous representations of multi-rate synchronous dataflow graphs

NARCIS (Netherlands)

de Groote, Robert; Holzenspies, P.K.F.; Kuper, Jan; Broersma, Haitze J.

2013-01-01

Exact temporal analyses of multi-rate synchronous dataflow (MRSDF) graphs, such as computing the maximum achievable throughput, or sufficient buffer sizes required to reach a minimum throughput, require a homogeneous representation called a homogeneous synchronous dataflow (HSDF) graph. The size of

Rate theory

International Nuclear Information System (INIS)

Maillard, S.; Skorek, R.; Maugis, P.; Dumont, M.

2015-01-01

This chapter presents the basic principles of cluster dynamics as a particular case of mesoscopic rate theory models developed to investigate fuel behaviour under irradiation such as in UO 2 . It is shown that as this method simulates the evolution of the concentration of every type of point or aggregated defect in a grain of material. It produces rich information that sheds light on the mechanisms involved in microstructure evolution and gas behaviour that are not accessible through conventional models but yet can provide for improvements in those models. Cluster dynamics parameters are mainly the energetic values governing the basic evolution mechanisms of the material (diffusion, trapping and thermal resolution). In this sense, the model has a general applicability to very different operational situations (irradiation, ion-beam implantation, annealing) provided that they rely on the same basic mechanisms, without requiring additional data fitting, as is required for more empirical conventional models. This technique, when applied to krypton implanted and annealed samples, yields a precise interpretation of the release curves and helps assess migration mechanisms and the krypton diffusion coefficient, for which data is very difficult to obtain due to the low solubility of the gas. (authors)

Medicare and Medicaid programs; salary equivalency guidelines for physical therapy, respiratory therapy, speech language pathology, and occupational therapy services; revised effective date and technical correction--HCFA. Final rule; delay of effective date and correction.

Science.gov (United States)

1998-03-31

This document delays the effective date of the final rule on salary equivalency guidelines, published in the Federal Register (63 FR 5106) on January 30, 1998, from April 1, 1998 to April 10, 1998. In addition, we are making a technical correction in the preamble to the January 30, 1998 final rule.

The role of guidance counsellors in universal basic education school

African Journals Online (AJOL)

Emeka Egbochuku

of Universal Basic Education explored the counselling features of the 6:3:3:4 curriculum such as ... assessment; the difference between it and the current concept of continuous ... individual and brings it to bear on the present of the same individual in order to .... domain, observe and rate their attitude to work, group relations,.

ESPlannerBASIC CANADA

Directory of Open Access Journals (Sweden)

Laurence Kotlikoff

2015-02-01

affect their sustainable living standards. ESPlannerBASIC Canada can also be used to understand how families should adjust their saving-and-spending behaviour when there are changes to tax rates and other fiscal policies. When used properly, ESPlannerBASIC Canada gives Canadian families the power to plan the lifestyle they want, based on what they can actually afford, without going into debt, or saving too little — or even too much — for retirement.

Intraindividual Variability in Basic Reaction Time Predicts Middle-Aged and Older Pilots’ Flight Simulator Performance

Science.gov (United States)

2013-01-01

Objectives. Intraindividual variability (IIV) is negatively associated with cognitive test performance and is positively associated with age and some neurological disorders. We aimed to extend these findings to a real-world task, flight simulator performance. We hypothesized that IIV predicts poorer initial flight performance and increased rate of decline in performance among middle-aged and older pilots. Method. Two-hundred and thirty-six pilots (40–69 years) completed annual assessments comprising a cognitive battery and two 75-min simulated flights in a flight simulator. Basic and complex IIV composite variables were created from measures of basic reaction time and shifting and divided attention tasks. Flight simulator performance was characterized by an overall summary score and scores on communication, emergencies, approach, and traffic avoidance components. Results. Although basic IIV did not predict rate of decline in flight performance, it had a negative association with initial performance for most flight measures. After taking into account processing speed, basic IIV explained an additional 8%–12% of the negative age effect on initial flight performance. Discussion. IIV plays an important role in real-world tasks and is another aspect of cognition that underlies age-related differences in cognitive performance. PMID:23052365

Intraindividual variability in basic reaction time predicts middle-aged and older pilots' flight simulator performance.

