SEEWIND - South-East European Wind Energy Exploitation. Wind energy research in South East Europe under the EC FP6 programme; SEEWIND - South-East European Wind Energy Exploitation. Windenergieforschung im 6. Rahmenprogramm der Europaeischen Union in Suedosteuropa

Energy Technology Data Exchange (ETDEWEB)

Winkelmeier, H. [Verein Energiewerkstatt (Austria)

2008-08-15

Large areas in South East Europe offer perfect conditions for the Utilisation of Wind Energy. Local wind systems like ''Bora'', which occurs along the Adriatic Sea, or ''Koshava'', which flows between the ridge of the Carpathian Mountains and the Balkan Mountains from Romania over to Serbia, are generated through differences in pressure and temperature between the adjacent regions. Those wind systems therefore can be described as 'home made' and have very individual characteristics. Despite the excellent wind conditions of those locations, the mainly cliffy and complex terrain and the extreme wind conditions with turbulences and strong gusts make great demands on the design and operation of the wind turbines. Exactly those problems the European Commission asked to be investigated and therefore defined 'Complex terrain and local wind systems' as one of the research topics in the last call of the 6th Framework Programme. Under the lead management of Verein Energiewerkstatt, a consortium of ten partners from seven middle- and southeast European countries took part in this call for proposals and received acceptance for the submitted Project ''SEEWIND - South-East European Wind Energy Exploitation''. (orig.)

Collaboration: a SWOT analysis of the process of conducting a review of nursing workforce policies in five European countries.

Science.gov (United States)

Uhrenfeldt, Lisbeth; Lakanmaa, Riitta-Liisa; Flinkman, Mervi; Basto, Marta Lima; Attree, Moira

2014-05-01

This paper critically reviews the literature on international collaboration and analyses the collaborative process involved in producing a nursing workforce policy analysis. Collaboration is increasingly promoted as a means of solving shared problems and achieving common goals; however, collaboration creates its own opportunities and challenges. Evidence about the collaboration process, its outcomes and critical success factors is lacking. A literature review and content analysis of data collected from six participants (from five European countries) members of the European Academy of Nursing Science Scholar Collaborative Workforce Workgroup, using a SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis template. Two major factors affecting scholarly collaboration were identified: Facilitators, which incorporated personal attributes and enabling contexts/mechanisms, including individual commitment, responsibility and teamwork, facilitative supportive structures and processes. The second, Barriers, incorporated unmet needs for funding; time; communication and impeding contexts/mechanisms, including workload and insufficient support/mentorship. The literature review identified a low level of evidence on collaboration processes, outcomes, opportunities and challenges. The SWOT analysis identified critical success factors, planning strategies and resources of effective international collaboration. Collaboration is an important concept for management. Evidence-based knowledge of the critical success factors facilitating and impeding collaboration could help managers make collaboration more effective. © 2012 John Wiley & Sons Ltd.

Radiation processing in some Central-East European countries: an area report

International Nuclear Information System (INIS)

Zagorski, Z.P.

1990-01-01

The area report presents the state of art and the hard-ware status of radiation processing in some Central-East European countries. Only sources exceeding 1.85 PBq (50 kCi) of the isotope and 0.5 kW beam power electron accelerators have been taken into account, operating in the first half of 1989. Trends of development are discussed. (author)

Quantitative Estimation of the Impact of European Teleconnections on Interannual Variation of East Asian Winter Temperature and Monsoon

Science.gov (United States)

Lim, Young-Kwon; Kim, Hae-Dong

2014-01-01

The impact of European teleconnections including the East AtlanticWest Russia (EA-WR), the Scandinavia (SCA), and the East Atlantic (EA) on East Asian winter temperature variability was quantified and compared with the combined effect of the Arctic Oscillation (AO), the Western Pacific (WP), and the El-Nino Southern Oscillation (ENSO), which are originated in the Northern Hemispheric high-latitudes or the Pacific. Three European teleconnections explained 22-25 percent of the total monthly upper-tropospheric height variance over Eurasia. Regression analysis revealed warming by EA-WR and EA and cooling by SCA over mid-latitude East Asia during their positive phase and vice versa. Temperature anomalies were largely explained by the advective temperature change process at the lower troposphere. The average spatial correlation over East Asia (90-180E, 10-80N) for the last 34 winters between observed and reconstructed temperature comprised of AO, WP and ENSO effect (AWE) was approximately 0.55, and adding the European teleconnection components (ESE) to the reconstructed temperature improved the correlation up to approximately 0.64. Lower level atmospheric structure demonstrated that approximately five of the last 34 winters were significantly better explained by ESE than AWE to determine East Asian seasonal winter temperatures. We also compared the impact between EA-WR and AO on the 1) East Asian winter monsoon, 2) cold surge, and 3) the Siberian high. These three were strongly coupled, and their spatial features and interannual variation were somewhat better explained by EA-WR than AO. Results suggest that the EA-WR impact must be treated more importantly than previously thought for a better understanding of East Asian winter temperature and monsoon variability.

The joint action on health workforce planning and forecasting: results of a European programme to improve health workforce policies.

NARCIS (Netherlands)

Kroezen, M.; Hoegaerden, M. van; Batenburg, R.

2017-01-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and

Portfolio Diversification in the South-East European Equity Markets

Directory of Open Access Journals (Sweden)

Zaimovic Azra

2017-04-01

Full Text Available Diversification potential enables investors to manage their risk and decrease risk exposure. Good diversification policy is a safety net that prevents a portfolio from losing its value. A well-diversified portfolio consists of different categories of property with low correlations, while highly correlated markets have the feature of low possibilities for diversification. The biggest riddle in the world of investments is to find the optimal portfolio within a set of available assets with limited capital. There are numerous studies and mathematical models that deal with portfolio investment strategies. These strategies take advantage of diversification by spreading risk over several financial assets. Modern portfolio theory seeks to find the optimal model with the best results. This paper tries to identify relationships between returns of companies traded in South-East European equity markets. A Markowitz mean-variance (MV portfolio optimization method is used to identify possibilities for diversification among these markets and world leading capital markets. This research also offers insight into to the level of integration of South-East European equity markets. Principal component analysis (PCA is used to determine components that describe the strong patterns and co-movements of the dataset. Finally, we combined MV efficient frontier and equity, which represent PCA components, to draw conclusions. Our findings show that PC analysis substantially simplifies asset selection process in portfolio management. The results of the paper have practical applications for portfolio investors.

Five years of partnership programme between German and East European nuclear power plant operators

International Nuclear Information System (INIS)

Kraemer, P.

1995-01-01

In a jointly adopted communique in August 1992 the regulations governing the partnerships were laid down. The following principles are given priority: bilateral exchange of operating experience on the basis of equal partnership; the knowledge gained from the exchange of experience is used to improve the operation and safety of the respective partner plant; the partnership programme is free from commercial interests and does not include transfer of funds. Since the establishment of the first partnership relations (Biblis) with an east european nuclear power plant (Balakowo) late in April 1990, a total of 126 reciprocal visits was paid, 82 of which to German nuclear power plants. The balance of the efforts made by German nuclear power plant operators to integrate east european nuclear plant operators can be considered positive. (orig./HP) [de

Workforce participation among international medical graduates in the National Health Service of England: a retrospective longitudinal study

Directory of Open Access Journals (Sweden)

Young Ruth

2008-05-01

Full Text Available Abstract Background Balancing medical workforce supply with demand requires good information about factors affecting retention. Overseas qualified doctors comprise 30% of the National Health Service (NHS workforce in England yet little is known about the impact of country of qualification on length of stay. We aimed to address this need. Methods Using NHS annual census data, we calculated the duration of 'episodes of work' for doctors entering the workforce between 1992 and 2003. Survival analysis was used to examine variations in retention by country of qualification. The extent to which differences in retention could be explained by differences in doctors' age, sex and medical specialty was examined by logistic regression. Results Countries supplying doctors to the NHS could be divided into those with better or worse long-term retention than domestically trained doctors. Countries in the former category were generally located in the Middle East, non-European Economic Area Europe, Northern Africa and Asia, and tended to be poorer with fewer doctors per head of population, but stronger economic growth. A doctor's age and medical specialty, but not sex, influenced patterns of retention. Conclusion Adjusting workforce participation by country of qualification can improve estimates of the number of medical school places needed to balance supply with demand. Developing countries undergoing strong economic growth are likely to be the most important suppliers of long stay medical migrants.

Haplotype frequencies at the DRD2 locus in populations of the East European Plain

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Mikulich Alexey I

2009-09-01

Full Text Available Abstract Background It was demonstrated previously that the three-locus RFLP haplotype, TaqI B-TaqI D-TaqI A (B-D-A, at the DRD2 locus constitutes a powerful genetic marker and probably reflects the most ancient dispersal of anatomically modern humans. Results We investigated TaqI B, BclI, MboI, TaqI D, and TaqI A RFLPs in 17 contemporary populations of the East European Plain and Siberia. Most of these populations belong to the Indo-European or Uralic language families. We identified three common haplotypes, which occurred in more than 90% of chromosomes investigated. The frequencies of the haplotypes differed according to linguistic and geographical affiliation. Conclusion Populations in the northwestern (Byelorussians from Mjadel', northern (Russians from Mezen' and Oshevensk, and eastern (Russians from Puchezh parts of the East European Plain had relatively high frequencies of haplotype B2-D2-A2, which may reflect admixture with Uralic-speaking populations that inhabited all of these regions in the Early Middle Ages.

Self-Reported Digital Literacy of the Pharmacy Workforce in North East Scotland

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Katie MacLure

2015-10-01

Full Text Available In their day-to-day practice, pharmacists, graduate (pre-registration pharmacists, pharmacy technicians, dispensing assistants and medicines counter assistants use widely available office, retail and management information systems alongside dedicated pharmacy management and electronic health (ehealth applications. The ability of pharmacy staff to use these applications at home and at work, also known as digital literacy or digital competence or e-skills, depends on personal experience and related education and training. The aim of this research was to gain insight into the self-reported digital literacy of the pharmacy workforce in the North East of Scotland. A purposive case sample survey was conducted across NHS Grampian in the NE of Scotland. Data collection was based on five items: sex, age band, role, pharmacy experience plus a final question about self-reported digital literacy. The study was conducted between August 2012 and March 2013 in 17 community and two hospital pharmacies. With few exceptions, pharmacy staff perceived their own digital literacy to be at a basic level. Secondary outcome measures of role, age, gender and work experience were not found to be clear determinants of digital literacy. Pharmacy staff need to be more digitally literate to harness technologies in pharmacy practice more effectively and efficiently.

25 October 2017 - Meeting on a South-East European International Institute for Sustainable Technologies

CERN Multimedia

Ordan, Julien Marius

2017-01-01

Meeting on a South-East European International Institute for Sustainable Technologies at CERN, organised by the Ministry of Science of Montenegro, followed by a lunch hosted by CERN Director-General F. Gianotti and a site visit to CMS counting room and S'Cool LAB.

Cooperation between West and East German gas transmission companies - an example of collaboration with Eastern European gas suppliers

International Nuclear Information System (INIS)

Geweke, J.

1994-01-01

In the future, it can be assumed there will be a new quality of co-operation between the East and the West. The tremendous growth in demand for natural gas in Europe necessitates the development of new, increasingly distant gas resources. The investment required can not be raised by a few countries on their own. A strategy is needed for all states integrated in the European natural gas transmission system. Due to their geographic location, Eastern and Southern European countries have a key role to play. Central Europe will become the heart of the international natural gas business. Then the future co-operation between East and Western Europe must be taken into account. An important prerequisite for equal partners in the European gas industry will be coordination, if natural gas is to continue to make a growing contribution to an environmentally compatible and efficient energy supply in all European states and beyond. (orig.)

Study of seismic events in the Central Part of East European Platform

Science.gov (United States)

Gorbunova, Ella; Sanina, Irina; Ivanchenko, Galina; Nesterkina, Margarita; Konstantinovskaya, Natalya

2015-04-01

A measurement system for location seismic events in the Central Part of East European Platform is situated within the Mikhnevo Geophysical Observatory of the RAS Institute of Geospheres Dynamics and consists of 12 seismic stations. One vertical station is located in the center of the group in a shaft tunnel. The other stations are located on the periphery in three concentric circles and are almost equally spaced with regard to the terrain to ensure full azimuth coverage to the maximum extent possible. The unique array identifies events with a magnitude up to 3 at the distances until 1000 km within the Central Part of East European platform. Most of the events recorded by the Mikhnevo array at a distance of 60-500 km are man-made events represented by explosions in quarries during the development of mineral deposits. Long-term seismic records of explosions in quarries have been processed for the period from 2004 to 2014 to generate a database containing standard waveforms for each quarry. Some events of unknown origin appear in the records for this period; these do not correspond to the identified seismic forms for explosions in known quarries. Epicenter coordinates for these events do not match the coordinates of the known quarries. A cosmotectonic map of the Central Part of East European Platform was compiled during the studies using the LESSA software package (Lineament Extraction and Stripe Statistical Analysis) and data on the deep crustal structure, which made it possible to define the morphostructural plan and evaluate the geodynamic conditions in the area. The deep basement structure through the sedimentary cover is expressed in the surface texture of the area under study. The region's neotectonics is closely related to the history of deep structures, in particular, aulacogens extending in different directions, which may show in the contemporary morphostructural plan, mainly as inversion and partially inherited forms. Out of events of unknown nature

East European nuclear power plant review

International Nuclear Information System (INIS)

Thomas, Steve

1993-01-01

Western public opinion regards East European nuclear power plants as inefficient and dangerous. However the plants achieve consistently good operating performances. The load factors achieved by each type of plant by country in 1991 are tabulated. These are shown to be good, especially the Hungarian plant. Load factors seem to be dependent on the type of plant rather than where they were installed. WWER 213s worked better than the WWER 320s. This was because of long shutdowns to try and bring the safety standards up to acceptable levels. RBMK performances were depressed because of a 30% derating by safety authorities on 8 out of the 15 units operating. Overall the picture in Eastern Europe is encouraging with improvements in safety related indicators such as break-down frequency whilst the plants still achieve respectable load factors. The performance of the WWER 320s is particularly encouraging. Good load factors from this type of plant in Russia, the Ukraine and Bulgaria may allow older unsafe plant to be phased out. (UK)

East-West European farm investment behaviour - The role of financial constraints and public support

Energy Technology Data Exchange (ETDEWEB)

Fertő, I.; Bakucs, Z.; Bojnec, S.; Latruffe, L.

2017-09-01

The article investigated farm investment behaviour among East (Hungarian and Slovenian) and West (French) European Union farms using individual farm accountancy panel data for the 2003-2008 period. Despite differences in farm structures, except for the presence of capital market imperfections evidenced in the East, farms’ investment behaviour was not substantially different. Farm gross investment was positively associated with real sales’ growth. In addition, it was positively associated with public investment subsidies which can mitigate capital market imperfections in the short-term. On the long run, the farm’s ability to successfully compete in the output market by selling produce and securing a sufficient cash flow for investment is crucial.

East-West European farm investment behaviour - The role of financial constraints and public support

International Nuclear Information System (INIS)

Fertő, I.; Bakucs, Z.; Bojnec, S.; Latruffe, L.

2017-01-01

The article investigated farm investment behaviour among East (Hungarian and Slovenian) and West (French) European Union farms using individual farm accountancy panel data for the 2003-2008 period. Despite differences in farm structures, except for the presence of capital market imperfections evidenced in the East, farms’ investment behaviour was not substantially different. Farm gross investment was positively associated with real sales’ growth. In addition, it was positively associated with public investment subsidies which can mitigate capital market imperfections in the short-term. On the long run, the farm’s ability to successfully compete in the output market by selling produce and securing a sufficient cash flow for investment is crucial.

The new Permian-Triassic paleomagnetic pole for the East European Platform corrected for inclination shallowing

Science.gov (United States)

Fetisova, A. M.; Veselovskiy, R. V.; Scholze, F.; Balabanov, Yu. P.

2018-01-01

The results of detailed paleomagnetic studies in seven Upper Permian and Lower Triassic reference sections of East Europe (Middle Volga and Orenburg region) and Central Germany are presented. For each section, the coefficient of inclination shallowing f (King, 1955) is estimated by the Elongation-Inclination (E-I) method (Tauxe and Kent, 2004) and is found to vary from 0.4 to 0.9. The paleomagnetic directions, corrected for the inclination shallowing, are used to calculate the new Late Permian-Early Triassic paleomagnetic pole for the East European Platform (N = 7, PLat = 52.1°, PLong = 155.8°, A95 = 6.6°). Based on this pole, the geocentric axial dipole hypothesis close to the Paleozoic/Mesozoic boundary is tested by the single plate method. The absence of the statistically significant distinction between the obtained pole and the average Permian-Triassic (P-Tr) paleomagnetic pole of the Siberian Platform and the coeval pole of the North American Platform corrected for the opening of the Atlantic (Shatsillo et al., 2006) is interpreted by us as evidence that 250 Ma the configuration of the magnetic field of the Earth was predominantly dipolar; i.e., the contribution of nondipole components was at most 10% of the main magnetic field. In our opinion, the hypothesis of the nondipolity of the geomagnetic field at the P-Tr boundary, which has been repeatedly discussed in recent decades (Van der Voo and Torsvik, 2001; Bazhenov and Shatsillo, 2010; Veselovskiy and Pavlov, 2006), resulted from disregarding the effect of inclination shallowing in the paleomagnetic determinations from sedimentary rocks of "stable" Europe (the East European platform and West European plate).

The Migration Crisis from the East-Central European Perspective: Challenges for Regional Security

Directory of Open Access Journals (Sweden)

Renata Podgórzańska

2017-12-01

Full Text Available Nowadays, the common denominator of involvement of the EastCentral Europe in the international arena, and above all, the premise determining community of interest expressed in the European Union is the migration crisis. Despite the different circumstances of activity in the context of the migration crisis, states in the region express similar opinions on the consequences of immigration for security in the region. Above all, they emphasise the implications of immigration for the internal security of states. Given the complex nature of migration, this article focuses on the phenomenon of immigration in the EU, determining the causes of the escalation of the influx of immigrants and, above all, identifying the consequences for the security of states of East-Central Europe.

European Socio-cultural Change and Generational Diversity in the Post-Soviet Workforce.

Directory of Open Access Journals (Sweden)

Madara APSALONE

2016-12-01

Full Text Available In times of increased retirement age and senior employees staying in workforce longer, successfully managing generational differences in the workforce forms an increasingly important challenge for modern day management. In many ways, generations may vary in attitudes and approaches, reflecting deeper differences in their core values. This might be particularly true for the Post-Soviet countries, where earlier generations were educated and started their careers within a completely different socio-economic system. In this study we explore differences in approaches towards values and attitudes amongst four generations of retail sector employees – starting from those, who were still to great extent exposed to pre-Soviet values, continuing with employees, who started their careers during the Soviet times, and ending with those, who were educated and entered the workforce after the collapse of the Soviet Union. 208 Latvian service employees were surveyed to assess their personal values and likelihood of dishonest and unethical behavior from four generations currently active in the workforce - Post-War generation, Early Gen X, Transition generation and Millennials. We confirmed that despite dual morality and ambiguous ethics in the Soviet Union, older generations reported higher likelihood of honest behavior than younger generations. And Post-War and Early Generation X also rated honesty and responsibility higher as their personal values. We also found significant differences between Early Generation X and the Transition generation in a post-Soviet context.

Factors Influencing the Capacity of Anticorruption Law Enforcement Bodies in South East European Countries

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Victor ALISTAR

2015-08-01

Full Text Available The main objective of this paper is to present a regional perspective regarding the independence of judiciary system, based on the magistrates’ perception. Taking into consideration that the independence of judiciary is a concept which has to be not only guaranteed by constitutional and statutory provisions, but mostly perceived as a functional reality, the present article analyses the factors which influence the capacity to act efficiently of the judicial structures in South East European countries. The article is presenting ones of explanation for low capacity to fight corruption in this region of Europe. The analyse is built on a sociological survey conducted in nine countries from the standpoint of the hierarchical relationships and of the guarantees of operational and professional independence, legislative framework, resources as well as the relationship between justice and the society. The data used in this articles provided by the study “Integrity and resistance to corruption of the law enforcement bodies in South East European countries”. The concluding remarks are based on questionnaires sent out to judges and prosecutors and emphasis cultural, managerial and functional aspects of judicial system, exposed by magistrates themself.

Lichens of neglected habitats in Eastern and East-Central European lowlands

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Jurga Motiejūnaitē

2013-12-01

Full Text Available Situation of lichens of aquatic and transient habitats in Eastern and East-Central European lowlands is discussed basing on example of several selected species: Leptogium biatorinum, Sarcosagium campestre, Steinia geophana, Verrucaria aquatilis, V. hydrela, V. praetermissa, V. xyloxena. Both habitat types are generally very much neglected in the region and all species show large spatial gaps in recording, which makes it difficult to judge both about their true distribution limits and spreading dynamics. On the other hand, targeted search through the suitable habitats and abundance of such indicate that many of these lichens are probably not uncommon in the region.

The Joint Action on Health Workforce Planning and Forecasting: Results of a European programme to improve health workforce policies.

Science.gov (United States)

Kroezen, Marieke; Van Hoegaerden, Michel; Batenburg, Ronald

2018-02-01

Health workforce (HWF) planning and forecasting is faced with a number of challenges, most notably a lack of consistent terminology, a lack of data, limited model-, demand-based- and future-based planning, and limited inter-country collaboration. The Joint Action on Health Workforce Planning and Forecasting (JAHWF, 2013-2016) aimed to move forward on the HWF planning process and support countries in tackling the key challenges facing the HWF and HWF planning. This paper synthesizes and discusses the results of the JAHWF. It is shown that the JAHWF has provided important steps towards improved HWF planning and forecasting across Europe, among others through the creation of a minimum data set for HWF planning and the 'Handbook on Health Workforce Planning Methodologies across EU countries'. At the same time, the context-sensitivity of HWF planning was repeatedly noticeable in the application of the tools through pilot- and feasibility studies. Further investments should be made by all actors involved to support and stimulate countries in their HWF efforts, among others by implementing the tools developed by the JAHWF in diverse national and regional contexts. Simultaneously, investments should be made in evaluation to build a more robust evidence base for HWF planning methods. Copyright © 2017 Elsevier B.V. All rights reserved.

Psychosocial Hazard Analysis in a Heterogeneous Workforce: Determinants of Work Stress in Blue- and White-Collar Workers of the European Steel Industry.

Science.gov (United States)

Metzler, Yannick Arnold; Bellingrath, Silja

2017-01-01

The European steel industry's workforce is highly heterogeneous and consists of various occupational groups, presumably facing different psychosocial stressors. The few existing studies on the subject mainly focused on physical constraints of blue-collar workers, whereas the supposable psychosocial workload received only little research attention. This is remarkable considering the challenges associated with statutory required risk assessment of psychosocial hazards. Valid measures of hazard analysis must account for various stressors and reliably identify them, also between occupational groups. The present study, based on a sample of blue- and white-collar workers ( N  = 124) from the European steel industry, aims to provide a first insight into psychosocial stressors and strain at work in this rarely researched industrial sector. Furthermore, two well-known theoretical roadmaps in job analysis are examined regarding their utility for risk assessment in heterogeneous workforces: the German standard version of the Copenhagen Psychosocial Questionnaire (COPSOQ) and the short version of the effort-reward imbalance questionnaire. Hierarchical multiple regression analyses revealed that the COPSOQ was better suited to predict various strain indices in the present sample. Especially stressors relating to socioemotional aspects, such as work-privacy conflict, revealed a reasonable impact, indicating the need for comprehensive solutions at the organizational level instead of solutions focusing on single workplaces. To conclude, a broadly diversified and validated approach in psychosocial risk assessment is needed to adequately assess the variety of psychosocial factors at work and in different occupational groups.

The political economy of energy use and pollution: the environmental effects of East-European transition to market economy

Energy Technology Data Exchange (ETDEWEB)

Midttun, A.; Chander, I. [Norwegian School of Management, Sandvicka (Norway)

1998-11-01

The transition of Eastern Europe to Western-type liberal capitalism has been interpreted as an important step towards a more ecologically sustainable Europe. The main argument has been that the energy efficiency of the West-European economy will be imported to Eastern Europe and lead to lower energy consumption and lower pollution. This line of argumentation seems sound as far as the industrial sector is concerned. However, it does not take into consideration the energy and pollution bill of the lavish lifestyle of modern consumer-oriented societies. A shift away from the moderate private consumption of East-European Communism, towards the Western consumerist lifestyle may diminish or even abolish the positive ecological effects of the East-European transition to a competitive market economy. The article explores energy consumption and pollution patterns of Eastern and Western Europe both as far as industrial and domestic end-user consumption is concerned. The article argues that these patterns are related to basic characteristics of the communist and capitalist systems and that pollution and energy use are fundamentally conditioned by the overall political economy. 18 refs., 14 figs., 1 tab., 1 app.

Relations among Ethnic Identity, Parenting Style, and Adolescent Psychosocial Outcomes in European American and East Indian Immigrants.

Science.gov (United States)

Bhadha, Bakhtawar

The challenges of identity formation are particularly difficult for minority youth because of the clash of traditional culture and the host culture. This study examined the effects of parenting style, acculturation, and parent and adolescent ethnic identity on the self-esteem and school performance of East Indian and European American adolescents.…

Iris pigmentation as a quantitative trait: variation in populations of European, East Asian and South Asian ancestry and association with candidate gene polymorphisms.

Science.gov (United States)

Edwards, Melissa; Cha, David; Krithika, S; Johnson, Monique; Cook, Gillian; Parra, Esteban J

2016-03-01

In this study, we present a new quantitative method to measure iris colour based on high-resolution photographs. We applied this method to analyse iris colour variation in a sample of individuals of East Asian, European and South Asian ancestry. We show that measuring iris colour using the coordinates of the CIELAB colour space uncovers a significant amount of variation that is not captured using conventional categorical classifications, such as 'brown', 'blue' or 'green'. We tested the association of a selected panel of polymorphisms with iris colour in each population group. Six markers showed significant associations with iris colour in the European sample, three in the South Asian sample and two in the East Asian sample. We also observed that the marker HERC2 rs12913832, which is the main determinant of 'blue' versus 'brown' iris colour in European populations, is also significantly associated with central heterochromia in the European sample. © 2015 The Authors. Pigment Cell & Melanoma Research Published by John Wiley & Sons Ltd.

11th Congress of South-East European Studies. Sofia 2015

Directory of Open Access Journals (Sweden)

Mirella Korzeniewska-Wiszniewska

2015-12-01

Full Text Available 11th Congress of South-East European Studies. Sofia 2015 The 11th Congress of South-East European Studies took place in Sofia, Bulgaria, between 31 August and 4 September 2015. It was organised by the International Association for Southeast European Studies (orig. in French: AIESEE – Associacion Internationale d’ Études du Sud-Est Européen. South-Eastern Europe is an area looked upon by world powers with a large amount of ambivalence. As the region’s states are not considered to be key global players, the events that occur in this part of the continent draw interest that is cyclical in nature and that is usually triggered by cyclical issues, too. Though relatively small, the area has been a point of interest for many researchers for over 100 years due to its ethnic diversity and the related inherent multi-nationality the scale of which is not encountered anywhere else in Europe. The cultural, linguistic, and religious pluralism of this region often produces specific social amalgams. With the cyclical interest aside, for a little more than a century the main European (and not only European political powers have been making efforts to exert influence in the region, understanding the significance of its geographic location, where East meets West. Regardless of the changing dynamics of interest in South-Eastern Europe, the region will certainly remain one of the most fascinating focus areas for researchers and academics across the world, who will meet again not in five, but in four years at another congress this time to be held in Romanian Constanţa to discuss issues and topics related to this corner of the world.   11. Kongres AIESEE, Sofia 2015 W dniach od 31 sierpnia do 4 września 2015 r. w Sofii (Bułgaria odbył się 11 Kongres Studiów nad Europą Południowo-Wschodnią, zorganizowany przez Międzynarodowe Stowarzyszenie Studiów nad Europą Południowo-Wschodnią (AIESEE - Associacion Internationale d’ Études du Sud-Est Europ

The Image of the East-Central European in Rose Tremain’s The Road Home

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Harasztos Ágnes

2015-12-01

Full Text Available In Rose Tremain’s The Road Home, the culture clash of the British and the East-Central European is portrayed through a complex symbolism centred on images of food, consumption and waste. This literary representation may shed light on British literary auto-images, as well as hetero-images of the Eastern European immigrant. The novel’s presentation of this culture shock is defined by the cultural historical and economic circumstances of the parties. Food and material provide the symbolic sphere where the relationship between Britain and East-Central Europe is characterized in terms of capitalist worldview as opposed to a post-communist existence. William Shakespeare’s Hamlet is the most important intertext for Tremain’s novel. Hamlet is obsessed with the vulnerability of material in light of the spiritual value attached to it in the form of human soul. Stephen Greenblatt’s ideas on food, waste and the Christian belief in divine existence residing in material objects - ideas that originate in early modern times - shed light on the motif of material and food in The Road Home. Seen through the symbolism of food and the idea of differing values being attached to matter, the narrative identity of Lev, the protagonist of Tremain’s work, experiences drastic change due to his encounter with the capitalist, British ‘other’.

Short communication: East-West European farm investment behaviour - The role of financial constraints and public support

Directory of Open Access Journals (Sweden)

Imre Fertő

2017-04-01

Full Text Available The article investigated farm investment behaviour among East (Hungarian and Slovenian and West (French European Union farms using individual farm accountancy panel data for the 2003-2008 period. Despite differences in farm structures, except for the presence of capital market imperfections evidenced in the East, farms’ investment behaviour was not substantially different. Farm gross investment was positively associated with real sales’ growth. In addition, it was positively associated with public investment subsidies which can mitigate capital market imperfections in the short-term. On the long run, the farm’s ability to successfully compete in the output market by selling produce and securing a sufficient cash flow for investment is crucial.

Sultanate of Oman: building a dental workforce.

Science.gov (United States)

Gallagher, Jennifer E; Manickam, Sivakumar; Wilson, Nairn H F

2015-06-22

A medium- and long-term perspective is required in human resource development to ensure that future needs and demands for oral healthcare are met by the most appropriate health professionals. This paper presents a case study of the Sultanate of Oman, one of the Gulf States with a current population of 3.8 million, which has initiated dental training through the creation of a dental college. The objectives of this paper are first to describe trends in the dental workforce in Oman from 1990 to date and compare the dental workforce with its medical counterparts in Oman and with other countries, and second, to consider future dental workforce in the Sultanate. Data were collected from published sources, including the Ministry of Health (MoH), Ministry of Manpower (MoM), and Ministry of National Economy (MoNE)-Sultanate of Oman; the World Health Organization (WHO); World Bank; and the Central Intelligence Agency (CIA). Dentist-to-population ratios were compared nationally, regionally and globally for medicine and dentistry. Dental graduate outputs were mapped onto the local supply. Future trends were examined using population growth predictions, exploring the expected impact in relation to global, regional and European workforce densities. Population growth in Oman is increasing at a rate of over 2% per year. Oman has historically been dependent upon an expatriate dental workforce with only 24% of the dentist workforce Omani in 2010 (n = 160). Subsequent to Oman Dental College (ODC) starting to qualify dental (BDS) graduates in 2012, there is an increase in the annual growth of the dentist workforce. On the assumption that all future dental graduates from ODC have an opportunity to practise in Oman, ODC graduates will boost the annual Omani dentist growth rate starting at 28% per annum from 2012 onwards, building capacity towards global (n = 1711) and regional levels (Gulf State: n = 2167) in the medium term. The output of dental graduates from Oman Dental College is

Experimental infection of pigs with two East European variants of Type 1 PRRSV

DEFF Research Database (Denmark)

Hjulsager, Charlotte Kristiane; Larsen, Lars Erik; Heegaard, Peter M. H.

Porcine reproductive and respiratory syndrome viruses (PRRSV) have been divided into Type 1 (European) and Type 2 (North American) viruses. PRRSV are very diverse and Type 1 viruses have even been further divided into subtypes. While Type 1 viruses from Western Europe belong to subtype 1, viruses...... the subtype 1 strains. The aim of this project was to study the infection dynamics and clinical and pathological impact of two east European Type 1 strains. In an experimental trial, infection of pigs with the Russian subtype 2 strain “Ili6” and the Belarusian atypical isolate “Bor59” were compared...... to an early “Lelystad-like” Danish subtype 1 isolate “18794”. Groups of seven pigs of unique high sanitary status were infected with one of the three PRRSV isolates, and a fourth group served as sham-inoculated controls. The pigs were monitored for 24 days, and nasal swabs and blood samples were taken at 0, 3...

European land CO2 sink influenced by NAO and East-Atlantic Pattern coupling

Science.gov (United States)

Bastos, Ana; Janssens, Ivan A.; Gouveia, Célia M.; Trigo, Ricardo M.; Ciais, Philippe; Chevallier, Frédéric; Peñuelas, Josep; Rödenbeck, Christian; Piao, Shilong; Friedlingstein, Pierre; Running, Steven W.

2016-01-01

Large-scale climate patterns control variability in the global carbon sink. In Europe, the North-Atlantic Oscillation (NAO) influences vegetation activity, however the East-Atlantic (EA) pattern is known to modulate NAO strength and location. Using observation-driven and modelled data sets, we show that multi-annual variability patterns of European Net Biome Productivity (NBP) are linked to anomalies in heat and water transport controlled by the NAO–EA interplay. Enhanced NBP occurs when NAO and EA are both in negative phase, associated with cool summers with wet soils which enhance photosynthesis. During anti-phase periods, NBP is reduced through distinct impacts of climate anomalies in photosynthesis and respiration. The predominance of anti-phase years in the early 2000s may explain the European-wide reduction of carbon uptake during this period, reported in previous studies. Results show that improving the capability of simulating atmospheric circulation patterns may better constrain regional carbon sink variability in coupled carbon-climate models. PMID:26777730

Dynamics of Indian Ocean Slavery Revealed through Isotopic Data from the Colonial Era Cobern Street Burial Site, Cape Town, South Africa (1750-1827)

OpenAIRE

Kootker, Lisette M.; Mbeki, Linda; Morris, Alan G.; Kars, Henk; Davies, Gareth R.

2016-01-01

The Dutch East India Company (VOC) intended the Cape of Good Hope to be a refreshment stop for ships travelling between the Netherlands and its eastern colonies. The indigenous Khoisan, however, did not constitute an adequate workforce, therefore the VOC imported slaves from East Africa, Madagascar and Asia to expand the workforce. Cape Town became a cosmopolitan settlement with different categories of people, amongst them a non-European underclass that consisted of slaves, exiles, convicts a...

Fundamental Flaws in the Architecture of the European Central Bank: The Possible End of the Euro Zone and its Effects to East African Community (EAC Countries

Directory of Open Access Journals (Sweden)

Nothando Moyo

2014-09-01

Full Text Available European countries embarked on a European integration programme that saw the formation of the Euro, which has emerged as a major currency (Blair, 1999 that was introduced in 1998. With the Euro, came the establishment of the European Central Bank. Thus this study seeks to investigate the flaws in the formation of the European Central Bank that surfaced during the major economic crisis in Europe. The crisis revealing the gaps in the formation and structure of the European central bank have created major challenges for the Economic and Monetary Union (EMU. Through an extant review of literature the study will examine the East African Community Countries, investigating the ties they have to the euro zone to analyse how the crisis has affected them. Furthermore, the study will analyse what would happen to the growth patterns of the East African Countries and the various prospects they may have should the Eurozone come to an end.

Humic substances elemental composition of selected taiga and tundra soils from Russian European North-East

Directory of Open Access Journals (Sweden)

Lodygin Evgeny

2017-06-01

Full Text Available Soils of Russian European North were investigated in terms of stability and quality of organic matter as well as in terms of soils organic matter elemental composi­tion. Therefore, soil humic acids (HAs, extracted from soils of different natural zones of Russian North-East were studied to characterize the degree of soil organic matter stabilization along a zonal gradient. HAs were extracted from soil of different zonal environments of the Komi Republic: south, middle and north taiga as well as south tundra. Data on elemental composition of humic acids and fulvic acids (FAs extracted from different soil types were obtained to assess humus formation mechanisms in the soils of taiga and tundra of the European North-East of Russia. The specificity of HAs elemental composition are discussed in relation to environmental conditions. The higher moisture degree of taiga soils results in the higher H/C ratio in humic substances. This reflects the reduced microbiologic activity in Albeluvisols sods and subsequent conser­vation of carbohydrate and amino acid fragments in HAs. HAs of tundra soils, shows the H/C values decreasing within the depth of the soils, which reflects increasing of aromatic compounds in HA structure of mineral soil horizons. FAs were more oxidized and contains less carbon while compared with the HAs. Humic acids, extracted from soil of different polar and boreal environments differ in terms of elemental composition winch reflects the climatic and hydrological regimes of humification.

Structure of the lithosphere below the southern margin of the East European Craton (Ukraine and Russia) from gravity and seismic data.

NARCIS (Netherlands)

Yegorova, T.P.; Stephenson, R.A.; Kostyuchenko, S.L.; Baranova, E.P.; Starostenko, V.I.; Popolitov, K.E.

2004-01-01

The present study was undertaken with the objective of deriving constraints from available geological and geophysical data for understanding the tectonic setting and processes controlling the evolution of the southern margin of the East European Craton (EEC). The study area includes the inverted

The relationship between skinfold thickness and body mass index in North European Caucasian and East Asian women with anorexia nervosa: implications for diagnosis and management.

Science.gov (United States)

Soh, Nerissa L; Touyz, Stephen; Dobbins, Timothy A; Clarke, Simon; Kohn, Michael R; Lee, Ee Lian; Leow, Vincent; Ung, Ken E K; Walter, Garry

2009-01-01

To investigate the relationship between skinfold thickness and body mass index (BMI) in North European Caucasian and East Asian young women with and without anorexia nervosa (AN) in two countries. Height, weight and skinfold thicknesses were assessed in 137 young women with and without AN, in Australia and Singapore. The relationship between BMI and the sum of triceps, biceps, subscapular and iliac crest skinfolds was analysed with clinical status, ethnicity, age and country of residence as covariates. For the same BMI, women with AN had significantly smaller sums of skinfolds than women without AN. East Asian women both with and without AN had significantly greater skinfold sums than their North European Caucasian counterparts after adjusting for BMI. Lower BMI goals may be appropriate when managing AN patients of East Asian ancestry and the weight for height diagnostic criterion should be reconsidered for this group.

Strengthening stakeholder involvement in health workforce governance: why we need to talk about power.

Science.gov (United States)

Kuhlmann, Ellen; Burau, Viola

2018-01-01

There is now widespread agreement on the benefits of an integrated, people-centred health workforce, but the implementation of new models is difficult. We argue that we need to think about stakeholders and power, if we want to ensure change in the health workforce. We discuss these issues from a governance perspective and suggest a critical approach to stakeholder involvement as an indicator of good governance. Three models of involving stakeholders in health workforce governance can be identified: corporatist professional involvement either in a continental European model of conservative corporatism or in a Nordic model of public corporatism; managerialist and market-centred involvement of professions as organizational agents; and a more inclusive, network-based involvement of plural professional experts at different levels of governance. The power relations embedded in these models of stakeholder involvement have different effects on capacity building for an integrated health workforce.

Making them fit to help themselves? Safety engineering partnerships with East European nuclear power plant operators

International Nuclear Information System (INIS)

Sobottka, H.

1997-01-01

The low technological standard of nuclear power plants in East Europe is a matter of concern. NPP operators are in a bad financial situation as they often are compelled to sell their electricity below cost price, or payment increasingly is delayed, or not coming in at all. Special EU programmes and partnership agreements with West European electricity companies have been instigated in order to lead out of the crisis. Will they remain no more than a pebble dropped into the sea? (orig.) [de

European Union and oil

International Nuclear Information System (INIS)

Paillard, Christophe Alexandre

2004-01-01

In a context of oil price increase, problems about a Russian oil company (Loukos), and uncertainties in the Middle-East, the possibility of a new oil shock is a threat for Europe, and raises the issue of a true European energy policy which would encompass, not only grid development, environmental issues or market regulation issues, but also strategic issues related to energy supply security. This article proposes an overview of the European policy: first steps for a future European energy and oil policy in the green paper of the European Commission published in November 2000, issues of pollution and safety for hydrocarbon maritime transport. The article then examines the possibility of a third oil shock due to a crisis in the Middle East, and discusses whether European must have strategic stocks to face an outage of oil supplies

Electromagnetic study of lithospheric structure in the marginal zone of East European Craton in NW Poland

Science.gov (United States)

Jóźwiak, Waldemar

2013-10-01

The marginal zone of the East European Platform, an area of key importance for our understanding of the geotectonic history of Europe, has been a challenge for geophysicists for many years. The basic research method is seismic survey, but many important data on physical properties and structure of the lithosphere may also be provided by the electromagnetic methods. In this paper, results of deep basement study by electromagnetic methods performed in Poland since the mid-1960s are presented. Over this time, several hundred long-period soundings have been executed providing an assessment of the electric conductivity distribution in the crust and upper mantle. Numerous 1D, 2D, and pseudo-3D electric conductivity models were constructed, and a new interpretation method based on Horizontal Magnetic Tensor analysis has been applied recently. The results show that the contact zone is of lithospheric discontinuity character and there are distinct differences in geoelectric structures between the Precambrian Platform, transitional zone (TESZ), and the Paleozoic Platform. The wide-spread conducting complexes in the crust with integral conductivity values reaching 10 000 S at 20-30 km depths are most spectacular. They are most likely consequences of geological processes related to Caledonian and Variscan orogenesis. The upper mantle conductivity is also variable, the thickness of high-resistive lithospheric plates ranging from 120-140 km under the Paleozoic Platform to 220-240 km under the East European Platform.

Simultaneous determination of seven informative Y chromosome SNPs to differentiate East Asian, European, and African populations.

Science.gov (United States)

Muro, Tomonori; Iida, Reiko; Fujihara, Junko; Yasuda, Toshihiro; Watanabe, Yukina; Imamura, Shinji; Nakamura, Hiroaki; Kimura-Kataoka, Kaori; Yuasa, Isao; Toga, Tomoko; Takeshita, Haruo

2011-05-01

Identification of the population origin of an individual is very useful for crime investigators who need to narrow down a suspect based on specimens left at a crime scene. Single nucleotide polymorphisms of the Y chromosome (Y-SNPs) are a class of markers of interest to forensic investigators because many of the markers indicate regional specificity, thus providing useful information about the geographic origin of a subject. We selected seven informative Y-SNPs (M168, M130, JST021355, M96, P126, P196, and P234) to differentiate the three major population groups (East Asian, European, and African) and used them to develop forensic application. SNP genotyping was carried out by multiplex PCR reaction and multiplex single base extension (MSBE) reaction followed by capillary electrophoresis of extension products. This method can be used to assign a haplogroup from both degraded male DNA samples and DNA samples containing a mixture of female and male DNA through PCR primers that generate small amplicons (less than about 150 bp) and are highly specific for targets on the Y chromosome. The allelic state of each marker was definitively determined from a total of 791 males from the three major population groups. As expected, samples from the three major population groups showed Y-haplogroups common in the region of provenance: Y haplogroups C, D, and O for East Asians; IJ and R1 for Europeans; and AB and E for Africans. Published by Elsevier Ireland Ltd.

Health Workforce Planning

Science.gov (United States)

Al-Sawai, Abdulaziz; Al-Shishtawy, Moeness M.

2015-01-01

In most countries, the lack of explicit health workforce planning has resulted in imbalances that threaten the capacity of healthcare systems to attain their objectives. This has directed attention towards the prospect of developing healthcare systems that are more responsive to the needs and expectations of the population by providing health planners with a systematic method to effectively manage human resources in this sector. This review analyses various approaches to health workforce planning and presents the Six-Step Methodology to Integrated Workforce Planning which highlights essential elements in workforce planning to ensure the quality of services. The purpose, scope and ownership of the approach is defined. Furthermore, developing an action plan for managing a health workforce is emphasised and a reviewing and monitoring process to guide corrective actions is suggested. PMID:25685381

Regional health workforce monitoring as governance innovation: a German model to coordinate sectoral demand, skill mix and mobility.

Science.gov (United States)

Kuhlmann, E; Lauxen, O; Larsen, C

2016-11-28

As health workforce policy is gaining momentum, data sources and monitoring systems have significantly improved in the European Union and internationally. Yet data remain poorly connected to policy-making and implementation and often do not adequately support integrated approaches. This brings the importance of governance and the need for innovation into play. The present case study introduces a regional health workforce monitor in the German Federal State of Rhineland-Palatinate and seeks to explore the capacity of monitoring to innovate health workforce governance. The monitor applies an approach from the European Network on Regional Labour Market Monitoring to the health workforce. The novel aspect of this model is an integrated, procedural approach that promotes a 'learning system' of governance based on three interconnected pillars: mixed methods and bottom-up data collection, strong stakeholder involvement with complex communication tools and shared decision- and policy-making. Selected empirical examples illustrate the approach and the tools focusing on two aspects: the connection between sectoral, occupational and mobility data to analyse skill/qualification mixes and the supply-demand matches and the connection between monitoring and stakeholder-driven policy. Regional health workforce monitoring can promote effective governance in high-income countries like Germany with overall high density of health workers but maldistribution of staff and skills. The regional stakeholder networks are cost-effective and easily accessible and might therefore be appealing also to low- and middle-income countries.

Building allied health workforce capacity: a strategic approach to workforce innovation.

Science.gov (United States)

Somerville, Lisa; Davis, Annette; Elliott, Andrea L; Terrill, Desiree; Austin, Nicole; Philip, Kathleen

2015-06-01

The aim of the present study was to identify areas where allied health assistants (AHAs) are not working to their full scope of practice in order to improve the effectiveness of the allied health workforce. Qualitative data collected via focus groups identified suitable AHA tasks and a quantitative survey with allied health professionals (AHPs) measured the magnitude of work the current AHP workforce spends undertaking these tasks. Quantification survey results indicate that Victoria's AHP workforce spends up to 17% of time undertaking tasks that could be delegated to an AHA who has relevant training and adequate supervision. Over half this time is spent on clinical tasks. The skills of AHAs are not being optimally utilised. Significant opportunity exists to reform the current allied health workforce. Such reform should result in increased capacity of the workforce to meet future demands.

Workforce Planning in Complex Organizations

National Research Council Canada - National Science Library

2004-01-01

...) civilian acquisition workforces. The greater need for workforce planning is expected to arise from an unusually heavy workforce turnover, itself due to a large number of expected retirements among older employees in a workforce...

Is surgical workforce diversity increasing?

Science.gov (United States)

Andriole, Dorothy A; Jeffe, Donna B; Schechtman, Kenneth B

2007-03-01

We sought to determine the extent to which recent increases in levels of gender and racial diversity in the overall resident-physician workforce were evident among core-surgical specialty resident workforces. Chi-square tests for trend assessed the importance of changes from 1996 to 2004 in proportions of women and African Americans in the surgery-resident workforce. Surgery-resident trends were compared with overall resident workforce trends using two-tailed t-tests to compare regression slopes that quantified rates of change over time. Chi-square tests assessed differences between proportions of women and African Americans in the current overall board-certified workforce and their proportions in the surgery board-certified workforce. From 1996 to 2004, proportions of women increased in all seven surgical specialties studied. Compared with the overall trend toward increasing proportions of women in the resident workforce, the trend in one surgical specialty was larger (obstetrics/gynecology, p 0.05), and two were smaller (each p 0.05). Proportions of African Americans decreased in three specialties (each p workforce, except obstetrics/gynecology, remained lower than in the overall board-certified workforce (each p workforces have persisted since 1996 and will likely perpetuate ongoing surgery board-certified workforce disparities.

Development of Europe's gas hubs: Implications for East Asia

Directory of Open Access Journals (Sweden)

Xunpeng Shi

2016-10-01

Full Text Available Gas trading hubs have been initially developed in the US in 1980s, UK in 1990s, more recently in European in the 2000s and mulled in East Asia now. Due to its freshness and diversification in nationality, governance and culture, the European hub experience can offer valuable lessons for East Asia. This paper seeks to advance understanding of gas hub development in Europe and provide lessons for East Asia. The European experience highlights that market liberalization and transition of gas pricing mechanism are necessary in creating the competitive markets that are needed for functional gas hubs. Political will and regulations further safeguard the competition environment needed for hub development. Natural factors, such as significant domestic production and culture could have a significant impact on the hub development and transition of pricing mechanism. In East Asia, the path to gas trading hubs might be more difficult than in Europe but a growing market creates an opportunity to start new terms with new contracts. Nevertheless, East Asian needs to work hard to development its indigenous gas or LNG trading hubs.

Workforce planning for DOE/EM: Assessing workforce demand and supply

Energy Technology Data Exchange (ETDEWEB)

Lewis, R.E.; Ulibarri, C.A.

1993-10-01

The US Department of Energy (DOE) has committed to bringing its facilities into regulatory compliance and restoring the environment of sites under its control by the year 2019. Responsibility for accomplishing this goal is vested with the Office of Environmental Restoration and Waste Management (EM). Concerns regarding the availability of workers with the necessary technical skills and the prospect of retraining workers from other programs within DOE or other industries are addressed in this report in several ways. First, various workforce projections relevant to EM occupations are compared to determine common findings and resolve inconsistencies. Second, case studies, interviews, and published data are used to examine the potential availability of workers for these occupations via occupational mobility, training/retraining options, and salary adjustments. Third, demand and supply factors are integrated in a framework useful for structuring workforce analyses. The analyses demonstrate that workforce skills are not anticipated to change due to the change in mission; science, engineering, and technician occupations tend to be mobile within and across occupational categories; experience and on-the-job training are more crucial to issues of worker supply than education; and, the clarity of an organization`s mission, budget allocation process, work implementation and task assignment systems are critical determinants of both workforce need and supply. DOE is encouraged to create a more stable platform for workforce planning by resolving organizational and institutional hindrances to accomplishing work and capitalizing on workforce characteristics besides labor {open_quotes}supply{close_quotes} and demographics.

Pass-Through of Exchange Rates to Domestic Prices in East European Countries and the Role of Economic Enviroment

OpenAIRE

Martins Bitans

2004-01-01

The paper examines the exchange rate pass-through in a set of 13 East European countries during the period of 1993–2003. The pass-through estimates are derived from a recursive VAR model in first differences, and the impact of exchange rate changes on both producer and consumer prices is studied. The estimates obtained for two sub-sample periods generally show an incomplete pass-through over a two-year horizon. In addition, the results imply a considerable cross-country variation and suggest ...

Interconnections between economic subsystems and the IT innovation in avoiding unpredictable effects of finance reforms in East-European Countries

Directory of Open Access Journals (Sweden)

Teodora ALECU

2009-07-01

Full Text Available The tax measures are rapidly changing in East-European countries. The permanence is a concept rarely put in practice. The changes of fiscal policy are usually important, affecting the whole finance system and the investors need to adapt to these various changes. Under such circumstances, the management of information of any kind regarding the activity of investors becomes very important, the information gathered represent a statistic proof of the effects of the economic and finance reforms.

77 FR 36549 - Nursing Workforce Diversity Invitational Summit-“Nursing in 3D: Workforce Diversity, Health...

Science.gov (United States)

2012-06-19

... Workforce Diversity Invitational Summit--``Nursing in 3D: Workforce Diversity, Health Disparities, and..., Division of Nursing, will host an invitational summit that focuses on Nursing Workforce Diversity (NWD..., thought leaders, and key workforce diversity stakeholders to identify the full range of academic and...

The Chameleon Workforce

DEFF Research Database (Denmark)

Marfelt, Mikkel Mouritz

, cultural, professional, etc.). This PhD dissertation studies this phenomenon, ‘a diverse workforce’, in a large Scandinavian pharmaceutical company. The dissertation follows the Diverse and Global Workforce (DGW) project, a ‘headquarter centric’ and strategic corporate initiative to address the rapid......Due to advancements in technology and the expansion of companies onto a global level, organizations have become increasingly aware of the need to understand and manage diverse workforces; that is, the need to understand and manage differences among employees across borders (such as geographical...... global expansion of the company workforce....

Smart Specialization of Workforce Structure in the European Union Countries – Dynamic Analysis Applying Shift-Share Analysis Method

OpenAIRE

Sobczak Elżbieta

2013-01-01

The performed research also allowed for the identification different kinds of workforce structure characterized by smart specialization (significant share of workforce in high-tech manufacturing sector or high-tech services sector) and the assessment of generated structural and competitive effects. Przeprowadzone badania pozwoliły na identyfikację różnych rodzajów struktur pracujących cechujących się inteligentną specjalizacją (znaczący udział pracujących w sektorze przemysłu wysokiej tech...

Restraint and eating concern in North European and East Asian women with and without eating disorders in Australia and Singapore.

Science.gov (United States)

Soh, Nerissa Li-Wey; Touyz, Stephen; Dobbins, Timothy A; Surgenor, Lois J; Clarke, Simon; Kohn, Michael R; Lee, Ee Lian; Leow, Vincent; Rieger, Elizabeth; Ung, Ken Eng Khean; Walter, Garry

2007-06-01

To investigate eating disorder psychopathology, restraint and eating concern in young women with and without an eating disorder from two different ethnic groups in Australia and Singapore. The relationship of Eating Disorder Examination Questionnaire Global, Restraint and Eating Concern scores to cultural orientation and sociocultural factors was analysed in 154 women with and without an eating disorder. Participants were from the following backgrounds: North European Australian, East Asian Australian, Singaporean Chinese and North European expatriates in Singapore. Women with eating disorders had similar psychopathology across the cultural groups. Among controls, Singaporean Chinese reported significantly greater overall eating disorder psychopathology than other cultural groups and greater restraint than North European Australians/expatriates. Eating concern was not associated with cultural group overall or acculturation to Western culture. Dissatisfaction with family functioning, socioeconomic status and education level were not significantly associated with any of the eating disorder measures. In eating disorder psychopathology, the specific symptom of eating concern may transcend cultural influences.

A welcoming policy in post-socialist East Germany

Directory of Open Access Journals (Sweden)

Anna Steigemann

2016-01-01

Full Text Available Apparently, East European countries are less willing to accept refugees than other European countries. Their experience of ethnic and cultural diversity is weak and a genuine welcome has still to be developed.

A Predominantly Neolithic Origin for European Paternal Lineages

Science.gov (United States)

Balaresque, Patricia; Bowden, Georgina R.; Adams, Susan M.; Leung, Ho-Yee; King, Turi E.; Rosser, Zoë H.; Goodwin, Jane; Moisan, Jean-Paul; Richard, Christelle; Millward, Ann; Demaine, Andrew G.; Barbujani, Guido; Previderè, Carlo; Wilson, Ian J.; Tyler-Smith, Chris; Jobling, Mark A.

2010-01-01

The relative contributions to modern European populations of Paleolithic hunter-gatherers and Neolithic farmers from the Near East have been intensely debated. Haplogroup R1b1b2 (R-M269) is the commonest European Y-chromosomal lineage, increasing in frequency from east to west, and carried by 110 million European men. Previous studies suggested a Paleolithic origin, but here we show that the geographical distribution of its microsatellite diversity is best explained by spread from a single source in the Near East via Anatolia during the Neolithic. Taken with evidence on the origins of other haplogroups, this indicates that most European Y chromosomes originate in the Neolithic expansion. This reinterpretation makes Europe a prime example of how technological and cultural change is linked with the expansion of a Y-chromosomal lineage, and the contrast of this pattern with that shown by maternally inherited mitochondrial DNA suggests a unique role for males in the transition. PMID:20087410

Depression and emotional reactivity: variation among Asian Americans of East Asian descent and European Americans.

Science.gov (United States)

Chentsova-Dutton, Yulia E; Chu, Joyce P; Tsai, Jeanne L; Rottenberg, Jonathan; Gross, James J; Gotlib, Ian H

2007-11-01

Studies of Western samples (e.g., European Americans [EAs]) suggest that depressed individuals tend to show diminished emotional reactivity (J. G. Gehricke & A. J. Fridlund, 2002; G. E. Schwartz, P. L. Fair, P. Salt, M. R. Mandel, & G. L. Klerman, 1976a, 1976b). Do these findings generalize to individuals oriented to other cultures (e.g., East Asian cultures)? The authors compared the emotional reactions (i.e., reports of emotional experience, facial behavior, and physiological reactivity) of depressed and nondepressed EAs and Asian Americans of East Asian descent (AAs) to sad and amusing films. Their results were consistent with previous findings: Depressed EAs showed a pattern of diminished reactivity to the sad film (less crying, less intense reports of sadness) compared with nondepressed participants. In contrast, depressed AAs showed a pattern of heightened emotional reactivity (greater crying) compared with nondepressed participants. Across cultural groups, depressed and nondepressed participants did not differ in their reports of amusement or facial behavior during the amusing film. Physiological reactivity to the film clips did not differ between depressed and control participants for either cultural group. Thus, although depression may influence particular aspects of emotional reactivity across cultures (e.g., crying), the specific direction of this influence may depend on prevailing cultural norms regarding emotional expression. (c) 2007 APA

Tracking the workforce: the American Society of Clinical Oncology workforce information system.

Science.gov (United States)

Kirkwood, M Kelsey; Kosty, Michael P; Bajorin, Dean F; Bruinooge, Suanna S; Goldstein, Michael A

2013-01-01

In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. THE WIS REPORT IS COMPOSED OF THREE SECTIONS: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages.