Science.gov (United States)

Kennedy, Quinn; Taylor, Joy; Heraldez, Daniel; Noda, Art; Lazzeroni, Laura C; Yesavage, Jerome

2013-07-01

Intraindividual variability (IIV) is negatively associated with cognitive test performance and is positively associated with age and some neurological disorders. We aimed to extend these findings to a real-world task, flight simulator performance. We hypothesized that IIV predicts poorer initial flight performance and increased rate of decline in performance among middle-aged and older pilots. Two-hundred and thirty-six pilots (40-69 years) completed annual assessments comprising a cognitive battery and two 75-min simulated flights in a flight simulator. Basic and complex IIV composite variables were created from measures of basic reaction time and shifting and divided attention tasks. Flight simulator performance was characterized by an overall summary score and scores on communication, emergencies, approach, and traffic avoidance components. Although basic IIV did not predict rate of decline in flight performance, it had a negative association with initial performance for most flight measures. After taking into account processing speed, basic IIV explained an additional 8%-12% of the negative age effect on initial flight performance. IIV plays an important role in real-world tasks and is another aspect of cognition that underlies age-related differences in cognitive performance.

Basic radiation oncology

International Nuclear Information System (INIS)

Beyzadeoglu, M. M.; Ebruli, C.

2008-01-01

Basic Radiation Oncology is an all-in-one book. It is an up-to-date bedside oriented book integrating the radiation physics, radiobiology and clinical radiation oncology. It includes the essentials of all aspects of radiation oncology with more than 300 practical illustrations, black and white and color figures. The layout and presentation is very practical and enriched with many pearl boxes. Key studies particularly randomized ones are also included at the end of each clinical chapter. Basic knowledge of all high-tech radiation teletherapy units such as tomotherapy, cyberknife, and proton therapy are also given. The first 2 sections review concepts that are crucial in radiation physics and radiobiology. The remaining 11 chapters describe treatment regimens for main cancer sites and tumor types. Basic Radiation Oncology will greatly help meeting the needs for a practical and bedside oriented oncology book for residents, fellows, and clinicians of Radiation, Medical and Surgical Oncology as well as medical students, physicians and medical physicists interested in Clinical Oncology. English Edition of the book Temel Radyasyon Onkolojisi is being published by Springer Heidelberg this year with updated 2009 AJCC Staging as Basic Radiation Oncology

Basic digital signal processing

CERN Document Server

Lockhart, Gordon B

1985-01-01

Basic Digital Signal Processing describes the principles of digital signal processing and experiments with BASIC programs involving the fast Fourier theorem (FFT). The book reviews the fundamentals of the BASIC program, continuous and discrete time signals including analog signals, Fourier analysis, discrete Fourier transform, signal energy, power. The text also explains digital signal processing involving digital filters, linear time-variant systems, discrete time unit impulse, discrete-time convolution, and the alternative structure for second order infinite impulse response (IIR) sections.

Revolving back to the basics in cardiopulmonary resuscitation.

Science.gov (United States)

Roppolo, L P; Wigginton, J G; Pepe, P E

2009-05-01

Since the 1970s, most of the research and debate regarding interventions for cardiopulmonary arrest have focused on advanced life support (ALS) therapies and early defibrillation strategies. During the past decade, however, international guidelines for cardiopulmonary resuscitation (CPR) have not only emphasized the concept of uninterrupted chest compressions, but also improvements in the timing, rate and quality of those compressions. In essence, it has been a ''revolution'' in resuscitation medicine in terms of ''coming full circle'' to the 1960s when basic CPR was first developed. Recent data have indicated the need for minimally-interrupted chest compressions with an accompanying emphasis toward removing rescue ventilation altogether in sudden cardiac arrest, at least in the few minutes after a sudden unheralded collapse. In other studies, transient delays in defibrillation attempts and ALS interventions are even recommended so that basic CPR can be prioritized to first restore and maintain better coronary artery perfusion. New devices have now been developed to modify, in real-time, the performance of basic CPR, during both training and an actual resuscitative effort. Several new adjuncts have been created to augment chest compressions or enhance venous return and evolving technology may now be able to identify ventricular fibrillation (VF) without interrupting chest compressions. A renewed focus on widespread CPR training for the average person has also returned to center stage with ground-breaking training initiatives including validated video-based adult learning courses that can reliably teach and enable long term retention of basic CPR skills and automated external defibrillator (AED) use.

Impacto de la política de incremento salarial realizada en 2010 para empleadas domésticas, en los resultados del mercado laboral de este sector.

OpenAIRE

Gualavisí Díaz, Melany Alejandra

2012-01-01

El presente trabajo analiza el impacto de la política de incremento salarial para las empleadas domésticas que entra en vigencia a partir de enero de 2010, mediante la cual se equipara el ingreso de las trabajadoras domésticas al salario mínimo, con el fin de mejorar sus condiciones laborales y su nivel de vida. Para este análisis se utiliza la base de panel correspondiente a septiembre 2009- septiembre 2010 de la Encuesta Nacional de Empleo. Para estimar el impacto se utiliza la metodología ...

Portability, Salary and Asset Price Risk: A Continuous-Time Expected Utility Comparison of DB and DC Pension Plans

Directory of Open Access Journals (Sweden)

An Chen

2015-03-01

Full Text Available This paper compares two different types of private retirement plans from the perspective of a representative beneficiary: a defined benefit (DB and a defined contribution (DC plan. While salary risk is the main common risk factor in DB and DC pension plans, one of the key differences is that DB plans carry portability risks, whereas DC plans bear asset price risk. We model these tradeoffs explicitly in this paper and compare these two plans in a utility-based framework. Our numerical analysis focuses on answering the question of when the beneficiary is indifferent between the DB and DC plan. Most of our results confirm the findings in the existing literature, among which, e.g., portability losses considerably reduce the relative attractiveness of the DB plan. However, we also find that the attractiveness of the DB plan can decrease in the level of risk aversion, which is inconsistent with the existing literature.

Basic science right, not basic science lite: medical education at a crossroad.

Science.gov (United States)

Fincher, Ruth-Marie E; Wallach, Paul M; Richardson, W Scott

2009-11-01

This perspective is a counterpoint to Dr. Brass' article, Basic biomedical sciences and the future of medical education: implications for internal medicine. The authors review development of the US medical education system as an introduction to a discussion of Dr. Brass' perspectives. The authors agree that sound scientific foundations and skill in critical thinking are important and that effective educational strategies to improve foundational science education should be implemented. Unfortunately, many students do not perceive the relevance of basic science education to clinical practice.The authors cite areas of disagreement. They believe it is unlikely that the importance of basic sciences will be diminished by contemporary directions in medical education and planned modifications of USMLE. Graduates' diminished interest in internal medicine is unlikely from changes in basic science education.Thoughtful changes in education provide the opportunity to improve understanding of fundamental sciences, the process of scientific inquiry, and translation of that knowledge to clinical practice.

Visual Basic 2012 programmer's reference

CERN Document Server

Stephens, Rod

2012-01-01

The comprehensive guide to Visual Basic 2012 Microsoft Visual Basic (VB) is the most popular programming language in the world, with millions of lines of code used in businesses and applications of all types and sizes. In this edition of the bestselling Wrox guide, Visual Basic expert Rod Stephens offers novice and experienced developers a comprehensive tutorial and reference to Visual Basic 2012. This latest edition introduces major changes to the Visual Studio development platform, including support for developing mobile applications that can take advantage of the Windows 8 operating system

Quantum electronics basic theory

CERN Document Server

Fain, V M; Sanders, J H

1969-01-01

Quantum Electronics, Volume 1: Basic Theory is a condensed and generalized description of the many research and rapid progress done on the subject. It is translated from the Russian language. The volume describes the basic theory of quantum electronics, and shows how the concepts and equations followed in quantum electronics arise from the basic principles of theoretical physics. The book then briefly discusses the interaction of an electromagnetic field with matter. The text also covers the quantum theory of relaxation process when a quantum system approaches an equilibrium state, and explai

Reaction of Pu(VII) with certain aliphatic alcohols in basic media

International Nuclear Information System (INIS)

Tananaev, I.G.

1992-01-01

The kinetics of Pu(VII) reduction by methanol and ethanol in 0.5-5.0 M NaOH are studied by spectrophotometry. The rate constants of the studied reactions are calculated. The rate constants increase in concert with the reductant concentration but sharply decrease with increasing base concentration in the reaction medium. The principal factor affecting the rate of Pu(VII) reduction by alcohols is probably steric in nature. Secondary alcohols are more active in basic medium. The resulting experimental data also confirm the very strong oxidizing capability of Pu(VII), the rate of reduction of which by CH 3 OH or C 2 H 5 OH compared with Np(VII) under similar conditions is 20-50 times faster

EMPLOYMENT OF POPULATION AS A BASIC INDEX OF ECONOMIC DEVELOPMENT OF COUNTRY

Directory of Open Access Journals (Sweden)