Tracking the Workforce: The American Society of Clinical Oncology Workforce Information System

Science.gov (United States)

Kirkwood, M. Kelsey; Kosty, Michael P.; Bajorin, Dean F.; Bruinooge, Suanna S.; Goldstein, Michael A.

2013-01-01

Purpose: In anticipation of oncologist workforce shortages projected as part of a 2007 study, the American Society of Clinical Oncology (ASCO) worked with a contractor to create a workforce information system (WIS) to assemble the latest available data on oncologist supply and cancer incidence and prevalence. ASCO plans to publish findings annually, reporting on new data and tracking trends over time. Methods: The WIS report is composed of three sections: supply, new entrants, and cancer incidence and prevalence. Tabulations of the number of oncologists in the United States are derived mainly from the American Medical Association Physician Masterfile. Information on fellows and residents in the oncology workforce pipeline come from published sources such as Journal of the American Medical Association. Incidence and prevalence estimates are published by the American Cancer Society and National Cancer Institute. Results: The WIS reports a total of 13,084 oncologists working in the United States in 2011. Oncologists are defined as those physicians who designate hematology, hematology/oncology, or medical oncology as their specialty. The WIS compares the characteristics of these oncologists with those of all physicians and tracks emerging trends in the physician training pipeline. Conclusion: Observing characteristics of the oncologist workforce over time allows ASCO to identify, prioritize, and evaluate its workforce initiatives. Accessible figures and reports generated by the WIS can be used by ASCO and others in the oncology community to advocate for needed health care system and policy changes to help offset future workforce shortages. PMID:23633965

Poland’s Trade with East Asia: An Outlier Approach

Directory of Open Access Journals (Sweden)

Tseng Shoiw-Mei

2015-12-01

Full Text Available Poland achieved an excellent reputation for economic transformation during the recent global recession. The European debt crisis, however, quickly forced the reorientation of Poland’s trade outside of the European Union (EU, especially toward the dynamic region of East Asia. This study analyzes time series data from 1999 to 2013 to detect outliers in order to determine the bilateral trade paths between Poland and each East Asian country during the events of Poland’s accession to the EU in 2004, the global financial crisis from 2008 to 2009, and the European debt crisis from 2010 to 2013. From the Polish standpoint, the results showed significantly clustering outliers in the above periods and in the general trade paths from dependence through distancing and improvement to the chance of approaching East Asian partners. This study also shows that not only China but also several other countries present an excellent opportunity for boosting bilateral trade, especially with regard to Poland’s exports.

UK Nuclear Workforce Demand

International Nuclear Information System (INIS)

Roberts, John

2017-01-01

UK Nuclear Sites: DECOMMISSIONING - 26 Magnox Reactors, 2 Fast Reactors; OPERATIONAL - 14 AGRs, 1 PWR; 9.6 GWe Total Capacity. Nuclear Workforce Demand • Total workforce demand is expected to grow from ~88,000 in 2017 to ~101,000 in 2021 • Average “inflow” is ~7,000 FTEs per annum • 22% of the workforce is female (28% in civil, 12% in defence) • 81% generic skills, 18% nuclear skills, 1% subject matter experts • 3300 trainees total in SLCs and Defence Enterprise (16% graduate trainees) • At peak demand on Civils Construction, over 4,000 workers will be required on each nuclear new build site • Manufacturing workforce is expected to rise from around 4,000 in 2014 to 8,500 at the peak of onsite activity in 2025

European Energy Integration in East European Countries: Real Necessity to Assure Fair Market prices for Energy Resources

Directory of Open Access Journals (Sweden)

Augustin IGNATOV

2016-06-01

Full Text Available In order to assure energy, and therefore, economic stability of East European States (hereafter EES there should be undertaken visible steps towards deeper energetic integration of the region under the coordination of EU. In such a way there will be considerably strengthened the regional economic security through creating functional mechanisms of solving current and potential energy issues including diversification of supplies and fairer market prices. Moreover, it will be possible to develop and implement more effectively energy infrastructure projects. Deeper and more functional energy integration in EES will create favorable preconditions of fostering the states’ economic development. Also, there will be considerably reduced the macroeconomic risks which could possible occur as a result of the struggle of interests of importing and supplying countries. The current paper is intended to underline the most important weaknesses in terms of energy security of EES and exemplify how efficient these problems could be tackled by cumulating common countries’ efforts in the sector. Also, it highlights the shortcomings of EU energy policy in EES and how these affect the economic prospective of the countries. Finally, it is remarked that EES need a common energy market in order to strengthen their negotiation positions in relation with supplying countries.

16th East-European Conference on Advances in Databases and Information Systems (ADBIS 2012)

CERN Document Server

Härder, Theo; Wrembel, Robert; Advances in Databases and Information Systems

2013-01-01

This volume is the second one of the 16th East-European Conference on Advances in Databases and Information Systems (ADBIS 2012), held on September 18-21, 2012, in Poznań, Poland. The first one has been published in the LNCS series.   This volume includes 27 research contributions, selected out of 90. The contributions cover a wide spectrum of topics in the database and information systems field, including: database foundation and theory, data modeling and database design, business process modeling, query optimization in relational and object databases, materialized view selection algorithms, index data structures, distributed systems, system and data integration, semi-structured data and databases, semantic data management, information retrieval, data mining techniques, data stream processing, trust and reputation in the Internet, and social networks. Thus, the content of this volume covers the research areas from fundamentals of databases, through still hot topic research problems (e.g., data mining, XML ...

Changes in prevalence of obesity and high waist circumference over four years across European regions: the European male ageing study (EMAS).

Science.gov (United States)

Han, Thang S; Correa, Elon; Lean, Michael E J; Lee, David M; O'Neill, Terrence W; Bartfai, György; Forti, Gianni; Giwercman, Aleksander; Kula, Krzysztof; Pendleton, Neil; Punab, Margus; Rutter, Martin K; Vanderschueren, Dirk; Huhtaniemi, Ilpo T; Wu, Frederick C W; Casanueva, Felipe F

2017-02-01

Diversity in lifestyles and socioeconomic status among European populations, and recent socio-political and economic changes in transitional countries, may affect changes in adiposity. We aimed to determine whether change in the prevalence of obesity varies between the socio-politically transitional North-East European (Łódź, Poland; Szeged, Hungary; Tartu, Estonia), and the non-transitional Mediterranean (Santiago de Compostela, Spain; Florence, Italy) and North-West European (Leuven, Belgium; Malmö, Sweden; Manchester, UK) cities. This prospective observational cohort survey was performed between 2003 and 2005 at baseline and followed up between 2008 and 2010 of 3369 community-dwelling men aged 40-79 years. Main outcome measures in the present paper included waist circumference, body mass index and mid-upper arm muscle area. Baseline prevalence of waist circumference ≥ 102 cm and body mass index ≥ 30 kg/m 2 , respectively, were 39.0, 29.5 % in North-East European cities, 32.4, 21.9 % in Mediterranean cities, and 30.0, 20.1 % in North-West European cities. After median 4.3 years, men living in cities from transitional countries had mean gains in waist circumference (1.1 cm) and body mass index (0.2 kg/m 2 ), which were greater than men in cities from non-transitional countries (P = 0.005). North-East European cities had greater gains in waist circumference (1.5 cm) than in Mediterranean cities (P developing waist circumference ≥ 102 cm, compared with men from Mediterranean cities, were 2.3 (1.5-3.5) in North-East European cities and 1.6 (1.1-2.4) in North-West European cities, and 1.6 (1.2-2.1) in men living in cities from transitional, compared with cities from non-transitional countries. These regional differences in increased prevalence of waist circumference ≥ 102 cm were more pronounced in men aged 60-79 years than in those aged 40-59 years. Overall there was an increase in the prevalence of obesity (body

How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce.

Science.gov (United States)

Crettenden, Ian F; McCarty, Maureen V; Fenech, Bethany J; Heywood, Troy; Taitz, Michelle C; Tudman, Sam

2014-02-03

Australia's health workforce is facing significant challenges now and into the future. Health Workforce Australia (HWA) was established by the Council of Australian Governments as the national agency to progress health workforce reform to address the challenges of providing a skilled, innovative and flexible health workforce in Australia. HWA developed Australia's first major, long-term national workforce projections for doctors, nurses and midwives over a planning horizon to 2025 (called Health Workforce 2025; HW 2025), which provided a national platform for developing policies to help ensure Australia's health workforce meets the community's needs. A review of existing workforce planning methodologies, in concert with the project brief and an examination of data availability, identified that the best fit-for-purpose workforce planning methodology was the stock and flow model for estimating workforce supply and the utilisation method for estimating workforce demand. Scenario modelling was conducted to explore the implications of possible alternative futures, and to demonstrate the sensitivity of the model to various input parameters. Extensive consultation was conducted to test the methodology, data and assumptions used, and also influenced the scenarios selected for modelling. Additionally, a number of other key principles were adopted in developing HW 2025 to ensure the workforce projections were robust and able to be applied nationally. The findings from HW 2025 highlighted that a 'business as usual' approach to Australia's health workforce is not sustainable over the next 10 years, with a need for co-ordinated, long-term reforms by government, professions and the higher education and training sector for a sustainable and affordable health workforce. The main policy levers identified to achieve change were innovation and reform, immigration, training capacity and efficiency and workforce distribution. While HW 2025 has provided a national platform for health

FACTORS INFLUENCING THE SUSTAINABILITY OF COMPETITIVE ADVANTAGE OF THE EASTERN-EUROPEAN AUTO SECTOR

Directory of Open Access Journals (Sweden)

Lucian-Ovidiu CINADE

2015-04-01

Full Text Available Car-building industry territorial reconfiguration in Europe is the result of several rounds of company delocations from origin countries to emergent countries. Such rounds have been limited by the gradual opening of the national countries, as well as by changes in East European ideology and politics. Hence, about the end of the 90’s, European car-building industry shows considerable disparity, East to West. In the car-building companies’ vision, East-European car-building development potential is basically sustained by both the car low penetration rate, and the low labor cost. On the long term run, gradual valorizing of the East-european trading, with increasing labor costs, may read as a wearing thin of the competitive advantage in car-building industries, as well as problem issues of novel territory attractiveness needing permanent boosting. Country-to-country comparative analysis indicates that competitive advantage of car-building has not gone down in all of the West-European States. Competitive advantage of the West-European car-building industry increases, which can be explained, in part, by adequate strategies, as both labor costs, and cars penetration rate, go up.

Changes in public health workforce composition: proportion of part-time workforce and its correlates, 2008-2013.

Science.gov (United States)

Leider, Jonathon P; Shah, Gulzar H; Castrucci, Brian C; Leep, Carolyn J; Sellers, Katie; Sprague, James B

2014-11-01

State and local public health department infrastructure in the U.S. was impacted by the 2008 economic recession. The nature and impact of these staffing changes have not been well characterized, especially for the part-time public health workforce. To estimate the number of part-time workers in state and local health departments (LHDs) and examine the correlates of change in the part-time LHD workforce between 2008 and 2013. We used workforce data from the 2008 and 2013 National Association of County and City Health Officials (n=1,543) and Association of State and Territorial Health Officials (n=24) profiles. We employed a Monte Carlo simulation to estimate the possible and plausible proportion of the workforce that was part-time, over various assumptions. Next, we employed a multinomial regression assessing correlates of the change in staffing composition among LHDs, including jurisdiction and organizational characteristics, as well measures of community involvement. Nationally representative estimates suggest that the local public health workforce decreased from 191,000 to 168,000 between 2008 and 2013. During that period, the part-time workforce decreased from 25% to 20% of those totals. At the state level, part-time workers accounted for less than 10% of the total workforce among responding states in 2013. Smaller and multi-county jurisdictions employed relatively more part-time workers. This is the first study to create national estimates regarding the size of the part-time public health workforce and estimate those changes over time. A relatively small proportion of the public health workforce is part-time and may be decreasing. Copyright © 2014 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

NOAA Workforce Management Office - About Us

Science.gov (United States)

Agency's mission. The WFMO provides NOAA-wide leadership to workforce management functions including * WorkLife Center * WebTA * New Employee Info * Separation Info Workforce Management Office (WFMO) Serving accomplishment of the NOAA mission and the Nation's interests. The NOAA Workforce Management Office (WFMO

THE ANALYSIS OF AGRICULTURAL PRODUCT IN PINEAPPLE COMMODITIES IN NGANCAR DISTRICT, KEDIRI REGENCY, EAST JAVA PROVINCE

Directory of Open Access Journals (Sweden)

Risdiana Himmati

2017-05-01

Full Text Available The present research has the purpose to analyze factors affecting the production of pineapple in Ngancar District, Kediri Regency, East Java Province. The research took place in Ngancar District, Kediri Regency, East Java Province, employing secondary data derived from Central Bureau of Statistics (Kediri Regency and Agricultural Extension Agency (Ngancar District and primary data consisted of farming production data, land area, amount of seeds, and amount of fertilizer usage, pesticide and workforce. The analysis technique used in this research was Cobb-Douglas production function. The completion upon Cobb-Douglas production functions used Ordinary Least Square (OLS method with Eviews 9 program tool. The sampling technique employed in this research was simple random sampling method. The results demonstrate that the pineapple total production in Ngancar District is affected by land area, amount of seeds, molasses, and urea. The research concludes that pineapple production in Ngancar District is affected by all the factors of production, except the usage of pesticide and workforce.

Present situation of the development of petroleum substitution energy (East Europe); Sekiyu daitai energy kaihatsu no genjo (Too)

Energy Technology Data Exchange (ETDEWEB)

NONE

1996-03-01

In East European countries (Albania, Bulgaria, Czech, Slovakia, Hungary, Poland, Rumania and former Yugoslavia), energy prices were raised as part of the general price reform in the initial stage of the economic reform. Trade regulations on energy products were relaxed, and prices of tradable energy products were made free. Even in countries such as Rumania and Bulgaria where there still remain controls, the governments aim at perfect liberalization. Thus, this paper first considered the energy situation of East European countries where economy and society are now changing. Described were the overall economy situation and energy supply/demand in East European countries. Next, the paper detailed the energy situation in Hungary and Poland. In conclusion, the paper considered energy and international cooperation, and Pan-european Energy Charter which are important future issues in the energy sector of East European countries. 10 refs., 36 figs., 26 tabs.

European Globalisation Adjustment Fund-Assistance in the Labour Market

Directory of Open Access Journals (Sweden)

Ramona Mariana CALINICA

2016-12-01

Full Text Available The intensification of globalization and through intense manifestation of the effects on recent economic and financial crisis, employment market has been affected, and at European Union level was considered increasingly necessary granting support for counter of the negative effects of the two phenomena on this market. European Globalisation Adjustment Fund is designed for a rapid reintegration of fired workers and increase of the employment potential of the workforce, after mass dismissals linked to the two phenomena mentioned above.

Geopolitics of European natural gas demand: Supplies from Russia, Caspian and the Middle East

International Nuclear Information System (INIS)

Bilgin, Mert

2009-01-01

This paper addresses issues of natural gas which raise questions about European energy security. It first focuses on the rising gas demand of the EU27 and elaborates alleged risks of dependence on Russia such as Gazprom's disagreement with Ukraine, which became an international gas crisis in January 2006 and also more recently in January 2009. Incentives and barriers of Europe's further cooperation with selected Caspian (Azerbaijan, Kazakhstan and Turkmenistan) and Middle Eastern (Iran, Iraq and Egypt) countries are discussed. Supplies from Caspian are analyzed with a particular focus on Russia's role and the vested interests in the region. Supplies from the Middle East are elaborated with regard to Iran's huge and Iraq's emerging potentials in terms of natural gas reserves and foreign direct investments in the energy sector. The geopolitical analysis leads to a conclusion that the best strategy, and what seems more likely, for the EU is to include at least two countries from Azerbaijan, Turkmenistan, Iran and Iraq within its natural gas supply system.

Uniting the Divided Continent. The Estonian National Committee of the European Movement

Directory of Open Access Journals (Sweden)

Pauli Heikkilä

2010-12-01

Full Text Available The article examines the exiled Estonian politicians in the European Movement in the early Cold War period. The ultimate goal of exiled Estonians was to restore their state’s independence. In order to promote this, Estonian leaders sought connections with Western leaders. The European Movement was the only organisation involving actors from both the East and the West, and this corresponded to the Estonian discourse on Europe as a whole. Therefore, the European Movement was appreciated, although its limited opportunities for decisive actions were also recognised. East and West European interest in the European Movement declined as West European integration rapidly intensified through the European Coal and Steel Community (ECSC and particularly after the January 1952 Eastern European Conference in London. By 1957, disappointment in the inability of European unification to help regain Estonian independence became evident.

Exploration of an allied health workforce redesign model: quantifying the work of allied health assistants in a community workforce.

Science.gov (United States)

Somerville, Lisa; Davis, Annette; Milne, Sarah; Terrill, Desiree; Philip, Kathleen

2017-07-25

The Victorian Assistant Workforce Model (VAWM) enables a systematic approach for the identification and quantification of work that can be delegated from allied health professionals (AHPs) to allied health assistants (AHAs). The aim of the present study was to explore the effect of implementation of VAWM in the community and ambulatory health care setting. Data captured using mixed methods from allied health professionals working across the participating health services enabled the measurement of opportunity for workforce redesign in the community and ambulatory allied health workforce. A total of 1112 AHPs and 135 AHAs from the 27 participating organisations took part in the present study. AHPs identified that 24% of their time was spent undertaking tasks that could safely be delegated to an appropriately qualified and supervised AHA. This equates to 6837h that could be redirected to advanced and expanded AHP practice roles or expanded patient-centred service models. The VAWM demonstrates potential for more efficient implementation of assistant workforce roles across allied health. Data outputs from implementation of the VAWM are vital in informing strategic planning and sustainability of workforce change. A more efficient and effective workforce promotes service delivery by the right person, in the right place, at the right time. What is known about this topic? There are currently workforce shortages that are predicted to grow across the allied health workforce. Ensuring that skill mix is optimal is one way to address these shortages. Matching the right task to right worker will also enable improved job satisfaction for both allied health assistants and allied health professionals. Workforce redesign efforts are more effective when there is strong data to support the redesign. What does this paper add? This paper builds on a previous paper by Somerville et al. with a case study applying the workforce redesign model to a community and ambulatory health care

Is Finland different? Quality of Work Among Finnish and European Employees

OpenAIRE

Hartikainen, Armi; Anttila, Timo; Oinas, Tomi; Nätti, Jouko

2010-01-01

The issue of the quality of work-life has risen in popularity due to concerns about the economic and social sustainability of European societies. Throughout the continent, global competition, technological change and the intensification of work are common developments which are seen to a ect the well-being of the workforce. Nevertheless, European countries di er substantially in terms of job quality. According to earlier research, employees in Sweden and Denmark (and to lesser ...

Ancient DNA from South-East Europe Reveals Different Events during Early and Middle Neolithic Influencing the European Genetic Heritage.

Science.gov (United States)

Hervella, Montserrat; Rotea, Mihai; Izagirre, Neskuts; Constantinescu, Mihai; Alonso, Santos; Ioana, Mihai; Lazăr, Cătălin; Ridiche, Florin; Soficaru, Andrei Dorian; Netea, Mihai G; de-la-Rua, Concepcion

2015-01-01

The importance of the process of Neolithization for the genetic make-up of European populations has been hotly debated, with shifting hypotheses from a demic diffusion (DD) to a cultural diffusion (CD) model. In this regard, ancient DNA data from the Balkan Peninsula, which is an important source of information to assess the process of Neolithization in Europe, is however missing. In the present study we show genetic information on ancient populations of the South-East of Europe. We assessed mtDNA from ten sites from the current territory of Romania, spanning a time-period from the Early Neolithic to the Late Bronze Age. mtDNA data from Early Neolithic farmers of the Starčevo Criş culture in Romania (Cârcea, Gura Baciului and Negrileşti sites), confirm their genetic relationship with those of the LBK culture (Linienbandkeramik Kultur) in Central Europe, and they show little genetic continuity with modern European populations. On the other hand, populations of the Middle-Late Neolithic (Boian, Zau and Gumelniţa cultures), supposedly a second wave of Neolithic migration from Anatolia, had a much stronger effect on the genetic heritage of the European populations. In contrast, we find a smaller contribution of Late Bronze Age migrations to the genetic composition of Europeans. Based on these findings, we propose that permeation of mtDNA lineages from a second wave of Middle-Late Neolithic migration from North-West Anatolia into the Balkan Peninsula and Central Europe represent an important contribution to the genetic shift between Early and Late Neolithic populations in Europe, and consequently to the genetic make-up of modern European populations.

The American Society of Pediatric Hematology/Oncology workforce assessment: Part 1-Current state of the workforce.

Science.gov (United States)

Hord, Jeffrey; Shah, Mona; Badawy, Sherif M; Matthews, Dana; Hilden, Joanne; Wayne, Alan S; Salsberg, Edward; Leavey, Patrick S

2018-02-01

The American Society of Pediatric Hematology/Oncology (ASPHO) recognized recent changes in medical practice and the potential impact on pediatric hematology-oncology (PHO) workforce. ASPHO surveyed society members and PHO Division Directors between 2010 and 2016 and studied PHO workforce data collected by the American Board of Pediatrics and the American Medical Association to characterize the current state of the PHO workforce. The analysis of this information has led to a comprehensive description of PHO physicians, professional activities, and workplace. It is important to continue to collect data to identify changes in composition and needs of the PHO workforce. © 2017 Wiley Periodicals, Inc.

Managing a national radiation oncologist workforce: A workforce planning model

International Nuclear Information System (INIS)

Stuckless, Teri; Milosevic, Michael; Metz, Catherine de; Parliament, Matthew; Tompkins, Brent; Brundage, Michael

2012-01-01

Purpose: The specialty of radiation oncology has experienced significant workforce planning challenges in many countries. Our purpose was to develop and validate a workforce-planning model that would forecast the balance between supply of, and demand for, radiation oncologists in Canada over a minimum 10-year time frame, to identify the model parameters that most influenced this balance, and to suggest how this model may be applicable to other countries. Methods: A forward calculation model was created and populated with data obtained from national sources. Validation was confirmed using a historical prospective approach. Results: Under baseline assumptions, the model predicts a short-term surplus of RO trainees followed by a projected deficit in 2020. Sensitivity analyses showed that access to radiotherapy (proportion of incident cases referred), individual RO workload, average age of retirement and resident training intake most influenced balance of supply and demand. Within plausible ranges of these parameters, substantial shortages or excess of graduates is possible, underscoring the need for ongoing monitoring. Conclusions: Workforce planning in radiation oncology is possible using a projection calculation model based on current system characteristics and modifiable parameters that influence projections. The workload projections should inform policy decision making regarding growth of the specialty and training program resident intake required to meet oncology health services needs. The methods used are applicable to workforce planning for radiation oncology in other countries and for other comparable medical specialties.

Introducing Physician Assistants into the Irish Healthcare System. An Integrated Clinical Workforce Reconfiguration Strategy

OpenAIRE

Okereke, Emeka

2011-01-01

The Irish health system is facing a unique and unprecedented workforce challenge with acute shortage of Non-Consultant Hospital Doctors (NCHDs) threatening to undermine the overall health service delivery system. Ireland‟s requirement to comply with the European Working Time Directive (EWTD) aimed at regulating the working hours of NCHDs, lack of sufficient funding due to economic recession, changes in immigration rules, absence of structured training programmes for most junior doctors and de...

Credit risk determinants in Sub-Saharan banking systems: Evidence from five countries and lessons learnt from Central East and South East European countries

Directory of Open Access Journals (Sweden)

Eftychia Nikolaidou

2017-06-01

Full Text Available Banking systems in Sub-Saharan Africa (SSA have grown notably over the past decades due to benign macroeconomic, regulatory and financial trends. Nonetheless, downside risks remain elevated by structural issues, commodity price fluctuations, reversal of capital flows and spill-over effects from external shocks in a manner similar to the Central East and South East European (CESEE countries. In the light of the 2008–2009 Global Financial Crisis, great attention has been given to understanding the causes of banking instability with most of the research focusing on advanced economies and, to a lesser extent, large emerging markets while little attention has been paid to the bank-based financial sectors of Sub-Saharan Africa. Furthermore, there is scarcity of studies aiming at knowledge-sharing among different emerging economies. This paper aims to identify the determinants of bank credit risk by focusing on five SSA countries: Kenya, Namibia, South Africa, Zambia and Uganda. Using the ARDL approach to cointegration, findings indicate that increased money supply conditions have a decreasing effect on NPLs in all counties, banking industry-specific variables play a significant role in the case of South Africa and Uganda while NPLs are driven by country-specific variables in the case of Kenya, South Africa and Zambia. The effect of the Global Financial Crisis is evidenced indirectly. Drawing on evidence from CESEE countries with long experience in banking crises, reforms and financial deepening process, the paper provides lessons for SSA countries and offers policy recommendations in the direction of strengthening banks’ balance sheets to ensure financial stability.

Scandinavian Fellowship for Oral Pathology and Oral Medicine : statement on oral pathology and oral medicine in the European Dental Curriculum

NARCIS (Netherlands)

Kragelund, C.; Reibel, J.; Hadler-Olsen, E. S.; Hietanen, J.; Johannessen, A. C.; Kenrad, B.; Nylander, K.; Puranen, M.; Rozell, B.; Salo, T.; Syrjanen, S.; Soland, T. M.; van der Waal, I.; van der Wal, J. E.; Warfvinge, G.

Background: For many years, dentists have migrated between the Scandinavian countries without an intentionally harmonized dental education. The free movement of the workforce in the European Union has clarified that a certain degree of standardization or harmonization of the European higher

2015 American College of Rheumatology Workforce Study: Supply and Demand Projections of Adult Rheumatology Workforce, 2015-2030.

Science.gov (United States)

Battafarano, Daniel F; Ditmyer, Marcia; Bolster, Marcy B; Fitzgerald, John D; Deal, Chad; Bass, Ann R; Molina, Rodolfo; Erickson, Alan R; Hausmann, Jonathan S; Klein-Gitelman, Marisa; Imundo, Lisa F; Smith, Benjamin J; Jones, Karla; Greene, Kamilah; Monrad, Seetha U

2018-04-01

To describe the character and composition of the 2015 US adult rheumatology workforce, evaluate workforce trends, and project supply and demand for clinical rheumatology care for 2015-2030. The 2015 Workforce Study of Rheumatology Specialists in the US used primary and secondary data sources to estimate the baseline adult rheumatology workforce and determine demographic and geographic factors relevant to workforce modeling. Supply and demand was projected through 2030, utilizing data-driven estimations regarding the proportion and clinical full-time equivalent (FTE) of academic versus nonacademic practitioners. The 2015 adult workforce (physicians, nurse practitioners, and physician assistants) was estimated to be 6,013 providers (5,415 clinical FTE). At baseline, the estimated demand exceeded the supply of clinical FTE by 700 (12.9%). By 2030, the supply of rheumatology clinical providers is projected to fall to 4,882 providers, or 4,051 clinical FTE (a 25.2% decrease in supply from 2015 baseline levels). Demand in 2030 is projected to exceed supply by 4,133 clinical FTE (102%). The adult rheumatology workforce projections reflect a major demographic and geographic shift that will significantly impact the supply of the future workforce by 2030. These shifts include baby-boomer retirements, a millennial predominance, and an increase of female and part-time providers, in parallel with an increased demand for adult rheumatology care due to the growing and aging US population. Regional and innovative strategies will be necessary to manage access to care and reduce barriers to care for rheumatology patients. © 2018, American College of Rheumatology.

Efforts to promote scientific co-operation in South-East Europe

CERN Document Server

2001-01-01

On 13 and 14 May this year CERN hosted a meeting of a task force entrusted with the task of making recommendations for the reconstruction of scientific collaboration in the countries of South-East Europe (1). This meeting follows a conference attended by delegates from the countries of South-East Europe and international experts which was held in Venice between 24 and 27 March this year. The conference was organised under the aegis of UNESCO's Regional Office for Science and Technology for Europe (ROSTE), attended by representatives of the European Science Foundation (ESF), the European Union and the Academia Europaea as well as by observers from CERN. The aim of the conference was to seek resources and assess the prospects for integration of R&D facilities in the countries of South-East Europe into the networks of European countries. Les membres du groupe de Reconstruction d'une coopération scientifique dans l'Europe du sud-est, réunis au CERN, le 14 mai dernier, dé...

Addressing the workforce pipeline challenge

Energy Technology Data Exchange (ETDEWEB)

Leonard Bond; Kevin Kostelnik; Richard Holman

2006-11-01

A secure and affordable energy supply is essential for achieving U.S. national security, in continuing U.S. prosperity and in laying the foundations to enable future economic growth. To meet this goal the next generation energy workforce in the U.S., in particular those needed to support instrumentation, controls and advanced operations and maintenance, is a critical element. The workforce is aging and a new workforce pipeline, to support both current generation and new build has yet to be established. The paper reviews the challenges and some actions being taken to address this need.