Oleksandra Lysiuk

2015-11-01

Full Text Available The actual problem of modern economical theory and practice is a problem of guaranteeing of full employment. The aggravation of this problem during the economic crisis period stimulate the necessity of searching affective mechanism to overcome unemployment and development common form of labor. In the article the level of employment in 2005-2014 years, means of its increasing are investigated using recommendations of MOP, which were created especially for Ukraine. Statistical information from Ukrainian Government Statistical Agency was used some practical recommendations to stable situation of employment in the country were given. Methodology. Using the systematic approach the current state of employment rate in Ukraine was investigated and steps for development of labor market were found. Using the economic and statistical methods, the actual state of employment rate was studied. Information for the last 10 years about employment rate in Ukraine was studied. Information from web-site of Ukrainian Government Statistical Agency was used. Results. The results of the survey showed the rate of employment was rising from 2005 till 2008 years. After that this rate has been reducing till today. The reason of this employment crisis was determined and after that some practical recommendation about rising employment rate and stability situation at Ukrainian labor market were given. We recommend to develop some entrepreneurial activities in Ukraine, to develop self-employment, but there are many problems to start these activities. People, who want to start entrepreneurial activities have many problems with high level of taxes, with high level of payments to other social systems. And they can’t get credit, because of high percentage and short time. Many young people can’t start work without work experience. We recommend to introduce Government programs, where young people can start work with the smaller salary and get experience for developing their

Arousal Rather than Basic Emotions Influence Long-Term Recognition Memory in Humans.

Science.gov (United States)

Marchewka, Artur; Wypych, Marek; Moslehi, Abnoos; Riegel, Monika; Michałowski, Jarosław M; Jednoróg, Katarzyna

2016-01-01

Emotion can influence various cognitive processes, however its impact on memory has been traditionally studied over relatively short retention periods and in line with dimensional models of affect. The present study aimed to investigate emotional effects on long-term recognition memory according to a combined framework of affective dimensions and basic emotions. Images selected from the Nencki Affective Picture System were rated on the scale of affective dimensions and basic emotions. After 6 months, subjects took part in a surprise recognition test during an fMRI session. The more negative the pictures the better they were remembered, but also the more false recognitions they provoked. Similar effects were found for the arousal dimension. Recognition success was greater for pictures with lower intensity of happiness and with higher intensity of surprise, sadness, fear, and disgust. Consecutive fMRI analyses showed a significant activation for remembered (recognized) vs. forgotten (not recognized) images in anterior cingulate and bilateral anterior insula as well as in bilateral caudate nuclei and right thalamus. Further, arousal was found to be the only subjective rating significantly modulating brain activation. Higher subjective arousal evoked higher activation associated with memory recognition in the right caudate and the left cingulate gyrus. Notably, no significant modulation was observed for other subjective ratings, including basic emotion intensities. These results emphasize the crucial role of arousal for long-term recognition memory and support the hypothesis that the memorized material, over time, becomes stored in a distributed cortical network including the core salience network and basal ganglia.

Arousal rather than basic emotions influence long-term recognition memory in humans.

Directory of Open Access Journals (Sweden)

Artur Marchewka

2016-10-01

Full Text Available Emotion can influence various cognitive processes, however its impact on memory has been traditionally studied over relatively short retention periods and in line with dimensional models of affect. The present study aimed to investigate emotional effects on long-term recognition memory according to a combined framework of affective dimensions and basic emotions. Images selected from the Nencki Affective Picture System were rated on the scale of affective dimensions and basic emotions. After six months, subjects took part in a surprise recognition test during an fMRI session. The more negative the pictures the better they were remembered, but also the more false recognitions they provoked. Similar effects were found for the arousal dimension. Recognition success was greater for pictures with lower intensity of happiness and with higher intensity of surprise, sadness, fear, and disgust. Consecutive fMRI analyses showed a significant activation for remembered (recognized vs. forgotten (not recognized images in anterior cingulate and bilateral anterior insula as well as in bilateral caudate nuclei and right thalamus. Further, arousal was found to be the only subjective rating significantly modulating brain activation. Higher subjective arousal evoked higher activation associated with memory recognition in the right caudate and the left cingulate gyrus. Notably, no significant modulation was observed for other subjective ratings, including basic emotion intensities. These results emphasize the crucial role of arousal for long-term recognition memory and support the hypothesis that the memorized material, over time, becomes stored in a distributed cortical network including the core salience network and basal ganglia.