Scandinavian Fellowship for Oral Pathology and Oral Medicine: statement on oral pathology and oral medicine in the European Dental Curriculum

NARCIS (Netherlands)

Kragelund, C.; Reibel, J.; Hadler-Olsen, E.S.; Hietanen, J.; Johannessen, A.C.; Kenrad, B.; Nylander, K.; Puranen, M.; Rozell, B.; Salo, T.; Syrjänen, S.; Soland, T.M.; van der Waal, I.; van der Wal, J.E.; Warfvinge, G.

2010-01-01

Background:  For many years, dentists have migrated between the Scandinavian countries without an intentionally harmonized dental education. The free movement of the workforce in the European Union has clarified that a certain degree of standardization or harmonization of the European higher

The penetration of Middle east gas in Europe will be limited at middle term

International Nuclear Information System (INIS)

Anon.

1995-01-01

The European gas demand has progressed about 4% by year from 1985 to 1994. A growth of 3% is expected for future. So, it seems that Middle East could take a place on gas European market. But with competition of North Africa or ex-USSR, the price of transport or the investment for a gas pipeline, the contribution of Middle East gas to European supply will stay limited in a middle term. Perspectives could be very different if political stability of Algeria or ex-USSR was no more assured

Geopolitics of European natural gas demand: Supplies from Russia, Caspian and the Middle East

Energy Technology Data Exchange (ETDEWEB)

Bilgin, Mert, E-mail: mert.bilgin@bahcesehir.edu.t [Bahcesehir University Faculty of Economics and Administrative Sciences, Political Science and International Relations Department, Ciragan Caddesi Besiktas, 34353 Istanbul (Turkey)

2009-11-15

This paper addresses issues of natural gas which raise questions about European energy security. It first focuses on the rising gas demand of the EU27 and elaborates alleged risks of dependence on Russia such as Gazprom's disagreement with Ukraine, which became an international gas crisis in January 2006 and also more recently in January 2009. Incentives and barriers of Europe's further cooperation with selected Caspian (Azerbaijan, Kazakhstan and Turkmenistan) and Middle Eastern (Iran, Iraq and Egypt) countries are discussed. Supplies from Caspian are analyzed with a particular focus on Russia's role and the vested interests in the region. Supplies from the Middle East are elaborated with regard to Iran's huge and Iraq's emerging potentials in terms of natural gas reserves and foreign direct investments in the energy sector. The geopolitical analysis leads to a conclusion that the best strategy, and what seems more likely, for the EU is to include at least two countries from Azerbaijan, Turkmenistan, Iran and Iraq within its natural gas supply system.

Geopolitics of European natural gas demand. Supplies from Russia, Caspian and the Middle East

Energy Technology Data Exchange (ETDEWEB)

Bilgin, Mert [Bahcesehir University Faculty of Economics and Administrative Sciences, Political Science and International Relations Department, Ciragan Caddesi Besiktas, 34353 Istanbul (Turkey)

2009-11-15

This paper addresses issues of natural gas which raise questions about European energy security. It first focuses on the rising gas demand of the EU27 and elaborates alleged risks of dependence on Russia such as Gazprom's disagreement with Ukraine, which became an international gas crisis in January 2006 and also more recently in January 2009. Incentives and barriers of Europe's further cooperation with selected Caspian (Azerbaijan, Kazakhstan and Turkmenistan) and Middle Eastern (Iran, Iraq and Egypt) countries are discussed. Supplies from Caspian are analyzed with a particular focus on Russia's role and the vested interests in the region. Supplies from the Middle East are elaborated with regard to Iran's huge and Iraq's emerging potentials in terms of natural gas reserves and foreign direct investments in the energy sector. The geopolitical analysis leads to a conclusion that the best strategy, and what seems more likely, for the EU is to include at least two countries from Azerbaijan, Turkmenistan, Iran and Iraq within its natural gas supply system. (author)

Management issues regarding the contingent workforce

Energy Technology Data Exchange (ETDEWEB)

Bowen-Smed, S. [Bowen Workforce Solutions, Calgary, AB (Canada)

2004-07-01

Fifty per cent of corporate leaders in Calgary today will be eligible for retirement over the next 5 years. In addition, 53 per cent of the entire Calgary workforce is 45 years or older. This paper suggests that only companies that seek aggressive programs to engage immigrants and contractors will weather the skills shortages anticipated in the future. It was noted that contractors care about aligning values to organizations, regardless of the project length, and that professional development is a key consideration when it comes to selecting their next project. Contingent workforce issues include: effectiveness; classification; risk; and cost. It was stated that effectiveness of the contingent workforce is an employer's responsibility. Factors that would strengthen the relationship between corporations and contractors include: proper orientation to manage expectations; training to improve productivity; tracking to enhance the quality of the workforce; and a management process to ensure adherence to protocol. It was concluded that the contingent workforce is an essential component to human capital management strategy, but that key issues must be managed to avoid unnecessary costs. In addition, effectiveness improves when processes are implemented. It was also suggested that technology is an essential component of the solution. Outsourcing is an effective approach to managing the contingent workforce. tabs., figs.

Aiming to Meet Workforce Needs: An Evaluation of the Economic and Workforce Development Program

Science.gov (United States)

Jez, Su Jin; Adan, Sara

2016-01-01

California's dynamic economy depends on having a large and skilled workforce; consequently, the state must continually support and refine efforts to provide workers with employer-valued competencies. Given the wide range of regional and state needs across this vast state, ensuring that the workforce has the training to keep up with labor market…

The Primary Dental Care Workforce.

Science.gov (United States)

Neenan, M. Elaine; And Others

1993-01-01

A study describes the characteristics of the current primary dental care workforce (dentists, hygienists, assistants), its distribution, and its delivery system in private and public sectors. Graduate dental school enrollments, trends in patient visits, employment patterns, state dental activities, and workforce issues related to health care…

The European Social Fund within the Context of the Economic Crisis from Romania

Directory of Open Access Journals (Sweden)

Corina CACE

2012-06-01

Full Text Available The paper shows the positive traits of the European Social Fund proved by the history of this mechanism which has been applied in the European Community for almost half a century, as well as the measures adopted in order to improve the measures in the field of employment during the period of the economic crisis. The European Social Fund (ESF helps increasing the adaptability of the workforce and of the enterprises; it helps increasing the access to the labour market; it prevents unemployment and prolongs the active life; it increases the participation of women and of the immigrants to the labour market; it increases the social inclusion of the disadvantaged people and fights discrimination. In Romania, workforce employment is a priority goal, and POSDRU1 contributes to the implementation of the measures set by the European Strategy for Employment. The paper shows the need to identify solutions to the crisis of employment in Romania using the funds allocated to the Operational Program, Human Resources Development, which  produce measurable effects with regard to the unemployment rate in Romania.

Workforce productivity.

Science.gov (United States)

Williams, Ruth

2012-10-26

Managers who are responsible for delivering the workforce productivity element of the Quality, Innovation, Productivity and Prevention (QIPP) programme can network and share best practice through a dedicated NHS Employers webpage.

Inclination Shallowing in the Permian/Triassic Boundary Sedimentary Sections of the East European Platform: the New Paleomagnetic Pole and its Significance for GAD Hypothesis

Science.gov (United States)

Veselovskiy, R. V.; Fetisova, A. M.; Balabanov, Y.

2017-12-01

One of the key challenges which are traditionally encountered in studying the paleomagnetism of terrigenous sedimentary strata is the necessity to allow for the effect of shallowing of paleomagnetic inclinations which takes place under the compaction of the sediment at the early stages of diagenesis and most clearly manifests itself in the case of midlatitude sedimentation. Traditionally, estimating the coefficient of inclination flattening (f) implies routine re-deposition experiments and studying their magnetic anisotropy (Kodama, 2012), which is not possible in every standard paleomagnetic laboratory. The Elongation-Inclination (E/I) statistical method for estimating the coefficient of inclination shallowing, which was recently suggested in (Tauxe and Kent, 2004), does not require the investigation of the rock material in a specially equipped laboratory but toughens the requirements on the paleomagnetic data and, primarily, regarding the volume of the data, which significantly restricts the possibilities of the post factum estimation and correction for inclination shallowing. We present the results of the paleomagnetic reinvestigation of the some key sections of the Upper Permian and Lower Triassic rocks located on the East European Platform. The obtained paleomagnetic data allowed us to estimate the coefficient of inclination shallowing by the E/I method and calculate a new P-Tr paleomagnetic pole for Europe. The absence of a statistically significant difference between the mean Siberian, European and North American Permian-Triassic paleomagnetic poles allow us to conclude that 252 Ma the configuration of the Earth's magnetic field was predominantly dipole. We believe that the assumption of the non-dipolarity of the geomagnetic field at the Permian-Triassic boundary, which has been repeatedly discussed in recent decades (Van der Voo and Torsvik, 2001; Bazhenov and Shatsillo, 2010; Veselovskiy and Pavlov, 2006), arose due to the failure to take into account the

Early Childhood Workforce Index, 2016

Science.gov (United States)

Whitebook, Marcy; McLean, Caitlin; Austin, Lea J. E.

2016-01-01

The State of the Early Childhood Workforce (SECW) Initiative is a groundbreaking multi-year project to shine a steady spotlight on the nation's early childhood workforce. The SECW Initiative is designed to challenge entrenched ideas and policies that maintain an inequitable and inadequate status quo for early educators and for the children and…

Turkish Vector of German Policy in the Middle East

Directory of Open Access Journals (Sweden)

A A Dvoryadkina

2014-12-01

Full Text Available The article considers the Middle East policy of modern Germany, taking Turkish vector as an example. The foreign EU policy in the Middle East, as a whole and cooperation of modern Germany with Turkey in attempt to join the European Union are examined. Attention is given to the modern crisis and difficulties that stand on the way of cooperation between the two states.

Middle East natural gas - getting it to markets

International Nuclear Information System (INIS)

Skinner, R.

1996-01-01

Middle East gas reserves, production, and consumption were presented graphically, along with the demand for 'piped' or liquefied natural gas in the Middle East itself, in Asia and in Europe. The European gas market outlook was examined, taking into account economic growth, EEC restructuring, crude oil prices and their effects on net-backs, deregulation and competitive grid-based energy, upstream and midstream investments under conditions of price uncertainty, and environmental and social influences. Middle East pipeline proposals (17 projects) for a total of 34,943 kilometres of pipeline, were reviewed. The general conclusion was that (1) the Middle East has lots of gas, (2) both Asia and Europe will be substantial markets for Middle East LNG despite the 'tyranny of distance', and (3) pipelines to these markets will be built in the longer-term. tabs., figs

Future European gas supply in the resource triangle of the Former Soviet Union, the Middle East and Northern Africa

International Nuclear Information System (INIS)

Remme, Uwe; Blesl, Markus; Fahl, Ulrich

2008-01-01

A steady increase of natural gas demand can be observed in Europe over the last decades. Due to the European obligation to reduce greenhouse gas emissions in the framework of the Kyoto Protocol, the trend toward natural gas is expected to continue in the future. The increased consumption is faced by comparably low indigenous gas resources within Europe, so that the dependency of Europe on gas imports from abroad will rise in the future. In addition to the existing supply sources Russia and Algeria, gas resources from the Middle East and the Caspian and the Central Asian regions may be supply options to cover Europe's gas demand in the future. Against this background, possible natural gas supply options as well as the transport infrastructure to and within Europe are discussed regarding their technical capacity and their costs. With the help of a cost-minimization model of the European gas supply system, the gas flows and the infrastructure capacity development up to the year 2030 are analyzed. In a sensitivity analysis, the impacts of demand variations on the choice of supply sources are studied. (author)

Socio-economic segregation in European capital cities: East meets West

NARCIS (Netherlands)

Tammaru, T.; Marcińczak, S.; van Ham, M.; Musterd, S.

2016-01-01

Growing inequalities in Europe are a major challenge threatening the sustainability of urban communities and the competiveness of European cities. While the levels of socio-economic segregation in European cities are still modest compared to some parts of the world, the poor are increasingly

17th East European Conference on Advances in Databases and Information Systems and Associated Satellite Events

CERN Document Server

Cerquitelli, Tania; Chiusano, Silvia; Guerrini, Giovanna; Kämpf, Mirko; Kemper, Alfons; Novikov, Boris; Palpanas, Themis; Pokorný, Jaroslav; Vakali, Athena

2014-01-01

This book reports on state-of-art research and applications in the field of databases and information systems. It includes both fourteen selected short contributions, presented at the East-European Conference on Advances in Databases and Information Systems (ADBIS 2013, September 1-4, Genova, Italy), and twenty-six papers from ADBIS 2013 satellite events. The short contributions from the main conference are collected in the first part of the book, which covers a wide range of topics, like data management, similarity searches, spatio-temporal and social network data, data mining, data warehousing, and data management on novel architectures, such as graphics processing units, parallel database management systems, cloud and MapReduce environments. In contrast, the contributions from the satellite events are organized in five different parts, according to their respective ADBIS satellite event: BiDaTA 2013 - Special Session on Big Data: New Trends and Applications); GID 2013 – The Second International Workshop ...

18th East European Conference on Advances in Databases and Information Systems and Associated Satellite Events

CERN Document Server

Ivanovic, Mirjana; Kon-Popovska, Margita; Manolopoulos, Yannis; Palpanas, Themis; Trajcevski, Goce; Vakali, Athena

2015-01-01

This volume contains the papers of 3 workshops and the doctoral consortium, which are organized in the framework of the 18th East-European Conference on Advances in Databases and Information Systems (ADBIS’2014). The 3rd International Workshop on GPUs in Databases (GID’2014) is devoted to subjects related to utilization of Graphics Processing Units in database environments. The use of GPUs in databases has not yet received enough attention from the database community. The intention of the GID workshop is to provide a discussion on popularizing the GPUs and providing a forum for discussion with respect to the GID’s research ideas and their potential to achieve high speedups in many database applications. The 3rd International Workshop on Ontologies Meet Advanced Information Systems (OAIS’2014) has a twofold objective to present: new and challenging issues in the contribution of ontologies for designing high quality information systems, and new research and technological developments which use ontologie...

The Tableau Vivant as a “Figure of Return” in Contemporary East European Cinema

Directory of Open Access Journals (Sweden)

Pethő Ágnes

2014-12-01

Full Text Available The paper analyses the re-conceptualization of the intermedial trope of the tableau vivant in recent East European cinema through several examples from Hungarian and Russian films directed by György Pálfi, Kornél Mundruczó, Benedek Fliegauf, Béla Tarr, and Andrei Zvyagintsev. The tableau vivant in these films is not conceived primarily as an embodiment of a painting, the introduction of “the real into the image” (as Brigitte Peucker described, instead it appears more like the objectification of bodies as images, and something that we can associate with what Mario Perniola considers the “sex appeal of the inorganic” or “the Egyptian moment in art.” As such, the tableau becomes a powerful agent in generating metanarratives, offering a blueprint for a “big picture,” a comprehensive vision of the world (reinforced by recurring mythological themes like the genesis or the end of the world, the loss of Paradise, etc.. We may connect this feature of these tableaux vivants, therefore, to what Lyotard termed as the “figure of return,” and to the reconstructive tendencies of contemporary post-postmodern art.

Oral healthcare systems in the extended European union.

Science.gov (United States)

Widström, Eeva; Eaton, Kenneth A

2004-01-01

This article reports a survey of the systems for the provision of oral healthcare in the 28 member and accession states of the EU/EEA in 2003. Descriptions of the systems were collected from the principal dental advisers to governments in the individual states. In many states these were the Chief Dental Officers (CDOs). In states without a CDO, descriptions were gathered from CDO equivalents or senior academics. A template (model description) was used to guide all respondents. Additional statistical information on oral healthcare costs and workforce was collected from the Council of European Chief Dental Officers, WHO and World Bank websites. The study showed that in broad terms there were six patterns (Beveridgian, Bismarkian, The Eastern European (in transition), Nordic, Southern European and Hybrid) for the administration and financing of oral healthcare in the expanding EU. The extent and nature of government involvement in planning and coordinating oral healthcare services and the numbers and pay of the oral healthcare workforce varied between the different models. The biggest recent changes in European oral healthcare were found to have occurred in Eastern Europe, where there has been wide scale privatization of the previously public dental services. However, most of the EU accession (Eastern European) states seemed to be slowly developing insurance systems to cover oral health treatment costs. In the existing EU/EEA, the public dental services such as those in the Nordic countries still have strong political support and some expansion has occurred. In Southern Europe public dental services seemed to have gained some acceptance for the treatment of children and special needs groups. In UK, which has a unique public dental service system, there are plans to make big changes in the delivery, commissioning and remuneration of dental services in the near future. Some EU member states which operate the Bismarkian system with health insurances offering wide

Proceedings of the international symposium on post-Chernobyl environmental radioactivity studies in East European countries

International Nuclear Information System (INIS)

2004-01-01

The Chernobyl accident on 26th April 1986 reminded the world that the threat coming from nuclear power-plants is not fictitious. The societies of the neighbouring countries suffered a real shock caused not only by the accident itself, but also by the fact that information was restricted and hardly available. Even now, our knowledge about the scale and consequences of the accident is limited. After the accident many international organizations and institutions dealing with environment protection and others started to investigate different aspects of this case. As a result of this interest, many symposia and conferences have been organized. The aim has been not only to estimate the consequences of this single case, to investigate the level of environment protection or to elaborate the new, better methods of environment monitoring. Also moral, legal and psychological aspects of the situation are being investigated. The territory of Poland, lying close to the accident place, suffered its direct influence. Thus, not only government and scientific institutions deal with the subject, but there is also a growing interest of the society, which demands more and more reliable information about the Chernobyl accident effects. Many Central- and East-European countries are in similar situation. Following general interest of Chernobyl accident effects, the Maria Curie-Sklodowska University in Lublin (Poland) and the Jozef Stefan Institute in Ljubljana (Yugoslavia) organized on 17-19th September 1990 in Kazimierz on the Vistula (Poland) a joint international conference having the character of workshop. The conference was organized on the basis of already existing scientific collaboration of these institutions with the co-operation of the European Community (Brussels, Belgium) and International Atomic Energy Agency (Vienna, Austria)

Towards a European contract law

NARCIS (Netherlands)

Hondius, E.H.

2000-01-01

I. Introduction. II. Subject-matter of this paper. III. Constitutionality. IV. Codification. V. Is it Feasible?VI. Howto proceed. VII. New problems: finding the Law. VIII. The Netherlands, Belgium and Germany. IX. Common Law and Civil Law. X. East and west. XI. European Community Law. XII.

Diversity of Pediatric Workforce and Education in 2012 in Europe: A Need for Unifying Concepts or Accepting Enjoyable Differences?

Science.gov (United States)

Ehrich, Jochen H H; Tenore, Alfred; del Torso, Stefano; Pettoello-Mantovani, Massimo; Lenton, Simon; Grossman, Zachi

2015-08-01

To evaluate differences in child health care service delivery in Europe based on comparisons across health care systems active in European nations. A survey involved experts in child health care of 40 national pediatric societies belonging both to European Union and non-European Union member countries. The study investigated which type of health care provider cared for children in 3 different age groups and the pediatric training and education of this workforce. In 24 of 36 countries 70%-100% of children (0-5 years) were cared for by primary care pediatricians. In 12 of 36 of countries, general practitioners (GPs) provided health care to more than 60% of young children. The median percentage of children receiving primary health care by pediatricians was 80% in age group 0-5 years, 50% in age group 6-11, and 25% in children >11 years of age. Postgraduate training in pediatrics ranged from 2 to 6 years. A special primary pediatric care track during general training was offered in 52% of the countries. One-quarter (9/40) of the countries reported a steady state of the numbers of pediatricians, and in one-quarter (11/40) the number of pediatricians was increasing; one-half (20/40) of the countries reported a decreasing number of pediatricians, mostly in those where public health was changing from pediatric to GP systems for primary care. An assessment on the variations in workforce and pediatric training systems is needed in all European nations, using the best possible evidence to determine the ideal skill mix between pediatricians and GPs. Copyright © 2015 The Authors. Published by Elsevier Inc. All rights reserved.

Silver Tableware from the Nomad Burials of 13th –14th Centuries on the East European Plain

Directory of Open Access Journals (Sweden)

Chkhaidze Victor N.

2017-12-01

Full Text Available The article considers 31 nomad burials of 13th – 14th cc. containing prestigious silverware (waist bowls, ladles and goblets discovered in the territory of nine regions of the East European Plain (Trans-Volga, Volga, Don, Cis-Caucasus, Kuban, Donets, Dnieper, Ob, Bug and Trans-Dniester regions. It is one of the most informative and expressive groups of nomadic burial inventories only available for the the representatives of the ruling elite and included in the attributes of nomadic aristocracy of 13th – 14th cc. The description of each finding is provided together with the aggregate data concerning the dating of the burials, their type and the gender of the deceased. The authors consider the role of tableware in burial rites and its correspondence the representatives of family and tribal nomadic Golden Horde aristocracy.

A South-East Asian perspective.

Science.gov (United States)

Koh, D; Chia, S E; Jeyaratnam, J

2000-01-01

In order to discuss the subject of occupational medicine in the next century, changes in the present demographic profile and work activity must be considered first. Only then can the challenges be identified, and appropriate strategies be formulated to respond to them. In the diverse countries of South-East Asia, improved health and work conditions, the advent of new technology, a redistribution of work activity, and an ageing workforce can be expected. Two other factors that have specific impact in the region are the recent financial crisis and the occurrence of an international environmental haze from forest fires. The various countries in South-East Asia, which are in different stages of development, and have different problems and priorities, will respond differently to the demands for occupational health. It is likely that there will be a shift in the focus of current health care activities towards specific work sectors, the recognition of new hazards at work, the identification of newly emerging work related diseases, and an increase in health promotion in the workplace. Hopefully, there will be improved training of health professionals to ensure that there are adequate numbers and that they are well prepared to face these changes. Responsive, appropriate and well enforced labour legislation to protect the health of all workers, and international cooperation in occupational and environmental health are also required. As global and regional economic conditions continue to remain unstable and the impact of the crisis further takes its course, the final effect on occupational health in South-East Asia remains to be seen.

On the Succession of Sarmatian Population in the East-European Steppes

Directory of Open Access Journals (Sweden)

Balabanova Mariya A.

2016-06-01

Full Text Available As V.P. Alekseev wrote, the succession of population has been peculiar for individual territories for centuries. Despite the fact that the Eastern European steppe in ancient times and the Middle Ages was characterized by frequent changes of the population due to its high dependence on the environmental conditions, the Sarmatian culture preservation was observed over a period of ceremonial standards and elements of material culture. In this paper an attempt is made to show the presence of a partial succession of the three chronological periods of Sarmatian population. To do this, the author conducted a comparative characteristic of physical types of nomads of Sarmatian steppes of the Eastern Europe. The results of the study of mass craniological material combined in the cultural and chronological groups, showed that on the whole range of time and space over the steppe habitat Sarmatian cultures fixed partial similarity in physical type. In this connection, it is assumed that the partial continuity of anthropological types of different cultural, historical and local groups is linked to: 1 partial preservation of substrate Early Sarmatian population over the 4th- 3rd centuries BC – first half of 2nd-4th centuries AD; 2 the direction and character of penetration of nomadic groups who migrated from the East into steppe space; 3 design of a single system of seasonal migrations which involves the presence of winter and summer camps, and the presence of burial mounds; 4 the inclusion of a horde of nomadic pastoral population groups moved all over the steppes, from between Volga and Ural to the Lower Don; 5 the fact that male migrants married local women.

Health workforce development planning in the Sultanate of Oman: a case study

Directory of Open Access Journals (Sweden)

Ghosh Basu

2009-06-01

Full Text Available Abstract Introduction Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate. All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985–2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. Case description The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain

Health workforce development planning in the Sultanate of Oman: a case study.

Science.gov (United States)

Ghosh, Basu

2009-06-11

Oman's recent experience in health workforce development may be viewed against the backdrop of the situation just three or four decades ago, when it had just a few physicians and nurses (mostly expatriate). All workforce categories in Oman have grown substantially over the last two decades. Increased self-reliance was achieved despite substantial growth in workforce stocks. Stocks of physicians and nurses grew significantly during 1985-2007. This development was the outcome of well-considered national policies and plans. This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. Beginning with the formulation of a strategic health workforce development plan in 1991, the stage was set for adopting workforce planning as an essential strategy for sustainable health development and workforce self-reliance. Oman continued to develop its educational infrastructure, and began to produce as much workforce as possible, in order to meet health care demands and achieve workforce self-reliance. Other policy initiatives with a beneficial impact on Oman's workforce development scenario were: regionalization of nursing institutes, active collaboration with universities and overseas specialty boards, qualitative improvement of the education system, development of a strong continuing professional development system, efforts to improve workforce management, planned change management and needs-based micro/macro-level studies. Strong political will and bold policy initiatives, dedicated workforce planning and educational endeavours have all contributed to help Oman to develop its health workforce stocks and gain self-reliance. Oman has successfully innovated workforce

What's the matter with the information technology workforce?

OpenAIRE

Subramaniam, Manimegalai M.; Burnett, Kathleen

2006-01-01

Information technology and the information technology workforce are essential to Internet innovation, infrastructure, development, and maintenance. A comprehensive and dynamic definition of information technology will help develop and coordinate interventions to ensure that a viable, diverse, and talented workforce is available to support information technology innovation, development, implementation, maintenance and application. A viable, diverse, and talented workforce is essential if the U...

Workforce Development : Matching Education Systems to Workforce Needs

OpenAIRE

World Bank

2014-01-01

Equipping national workforces with job-relevant skills is a continuing challenge, and mismatches are a present concern. Many school graduates cannot find jobs commensurate with their education and training. Employers complain of difficulty in filling vacancies and bemoan the scarcity of soft skills for boosting productivity. More broadly, skills constraints make it difficult for companies ...

Variation in Approaches to European Works Councils in Multinational Companies

OpenAIRE

Paul Marginson; Jonathan Lavelle; Javier Quintanilla; Duncan Adam; Roc'o S?nchez-Mangas

2013-01-01

Drawing on a unique international data set of multinational companies' employment practices, the authors use logistic regression analysis to address variation in the existence of and management practice toward transnational social dialogue through European Works Councils (EWCs). Adopting a contingency perspective, they find that the degree of internationalization of companies' operations and management organization, international HR structure, and the presence of workforce organization exerci...

The Role of European Union Funds in Economic Development

Directory of Open Access Journals (Sweden)

Cristian PĂUN

2015-09-01

Full Text Available The European Union project initially started as a peaceful solution for war reconstruction in Europe. European countries decided to cooperate rather than compete in an aggressive way. At the beginning, this project supposed (involved market liberalization, trade barriers removals, market access improvement (initially for coal, steel, energy and, later, for all goods, services, workforce and capital. Unfortunately, in the last decades, all these Single Market facilities have been backed by redistributive schemes, protectionist mechanisms, social engineering, subsidies and facilities packed in so-called ”EU policies”. New ”European” institutions have been created, more and more funds have been involved to financially support this very complex redistributive intervention. The political dimension of the European Union project enhanced the economic dimension and constantly suffocated private markets and the economy. The “incomes” of the European Union that fuel its financial support are coming from taxes and/or inflation (better administered after the introduction of a Single Currency – the Euro. This paper will discuss the relevance of European Funds for economic development, especially for new members in this project.

A fossil subduction zone in the East Greenland Caledonides revealed by a Receiver Function analysis

DEFF Research Database (Denmark)

Schiffer, Christian; Jacobsen, B. H.; Balling, N.

Subsequent to their formation the East Greenland and Scandinavian Caledonides formed a major coherent mountain range. The understanding of the European Caledonides therefore naturally involves also the East Greenland Caledonides. The present-day topography and crustal and upper mantle structure i...

Preparing tomorrow's transportation workforce : a Midwest summit.

Science.gov (United States)

2010-08-01

Preparing Tomorrows Transportation Workforce: A Midwest Summit, held April 2728, 2010, in Ames, Iowa, was one of several : regional transportation workforce development summits held across the United States in 2009 and 2010 as part of a coordin...

Ethnic diversity in the nurse workforce: a literature review.

Science.gov (United States)

Otto, Laureen A; Gurney, Cindy

2006-01-01

In the 2000-2003 New York State Nurses Association Strategic Plan, the Board of Directors called for an assessment of the progress made toward achieving an ethnically diverse nursing workforce as reflected in the literature. In this paper the authors have responded to that request and offer a snapshot of progress as well as standstills in the journey toward diversity. Although the literature has tended to focus on cultural competency of the healthcare worker, and includes numerous calls for action to diversify the nurse workforce, very little scholarly work has been conducted that rigorously evaluates such diversification activities. The purpose of this literature review is to explore existing scholarly work in ethnic diversity at three levels: in the general workforce, the healthcare workforce, and the nursing workforce. The authors explored the literature as it addresses two aspects: academic and career factors influencing diversity; and recruitment, retention, and other strategies employed to diversify the workforce. By exploring the existing research, gaps can be identified in order to either direct further research, or target funding to recruitment strategies to effectively enhance a more ethnically diverse nurse workforce.

Enhancing the diversity of the pediatrician workforce.

Science.gov (United States)

Friedman, Aaron L

2007-04-01

This policy statement describes the key issues related to diversity within the pediatrician and health care workforce to identify barriers to enhancing diversity and offer policy recommendations to overcome these barriers in the future. The statement addresses topics such as health disparities, affirmative action, recent policy developments and reports on workforce diversity, and research on patient and provider diversity. It also broadens the discussion of diversity beyond the traditional realms of race and ethnicity to include cultural attributes that may have an effect on the quality of health care. Although workforce diversity is related to the provision of culturally effective pediatric care, it is a discrete issue that merits separate discussion and policy formulation. At the heart of this policy-driven action are multiorganizational and multispecialty collaborations designed to address substantive educational, financial, organizational, and other barriers to improved workforce diversity.

Front-line ordering clinicians: matching workforce to workload.

Science.gov (United States)

Fieldston, Evan S; Zaoutis, Lisa B; Hicks, Patricia J; Kolb, Susan; Sladek, Erin; Geiger, Debra; Agosto, Paula M; Boswinkel, Jan P; Bell, Louis M

2014-07-01

Matching workforce to workload is particularly important in healthcare delivery, where an excess of workload for the available workforce may negatively impact processes and outcomes of patient care and resident learning. Hospitals currently lack a means to measure and match dynamic workload and workforce factors. This article describes our work to develop and obtain consensus for use of an objective tool to dynamically match the front-line ordering clinician (FLOC) workforce to clinical workload in a variety of inpatient settings. We undertook development of a tool to represent hospital workload and workforce based on literature reviews, discussions with clinical leadership, and repeated validation sessions. We met with physicians and nurses from every clinical care area of our large, urban children's hospital at least twice. We successfully created a tool in a matrix format that is objective and flexible and can be applied to a variety of settings. We presented the tool in 14 hospital divisions and received widespread acceptance among physician, nursing, and administrative leadership. The hospital uses the tool to identify gaps in FLOC coverage and guide staffing decisions. Hospitals can better match workload to workforce if they can define and measure these elements. The Care Model Matrix is a flexible, objective tool that quantifies the multidimensional aspects of workload and workforce. The tool, which uses multiple variables that are easily modifiable, can be adapted to a variety of settings. © 2014 Society of Hospital Medicine.

Building the Social Work Workforce: Saving Lives and Families

Directory of Open Access Journals (Sweden)

Katharine Briar-Lawson

2014-05-01

Full Text Available This article depicts a journey over the decades to address some of the needs of children and families in the child welfare system. Recounting a few key milestones and challenges in the past 40 years, it is argued that workforce development is one key to improved outcomes for abused and neglected children and their families. Major events and several turning points are chronicled. Emerging workforce needs in aging are also cited as lessons learned from child welfare have implications for building a gero savvy social work workforce. Funding streams involving IV-E and Medicaid are discussed. It is argued that workforce development can be a life and death issue for some of these most vulnerable populations. Thus, the workforce development agenda must be at the forefront of the social work profession for the 21st century. Key funding streams are needed to foster investments in building and sustaining the social work workforce.

Diversity in the dermatology workforce.

Science.gov (United States)

Hinojosa, Jorge A; Pandya, Amit G

2016-12-01

The United States is becoming increasingly diverse, and minorities are projected to represent the majority of our population in the near future. Unfortunately, health disparities still exist for these groups, and inequalities have also become evident in the field of dermatology. There is currently a lack of diversity within the dermatology workforce. Potential solutions to these health care disparities include increasing cultural competence for all physicians and improving diversity in the dermatology workforce. ©2016 Frontline Medical Communications.

Wind Energy Workforce Development & Jobs

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2016-11-08

The United States needs a skilled and qualified wind energy workforce to produce domestic clean power. To assist with wind energy workforce development, the U.S. Department of Energy (DOE) and National Renewable Energy Laboratory are engaged with several efforts.This presentation by Suzanne Tegen describes these efforts, including a wind industry survey, DOE's Wind Career Map, the DOE Wind Vision report, and an in-depth discussion of the Jobs & Economic Development Impacts Model.

Workforce Competitiveness Collection. "LINCS" Resource Collection News

Science.gov (United States)

Literacy Information and Communication System, 2011

2011-01-01

This edition of "'LINCS' Resource Collection News" features the Workforce Competitiveness Collection, covering the topics of workforce education, English language acquisition, and technology. Each month Collections News features one of the three "LINCS" (Literacy Information and Communication System) Resource Collections--Basic…

Pediatric Orthopaedic Workforce in 2014: Current Workforce and Projections for the Future.

Science.gov (United States)

Sawyer, Jeffrey R; Jones, Kerwyn C; Copley, Lawson A; Chambers, Stephanie

2017-01-01

The changing nature of the United States (US) health care system has prompted debate concerning the physician supply. The basic questions are: do we have an adequate number of surgeons to meet current demands and are we training the correct number of surgeons to meet future demands? The purpose of this analysis was to characterize the current pediatric orthopaedic workforce in terms of supply and demand, both present and future. Databases were searched (POSNA, SF Match, KID, MGMA) to determine the current pediatric orthopaedic workforce and workforce distribution, as well as pediatric orthopaedic demand. The number of active Pediatric Orthopaedic Society of North America (POSNA) members increased over the past 20 years, from 410 in 1993 to 653 in 2014 (155% increase); however, the density of POSNA members is not equally distributed, but correlates to population density. The number of estimated pediatric discharges, orthopaedic and nonorthopaedic, has remained relatively stable from 6,348,537 in 1997 to 5,850,184 in 2012. Between 2003 and 2013, the number of pediatric orthopaedic fellows graduating from Accreditation Council for Graduate Medical Education and non-Accreditation Council for Graduate Medical Education programs increased from 39 to 50 (29%), with a peak of 67 fellows (71%) in 2009. Although predicting the exact need for pediatric orthopaedic surgeons (POS) is impossible because of the complex interplay among macroeconomic, governmental, insurance, and local factors, some trends were identified: the supply of POS has increased, which may offset the expected numbers of experienced surgeons who will be leaving the workforce in the next 10 to 15 years; macroeconomic factors influencing demand for physician services, driven by gross domestic product and population growth, are expected to be stable in the near future; expansion of the scope of practice for POS is expected to continue; and further similar assessments are warranted. Level II-economic and

Theory of Queer Identities: Representation in Contemporary East-European Art and Culture

Directory of Open Access Journals (Sweden)

Saša Kesić

2017-10-01

Full Text Available Starting from the general theory of identity, gender theory, queer theory and theory of bio/necropolitics, as theoretical platforms, in a few case studies I will analyze the Pride Parade as a form of manifestation of gender body and queer body representations in visual arts, and gender and queer body representations in mass media. My hypothesis is that the key for understanding the chosen case studies is in understanding the relation between their aesthetics, political and social interventions. This will consider political involvement, social injustice, alienation, stereotypes on which ideological manipulations are based etc., as well as the creative strategies used for moving the borders of visual art in searching for authentically-performed creative expressions and engagements. In the time we live it is necessary for the politicization of art to use queer tactics, which work as political strategies of subversion of every stable structure of power. Queer tactics, in my opinion, are weapons in disturbance of the stable social mechanisms, which every power tries to establish and perform over any ‘mass’, in order to transform it to race, gender, tribe, nation or class.   Article received: June 6, 2017; Article accepted: June 20, 2017; Published online: October 15, 2017; Original scholarly paper How to cite this article: Kesić, Saša. "Theory of Queer Identities: Representation in Contemporary East-European Art and Culture." AM Journal of Art and Media Studies 14 (2017: 123-131. doi: 10.25038/am.v0i14.211

Dynamic simulation for effective workforce management in new product development

Directory of Open Access Journals (Sweden)

M. Mutingi

2012-10-01

Full Text Available Effective planning and management of workforce for new product development (NPD projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce management problem in a typical NPD project consisting of design, prototyping, and production phases. We assume that workforce demand is a function of project work remaining and the current available skill pool. System dynamics simulation concepts are used to capture the causality relationships and feedback loops in the workforce system from a systems thinking. The evaluation of system dynamics simulation reveals the dynamic behaviour in NPD workforce management systems and shows how adaptive dynamic recruitment and training decisions can effectively balance the workforce system during the NPD process.

專論／從柏林國立圖書館東亞部看德國國家東亞研究資料資源／考恩 | The East Asia Department of the Berlin State Library: German National Resources for East Asian Materials / Matthias Kaun

Directory of Open Access Journals (Sweden)

考恩

2007-10-01

Full Text Available

For more than 50 years the East Asia Department of the Berlin State Library has been hosting a special interest collection on East- and Southeast Asia. Integrated into a federal network of German libraries, supervised and in part financed by the German Research Foundation (DFG – Deutsche Forschungsgemeinschaft, this collection has become the largest of its kind in Europe. The East Asia Department supplies German and European libraries with publications in East Asian languages through a special inter-library loan service. Since 2002 the Berlin State Library has offered access to electronic resources like databases and electronic journals from the East Asian region via the virtual library CrossAsia. Furthermore the East Asia Department has become an access point to East Asian databases for European consortia.

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First Annual LGBT Health Workforce Conference: Empowering Our Health Workforce to Better Serve LGBT Communities.

Science.gov (United States)

Sánchez, Nelson F; Sánchez, John Paul; Lunn, Mitchell R; Yehia, Baligh R; Callahan, Edward J

2014-03-01

The Institute of Medicine has identified significant health disparities and barriers to health care experienced by lesbian, gay, bisexual, and transgender (LGBT) populations. By lowering financial barriers to care, recent legislation and judicial decisions have created a remarkable opportunity for reducing disparities by making health care available to those who previously lacked access. However, the current health-care workforce lacks sufficient training on LGBT-specific health-care issues and delivery of culturally competent care to sexual orientation and gender identity minorities. The LGBT Healthcare Workforce Conference was developed to provide a yearly forum to address these deficiencies through the sharing of best practices in LGBT health-care delivery, creating LGBT-inclusive institutional environments, supporting LGBT personal and professional development, and peer-to-peer mentoring, with an emphasis on students and early career professionals in the health-care fields. This report summarizes the findings of the first annual LGBT Health Workforce Conference.

Can New Zealand achieve self-sufficiency in its nursing workforce?

Science.gov (United States)

North, Nicola

2011-01-01

This paper reviews impacts on the nursing workforce of health policy and reforms of the past two decades and suggests reasons for both current difficulties in retaining nurses in the workforce and measures to achieve short-term improvements. Difficulties in retaining nurses in the New Zealand workforce have contributed to nursing shortages, leading to a dependence on overseas recruitment. In a context of global shortages and having to compete in a global nursing labour market, an alternative to dependence on overseas nurses is self-sufficiency. Discursive paper. Analysis of nursing workforce data highlighted threats to self-sufficiency, including age structure, high rates of emigration of New Zealand nurses with reliance on overseas nurses and an annual output of nurses that is insufficient to replace both expected retiring nurses and emigrating nurses. A review of recent policy and other documents indicates that two decades of health reform and lack of a strategic focus on nursing has contributed to shortages. Recent strategic approaches to the nursing workforce have included workforce stocktakes, integrated health workforce development and nursing workforce projections, with a single authority now responsible for planning, education, training and development for all health professions and sectors. Current health and nursing workforce development strategies offer wide-ranging and ambitious approaches. An alternative approach is advocated: based on workforce data analysis, pressing threats to self-sufficiency and measures available are identified to achieve, in the short term, the maximum impact on retaining nurses. A human resources in health approach is recommended that focuses on employment conditions and professional nursing as well as recruitment and retention strategies. Nursing is identified as 'crucial' to meeting demands for health care. A shortage of nurses threatens delivery of health services and supports the case for self-sufficiency in the nursing

Occupational radiation exposure in Central and Eastern European countries - ESOREX EAST -. Proceedings

International Nuclear Information System (INIS)

Frasch, G.; Anatschkowa, E.

1999-02-01

On behalf of the European Commission, the BfS is currently executing a project entitled 'European Study of Occupational Radiation Exposure - ESOREX'. The project consists of several surveys executed in the Member States of the European Union, furthermore in Iceland, Norway and Switzerland. In each of these countries the - 1. administrative systems used to register individual occupational radiation exposure, - 2. numbers and dose distributions of occupationally radiation exposed persons in 1995 are surveyed. The aim is to describe and compare the administrative structures of the various national registration systems and the distributions of the workers and their doses. It shall identify the differences between the states and analyse the possibilities for a European harmonization. Because of the intention of numerous Central and Eastern European countries to join the European Community, the harmonization theme is also of considerable importance for these countries. The workshop served the preparing works to execute the ESOREX study also in ten Central and Eastern European countries. In order to establish the necessary contacts and to prepare the co-operation with the respective institutions of these states, the BfS organised, together with the State Office for Nuclear Safety of the Czech Republic, an international introductory workshop in Prague in September 1998. The proceedings reflect the presentations of the participants and the results of the discussions. (orig.) [de

Gender and the radiology workforce: results of the 2014 ACR workforce survey.

Science.gov (United States)

Bluth, Edward I; Bansal, Swati; Macura, Katarzyna J; Fielding, Julia; Truong, Hang

2015-02-01

As part of the 2014 ACR Human Resources Commission Workforce Survey, an assessment of the gender of the U.S. radiologist workforce was undertaken. Radiologist gender in relation to type of practice, work location, leadership roles, and full- versus part-time employment have not previously been assessed by this survey. The survey was completed by group leaders in radiology identified through the Practice of Radiology Environment Database. The response rate to the survey was 22%, representing 35% of all practicing radiologists. The survey found that 78% of the radiology workforce is male, and 22% female. Among the men, 58% work in private practice, and 18% in the academic/university environment; among women, percentages were 43% and 31%, respectively. Of all physician leads, 85% are men, 15% women. Of the full-time radiologists, 15% of men are practice leaders compared with 11% of women. Fewer women than men are in private practice. More women than men practice in academic/university environments. Among part-time radiologists, there are more men than women, but significantly more women work part time than men. Women are in the minority among practice leaders. Copyright © 2015 American College of Radiology. Published by Elsevier Inc. All rights reserved.

Educational differences in trajectories of self-rated health before, during, and after entering or leaving paid employment in the European workforce.

Science.gov (United States)

Schuring, Merel; Robroek, Suzan J W; Lingsma, Hester F; Burdorf, Alex

2015-09-01

This study aimed to investigate (i) the influence of entering or leaving paid employment on self-rated health trajectories before, during, and after this transition and (ii) educational differences in these health trajectories. In this prospective study, we used yearly measurements of self-rated health from the European Community Household Panel (ECHP) to establish how health is affected by employment transitions in or out of the workforce due to early retirement, unemployment or economic inactivity. Trajectories of self-rated health were analyzed among 136 556 persons with low, intermediate, or high educational level by repeated-measures logistic regression with generalized estimating equations. Among low-educated workers, ill-health partly prompted their voluntary labor force exit through early retirement and becoming economically inactive, but thereafter these exit routes seemed to prevent further deterioration of their health. In contrast, among higher educated workers, early retirement had an adverse effect on their self-rated health. Becoming unemployed had adverse effects on self-rated health among all educational levels. Entering paid employment was predetermined by self-rated health improvement in the preceding years among intermediate and high educated workers, whereas, among low-educated workers, self-rated health improved in the year of entering paid employed and continued to improve in the following years. Prolonging working life may have both adverse and beneficial effects on self-rated health. Health inequalities may increase when every person, independent of educational level, must perform paid employment until the same age before being able to retire.

State health agency workforce shortages and implications for public health: a case study of restaurant inspections in Louisiana.

Science.gov (United States)

Realmuto, Lindsey; Hunting, Katherine L; Parkin, Rebecca

2013-12-01

The study described in this article evaluated the effects of public health workforce cuts on routine food safety inspections and the occurrence of critical violations. Routine inspection information was collected from two Louisiana databases for permanent food establishments categorized as risk category 3 or 4 in East Baton Rouge Parish, Louisiana, for the years 2005, 2007, and 2009. The length of time between routine inspections nearly quadrupled from 2005 to 2009. For risk category 4 establishments, a significant increase occurred in the proportion of inspections that resulted in a critical violation between the three years. The amount of time between routine inspections was significantly higher for inspections that resulted in a critical violation versus those that did not. Lastly, the amount of time between routine inspections, an establishment's risk category, and history of complaint were found to have significant predictive effects on the incidence of a critical violation during a routine inspection, although results varied by year. Study results indicate that decreased workforce capacity in Louisiana may negatively affect the outcomes of routine food safety inspections.

Holocene climate dynamics in the central part of the East European plain (Russia)

Science.gov (United States)

Novenko, Elena

2013-04-01

The Holocene climate and vegetation dynamics in the broad-leaved forest zone of the central part of the East European plain have been reconstructed on the base of pollen, plant macrofossil, testate amoebae and radiocarbon data from the mire Klukva (N 53.834812, E 36.252488), located in the kast depression in the Upper Oka River basin (Tula region, European Russia). The reconstruction of main parameters of past climate (the mean annual temperature precipitation) was carried out by the "Best Modern Analog" approach. Reconstructions of vegetation show that in the early Holocene the territory was occupied mainly by birch and pine-birch forests. Significant changes in the plant cover of the Upper Oka River basin are attributed to the 7.5 cal kyr BP). The climatic conditions were favorable for development of the broad-leaved forests those persisted in this area up to industrial period. In the 17th century, when the population density greatly increased and watersheds were ploughed, natural vegetation communities were gradually destroyed and transformed into agricultural landscapes. According to obtained climatic reconstructions the period 10-8.5 cal kyr BP was relatively cold and wet, when the mean annual temperature was in 3°C lower and precipitation was in 50-100 mm higher then nowadays. The significant climate warming occurred in about 7.0-5.0 cal kyr BP (The Holocene thermal maximum): the mean annual temperature in 2°C exceeded the modern value and precipitation was close to that. The environment conditions were drier due to decrease of effective moisture. In the second part of the Holocene the sequence of second-, and even third-order climatic oscillations expressed against the background of the overall slight trend towards cooling have been determined. The most pronounced cool and wet intervals were reconstructed in 2.5-2.0 cal kyr BP and 1.5-1.3 cal kyr BP. The mean annual temperature decreased in 1.5-2 °C and precipitation rose in 200 mm in compare to modern

Experiential Training for Empowerment of the Workforce.

Science.gov (United States)

Cook, John A.

As downsizing of government and business organizations has become widespread, many managers are seeking to increase productivity by empowering the workforce. When effectively and appropriately implemented, empowered workforce structures can cut costs and improve quality and safety. Yet resistance to such changes arises from a patriarchal…

Hypertension and its treatment in a New Zealand multicultural workforce.

Science.gov (United States)

Scragg, R; Baker, J; Metcalf, P; Dryson, E

1993-04-28

To investigate ethnic variations in blood pressure levels and the likelihood of hypertension being treated in a multicultural New Zealand workforce. An employed population of 5651 staff aged 40 to 64 years at worksites in Auckland and Tokoroa, who recorded their current prescribed medication, were measured for blood pressure, weight and height. Body mass index (BMI) was calculated. Mean blood pressure levels were higher in men than women, and increased with age and BMI. Compared with Europeans, mean systolic and diastolic blood pressures were higher in Maori (by 5 to 6 mmHg), Pacific Islanders (by 4 to 6 mmHg) and Asians (by 1 to 5 mmHg) after controlling for age and blood pressure treatment. This increase in Maori and Pacific Islanders, compared with Europeans, was approximately halved after also controlling for BMI, but still remained statistically significant (p < 0.05). In contrast, ethnic differences in BMI did not explain any of the blood pressure increase in Asians. In analyses restricted to hypertensive participants, the likelihood of hypertension being treated was higher in women than men (odds ratio (OR) = 3.42; 95% CI 2.13, 5.47), and lower in Maori (OR 0.33; 95% CI 0.19, 0.58), Pacific Islanders (OR 0.27; 95% CI 0.16, 0.47) and Asians (OR 0.29; 95% CI 0.10, 0.86) than Europeans. These results suggest that the likelihood of hypertension being treated is related to sex and ethnic group; and that other unknown factors, in addition to increased BMI levels, explain the higher blood pressure levels in Polynesians compared to Europeans.

Evidence-informed primary health care workforce policy: are we asking the right questions?

Science.gov (United States)

Naccarella, Lucio; Buchan, Jim; Brooks, Peter

2010-01-01

Australia is facing a primary health care workforce shortage. To inform primary health care (PHC) workforce policy reforms, reflection is required on ways to strengthen the evidence base and its uptake into policy making. In 2008 the Australian Primary Health Care Research Institute funded the Australian Health Workforce Institute to host Professor James Buchan, Queen Margaret University, UK, an expert in health services policy research and health workforce planning. Professor Buchan's visit enabled over forty Australian PHC workforce mid-career and senior researchers and policy stakeholders to be involved in roundtable policy dialogue on issues influencing PHC workforce policy making. Six key thematic questions emerged. (1) What makes PHC workforce planning different? (2) Why does the PHC workforce need to be viewed in a global context? (3) What is the capacity of PHC workforce research? (4) What policy levers exist for PHC workforce planning? (5) What principles can guide PHC workforce planning? (6) What incentives exist to optimise the use of evidence in policy making? The emerging themes need to be discussed within the context of current PHC workforce policy reforms, which are focussed on increasing workforce supply (via education/training programs), changing the skill mix and extending the roles of health workers to meet patient needs. With the Australian government seeking to reform and strengthen the PHC workforce, key questions remain about ways to strengthen the PHC workforce evidence base and its uptake into PHC workforce policy making.

Civil society contributions to a sustainable health workforce in the European Union

NARCIS (Netherlands)

Mans, Linda; van de Pas, Remco; Marschang, Sascha

Background: Following the adoption of the World Health Organization’s Global Code of Practice on the International Recruitment of Health Personnel (WHO Code), eight civil society organizations implemented the European Union (EU) funded project “Health Workers for All and All for Health Workers”

Modeling workforce demand in North Dakota: a System Dynamics approach

OpenAIRE

Muminova, Adiba

2015-01-01

This study investigates the dynamics behind the workforce demand and attempts to predict the potential effects of future changes in oil prices on workforce demand in North Dakota. The study attempts to join System Dynamics and Input-Output models in order to overcome shortcomings in both of the approaches and gain a more complete understanding of the issue of workforce demand. A system dynamics simulation of workforce demand within different economic sector...

The potential impact of Brexit and immigration policies on the GP workforce in England: a cross-sectional observational study of GP qualification region and the characteristics of the areas and population they served in September 2016.

Science.gov (United States)

Esmail, Aneez; Panagioti, Maria; Kontopantelis, Evangelos

2017-11-16

The UK is dependent on international doctors, with a greater proportion of non-UK qualified doctors working in its universal health care system than in any other European country, except Ireland and Norway. The terms of the UK exit from the European Union can reduce the ability of European Economic Area (EEA) qualified doctors to work in the UK, while new visa requirements will significantly restrict the influx of non-EEA doctors. We aimed to explore the implications of policy restrictions on immigration, by regionally and spatially describing the characteristics of general practitioners (GPs) by region of medical qualification and the characteristics of the populations they serve. This is a cross-sectional study on 37,792 of 41,865 GPs in England, as of 30 September 2016. The study involved age, sex, full-time equivalent (FTE), country and region of qualification and geography (organisational regions) of individual GPs. Additionally at the practice and geography levels, we studied patient list size by age groups, average patient location deprivation, the overall morbidity as measured by the Quality and Outcomes Framework (QOF) and the average payment made to primary care per patient. Non-UK qualified GPs comprised 21.1% of the total numbers of GPs, with the largest percentage observed in East England (29.8%). Compared to UK qualified GPs, EEA and elsewhere qualified GPs had higher FTE (medians were 0.80, 0.89 and 0.93, respectively) and worked in practices with higher median patient location deprivation (18.3, 22.5 and 25.2, respectively). Practices with high percentages of EEA and elsewhere qualified GPs served patients who resided in more deprived areas, had lower GP-to-patient ratios and lower GP-to-cumulative QOF register ratios. A decrease in pay as the percentage of elsewhere qualified GPs increased was observed; a 10% increase in elsewhere qualified GPs was linked to a £1 decrease (95% confidence interval 0.5-1.4) in average pay per patient. A large

Return to the workforce following coronary artery bypass grafting

DEFF Research Database (Denmark)

Butt, Jawad H; Rørth, Rasmus; Kragholm, Kristian

2018-01-01

Background Returning to the workforce after coronary artery bypass grafting (CABG) holds important socioeconomic consequences not only for patients, but the society as well. Yet data on this issue are limited. We examined return to the workforce and associated factors in patients of working age.......0%) patients had returned to the workforce, 614 (10.2%) were on paid sick leave, 267 (4.4%) received disability pension, 250 (4.1%) were on early retirement, 57 (0.9%) had died, and 16 (0.3%) had emigrated. Factors associated with return to the workforce were identified using multivariable logistic regression...

Spatial and seasonal patterns of European short-snouted seahorse ...

African Journals Online (AJOL)

North-East Atlantic), determining the spatial and seasonal abundance, population structure and physical appearance of European short-snouted seahorse Hippocampus hippocampus. Animals were surveyed off Gran Canaria Island in two ...

Geographic Analysis of the Radiation Oncology Workforce

Energy Technology Data Exchange (ETDEWEB)

Aneja, Sanjay [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Smith, Benjamin D. [University of Texas M. D. Anderson Cancer Center, Houston, TX (United States); Gross, Cary P. [Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States); Department of General Internal Medicine, Yale University School of Medicine, New Haven, CT (United States); Wilson, Lynn D. [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Haffty, Bruce G. [Cancer Institute of New Jersey, New Brunswick, NJ (United States); Roberts, Kenneth [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Yu, James B., E-mail: james.b.yu@yale.edu [Department of Therapeutic Radiology, Yale University School of Medicine, New Haven, CT (United States); Cancer Outcomes, Policy, and Effectiveness Research Center at Yale, New Haven, CT (United States)

2012-04-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

Geographic Analysis of the Radiation Oncology Workforce

International Nuclear Information System (INIS)

Aneja, Sanjay; Smith, Benjamin D.; Gross, Cary P.; Wilson, Lynn D.; Haffty, Bruce G.; Roberts, Kenneth; Yu, James B.

2012-01-01

Purpose: To evaluate trends in the geographic distribution of the radiation oncology (RO) workforce. Methods and Materials: We used the 1995 and 2007 versions of the Area Resource File to map the ratio of RO to the population aged 65 years or older (ROR) within different health service areas (HSA) within the United States. We used regression analysis to find associations between population variables and 2007 ROR. We calculated Gini coefficients for ROR to assess the evenness of RO distribution and compared that with primary care physicians and total physicians. Results: There was a 24% increase in the RO workforce from 1995 to 2007. The overall growth in the RO workforce was less than that of primary care or the overall physician workforce. The mean ROR among HSAs increased by more than one radiation oncologist per 100,000 people aged 65 years or older, from 5.08 per 100,000 to 6.16 per 100,000. However, there remained consistent geographic variability concerning RO distribution, specifically affecting the non-metropolitan HSAs. Regression analysis found higher ROR in HSAs that possessed higher education (p = 0.001), higher income (p < 0.001), lower unemployment rates (p < 0.001), and higher minority population (p = 0.022). Gini coefficients showed RO distribution less even than for both primary care physicians and total physicians (0.326 compared with 0.196 and 0.292, respectively). Conclusions: Despite a modest growth in the RO workforce, there exists persistent geographic maldistribution of radiation oncologists allocated along socioeconomic and racial lines. To solve problems surrounding the RO workforce, issues concerning both gross numbers and geographic distribution must be addressed.

GRS current activities in East-European countries overview

International Nuclear Information System (INIS)

Teske, H.; Janke, R.

2001-01-01

This report presents the following items: agreement between the Federal Government and Utility Companies about the future utilization of the existing nuclear power plants in Germany, June 2001; GRS current activities in the Eastern European countries; science-technical co-operation with Russia; assessment of safety significance of the events for German NPP; Leningrad in-depth safety assessment, co-operation SEC NRS and GRS

Geoscience and the 21st Century Workforce

Science.gov (United States)

Manduca, C. A.; Bralower, T. J.; Blockstein, D.; Keane, C. M.; Kirk, K. B.; Schejbal, D.; Wilson, C. E.