Derivation of simplified basic equations of gas-liquid two-phase dispersed flow based on two-fluid model

International Nuclear Information System (INIS)

Kataoka, Isao; Tomiyama, Akio

2004-01-01

The simplified and physically reasonable basic equations for the gas-liquid dispersed flow were developed based on some appropriate assumptions and the treatment of dispersed phase as isothermal rigid particles. Based on the local instant formulation of mass, momentum and energy conservation of the dispersed flow, time-averaged equations were obtained assuming that physical quantities in the dispersed phase are uniform. These assumptions are approximately valid when phase change rate and/or chemical reaction rate are not so large at gas-liquid interface and there is no heat generation in within the dispersed phase. Detailed discussions were made on the characteristics of obtained basic equations and physical meanings of terms consisting the basic equations. It is shown that, in the derived averaged momentum equation, the terms of pressure gradient and viscous momentum diffusion do not appear and, in the energy equation, the term of molecular thermal diffusion heat flux does not appear. These characteristics of the derived equations were shown to be very consistent concerning the physical interpretation of the gas-liquid dispersed flow. Furthermore, the obtained basic equations are consistent with experiments for the dispersed flow where most of averaged physical quantities are obtained assuming that the distributions of those are uniform within the dispersed phase. Investigation was made on the problem whether the obtained basic equations are well-posed or ill-posed for the initial value problem. The eigenvalues of the simplified mass and momentum equations are calculated for basic equations obtained here and previous two-fluid basic equations with one pressure model. Well-posedness and ill-posedness are judged whether the eigenvalues are real or imaginary. The result indicated the newly developed basic equations always constitute the well-posed initial value problem while the previous two-fluid basic equations based on one pressure model constitutes ill

The use of tax planning schemes based on the differential taxation of labor income and capital income. Tööjõu ja kapitali maksustamise erinevustel põhinevate maksude planeerimise skeemide kasutamine Eestis

Directory of Open Access Journals (Sweden)

Priit Sander

2013-01-01

Full Text Available The current paper covers one of the tax optimization schemes popular in Estonia – full or partial replacement of labor income with dividends. Such scheme is used by some owner-managers as the regulation concerning emoluments of members of management body is very flexible. The main incentive to use the scheme is to reduce tax burden as dividends are only subject to income tax but emoluments to the members of management body are also taxed with the social tax. Basic results show that considered schemes are widespread. We estimate that due to replacement of salaries and wages with dividends there was a significant loss in social tax revenues in Estonia during 2005-2008. In majority of the sectors average dividends of ownermanagers in 2008 were higher than their average salaries. Also, the average amount of owner-managers’ emoluments in majority of the sectors was below the national monthly average salary, in some cases it was even below subsistence level

Human resources in primary health care: investments and the driving force of production.

Science.gov (United States)

Maeda, Sayuri Tanaka; Moleiro, Priscilla Francescucci; Egry, Emiko Yoshikawa; Ciosak, Suely Itsuko

2011-12-01

The present study describes the composition, the qualification, the salary investment, the workforce produce, and discusses users' accessibility in terms of time at Basic Health Units (BHUs). The study was performed at two BHUs from January to December 2008, and developed by analyzing administrative documents. In both, the composition of professionals according to education level revealed: 21% with a university degree, 27% with a secondary education, and50% with a primary education; showing a positive salary variation. The medical and nursing conducts were the majority at both. The production indicators confirmed: 25 and 37 min/person/month for accessibility, respectively for BHU A and B; R$ 8.43 and R$ 12.11/person/month for the salary investment at both BHUs, and 0.07 appointments/person/month at both BHUs. The professionals' available time is scarce compared to the potential of the demand. The production indicated an opportunity of care < 1 per person/month at a reduced cost.

What do gastroenterology trainees want: recognition, remuneration or recreation?

LENUS (Irish Health Repository)

Harewood, G C

2010-07-27

BACKGROUND: Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. AIM: To assess motivators among gastroenterology (GI) trainees. METHODS: A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary\\/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. RESULTS: Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary\\/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. CONCLUSIONS: Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

What do gastroenterology trainees want: recognition, remuneration or recreation?