2013-12-01

Geoscience knowledge and skills play new roles in the workforce as our society addresses the challenges of living safely and sustainably on Earth. As a result, we expect a wider range of future career opportunities for students with education in the geosciences and related fields. A workshop offered by the InTeGrate STEP Center on 'Geoscience and the 21st Century Workforce' brought together representatives from 24 programs with a substantial geoscience component, representatives from different employment sectors, and workforce scholars to explore the intersections between geoscience education and employment. As has been reported elsewhere, employment in energy, environmental and extractive sectors for geoscientists with core geology, quantitative and communication skills is expected to be robust over the next decade as demand for resources grow and a significant part of the current workforce retires. Relatively little is known about employment opportunities in emerging areas such as green energy or sustainability consulting. Employers at the workshop from all sectors are seeking the combination of strong technical, quantitative, communication, time management, and critical thinking skills. The specific technical skills are highly specific to the employer and employment needs. Thus there is not a single answer to the question 'What skills make a student employable?'. Employers at this workshop emphasized the value of data analysis, quantitative, and problem solving skills over broad awareness of policy issues. Employers value the ability to articulate an appropriate, effective, creative solution to problems. Employers are also very interested in enthusiasm and drive. Participants felt that the learning outcomes that their programs have in place were in line with the needs expressed by employers. Preparing students for the workforce requires attention to professional skills, as well as to the skills needed to identify career pathways and land a job. This critical

Public health workforce research in review: a 25-year retrospective.

Science.gov (United States)

Hilliard, Tracy M; Boulton, Matthew L

2012-05-01

The Robert Wood Johnson Foundation commissioned a systematic review of public health workforce literature in fall 2010. This paper reviews public health workforce articles published from 1985 to 2010 that support development of a public health workforce research agenda, and address four public health workforce research themes: (1) diversity; (2) recruitment, retention, separation, and retirement; (3) education, training, and credentialing; and (4) pay, promotion, performance, and job satisfaction. PubMed, ERIC, and Web of Science databases were used to search for articles; Google search engine was used to identify gray literature. The study used the following inclusion criteria: (1) articles written in English published in the U.S.; (2) the main theme(s) of the article relate to at least one of the four public health workforce research themes; and (3) the document focuses on the domestic public health workforce. The literature suggests that the U.S. public health workforce is facing several urgent priorities that should be addressed, including: (1) developing an ethnically/racially diverse membership to meet the needs of an increasingly diverse nation; (2) recruiting and retaining highly trained, well-prepared employees, and succession planning to replace retirees; (3) building public health workforce infrastructure while also confronting a major shortage in the public health workforce, through increased education, training, and credentialing; and (4) ensuring competitive salaries, opportunities for career advancement, standards for workplace performance, and fostering organizational cultures which generate high levels of job satisfaction for effective delivery of services. Additional research is needed in all four thematic areas reviewed to develop well-informed, evidence-based strategies for effectively addressing critical issues facing the public health workforce. Copyright © 2012 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights

Otolaryngology workforce analysis.

Science.gov (United States)

Hughes, Charles Anthony; McMenamin, Patrick; Mehta, Vikas; Pillsbury, Harold; Kennedy, David

2016-12-01

The number of trained otolaryngologists available is insufficient to supply current and projected US health care needs. The goal of this study was to assess available databases and present accurate data on the current otolaryngology workforce, examine methods for prediction of future health care needs, and explore potential issues with forecasting methods and policy implementation based on these predictions. Retrospective analysis of research databases, public use files, and claims data. The total number of otolaryngologists and current practices in the United States was tabulated using the databases of the American Academy of Otolaryngology-Head and Neck Surgery, American Medical Association, American Board of Otolaryngology, American College of Surgeons, Association of American Medical Colleges, National Center for Health Statistics, and Department of Health and Human Services. Otolaryngologists were identified as surgeons and classified into surgical groups using a combination of AMA primary and secondary self-reported specialties and American Board of Medical Specialties certifications. Data gathered were cross-referenced to rule out duplications to assess total practicing otolaryngologists. Data analyzed included type of practice: 1) academic versus private and 2) general versus specialty; and demographics: 1) urban versus rural, 2) patient age, 3) reason for visit (referral, new, established, surgical follow-up), 4) reason for visit (diagnosis), and 5) payer type. Analysis from the above resources estimates the total number of otolaryngologists practicing in the United States in 2011 to be 12,609, with approximately 10,522 fully trained practicing physicians (9,232-10,654) and 2,087 in training (1,318 residents and 769 fellows/others). Based on 2011 data, workforce projections would place the fully trained and practicing otolaryngology workforce at 11,088 in 2015 and 12,084 in 2025 unless changes in training occur. The AAO-HNS Physicians Resource Committee

Health workforce governance and oral health: Diversity and challenges in Europe.

Science.gov (United States)

Gallagher, Jennifer E; Eaton, Kenneth A

2015-12-01

Throughout the life course, oral diseases are some of the most common non-communicable diseases globally, and in Europe. Human resources for oral health are fundamental to healthcare systems in general and dentistry is no exception. As political and healthcare systems change, so do forms of governance. The aim of this paper is to examine human resources for oral health in Europe, against a workforce governance framework, using England as a case study. The findings suggest that neo-liberalist philosophies are leading to multiple forms of soft governance at professional, system, organisational and individual levels, most notably in England, where there is no longer professional self-regulation. Benefits include professional regulation of a wider cadre of human resources for oral health, reorientation of care towards evidence-informed practice including prevention, and consideration of care pathways for patients. Across Europe there has been significant professional collaboration in relation to quality standards in the education of dentists, following transnational policies permitting freedom of movement of health professionals; however, the distribution of dentists is inequitable. Challenges include facilitating employment of graduates to serve the needs and demands of the population in certain countries, together with governance of workforce production and migration across Europe. Integrated trans-European approaches to monitoring mobility and governance are urgently required. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

European refining: evolution or revolution?

International Nuclear Information System (INIS)

Cuthbert, N.

1999-01-01

A recent detailed analysis of the refining business in Europe (by Purvin and Gurtz) was used to highlight some key issues facing the industry. The article was written under five sub-sections: (i) economic environment (assessment of the economic prospects for Europe), (ii) energy efficiency and global warming (lists the four points of the EU car makers' voluntary agreement), (iii) fuel quality and refinery investment (iv) refinery capacity and utilisation and (v) industry structure and development. Diagrams show GDP per capita for East and West, European road fuel demand to 2015 and European net trade and European refinery ownership by crude capacity. It was concluded that the future of refining in Europe is 'exciting and challenging' and there are likely to be more large joint venture refineries. (UK)

Factors affecting birthweights in Hindus, Moslems and Europeans.

Science.gov (United States)

McFadyen, I R; Campbell-Brown, M; Abraham, R; North, W R; Haines, A P

1984-10-01

The birthweights of 664 Hindu and 132 Moslem babies were compared with those of 486 European babies born at the same hospital. The mean birthweight of the Europeans was 3362 g, compared with 3146 g for the Moslems and 2960 g for the Hindus. The Asian women were smaller than the European and tended to have a shorter length of gestation. Forty-four per cent of the Asians and 46% of the European mothers were of social classes I and II; 28% of the Europeans and 2% of the Asians smoked. There were no significant differences between Asians and Europeans in the effects of maternal size, parity, gestational age and fetal sex on birthweight. After adjustment for these variables and for cigarette smoking there was no significant difference in birthweight between the Moslems and the Europeans, but the mean birthweight of the Hindus was about 190 g lighter than that of the Europeans. Hindus from East Africa had lighter babies than those from India.

Employee Engagement: Motivating and Retaining Tomorrow's Workforce

Science.gov (United States)

Shuck, Michael Bradley; Wollard, Karen Kelly

2008-01-01

Tomorrow's workforce is seeking more than a paycheck; they want their work to meet their needs for affiliation, meaning, and self-development. Companies willing to meet these demands will capture the enormous profit potential of a workforce of fully engaged workers. This piece explores what engagement is, why it matters, and how human resource…

Workforce strategies to improve children's oral health.

Science.gov (United States)

Goodwin, Kristine

2014-12-01

(1) Tooth decay is the most common chronic disease for children. (2) As millions receive dental coverage under the Affordable Care Act, the demand for dental services is expected to strain the current workforce's ability to meet their needs. (3) States have adopted various workforce approaches to improve access to dental care for underserved populations.

The Impact of Out-Migration on the Nursing Workforce in Kenya

Science.gov (United States)

Gross, Jessica M; Rogers, Martha F; Teplinskiy, Ilya; Oywer, Elizabeth; Wambua, David; Kamenju, Andrew; Arudo, John; Riley, Patricia L; Higgins, Melinda; Rakuom, Chris; Kiriinya, Rose; Waudo, Agnes

2011-01-01

Objective To examine the impact of out-migration on Kenya's nursing workforce. Study Setting This study analyzed deidentified nursing data from the Kenya Health Workforce Informatics System, collected by the Nursing Council of Kenya and the Department of Nursing in the Ministry of Medical Services. Study Design We analyzed trends in Kenya's nursing workforce from 1999 to 2007, including supply, deployment, and intent to out-migrate, measured by requests for verification of credentials from destination countries. Principle Findings From 1999 to 2007, 6 percent of Kenya's nursing workforce of 41,367 nurses applied to out-migrate. Eighty-five percent of applicants were registered or B.Sc.N. prepared nurses, 49 percent applied within 10 years of their initial registration as a nurse, and 82 percent of first-time applications were for the United States or United Kingdom. For every 4.5 nurses that Kenya adds to its nursing workforce through training, 1 nurse from the workforce applies to out-migrate, potentially reducing by 22 percent Kenya's ability to increase its nursing workforce through training. Conclusions Nurse out-migration depletes Kenya's nursing workforce of its most highly educated nurses, reduces the percentage of younger nurses in an aging nursing stock, decreases Kenya's ability to increase its nursing workforce through training, and represents a substantial economic loss to the country. PMID:21413982

The Changing Global Context of Virtual Workforce

Directory of Open Access Journals (Sweden)

James A. Ejiwale

2012-09-01

Full Text Available The technological revolution occurring in today’s market place has made it possible for many companies to be innovative about the way and where work is done. To get the job done, due to digital revolution, companies have turned to virtual workforce to harness the benefits of connectivity and effective information sharing among stakeholders to get the job done. More important, the success of coordinating work among a virtual workforce for profitability in a rapidly changing global environment depends on “effective indirect communication” between the leadership and the virtual workforce. This article will address the importance of effective communication as a necessary tool for the success of e-leadership, productivity improvement in virtual work environment.

Labor and skills gap analysis of the biomedical research workforce

Science.gov (United States)

Mason, Julie L.; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S.

2016-01-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.—Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. PMID:27075242

Labor and skills gap analysis of the biomedical research workforce.

Science.gov (United States)

Mason, Julie L; Johnston, Elizabeth; Berndt, Sam; Segal, Katie; Lei, Ming; Wiest, Jonathan S

2016-08-01

The United States has experienced an unsustainable increase of the biomedical research workforce over the past 3 decades. This expansion has led to a myriad of consequences, including an imbalance in the number of researchers and available tenure-track faculty positions, extended postdoctoral training periods, increasing age of investigators at first U.S. National Institutes of Health R01 grant, and exodus of talented individuals seeking careers beyond traditional academe. Without accurate data on the biomedical research labor market, challenges will remain in resolving these problems and in advising trainees of viable career options and the skills necessary to be productive in their careers. We analyzed workforce trends, integrating both traditional labor market information and real-time job data. We generated a profile of the current biomedical research workforce, performed labor gap analyses of occupations in the workforce at regional and national levels, and assessed skill transferability between core and complementary occupations. We conclude that although supply into the workforce and the number of job postings for occupations within that workforce have grown over the past decade, supply continues to outstrip demand. Moreover, we identify practical skill sets from real-time job postings to optimally equip trainees for an array of careers to effectively meet future workforce demand.-Mason, J. L., Johnston, E., Berndt, S., Segal, K., Lei, M., Wiest, J. S. Labor and skills gap analysis of the biomedical research workforce. © FASEB.

Pipelines to power South East Asia

Energy Technology Data Exchange (ETDEWEB)

Scholes, W

1994-07-01

European, North American and Australian pipeline companies are busy building pipelines to transport natural gas to power stations throughout South East Asia. Many countries, such as Thailand, Malaysia, Singapore and Indonesia, have economies expanding at more than eight percent a year. Cambodia and Laos are awaiting energy development. Myanmar will not only benefit from the global economic expansion but from the flourishing economies of nearby Thailand and Malaysia which are now investing in neighbouring countries, while their national petroleum companies are starting to operate worldwide. It is the ever expanding rush of industrialisation, urbanisation and the move to raise living standards throughout the region that is accelerating the need for more power stations, both gas and coal-fired, throughout South East Asia. (author)

Pipelines to power South East Asia

International Nuclear Information System (INIS)

Scholes, W.

1994-01-01

European, North American and Australian pipeline companies are busy building pipelines to transport natural gas to power stations throughout South East Asia. Many countries, such as Thailand, Malaysia, Singapore and Indonesia, have economies expanding at more than eight percent a year. Cambodia and Laos are awaiting energy development. Myanmar will not only benefit from the global economic expansion but from the flourishing economies of nearby Thailand and Malaysia which are now investing in neighbouring countries, while their national petroleum companies are starting to operate worldwide. It is the ever expanding rush of industrialisation, urbanisation and the move to raise living standards throughout the region that is accelerating the need for more power stations, both gas and coal-fired, throughout South East Asia. (author)

DOE Advanced Scientific Advisory Committee (ASCAC): Workforce Subcommittee Letter

Energy Technology Data Exchange (ETDEWEB)

Chapman, Barbara [University of Houston; Calandra, Henri [Total SA; Crivelli, Silvia [Lawrence Berkeley National Laboratory, University of California, Davis; Dongarra, Jack [University of Tennessee; Hittinger, Jeffrey [Lawrence Livermore National Laboratory; Lathrop, Scott A. [NCSA, University of Illinois Urbana-Champaign; Sarkar, Vivek [Rice University; Stahlberg, Eric [Advanced Biomedical Computing Center; Vetter, Jeffrey S. [Oak Ridge National Laboratory; Williams, Dean [Lawrence Livermore National Laboratory

2014-07-23

Simulation and computing are essential to much of the research conducted at the DOE national laboratories. Experts in the ASCR ¬relevant Computing Sciences, which encompass a range of disciplines including Computer Science, Applied Mathematics, Statistics and domain Computational Sciences, are an essential element of the workforce in nearly all of the DOE national laboratories. This report seeks to identify the gaps and challenges facing DOE with respect to this workforce. This letter is ASCAC’s response to the charge of February 19, 2014 to identify disciplines in which significantly greater emphasis in workforce training at the graduate or postdoctoral levels is necessary to address workforce gaps in current and future Office of Science mission needs.

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

Energy Technology Data Exchange (ETDEWEB)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna [ASTRO, Fairfax, Virginia (United States); Olsen, Christine [Massachusetts General Hospital, Boston, Massachusetts, (United States); Fung, Claire Y. [Commonwealth Newburyport Cancer Center, Newburyport, Massachusetts (United States); Hopkins, Shane [William R. Bliss Cancer Center, Ames, Iowa (United States); Pohar, Surjeet, E-mail: spohar@netzero.net [Indiana University Health Cancer Center East, Indiana University, Indianapolis, Indiana (United States)

2013-12-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

An Assessment of the Current US Radiation Oncology Workforce: Methodology and Global Results of the American Society for Radiation Oncology 2012 Workforce Study

International Nuclear Information System (INIS)

Vichare, Anushree; Washington, Raynard; Patton, Caroline; Arnone, Anna; Olsen, Christine; Fung, Claire Y.; Hopkins, Shane; Pohar, Surjeet

2013-01-01

Purpose: To determine the characteristics, needs, and concerns of the current radiation oncology workforce, evaluate best practices and opportunities for improving quality and safety, and assess what we can predict about the future workforce. Methods and Materials: An online survey was distributed to 35,204 respondents from all segments of the radiation oncology workforce, including radiation oncologists, residents, medical dosimetrists, radiation therapists, medical physicists, nurse practitioners, nurses, physician assistants, and practice managers/administrators. The survey was disseminated by the American Society for Radiation Oncology (ASTRO) together with specialty societies representing other workforce segments. An overview of the methods and global results is presented in this paper. Results: A total of 6765 completed surveys were received, a response rate of 19%, and the final analysis included 5257 respondents. Three-quarters of the radiation oncologists, residents, and physicists who responded were male, in contrast to the other segments in which two-thirds or more were female. The majority of respondents (58%) indicated they were hospital-based, whereas 40% practiced in a free-standing/satellite clinic and 2% in another setting. Among the practices represented in the survey, 21.5% were academic, 25.2% were hospital, and 53.3% were private. A perceived oversupply of professionals relative to demand was reported by the physicist, dosimetrist, and radiation therapist segments. An undersupply was perceived by physician's assistants, nurse practitioners, and nurses. The supply of radiation oncologists and residents was considered balanced. Conclusions: This survey was unique as it attempted to comprehensively assess the radiation oncology workforce by directly surveying each segment. The results suggest there is potential to improve the diversity of the workforce and optimize the supply of the workforce segments. The survey also provides a benchmark for

Socioeconomic position, psychosocial work environment and disability in an ageing workforce: a longitudinal analysis of SHARE data from 11 European countries.

Science.gov (United States)

Reinhardt, Jan D; Wahrendorf, Morten; Siegrist, Johannes

2013-03-01

Prevention of disability in the ageing workforce is essential for sustaining economic growth in Europe. In order to provide information on entry points for preventive measures, it is important to better understand sociodemographic, socioeconomic and work-related determinants of disability in older employees. We aimed to test the hypothesis that low socioeconomic position and exposure to a stressful psychosocial work environment at baseline contribute to later disability. We further assumed that the association of socioeconomic position with disability is partly mediated by exposure to adverse working conditions. We studied longitudinal data from the first two waves of the Survey on Health, Ageing and Retirement in Europe comprising 11 European countries. Sociodemographic, socioeconomic and work-related factors (low control, effort-reward imbalance) and baseline disability of 2665 male and 2209 female employees aged between 50 and 64 years were used to predict disability 2 years later. Following the International Classification of Functioning (ICF), disability was subdivided into the components 'impairment' and 'restriction in activities and participation'. Two multilevel Poisson regressions were fitted to the data. After adjusting for baseline disability and relevant confounding variables, low socioeconomic position and chronic stress at work exerted significant effects on disability scores 2 years later. We found some support for the hypothesis that the association of socioeconomic position with disability is partly mediated by work stress. Investing in reduction of work stress and reducing social inequalities in health functioning are relevant entry points of policies that aim at maintaining work ability in early old age.

Breaking the Cycle of Poverty: Challenges for European Early Childhood Education and Care

Science.gov (United States)

Leseman, Paul P. M.; Slot, Pauline L.

2014-01-01

Poverty rates in European countries have increased during recent decades and are particularly high in East European countries. Young children are especially vulnerable to poverty. Poverty in early childhood can have irreversible negative consequences for cognitive, social and emotional development, academic achievement and behavioural adjustment.…

The global nephrology workforce: emerging threats and potential solutions!

Science.gov (United States)

Sharif, Muhammad U; Elsayed, Mohamed E; Stack, Austin G

2016-02-01

Amidst the rising tide of chronic kidney disease (CKD) burden, the global nephrology workforce has failed to expand in order to meet the growing healthcare needs of this vulnerable patient population. In truth, this shortage of nephrologists is seen in many parts of the world, including North America, Europe, Australia, New Zealand, Asia and the African continent. Moreover, expert groups on workforce planning as well as national and international professional organizations predict further reductions in the nephrology workforce over the next decade, with potentially serious implications. Although the full impact of this has not been clearly articulated, what is clear is that the delivery of care to patients with CKD may be threatened in many parts of the world unless effective country-specific workforce strategies are put in place and implemented. Multiple factors are responsible for this apparent shortage in the nephrology workforce and the underpinning reasons may vary across health systems and countries. Potential contributors include the increasing burden of CKD, aging workforce, declining interest in nephrology among trainees, lack of exposure to nephrology among students and residents, rising cost of medical education and specialist training, increasing cultural and ethnic disparities between patients and care providers, increasing reliance on foreign medical graduates, inflexible work schedules, erosion of nephrology practice scope by other specialists, inadequate training, reduced focus on scholarship and research funds, increased demand to meet quality of care standards and the development of new care delivery models. It is apparent from this list that the solution is not simple and that a comprehensive evaluation is required. Consequently, there is an urgent need for all countries to develop a policy framework for the provision of kidney disease services within their health systems, a framework that is based on accurate projections of disease burden, a

Tracing the influence of the Trans-European Suture Zone into the mantle transition zone

Czech Academy of Sciences Publication Activity Database

Knapmeyer-Endrun, B.; Krüger, F.; Legendre, C. P.; Geissler, W.H.; Plomerová, Jaroslava; Babuška, Vladislav; Gaždová, Renata; Jedlička, Petr; Kolínský, Petr; Málek, Jiří; Novotný, Oldřich; Růžek, Bohuslav

2013-01-01

Roč. 363, FEB 1 (2013), s. 73-87 ISSN 0012-821X Institutional support: RVO:67985530 ; RVO:67985891 Keywords : mantle transition zone * Trans-European Suture Zone * East European Craton Subject RIV: DC - Siesmology, Volcanology, Earth Structure Impact factor: 4.724, year: 2013

Middle east gas: supply source of Europe

International Nuclear Information System (INIS)

Vivies, P. de

1995-01-01

The evolution of gas demand, the decreasing of reserves leads to the question of European future needs satisfaction. The european market can call on the russian production or middle east production. Iran has the most important reserves but the needs of the population can limit the gas supply. Yemen and Oman which have less important reserves but also less important needs to satisfy can be a serious alternative; Abu dhabi reserves are destined to asia market. The qatar has the most important gas offshore field in the world. The LNG (liquefied natural gas) seems to have a better position than gas pipeline to dispatch gas towards Europe

Educating the Public Health Workforce: A Scoping Review

Directory of Open Access Journals (Sweden)

Donghua Tao

2018-02-01

Full Text Available The aim of this scoping review was to identify and characterize the recent literature pertaining to the education of the public health workforce worldwide. The importance of preparing a public health workforce with sufficient capacity and appropriate capabilities has been recognized by major organizations around the world (1. Champions for public health note that a suitably educated workforce is essential to the delivery of public health services, including emergency response to biological, manmade, and natural disasters, within countries and across the globe. No single repository offers a comprehensive compilation of who is teaching public health, to whom, and for what end. Moreover, no international consensus prevails on what higher education should entail or what pedagogy is optimal for providing the necessary education. Although health agencies, public or private, might project workforce needs, the higher level of education remains the sole responsibility of higher education institutions. The long-term goal of this study is to describe approaches to the education of the public health workforce around the world by identifying the peer-reviewed literature, published primarily by academicians involved in educating those who will perform public health functions. This paper reports on the first phase of the study: identifying and categorizing papers published in peer-reviewed literature between 2000 and 2015.

Seismic velocity model of the crust and upper mantle along profile PANCAKE across the Carpathians between the Pannonian Basin and the East European Craton

DEFF Research Database (Denmark)

Starostenko, V.; Janik, T.; Kolomiyets, K.

2013-01-01

the Transcarpathian Depression and the Carpathian Foredeep; and the south-western part of the EEC, including the Trans European Suture Zone (TESZ). Seismic data support a robust model of the Vp velocity structure of the crust. In the PB, the 22-23km thick crust consists of a 2-5km thick sedimentary layer (Vp=2......Results are presented of a seismic wide-angle reflection/refraction survey along a profile between the Pannonian Basin (PB) and the East European Craton (EEC) called PANCAKE. The P- and S-wave velocity model derived can be divided into three sectors: the PB; the Carpathians, including.......4-3.7km/s), 17-20km thick upper crystalline crust (5.9-6.3km/s) and an up to 3km thick lower crustal layer (Vp=6.4km/s). In the central part of the Carpathians, a 10-24km thick uppermost part of the crust with Vp≤6.0km/s may correspond to sedimentary rocks of different ages; several high velocity bodies...

The Border-making Policy of the European Union: Eastern Enlargement

Directory of Open Access Journals (Sweden)

Lika Mkrtchyan

2012-12-01

Full Text Available Having no internal borders, what is a border for the European Union (EU? Which criteria does this powerful organization pursue in its decision-making on further expansion: geographical, political, cultural, economic or all of these? What is the profi t of the Union in advancing its external borders to the east? And why to the east and not the south or west across the Atlantic? Does it still mean that there is the reason for enlarging eastward based on the geographical belonging to Europe? This paper discusses the expansion of the European Union to the east with the main focus on its political and economic aspects of integration. The fi rst part includes introduction to the concept of Europe, historic background about the formation of the united Europe in terms of geography, culture, politics and economy, juxtaposing opinions and viewpoints of different experts and political scientists on “what is Europe?” and what are the core issues of its enlargement. The second and third parts are dedicated to the advantages and disadvantages of European Integration for both parties concerned – the EU and the candidate/member state, in the case of the former having its own “demarcation policy” towards certain regions of the continent when it comes to unifi cation. And the fourth part is about the communication and miscommunication of the informative bodies of the European Union that are responsible for public awareness on any process that goes on within the European family. The lack of information results in the ignorance of citizens of European and partner countries, which, of course, refl ects on the further processes of expansion on the political level and cultural perception and mentality on the social level. The conclusion sums up the research, and the bibliography lists the books, articles, monographs and Internet sources used in the course of the study.

Perspectives at the East European engineering companies in the field of power industry in the power-plant construction globalization conditions

International Nuclear Information System (INIS)

Ganchev, R.

2001-01-01

A large group of companies, institutes, boiler and power engineering work ect. from East European countries, currently in process of reorganization or already transformed into new-established private companies and corporations possess significant intellectual property in the field of thermal power technologies and equipment and broad experience in the design and the erection of thermal power plants. In many cases this know-how is not only competitive to that of the large companies of the West and of the Far East, but frequently it also proves to have a number of advantages. However, in the years of transition in these countries and simultaneous globalization, the owners of this potentials meet with difficulties and restrictions to realize it fully. Large investment projects - for new or replacement capacities or comprehensive rehabilitation or refurbishment of TPPs - are accessible only for the financially powerful EPC-contractors and key equipment suppliers, for which large bank credits are accessible. The near future perspective, for the scientists and experts that have accumulated this capital, is in the opportunity to employ the extensive experience and know-how of this firms in the forthcoming large-scale rehabilitation projects in these countries, and primarily, in the solution of specific problems, that have not been solved so far, provided that the projects are awarded not on the basis of the financial power of the contractors but on the basis of the efficiency of the proposed original solutions

Building the biomedical data science workforce.

Science.gov (United States)

Dunn, Michelle C; Bourne, Philip E

2017-07-01

This article describes efforts at the National Institutes of Health (NIH) from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K) training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Building the biomedical data science workforce.

Directory of Open Access Journals (Sweden)

Michelle C Dunn

2017-07-01

Full Text Available This article describes efforts at the National Institutes of Health (NIH from 2013 to 2016 to train a national workforce in biomedical data science. We provide an analysis of the Big Data to Knowledge (BD2K training program strengths and weaknesses with an eye toward future directions aimed at any funder and potential funding recipient worldwide. The focus is on extramurally funded programs that have a national or international impact rather than the training of NIH staff, which was addressed by the NIH's internal Data Science Workforce Development Center. From its inception, the major goal of BD2K was to narrow the gap between needed and existing biomedical data science skills. As biomedical research increasingly relies on computational, mathematical, and statistical thinking, supporting the training and education of the workforce of tomorrow requires new emphases on analytical skills. From 2013 to 2016, BD2K jump-started training in this area for all levels, from graduate students to senior researchers.

Anaesthesia medical workforce in New Zealand.

Science.gov (United States)

King, S Y

2006-04-01

This survey was conducted in all 28 New Zealand District Health Boards with a response rate of 100%. The Clinical Directors of Departments of Anaesthesia were asked to quantify their current anaesthesia service delivery and to assess their workforce level. Over half of the District Health Boards reported understaffing, fifty percent occurring in hospitals of provincial cities or towns with an inability to attract specialist anaesthesia staff. Financial constraint was the other main reason for understaffing. With the information from the survey, an attempt was made to predict future New Zealand anaesthesia workforce requirements. A model for Australasia established by Baker in 1997 was used. In comparing this survey to previous studies, there is evidence that the nature and expectations of the anaesthesia workforce are changing as well as the work environment. Currently, there is no indication that anaesthesia specialist training numbers should be reduced. Close, ongoing monitoring and planning are essential to ensure future demands for anaesthesia services can be met.

Inconsistencies in authoritative national paediatric workforce data sources.

Science.gov (United States)

Allen, Amy R; Doherty, Richard; Hilton, Andrew M; Freed, Gary L

2017-12-01

Objective National health workforce data are used in workforce projections, policy and planning. If data to measure the current effective clinical medical workforce are not consistent, accurate and reliable, policy options pursued may not be aligned with Australia's actual needs. The aim of the present study was to identify any inconsistencies and contradictions in the numerical count of paediatric specialists in Australia, and discuss issues related to the accuracy of collection and analysis of medical workforce data. Methods This study compared respected national data sources regarding the number of medical practitioners in eight fields of paediatric speciality medical (non-surgical) practice. It also counted the number of doctors listed on the websites of speciality paediatric hospitals and clinics as practicing in these eight fields. Results Counts of medical practitioners varied markedly for all specialties across the data sources examined. In some fields examined, the range of variability across data sources exceeded 450%. Conclusions The national datasets currently available from federal and speciality sources do not provide consistent or reliable counts of the number of medical practitioners. The lack of an adequate baseline for the workforce prevents accurate predictions of future needs to provide the best possible care of children in Australia. What is known about the topic? Various national data sources contain counts of the number of medical practitioners in Australia. These data are used in health workforce projections, policy and planning. What does this paper add? The present study found that the current data sources do not provide consistent or reliable counts of the number of practitioners in eight selected fields of paediatric speciality practice. There are several potential issues in the way workforce data are collected or analysed that cause the variation between sources to occur. What are the implications for practitioners? Without accurate

Ecological and Economic Impacts and Invasion Management Strategies for the European Green Crab (2008)

Science.gov (United States)

The goals of this case study were to estimate the European green crab’s current and historical impacts on ecosystem services on the East Coast of the United States and to estimate the European green crab’s current and potential future impacts from invasion

Inequality and rising levels of socio-economic segregation: lessons from a pan-European comparative study

NARCIS (Netherlands)

Marcińczak, S.; Musterd, S.; van Ham, M.; Tammaru, T.; Tammaru, T.; Marcińczak, S.; van Ham, M.; Musterd, S.

2016-01-01

The Socio-Economic Segregation in European Capital Cities: East Meets West project investigates changing levels of socio-economic segregation in 13 major European cities: Amsterdam, Budapest, Vienna, Stockholm, Oslo, London, Vilnius, Tallinn, Prague, Madrid, Milan, Athens and Riga. The two main

Professionalizing the Nation's Cybersecurity Workforce?: Criteria for Decision-Making

Science.gov (United States)

National Academies Press, 2013

2013-01-01

"Professionalizing the Nation's Cybersecurity Workforce? Criteria for Decision-Making" considers approaches to increasing the professionalization of the nation's cybersecurity workforce. This report examines workforce requirements for cybersecurity and the segments and job functions in which professionalization is most needed;…

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

International Nuclear Information System (INIS)

Mets, Mindy

2013-01-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI R ) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI R achievements include a unique program concept called NWI R Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

Opening Doors of Opportunity to Develop the Future Nuclear Workforce - 13325

Energy Technology Data Exchange (ETDEWEB)

Mets, Mindy [Nuclear Workforce Initiative Program, SRS Community Reuse Organization, P.O. Box 696, Aiken, SC 29802 (United States)

2013-07-01

The United States' long-term demand for highly skilled nuclear industry workers is well-documented by the Nuclear Energy Institute. In addition, a study commissioned by the SRS Community Reuse Organization concludes that 10,000 new nuclear workers are needed in the two-state region of Georgia and South Carolina alone. Young adults interested in preparing for these nuclear careers must develop specialized skills and knowledge, including a clear understanding of the nuclear workforce culture. Successful students are able to enter well-paying career fields. However, the national focus on nuclear career opportunities and associated training and education programs has been minimal in recent decades. Developing the future nuclear workforce is a challenge, particularly in the midst of competition for similar workers from various industries. In response to regional nuclear workforce development needs, the SRS Community Reuse Organization established the Nuclear Workforce Initiative (NWI{sup R}) to promote and expand nuclear workforce development capabilities by facilitating integrated partnerships. NWI{sup R} achievements include a unique program concept called NWI{sup R} Academies developed to link students with nuclear career options through firsthand experiences. The academies are developed and conducted at Aiken Technical College and Augusta Technical College with support from workforce development organizations and nuclear employers. Programs successfully engage citizens in nuclear workforce development and can be adapted to other communities focused on building the future nuclear workforce. (authors)

Canadian pediatric gastroenterology workforce: Current status, concerns and future projections

Science.gov (United States)

Morinville, Véronique; Drouin, Éric; Lévesque, Dominique; Espinosa, Victor M; Jacobson, Kevan

2007-01-01

BACKGROUND: There is concern that the Canadian pediatric gastroenterology workforce is inadequate to meet health care demands of the pediatric population. The Canadian Association of Gastroenterology Pediatric Committee performed a survey to determine characteristics and future plans of the Canadian pediatric gastroenterology workforce and trainees. METHODS: Estimates of total and pediatric populations were obtained from the 2001 Census of Population, Statistics Canada (with estimates to July 1, 2005). Data on Canadian pediatric gastroenterologists, including clinical full-time equivalents, sex, work interests, opinions on workforce adequacy, retirement plans, fellowship training programs and future employment plans of fellows, were gathered through e-mail surveys and telephone correspondence in 2005 and 2006. RESULTS: Canada had an estimated population of 32,270,507 in 2005 (6,967,853 people aged zero to 17 years). The pediatric gastroenterology workforce was estimated at 9.2 specialists per million children. Women accounted for 50% of the workforce. Physician to pediatric population ratios varied, with Alberta demonstrating the highest and Saskatchewan the lowest ratios (1:69,404 versus 1:240,950, respectively). Between 1998 and 2005, Canadian pediatric gastroenterology fellowship programs trained 65 fellows (65% international trainees). Twenty-two fellows (34%) entered the Canadian workforce. CONCLUSIONS: The survey highlights the variable and overall low numbers of pediatric gastroenterologists across Canada, an increasingly female workforce, a greater percentage of part-time physicians and a small cohort of Canadian trainees. In conjunction with high projected retirement rates, greater demands on the work-force and desires to partake in nonclinical activities, there is concern for an increasing shortage of pediatric gastroenterologists in Canada in future years. PMID:17948136

Fertility and work-force participation: The experience of Melbourne Wives.

Science.gov (United States)

Ware, H

1976-11-01

Summary Current and retrospective data on the fertility control, work-force participation intentions and practice of Melbourne wives are combined in an examination of the causal link between work-force participation and reduced family size. Stress is laid on the analysis of the interaction between work-force participation and fertility over time, taking into account the proportion of married life spent in the work-force, rather than relying exclusively on a measure of current participation, the only option available in the analysis of census-type data. The wide range of information available makes it possible to study the effects of work-force participation on wives of unimpaired fertility, as well as the different consequences of planned and unplanned participation, and of working in a variety of occupations and for a number of distinct reasons. Examination of the future fertility intentions and current contraceptive practice of the younger wives shows that working wives are not, in these respects, markedly different from their house-wife peers. Overall, the balance of the evidence indicates that in the majority of cases fertility influences work-force participation rather than the converse.

Status of Educational Efforts in National Security Workforce

Energy Technology Data Exchange (ETDEWEB)

None

2008-03-31

This report documents the status of educational efforts for the preparation of a national security workforce as part of the National Security Preparedness Project, being performed by the Arrowhead Center of New Mexico State University under a DOE/NNSA grant. The need to adequately train and educate a national security workforce is at a critical juncture. Even though there are an increasing number of college graduates in the appropriate fields, many of these graduates choose to work in the private sector because of more desirable salary and benefit packages. This report includes an assessment of the current educational situation for the national security workforce.

Prevalence of diabetes mellitus and impaired glucose tolerance in a New Zealand multiracial workforce.

Science.gov (United States)

Scragg, R; Baker, J; Metcalf, P; Dryson, E

1991-09-25

A cross sectional survey was carried out among a multiracial workforce of 5677 staff aged 40 to 64 years at worksites in Auckland and Tokoroa to determine the prevalence of diabetes mellitus and impaired glucose tolerance (IGT). The prevalences of diabetes mellitus and IGT were both similar for men and women, but increased with age. The relative risks for diabetes mellitus and for IGT were both inversely associated with gross annual household income, independent of age and ethnicity, being 1.61 (95% Cl = 1.10, 2.37) and 1.80 (95% Cl = 1.21, 2.67) respectively, in the lowest income group (less than $30,000) compared with the highest (greater than $40,000). Compared with Europeans, the relative risk of diabetes mellitus was significantly increased among Maori (3.63; 95% Cl = 2.48, 5.32), Pacific Islanders (2.34; 95% Cl = 1.50, 3.66) and Asians (5.97; 95% Cl = 2.61, 13.65), after controlling for age, income and body mass index. The increased prevalence of diabetes mellitus among Maori and Pacific Islanders, but not in Asians, could be partly attributed to their increased levels of obesity compared with Europeans. However, other factors, in addition to obesity, explain the increased diabetes prevalence in nonEuropean groups.

Lower Devonian lithofacies and palaeoenvironments in the southwestern margin of the East European Platform (Ukraine, Moldova and Romania

Directory of Open Access Journals (Sweden)

Natalia Radkovets

2016-11-01

Full Text Available Lower Devonian palaeoshelf deposits extend along the western margin of the East European Platform from the Baltic Sea to the Black Sea. These deposits have been studied on the territory of Ukraine (Volyn-Podillyan Plate, Dobrogean Foredeep and correlated with coeval deposits in Moldova and Romania (Moldovian Platform. The investigation of the Lower Devonian deposits, their thickness, petrographic and lithological characteristics allowed reconstruction of two types of lithofacies and distinguishing two different depositional environments. The first lithofacies belonging to the Lochkovian stage, consists of clayey-carbonate rocks and represents a continuation of the Upper Silurian marine strata. The other lithofacies encompassing the Pragian–Emsian comprises terrigenous reddish-brown rocks, which are roughly equivalent to the Old Red Sandstone, completes the Lower Devonian section. Establishing the occurrence and thickness distribution of the terrigenous lithofacies across the study area is important, because it forms potential reservoir rocks for both conventional and unconventional (tight gas hydrocarbons. Gas accumulation in these reservoir rocks has been discovered at the Lokachi field.

The American Community College: Nexus for Workforce Development.

Science.gov (United States)

McCabe, Robert H., Ed.

Emphasizing the central role of community colleges in workforce development, this two-part monograph reviews the status of workforce development initiatives at the national, state, and local levels and provides descriptions of 10 exemplary programs at community colleges across North America. The first part focuses on the status of and operating…

Acquisition Workforce Annual Report 2006

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Acquisition Workforce Annual Report 2008

Data.gov (United States)

General Services Administration — This is the Federal Acquisition Institute's (FAI's) Annual demographic report on the Federal acquisition workforce, showing trends by occupational series, employment...

Need for an Australian Indigenous disability workforce strategy: review of the literature.

Science.gov (United States)

Gilroy, John; Dew, Angela; Lincoln, Michelle; Hines, Monique

2017-08-01

To identify approaches for developing workforce capacity to deliver the National Disability Insurance Scheme (NDIS) to Indigenous people with disability in Australian rural and remote communities. A narrative review of peer-reviewed and gray literature was undertaken. Searches of electronic databases and websites of key government and non-government organizations were used to supplement the authors' knowledge of literature that (a) focused on Indigenous peoples in Australia or other countries; (b) referred to people with disability; (c) considered rural/remote settings; (d) recommended workforce strategies; and (e) was published in English between 2004 and 2014. Recommended workforce strategies in each publication were summarized in a narrative synthesis. Six peer-reviewed articles and 12 gray publications met inclusion criteria. Three broad categories of workforce strategies were identified: (a) community-based rehabilitation (CBR) and community-centered approaches; (b) cultural training for all workers; and (c) development of an Indigenous disability workforce. An Indigenous disability workforce strategy based on community-centered principles and incorporating cultural training and Indigenous disability workforce development may help to ensure that Indigenous people with a disability in rural and remote communities benefit from current disability sector reforms. Indigenous workforce development requires strategies to attract and retain Aboriginal workers. Implications for Rehabilitation Indigenous people with disability living in rural and remote areas experience significant access and equity barriers to culturally appropriate supports and services that enable them to live independent, socially inclusive lives. A workforce strategy based on community-centered principles has potential for ensuring that the disability services sector meets the rehabilitation needs of Aboriginal people with disability living in rural and remote areas. Cultural training and

Regional economic integration in Great East Asia: determinants and barriers

Directory of Open Access Journals (Sweden)

Volodymyr Korol

2015-06-01

Full Text Available The article studies both general trends and peculiar characteristics of processes of economic integration in the Great East Asia, which plays the role of one of the major centers of contemporary global development. The basic determinants and barriers for implementation of regional strategies by China, Japan, ASEAN that will influence the geo-economic policy of Ukraine not only in East Asian, but also European and Eurasian areas. Attention is focused on the basic principles of realized and potential future integration models in the "ASEAN+" format with variable composition of member states that correspond to different extents to strategic objectives of both specified key actors in the region and extra-regional states that have global and transnational interests. Extrapolation of dominant trends in the nature and dynamics of transformation processes of East Asian economic regionalization allowed forming a forecast for the longterm conservation of importance of free trade agreements in the absence of preconditions to create customs unions. At the same time it was stressed out that proper assurance of national interests of international economic relations will be based on contractual instruments at the international level, without creating institutional and legal superstructure similar to the European Union or the Eurasian Economic Union as supranational law and supranational bodies.

Policies to sustain the nursing workforce: an international perspective.

Science.gov (United States)

Buchan, J; Twigg, D; Dussault, G; Duffield, C; Stone, P W

2015-06-01

Examine metrics and policies regarding nurse workforce across four countries. International comparisons inform health policy makers. Data from the OECD were used to compare expenditure, workforce and health in: Australia, Portugal, the United Kingdom (UK) and the United States (US). Workforce policy context was explored. Public spending varied from less than 50% of gross domestic product in the US to over 80% in the UK. Australia had the highest life expectancy. Portugal has fewer nurses and more physicians. The Australian national health workforce planning agency has increased the scope for co-ordinated policy intervention. Portugal risks losing nurses through migration. In the UK, the economic crisis resulted in frozen pay, reduced employment, and reduced student nurses. In the US, there has been limited scope to develop a significant national nursing workforce policy approach, with a continuation of State based regulation adding to the complexity of the policy landscape. The US is the most developed in the use of nurses in advanced practice roles. Ageing of the workforce is likely to drive projected shortages in all countries. There are differences as well as variation in the overall impact of the global financial crisis in these countries. Future supply of nurses in all four countries is vulnerable. Work force planning is absent or restricted in three of the countries. Scope for improved productivity through use of advanced nurse roles exists in all countries. © 2015 International Council of Nurses.

EUROPEAN UNION POLICY-MAKING ON ROBOTICS AND ARTIFICIAL INTELLIGENCE: SELECTED ISSUES

OpenAIRE

Kirchberger, Thomas

2017-01-01

Summary: This article uses the recently issued report on civil law rules on robotics by the European Parliament’s Committee on Legal Affairs as an anchoring point. After a brief overview of the topic’s socio-economical background, it contains an attempt to define and explain artificial intelligence. By examining the role of autonomous machines in the workforce, it gives an overview of the most pressing questions the future of labour might bring. One closely connected issue is the ...

Setting priorities for EU healthcare workforce IT skills competence improvement.

Science.gov (United States)

Li, Sisi; Bamidis, Panagiotis D; Konstantinidis, Stathis Th; Traver, Vicente; Car, Josip; Zary, Nabil

2017-04-01

A major challenge for healthcare quality improvement is the lack of IT skills and knowledge of healthcare workforce, as well as their ambivalent attitudes toward IT. This article identifies and prioritizes actions needed to improve the IT skills of healthcare workforce across the EU. A total of 46 experts, representing different fields of expertise in healthcare and geolocations, systematically listed and scored actions that would improve IT skills among healthcare workforce. The Child Health and Nutrition Research Initiative methodology was used for research priority-setting. The participants evaluated the actions using the following criteria: feasibility, effectiveness, deliverability, and maximum impact on IT skills improvement. The leading priority actions were related to appropriate training, integrating eHealth in curricula, involving healthcare workforce in the eHealth solution development, improving awareness of eHealth, and learning arrangement. As the different professionals' needs are prioritized, healthcare workforce should be actively and continuously included in the development of eHealth solutions.

Information and Communication Technology Workforce Employability in Malaysia

Science.gov (United States)

Suhaimi, Mohammed Adam; Hasan, Muhammad; Hussin, Husnayati; Shah, Asadullah

2012-01-01

Purpose: The purposes of the study are to understand ICT workforce employability in Malaysia, to identify the causes that influence the growth of skill gaps in the ICT workforce, and to determine ways to reduce these gaps. Design/methodology/approach: The methodology of the study comprised project reports and a literature review. Findings: The…

A product innovation toolkit for green business in South East Asia

NARCIS (Netherlands)

Crul, M.R.M.; Hong Long, N.

2011-01-01

Most of the available Sustainable Product Innovation (SPI) approaches and tools have been developed in Western Europe, based upon European experiences. However, in South-East Asian economies like Vietnam, Cambodia and Laos, needs are different and more immediate. Also the characteristics of the

Greening of Human Resources: Environmental Awareness and Training Interests within the Workforce

DEFF Research Database (Denmark)

Madsen, Henning; Ulhøi, John Parm

2001-01-01

The education and training of the workforce has long been recognised as an essential ingredient in promoting and implementing environmental management practices in business organisations. So far, however, even in leading companies, little information has been available on how environmental...... management practice and related educational and training requirements is translated into the provision of training courses by educational institutions. To address this important question an EU-sponsored research project was initiated. The project has focused on i) senior environmental managers, (ii) middle...... (predominantly technical) managers, and (iii) skilled and semi-skilled workers and lower categories of managers. It has been based partly on interviews in a small number of European companies as well as educational and training institutions, and partly on more large-scale questionnaire surveys. This paper...

Operational workforce planning for check-in counters at airports

DEFF Research Database (Denmark)

Stolletz, Raik

2010-01-01

This paper addresses operation models for workforce planning for check-in systems at airports. We characterize different tasks of the hierarchical workforce planning problem with time-dependent demand. A binary linear programming formulation is developed for the fortnightly tour scheduling problem...

A national action plan for workforce development in behavioral health.

Science.gov (United States)

Hoge, Michael A; Morris, John A; Stuart, Gail W; Huey, Leighton Y; Bergeson, Sue; Flaherty, Michael T; Morgan, Oscar; Peterson, Janice; Daniels, Allen S; Paris, Manuel; Madenwald, Kappy

2009-07-01

Across all sectors of the behavioral health field there has been growing concern about a workforce crisis. Difficulties encompass the recruitment and retention of staff and the delivery of accessible and effective training in both initial, preservice training and continuing education settings. Concern about the crisis led to a multiphased, cross-sector collaboration known as the Annapolis Coalition on the Behavioral Health Workforce. With support from the Substance Abuse and Mental Health Services Administration, this public-private partnership crafted An Action Plan for Behavioral Health Workforce Development. Created with input from a dozen expert panels, the action plan outlines seven core strategic goals that are relevant to all sectors of the behavioral health field: expand the role of consumers and their families in the workforce, expand the role of communities in promoting behavioral health and wellness, use systematic recruitment and retention strategies, improve training and education, foster leadership development, enhance infrastructure to support workforce development, and implement a national research and evaluation agenda. Detailed implementation tables identify the action steps for diverse groups and organizations to take in order to achieve these goals. The action plan serves as a call to action and is being used to guide workforce initiatives across the nation.

The personnel economics approach to public workforce research.

Science.gov (United States)

Gibbs, Michael

2009-11-01

This article argues that the relatively new field of personnel economics (PE) holds strong potential as a tool for studying public sector workforces. This subfield of labor economics is based on a strong foundation of microeconomics, which provides a robust theoretical foundation for studying workforce and organizational design issues. PE has evolved on this foundation to a strong practical emphasis, with theoretical insights designed for practical use and with strong focus on empirical research. The field is also characterized by creative data entrepreneurship. The types of datasets that personnel economists use are described. If similar datasets can be obtained for public sector workforces, PE should be a very useful approach for studying them.

The global pharmacy workforce: a systematic review of the literature

Directory of Open Access Journals (Sweden)

Anderson Claire

2009-06-01

Full Text Available Abstract The importance of health workforce provision has gained significance and is now considered one of the most pressing issues worldwide, across all health professions. Against this background, the objectives of the work presented here were to systematically explore and identify contemporary issues surrounding expansion of the global pharmacy workforce in order to assist the International Pharmaceutical Federation working group on the workforce. International peer and non-peer-reviewed literature published between January 1998 and February 2008 was analysed. Articles were collated by performing searches of appropriate databases and reference lists of relevant articles; in addition, key informants were contacted. Information that met specific quality standards and pertained to the pharmacy workforce was extracted to matrices and assigned an evidence grade. Sixty-nine papers were identified for inclusion (48 peer reviewed and 21 non-peer-reviewed. Evaluation of evidence revealed the global pharmacy workforce to be composed of increasing numbers of females who were working fewer hours; this decreased their overall full-time equivalent contribution to the workforce, compared to male pharmacists. Distribution of pharmacists was uneven with respect to location (urban/rural, less-developed/more-developed countries and work sector (private/public. Graduates showed a preference for completing pre-registration training near where they studied as an undergraduate; this was of considerable importance to rural areas. Increases in the number of pharmacy student enrolments and pharmacy schools occurred alongside an expansion in the number and roles of pharmacy technicians. Increased international awareness and support existed for the certification, registration and regulation of pharmacy technicians and accreditation of training courses. The most common factors adding to the demand for pharmacists were increased feminization, clinical governance measures

Hospital churn and casemix instability: implications for planning and educating the nursing workforce.

Science.gov (United States)

Chiarella, Mary; Roydhouse, Jessica K

2011-02-01

Health workforce planning is a priority for Australian governments at both state and federal levels. Nursing shortages are a significant problem and addressing these shortages is likely to be a component of any workforce plan. This paper looks at the case of hospital nursing and argues that casemix, workforce and management instability inhibit workforce planning for hospital nursing. These issues are related and any efforts to objectively plan the hospital nursing workforce must seek to address them in order to succeed.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future.

Science.gov (United States)

Madrigano, Jaime; Chandra, Anita; Costigan, Tracy; Acosta, Joie D

2017-12-13

Enhancing citizens' and communities' resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future

Directory of Open Access Journals (Sweden)

Jaime Madrigano

2017-12-01

Full Text Available Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focus on organizational structures, training and education, and leadership models. Reviewed articles spanned a variety of study types, including needs assessments of existing workforce, program evaluations, and reviews/commentaries. A resilience-oriented workforce spans many disciplines and training programs will need to reflect that. It requires a collaborative organizational model that promotes information sharing structures. Leadership models should foster a balance between workforce autonomy and operation as a collective entity. Optimal strategies to develop a resilience-oriented workforce have yet to be realized and future research will need to collect and synthesize data to promote and evaluate the growth of this field.

Dynamic simulation for effective workforce management in new product development

OpenAIRE

M. Mutingi

2012-01-01

Effective planning and management of workforce for new product development (NPD) projects is a great challenge to many organisations, especially in the presence of engineering changes during the product development process. The management objective in effective workforce management is to recruit, develop and deploy the right people at the right place at the right time so as to fulfill organizational objectives. In this paper, we propose a dynamic simulation model to address the workforce mana...

Assessing What Factors Are Driving the Army Civilian Acquisition Multigenerational Workforce Age/Experience Mix

Science.gov (United States)

2015-05-06

45 viii ix Abstract Generation members are born , start school, enter the workforce, have children, and retire at about the...and Army acquisition workforce has evolved into a multigenerational workforce of young (Millennials, born 1980–2000), middle age (Generation X, 1965...younger workforce. Editors of TDn2K, a restaurant workforce data and analytics provider firm ( Restaurant Hospitality, 2014), quoting Sarah Atkinson

A strategic approach to workforce development for local public health.

Science.gov (United States)

Bryant, Beverley; Ward, Megan

2017-11-09

In 2009, Peel Public Health set a vision to transform the work of public health from efficient delivery of public health services as defined by provincial mandate to the robust analysis of the health status of the local population and selection and implementation of programming to achieve best health outcomes. A strategic approach to the workforce was a key enabler. PPH is a public health unit in Ontario that serves 1.4 million people. An organization-wide strategic workforce development program was instituted. It is theory-based, evidence-informed and data-driven. A first step was a conceptual framework, followed by interventions in workforce planning, human resources management, and capacity development. The program was built on evidence reviews, theory, and public health core competencies. Interventions spread across the employee work-life span. Capacity development based on the public health core competencies is a main focus, particularly analytical capacity to support decision-making. Employees gain skill and knowledge in comprehensive population health. Leadership evolves as work shifts to the analysis of health status and development of interventions. Effective human resource processes ensure appropriate job design, recruitment and orientation. Analysis of the workforce leads to vigorous employee development to ensure a strong pool of potential leadership successors. Theory, research evidence, and data provide a robust foundation for workforce development. Competencies are important inputs to job descriptions, recruitment, training, and human resource processes. A comprehensive workforce development strategy enables the development of a skilled workforce capable of responding to the needs of the population it serves.

Meso and micro level workforce challenges in psychiatric rehabilitation.

Science.gov (United States)

Reifels, Lennart; Pirkis, Jane

2012-01-01

Results of an exploratory study are presented which examined workforce challenges in Australia's most established psychiatric rehabilitation sector. The study had the two-fold aim of investigating workforce challenges at an organizational ("meso") level and at the level of direct-service workers' daily practice ("micro"). Data from 23 key informant interviews conducted with service managers and long-serving staff were analyzed through basic descriptive and thematic analyses. Organizations faced significant annual staff turnover (25.6%), specific staff supply shortages, and challenges in recruiting staff with adequate experience and longevity to match the complexity of client issues. Workers equally encountered challenges in this increasingly complex and rapidly changing field of work. CONCLUSIONS & IMPLICATIONS FOR PRACTICE: Workforce strategies designed to attract/retain experienced staff can improve workforce cohesiveness and sustainability, as can training and support activities aimed at equipping staff to reflect on and operate in dynamic and changing work environments.

Workforce flexibility - in defence of professional healthcare work.

Science.gov (United States)

Wise, Sarah; Duffield, Christine; Fry, Margaret; Roche, Michael

2017-06-19

Purpose The desirability of having a more flexible workforce is emphasised across many health systems yet this goal is as ambiguous as it is ubiquitous. In the absence of empirical studies in healthcare that have defined flexibility as an outcome, the purpose of this paper is to draw on classic management and sociological theory to reduce this ambiguity. Design/methodology/approach The paper uses the Weberian tool of "ideal types". Key workforce reforms are held against Atkinson's model of functional flexibility which aims to increase responsiveness and adaptability through multiskilling, autonomy and teams; and Taylorism which seeks stability and reduced costs through specialisation, fragmentation and management control. Findings Appeals to an amorphous goal of increasing workforce flexibility make an assumption that any reform will increase flexibility. However, this paper finds that the work of healthcare professionals already displays most of the essential features of functional flexibility but many widespread reforms are shifting healthcare work in a Taylorist direction. This contradiction is symptomatic of a failure to confront inevitable trade-offs in reform: between the benefits of specialisation and the costs of fragmentation; and between management control and professional autonomy. Originality/value The paper questions the conventional conception of "the problem" of workforce reform as primarily one of professional control over tasks. Holding reforms against the ideal types of Taylorism and functional flexibility is a simple, effective way the costs and benefits of workforce reform can be revealed.

Gas and LNG pricing and trading hub in East Asia: An introduction

OpenAIRE

Shi, Xunpeng

2017-01-01

This paper summarizes the four papers in the special issues on ‘Gas and LNG pricing and trading hub in East Asia’. The papers examine lessons and experience from European hub development, other commodity, the Japanese history on developing of futures markets and inter-fuel substitution in East Asia. The papers finds that liquid futures market is the key to formulate benchmark prices while a well-developed spot market is the foundation; political will and strong leadership are required to over...