LENUS (Irish Health Repository)

Harewood, G C

2012-02-01

BACKGROUND: Occupational psychologists have identified three factors important in motivating physicians: financial reward, academic recognition, time off. AIM: To assess motivators among gastroenterology (GI) trainees. METHODS: A questionnaire was distributed to GI trainees to assess their motivators: (1) work fewer hours for less lucrative rate, (2) reduction in salary\\/increase in hours for academic protected time, and (3) work longer hours for higher total salary, but less lucrative hourly rate. RESULTS: Overall, 61 trainees responded; 52% of trainees would work shorter hours for less lucrative rate; 60% would accept a disproportionate reduction in salary\\/increase in hours for academic protected time; 54% would work longer hours for more money but less lucrative rate. Most trainees (93%) accepted at least one scenario. CONCLUSIONS: Most GI trainees are willing to modify their job description to align with their personal values. Tailoring job descriptions according to these values can yield economic benefits to GI Divisions.

5 CFR 870.204 - Annual rates of pay.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Annual rates of pay. 870.204 Section 870... rates of pay. (a) (1) An insured employee's annual pay is his/her annual rate of basic pay as fixed by law or regulation. (2) Annual pay for this purpose includes the following: (i) Interim geographic...

The Sex Difference in Basic Surgical Skills Learning: A Comparative Study.

Science.gov (United States)

Lou, Zheng; Yan, Fei-Hu; Zhao, Zhi-Qing; Zhang, Wei; Shui, Xian-Qi; Liu, Jia; Zhuo, Dong-Lan; Li, Li; Yu, En-da

2016-01-01

Very little is known of sex-related differences among medical students in the acquisition of basic surgical skills at an undergraduate level. The aim of this study was to investigate the sex differences in basic surgical skills learning and the possible explanations for sex disparities within basic surgical skills education. A didactic description of 10 surgical skills was performed, including knot tying, basic suture I, basic suture II, sterile technique, preoperative preparation, phlebotomy, debridement, laparotomy, cecectomy, and small bowel resection with hand-sewn anastomosis. The students were rated on a 100-point scale for each basic surgical skill. Later during the same semester all the students took the final theoretical examination. A total of 342 (male = 317 and female = 25) medical students participated in a single skills laboratory as part of their third-year medical student clerkship. The mean scores for each of the 10 surgical skills were higher in female group. The difference in sterile technique, preoperative preparation, cecectomy, and small bowel resection with hand-sewn anastomosis reached the significant level. Compared with male medical students, the mean theory examination score was significantly higher in female medical students. Approximately 76% of the (19 of 25) female students expressed their interest in pursuing a surgical career, whereas only 65.5% (207 of 317) male students wanted to be surgical professionals (p = 0.381). Female medical students completed basic surgical skills training more efficiently and passed the theoretical examination with significantly higher scores than male medical students. In the future, studies should be done in other classes in our institution and perhaps other schools to see if these findings are reliable or valid or just a reflection of this 1 sample. Copyright © 2016 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Endotracheal tube placement by EMT-Basics in a rural EMS system.

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Pratt, Jeffrey C; Hirshberg, Alan J

2005-01-01

To evaluate the effectiveness of an intubation-training module and special-waiver project in which Emergency Medical Technician (EMT)-Basics were trained to perform endotracheal intubations in a rural community. This was a prospective observational study over a four-year period (July 1998 through May 2002) of all intubation attempts by EMT-Basics in the field. The authors observed intubation data, training methods, and quality-assurance methods of a special-waiver project agreed to by the State Department of Public Health to train and allow EMT-Basics to intubate patients. Data were from documentation unique to the project. Project documentation evaluated the placement and complication(s) of endotracheal tube (ETT) placement after arrival to the emergency department. An intubation attempt was defined as direct laryngoscopy. A successful attempt was defined as an appropriately sized ETT placed and secured in the trachea below the vocal cords and above the carina. Confirmation of placement in the field included accepted clinical methods and the use of qualitative colorimetric end-tidal carbon dioxide detectors. The EMT-Basics were trained using a paramedic curriculum, including operating room intubations on live adult patients. All patients were in either cardiopulmonary or respiratory arrest. Thirty-two intubations were performed by EMT-Basics. Thirty attempts were successful and two were unsuccessful (94%; 95% confidence interval [CI] 80-98%). Unsuccessful ETT placements were managed with accepted basic life support airway standards. There were no unrecognized esophageal ETT placements (0%; 95% CI 0-11%). This study demonstrated that with an intensive training program using selected highly motivated providers and close monitoring, a program of EMT-Basic ETT placement in a rural setting can achieve acceptable success rates in patients in cardiac or respiratory arrest.