Nuclear power and European Union enlargement challenge

International Nuclear Information System (INIS)

Chirica, Teodor; Bilegan, Constantin

2001-01-01

From 1991 through 1996 the European Union signed the Association Agreements with ten East European countries (EE10), namely: Czech Republic, Estonia, Hungary, Poland, Slovenia, Latvia, Lithuania, Slovakia, Bulgaria and Romania. In the period 1994-1996 European Union received membership applications from all ten countries. The paper analyzes the approach of complying the requirements and regulations for European Union accession in the field of the Romanian nuclear power based on the CANDU technology. In this process, the real challenge is represented by the preparation and implementation of new regulations aiming to improve the general business environment by introducing International Accounting Standards simplification of bankruptcy laws, reform of taxation procedures and secureness of financial instruments. A new stand-by agreement with the International Monetary Fund and World Bank was set out in late April 1999 for an one-year loan of 475 million dollars. (authors)

Aerospace Workforce Development: The Nebraska Proposal; and Native View Connections: A Multi-Consortium Workforce Development Proposal. UNO Aviation Monograph Series

Science.gov (United States)

Bowen, Brent D.; Russell, Valerie; Vlasek, Karisa; Avery, Shelly; Calamaio, Larry; Carstenson, Larry; Farritor, Shane; deSilva, Shan; Dugan, James; Farr, Lynne

2003-01-01

The NASA Nebraska Space Grant Consortium (NSGC) continues to recognize the necessity of increasing the quantity and quality of highly skilled graduates and faculty involved with NASA. Through NASA Workforce Development funds awarded in 2002, NSGC spearheaded customer- focused workforce training and higher education, industry and community partnerships that are significantly impacting the state s workforce in the science, technology, engineering, and mathematics (STEM) competencies. NSGC proposes to build upon these accomplishments to meet the steadily increasing demand for STEM skills and to safeguard minority representation in these disciplines. A wide range of workforce development activities target NASA s need to establish stronger connections among higher education, industry, and community organizations. Participation in the National Student Satellite Program (NSSP), Community Internship Program, and Nebraska Science and Technology Recruitment Fair will extend the pipeline of employees benefiting NASA as well as Nebraska. The diversity component of this proposal catapults from the exceptional reputation NSGC has built by delivering geospatial science experiences to Nebraska s Native Americans. For 6 years, NSGC has fostered and sustained partnerships with the 2 tribal colleges and 4 reservation school districts in Nebraska to foster aeronautics education and outreach. This program, the Nebraska Native American Outreach Program (NNAOP), has grown to incorporate more than educational institutions and is now a partnership among tribal community leaders, academia, tribal schools, and industry. The content focus has broadened from aeronautics in the school systems to aerospace technology and earth science applications in tribal community decision-making and workforce training on the reservations. To date, participants include faculty and staff at 4 Nebraska tribal schools, 2 tribal colleges, approximately 1,000 Native American youth, and over 1,200 community members

The laboratory workforce shortage: a managerial perspective.

Science.gov (United States)

Cortelyou-Ward, Kendall; Ramirez, Bernardo; Rotarius, Timothy

2011-01-01

Most clinical laboratories in the nation report severe difficulties in recruitment and retention of most types of personnel. Other important factors impacting this problem include work complexities, increased automation, and a graying workforce. As a further challenge, institutional needs for clinical laboratory personnel are expected to grow significantly in the next decade. This article examines the current situation of the clinical laboratory workforce. It analyzes the different types of personnel; the managerial, supervision, and line positions that are key for different types of laboratories; the job outlook and recent projections for different types of staff; and the current issues, trends, and challenges of the laboratory workforce. Laboratory managers need to take action with strategies suggested for overcoming these challenges. Most importantly, they need to become transformational leaders by developing effective staffing models, fostering healthy and productive work environments, and creating value with a strategic management culture and implementation of knowledge management.

MIGRATION PROCESSES "EAST-WEST" IN THE CONTEXT OF THE EUROPEAN SYSTEM OF ECONOMIC SECURITY

Directory of Open Access Journals (Sweden)

S. V. Ryazantsev

2016-01-01

Full Text Available The article refl ects the infl uence of the migration processes to the economic security of European Union. The article underlines most common economical risks in case if there is an increase of the volume of migration and describes the ways how to reduce those risks.The main conclusions obtained from the results of the study, can be structured as follows: trends and consequences of the migration crisis in the European Union are defi ned by the set of reasons that are due on the one hand the policy of transparency being implemented by individual countries, making the whole European Union is the center of attraction of immigrants (primarily from the MENA countries and other hand, the intense and growing fl ow of migrants creates regional threats, including the European Union's economic security; the problem of ensuring the economic security of the European Union in the context of the impact of the migration crisis is most actual issue at the moment and the main reason is that the accumulation of the fl ow of migrants to the strongest European economy – Germany. In this case, not only Germany, but also France (and until recently UK had to improve the economic and social consequences of migration and also to implement measures aimed to recover from fi nancial crisis of the last few years, the consequences of which to date are shown in the many social and economic areas of the European Union; addressing the problem with migration crisis in the European Union seems to use a special system of measures, in which on the one hand realized containment of migration fl ows and on the other hand held solutions aimed at the assimilation of migrants in multicultural environment with full adoption of the latest socio-economic, democratic and moral values specifi c to European societies.

State of development and perspectives of the East German gas industry

International Nuclear Information System (INIS)

Holst, K.E.

1993-01-01

The East Germany gas industry has been characterised by fundamental changes during the past four years: reorganisation of the structure of the energy supply companies and their privatisation, the enforcement of fair energy prices and tariffs, the preparation and introduction of process of switching from town gas to natural gas and the connection of the East Germany combined network to the West German/West European natural gas system. Until the year 2010, the level of consumption is expected to be three times greater than the amount of natural gas imported in 1989. (orig./BWI) [de

Role of Australian primary healthcare organisations (PHCOs) in primary healthcare (PHC) workforce planning: lessons from abroad.

Science.gov (United States)

Naccarella, Lucio; Buchan, James; Newton, Bill; Brooks, Peter

2011-08-01

To review international experience in order to inform Australian PHC workforce policy on the role of primary healthcare organisations (PHCOs/Medicare Locals) in PHC workforce planning. A NZ and UK study tour was conducted by the lead author, involving 29 key informant interviews with regard to PHCOs roles and the effect on PHC workforce planning. Interviews were audio-taped with consent, transcribed and analysed thematically. Emerging themes included: workforce planning is a complex, dynamic, iterative process and key criteria exist for doing workforce planning well; PHCOs lacked a PHC workforce policy framework to do workforce planning; PHCOs lacked authority, power and appropriate funding to do workforce planning; there is a need to align workforce planning with service planning; and a PHC Workforce Planning and Development Benchmarking Database is essential for local planning and evaluating workforce reforms. With the Australian government promoting the role of PHCOs in health system reform, reflections from abroad highlight the key action within PHC and PHCOs required to optimise PHC workforce planning.

Postbaccalaureate premedical programs to promote physician-workforce diversity.

Science.gov (United States)

Andriole, Dorothy A; McDougle, Leon; Bardo, Harold R; Lipscomb, Wanda D; Metz, Anneke M; Jeffe, Donna B

2015-01-01

There is a critical need for enhanced health-professions workforce diversity to drive excellence and to improve access to quality care for vulnerable and underserved populations. In the current higher education environment, post-baccalaureate premedical programs with a special focus on diversity, sustained through consistent institutional funding, may be an effective institutional strategy to promote greater health professions workforce diversity, particularly physician-workforce diversity. In 2014, 71 of the 200 programs (36%) in a national post-baccalaureate premedical programs data base identified themselves as having a special focus on groups underrepresented in medicine and/or on economically or educationally disadvantaged students. Three post-baccalaureate premedical programs with this focus are described in detail and current and future challenges and opportunities for post-baccalaureate premedical programs are discussed.

Evolution of pyrochlore composition in a carbonatite complex of the Eastern European platform

International Nuclear Information System (INIS)

Nechelyastnov, G.N.; Pozharitskaya, L.K.

1986-01-01

X-ray microanalysis is used to study 29 pyrochlore group mineral samples of the East European platform carbonatite complex. Pyrochlore sequential evolution: frm high in tantalum and uranium, passing uranium poor in tantalum to low in tantalum and uranium and also an increased content of iron, manganese, magnesium and lead, is shown. Calcium, niobium, tantalum non-homogeneous distribution in pyrochlore grains is detected. Peculiarities of pyrochlore group mineral composition reflect the effect of specific geologic-structural position of the East European platform carbonatites high depth of formation and intensive development of deformations) on general evolution for pyrochlore of carbonatite complexes and related to it pyrochlore specific nature, in particular, high uranium and low niobium contents

Definitions and Design Options: Workforce Initiatives Discussion Paper #1

Science.gov (United States)

Academy for Educational Development, 2011

2011-01-01

Workforce initiatives are about giving people the skills to do their jobs well, about strengthening the institutional infrastructure that provides job services, about positioning labor markets to lead growth and increased investment, and about creating sustainable employment and improved working conditions. Workforce initiatives aim to fill a…

New Game, New Rules: Strategic Positioning for Workforce Development.

Science.gov (United States)

Warford, Larry J.; Flynn, William J.

2000-01-01

Asserts that institutional planning for workforce development programs should be based on serving four major workforce segments: emerging workers, transitional workers, entrepreneurs, and incumbent workers. Suggests that a typical college be divided into four components to deal with these different workers and their differing educational and…

Facilitating Racial and Ethnic Diversity in the Health Workforce.

Science.gov (United States)

Snyder, Cyndy R; Frogner, Bianca K; Skillman, Susan M

2018-01-01

Racial and ethnic diversity in the health workforce can facilitate access to healthcare for underserved populations and meet the health needs of an increasingly diverse population. In this study, we explored 1) changes in the racial and ethnic diversity of the health workforce in the United States over the last decade, and 2) evidence on the effectiveness of programs designed to promote racial and ethnic diversity in the U.S. health workforce. Findings suggest that although the health workforce overall is becoming more diverse, people of color are most often represented among the entry-level, lower-skilled health occupations. Promising practices to help facilitate diversity in the health professions were identified in the literature, namely comprehensive programs that integrated multiple interventions and strategies. While some efforts have been found to be promising in increasing the interest, application, and enrollment of racial and ethnic minorities into health profession schools, there is still a missing link in understanding persistence, graduation, and careers.

HIV Infection in Migrant Populations in the European Union and European Economic Area in 2007-2012: An Epidemic on the Move.

Science.gov (United States)

Hernando, Victoria; Alvárez-del Arco, Débora; Alejos, Belén; Monge, Susana; Amato-Gauci, Andrew J; Noori, Teymur; Pharris, Anastasia; del Amo, Julia

2015-10-01

Migrants are considered a key group at risk for HIV infection. This study describes the epidemiology of HIV and the distribution of late HIV presentation among migrants within the European Union/European Economic Area during 2007-2012. HIV cases reported to European Surveillance System (TESSy) were analyzed. Migrants were defined as people whose geographical origin was different than the reporting country. Multiple logistic regression was used to model late HIV presentation. Overall, 156,817 HIV cases were reported, of which 60,446 (38%) were migrants. Of these, 53% were from Sub-Saharan Africa, 12% from Latin America, 9% from Western Europe, 7% from Central Europe, 5% from South and Southeast Asia, 4% from East Europe, 4% from Caribbean, and 3% from North Africa and Middle East. Male and female migrants from Sub-Saharan Africa and Latin America had higher odds of late HIV presentation than native men and women. Migrants accounted for 40% of all HIV notifications in 2007 versus 35% in 2012. HIV cases in women from Sub-Saharan Africa decreased from 3725 in 2007 to 2354 in 2012. The number of HIV cases from Latin America peaked in 2010 to decrease thereafter. HIV diagnoses in migrant men who have sex with men increased from 1927 in 2007 to 2459 in 2012. Migrants represent two-fifths of the HIV cases reported and had higher late HIV presentation. HIV epidemic in migrant populations in European Union/European Economic Area member states is changing, probably reflecting the global changes in the HIV pandemic, the impact of large-scale ART implementation, and migration fluctuations secondary to the economic crisis in Europe.

Interdecadal variations of East Asian summer monsoon northward propagation and influences on summer precipitation over East China

Science.gov (United States)

Jiang, Z.; Yang, S.; He, J.; Li, J.; Liang, J.

2008-08-01

The interdecadal variation of northward propagation of the East Asian Summer Monsoon (EASM) and summer precipitation in East China have been investigated using daily surface rainfall from a dense rain gauge network in China for 1957 2001, National Center for Environmental Prediction/National Center for Atmospheric Research (NCEP/NCAR) reanalysis, European Center for Medium-Range Weather Forecast (ECMWF) reanalysis, and Global Mean Sea Level Pressure Dataset (GMSLP2) from Climatic Research Unit (CRU). Results in general show a consistent agreement on the interdecadal variability of EASM northward propagations. However, it appears that the interdecadal variation is stronger in NCEP than in ECMWF and CRU datasets. A newly defined normalized precipitation index (NPI), a 5-day running mean rainfall normalized with its standard deviation, clearly depicts the characteristics of summer rainbelt activities in East China in terms of jumps and durations during its northward propagations. The EASM northward propagation shows a prominent interdecadal variation. EASM before late 1970s had a rapid northward advance and a northern edge beyond its normal position. As a result, more summer rainfall occurred for the North China rainy season, Huaihe-River Mei-Yu, and South China Mei-Yu. In contrast, EASM after late 1970s had a slow northward movement and a northern edge located south of its normal position. Less summer precipitation occurred in East China except in Yangtze River basin. The EASM northernmost position (ENP), northernmost intensity (ENI), and EASM have a complex and good relationship at interdecadal timescales. They have significant influences on interdecadal variation of the large-scale precipitation anomalies in East China.

The public health workforce: An assessment in the Netherlands

NARCIS (Netherlands)

Jambroes, M.

2015-01-01

The public health workforce is a key resource of population health. How many people work in public health in the Netherlands, what are their characteristics and who does what? Remarkably, such information about the size and composition of the public health workforce in the Netherlands is lacking. A

Science's disparate responsibilities: Patterns across European countries.

Science.gov (United States)

Mejlgaard, Niels

2018-04-01

It is a distinctive feature of European science policy that science is expected to meet economic and broader societal objectives simultaneously. Science should be governed democratically and take significant responsibilities towards the economy, the political system and civil society, but the coherency of these multiple claims is underexplored. Using metrics that emerge from both quantitative and qualitative studies, we examine the interrelatedness of different responsibilities at the level of countries. A total of 33 European Union member states and associated countries are included in the analysis. We find no trade-off between economic and broader societal contributions. Europe is, however, characterised by major divisions in terms of the location of science in society. There is a significant East-West divide, and Europe appears to be far from accomplishing an integrated European Research Area.

The Public Health Nutrition workforce and its future challenges: the US experience.

Science.gov (United States)

Haughton, Betsy; George, Alexa

2008-08-01

To describe the US public health nutrition workforce and its future social, biological and fiscal challenges. Literature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors. The United States. Nutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services. The workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81.7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18.2 % speaking Spanish as a second language. The future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce's capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.

An Intelligent Decision Support System for Workforce Forecast

Science.gov (United States)

2011-01-01

growth. Brown (1999) developed a model to forecast dental workforce size and mix (by sex) for the first twenty years of the twenty first century in...forecasted competencies required to deliver needed dental services. Labor market signaling approaches based workforce forecasting model was presented...techniques viz. algebra, calculus or probability theory, (Law and Kelton, 1991). Simulation processes, same as conducting experiments on computers, deals

European Economic Community/the European energy conference

Energy Technology Data Exchange (ETDEWEB)

1979-03-30

European Economic Community/the European energy conference (a meeting of the energy ministers of the nine member countries), held at Brussels on 3/27/79, was a continuation of the EEC Council meeting held at Paris on 3/12-13/79. Proposals for measures to be taken by the member countries included support for exploration, especially geophysical prospecting for oil off the east coast of Greenland, at a cost of 3.5 million units of account (UC); modification of the regulations for crude oil distribution among the EEC member countries in case of a supply crisis; a second series of 36 energy-conservation demonstration projects, to cost 15,626,320 UC and be undertaken in 1979-83; and the UK proposal to call for bids on the first series of 17 projects, costing 5,779,000 UC and adopted in Dec. 1978, before discussing the second series. Six of the 36 projects are French; they involve heat pumps and hybrid nuclear-electric vehicles and space-heating systems. A report on the current status of coal projects was given, and problems with fast-breeder reactors were discussed.

Workforce planning and knowledge management for new nuclear programmes

International Nuclear Information System (INIS)

Molloj, B.; Mazur, T.; ); Kosilov, A.; Pastori, Z.; )

2010-01-01

The authors discusses the report Milestones in the Development of a National Infrastructure for Nuclear Power produced by the IAEA to provide guidance on the use of integrated workforce planning as a tool to effectively develop these resources. The report describes three distinct phases in the development of a national infrastructure. It shows how to elaborate a workforce plan for implementing a national nuclear power program. The authors emphasize that the nuclear power field, comprising industry, government authorities, regulators, R and D organizations and educational institutions, relies for its continued success on a specialized, highly trained and motivated workforce. The role of knowledge management in nuclear power is underlined [ru

Dynamics of Indian Ocean Slavery Revealed through Isotopic Data from the Colonial Era Cobern Street Burial Site, Cape Town, South Africa (1750-1827)

Science.gov (United States)

Morris, Alan G.; Kars, Henk; Davies, Gareth R.

2016-01-01

The Dutch East India Company (VOC) intended the Cape of Good Hope to be a refreshment stop for ships travelling between the Netherlands and its eastern colonies. The indigenous Khoisan, however, did not constitute an adequate workforce, therefore the VOC imported slaves from East Africa, Madagascar and Asia to expand the workforce. Cape Town became a cosmopolitan settlement with different categories of people, amongst them a non-European underclass that consisted of slaves, exiles, convicts and free-blacks. This study integrated new strontium isotope data with carbon and nitrogen isotope results from an 18th-19th century burial ground at Cobern Street, Cape Town, to identify non-European forced migrants to the Cape. The aim of the study was to elucidate individual mobility patterns, the age at which the forced migration took place and, if possible, geographical provenance. Using three proxies, 87Sr/86Sr, δ13Cdentine and the presence of dental modifications, a majority (54.5%) of the individuals were found to be born non-locally. In addition, the 87Sr/86Sr data suggested that the non-locally born men came from more diverse geographic origins than the migrant women. Possible provenances were suggested for two individuals. These results contribute to an improved understanding of the dynamics of slave trading in the Indian Ocean world. PMID:27309532

Dynamics of Indian Ocean Slavery Revealed through Isotopic Data from the Colonial Era Cobern Street Burial Site, Cape Town, South Africa (1750-1827).

Science.gov (United States)

Kootker, Lisette M; Mbeki, Linda; Morris, Alan G; Kars, Henk; Davies, Gareth R

2016-01-01

The Dutch East India Company (VOC) intended the Cape of Good Hope to be a refreshment stop for ships travelling between the Netherlands and its eastern colonies. The indigenous Khoisan, however, did not constitute an adequate workforce, therefore the VOC imported slaves from East Africa, Madagascar and Asia to expand the workforce. Cape Town became a cosmopolitan settlement with different categories of people, amongst them a non-European underclass that consisted of slaves, exiles, convicts and free-blacks. This study integrated new strontium isotope data with carbon and nitrogen isotope results from an 18th-19th century burial ground at Cobern Street, Cape Town, to identify non-European forced migrants to the Cape. The aim of the study was to elucidate individual mobility patterns, the age at which the forced migration took place and, if possible, geographical provenance. Using three proxies, 87Sr/86Sr, δ13Cdentine and the presence of dental modifications, a majority (54.5%) of the individuals were found to be born non-locally. In addition, the 87Sr/86Sr data suggested that the non-locally born men came from more diverse geographic origins than the migrant women. Possible provenances were suggested for two individuals. These results contribute to an improved understanding of the dynamics of slave trading in the Indian Ocean world.

Dynamics of Indian Ocean Slavery Revealed through Isotopic Data from the Colonial Era Cobern Street Burial Site, Cape Town, South Africa (1750-1827.

Directory of Open Access Journals (Sweden)

Lisette M Kootker

Full Text Available The Dutch East India Company (VOC intended the Cape of Good Hope to be a refreshment stop for ships travelling between the Netherlands and its eastern colonies. The indigenous Khoisan, however, did not constitute an adequate workforce, therefore the VOC imported slaves from East Africa, Madagascar and Asia to expand the workforce. Cape Town became a cosmopolitan settlement with different categories of people, amongst them a non-European underclass that consisted of slaves, exiles, convicts and free-blacks. This study integrated new strontium isotope data with carbon and nitrogen isotope results from an 18th-19th century burial ground at Cobern Street, Cape Town, to identify non-European forced migrants to the Cape. The aim of the study was to elucidate individual mobility patterns, the age at which the forced migration took place and, if possible, geographical provenance. Using three proxies, 87Sr/86Sr, δ13Cdentine and the presence of dental modifications, a majority (54.5% of the individuals were found to be born non-locally. In addition, the 87Sr/86Sr data suggested that the non-locally born men came from more diverse geographic origins than the migrant women. Possible provenances were suggested for two individuals. These results contribute to an improved understanding of the dynamics of slave trading in the Indian Ocean world.

The State of the Psychology Health Service Provider Workforce

Science.gov (United States)

Michalski, Daniel S.; Kohout, Jessica L.

2011-01-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of…

Developing a diverse and inclusive workforce in astronomy

Science.gov (United States)

Hunter, Lisa; McConnell, Nicholas; Seagroves, Scott; Barnes, Austin; Smith, Sonya; Palomino, Rafael

2018-06-01

Workforce development -- the preparation and advancement of a diverse and effective workforce -- in astronomy demands attention to a range of different career pathways, such as scientific users, telescope operations, and instrument builders. We will discuss the resources, expertise, and leadership needed to address workforce development challenges in astronomy, and the potential of one or more white papers to be prepared for the 2020 Decadal Survey. Potential white paper topics include (1) mentoring, training, and workplace practices to support diversity and inclusion; (2) enabling the next generation of astronomy faculty to teach effectively and inclusively; (3) supporting telescopes’ needs for local engineering and technologist talent, while telescope collaborations grow in scale and global extent; and (4) equipping early-career astronomers and instrumentalists with strategies and tools that are necessary for collaborating effectively on international teams.

Fishing impact and environmental status in European seas: A diagnosis from stock assessments and ecosystem indicators

DEFF Research Database (Denmark)

Gascuel, Didier; Coll, Marta; Fox, Clive

2016-01-01

Stock-based and ecosystem-based indicators are used to provide a new diagnosis of the fishing impact and environmental status of European seas. In the seven European marine ecosystems covering the Baltic and the North-east Atlantic, (i) trends in landings since 1950 were examined; (ii) syntheses...

Workforce planning and development in times of delivery system transformation.

Science.gov (United States)

Pittman, Patricia; Scully-Russ, Ellen

2016-09-23

As implementation of the US Affordable Care Act (ACA) advances, many domestic health systems are considering major changes in how the healthcare workforce is organized. The purpose of this study is to explore the dynamic processes and interactions by which workforce planning and development (WFPD) is evolving in this new environment. Informed by the theory of loosely coupled systems (LCS), we use a case study design to examine how workforce changes are being managed in Kaiser Permanente and Montefiore Health System. We conducted site visits with in-depth interviews with 8 to 10 stakeholders in each organization. Both systems demonstrate a concern for the impact of change on their workforce and have made commitments to avoid outsourcing and layoffs. Central workforce planning mechanisms have been replaced with strategies to integrate various stakeholders and units in alignment with strategic growth plans. Features of this new approach include early and continuous engagement of labor in innovation; the development of intermediary sense-making structures to garner resources, facilitate plans, and build consensus; and a whole system perspective, rather than a focus on single professions. We also identify seven principles underlying the WFPD processes in these two cases that can aid in development of a new and more adaptive workforce strategy in healthcare. Since passage of the ACA, healthcare systems are becoming larger and more complex. Insights from these case studies suggest that while organizational history and structure determined different areas of emphasis, our results indicate that large-scale system transformations in healthcare can be managed in ways that enhance the skills and capacities of the workforce. Our findings merit attention, not just by healthcare administrators and union leaders, but by policymakers and scholars interested in making WFPD policies at a state and national level more responsive.

The Question Of Balance Work - Family And Reconciliation Regime Work - Family At European Level

Directory of Open Access Journals (Sweden)

Aida Cimpeanu

2011-06-01

Full Text Available Under the conditions of the continuous change of the work patterns and of the alert liferhythm, there is a real challenge to keep a favourable equilibrium between work and family life. Oneof the value orientations manifested on a major scale on the whole European continent, is the humanorientation able to give substance to the European social politics, oriented to permanent improvementof his life quality by the increasing of the life level, the improvement of the work conditions, the workflexibility support qt the European level, national and organizational by the elaboration etimplementation of the politics of the work conciliation with family, or of the family/friendly politics,in order to keep an optimal equilibrium between family life as well as in the professional one.According to the European Commission, the reconciliation politics represent key responses to thelong term economic and demographic challenges. A better family life reconciliation is supported bythe objectives of the European strategy for the economical growth and of the workforce occupation

Central and East European migrant men who have sex with men in London: a comparison of recruitment methods

Directory of Open Access Journals (Sweden)

Gerry Christopher J

2011-05-01

Full Text Available Abstract Background Following the expansion of the European Union, there has been a large influx of Central and East European (CEE migrants to the UK. CEE men who have sex with men (MSM represent a small minority within this population that are none-the-less important to capture in sexual health research among the CEE migrant community. This paper examines the feasibility of recruiting CEE MSM for a survey of sexual behaviour in London using respondent driven sampling (RDS, via gay websites and in GUM clinics. Methods We sought CEE MSM to start RDS chain referral among GUM clinic attendees, our personal contacts and at gay events and venues in central London. We recruited CEE MSM (n = 485 via two popular websites for gay men in Britain (March-May 2009 and at two central London GUM clinics (n = 51 (July 2008-March 2009. Results We found seventeen men who knew other CEE MSM in London and agreed to recruit contacts into the study. These men recruited only three men into the study, none of whom recruited any further respondents, and RDS was abandoned after 7 months (July 2008-January 2009. Half of the men that we approached to participate in RDS did not know any other CEE MSM in London. Men who agreed to recruit contacts for RDS were rather more likely to have been in the UK for more than one year (94.1% vs 70.0%, p = 0.052. Men recruited through gay websites and from GUM clinics were similar. Conclusions The Internet was the most successful method for collecting data on sexual risk behaviour among CEE MSM in London. CEE MSM in London were not well networked. RDS may also have failed because they did not fully understand the procedure and/or the financial incentive was not sufficient motivation to take part.

Clothing Matters: Asian-African Businessmen in European Suits 1880-1980

NARCIS (Netherlands)

G. Oonk (Gijsbert)

2011-01-01

textabstractSummary Asian businessmen in East Africa supplied goods, services and capital to African, Arabic, Asian and European customers, traders and other businessmen. In this complex cultural environment, they had to choose what to wear on any given what occasion. Expressing dignity, wealth,

European Capitals of Culture: A “soft power” resource for the European Union?

Directory of Open Access Journals (Sweden)

Alexandros Sianos

2017-02-01

Full Text Available Using English-language newspaper articles retrieved from digital repositories, this paper examines the cultural asymmetrical encounter between Western and Eastern Europe after 1989. It argues that due to the rise of the Iron Curtain after 1948 and the post-war progress of the Western European integration project after 1950, the idea of “Europe” was confined to the West until 1989. After 1989, however, the Eastern European nations were free to “return to Europe”, and in order to do so they followed the “reference model” of the West. The paper takes the institution of the European Capital of Culture (ECOC as a case study and demonstrates how both Western and Eastern European cities used the ECOC title as a gateway to modernity, why it acquired an extra functionality in the East as a stage where they could showcase their “European” credentials, and how it gradually developed into one of the E.U.’s “soft power” resources.

Marketing approaches at European level – The case of Southern-European countries

Directory of Open Access Journals (Sweden)

Bianca TESCAŞIU

2016-07-01

Full Text Available The specialization of Marketing refers not only on specific focus on some domains, but, also, to its adaptation on regional issues. During the globalization process, marketers adapted their activity to new trends, such as: standardization, integrated distribution, production transfer, comparative advantage, etc. The common aspects of some regional markets determined the marketers to approach differently some homogeneous regions in the World economy. In this sense, the article intends to establish the main differences and the common aspects of a very important area in the European economy – The South East of Europe.

Average level of satisfaction in 10 European countries: explanation of differences

OpenAIRE

Veenhoven, Ruut

1996-01-01

textabstractABSTRACT Surveys in 10 European nations assessed satisfaction with life-as-a-whole and satisfaction with three life-domains (finances, housing, social contacts). Average satisfaction differs markedly across countries. Both satisfaction with life-as-a-whole and satisfaction with life-domains are highest in North-Western Europe, medium in Southern Europe and lowest in the East-European nations. Cultural measurement bias is unlikely to be involved. The country differences in average ...

Dental Workforce Availability and Dental Services Utilization in Appalachia: A Geospatial Analysis

Science.gov (United States)

Feng, Xue; Sambamoorthi, Usha; Wiener, R. Constance

2016-01-01

Objectives There is considerable variation in dental services utilization across Appalachian counties, and a plausible explanation is that individuals in some geographical areas do not utilize dental care due to dental workforce shortage. We conducted an ecological study on dental workforce availability and dental services utilization in Appalachia. Methods We derived county-level (n = 364) data on demographic, socio-economic characteristics and dental services utilization in Appalachia from the 2010 Behavioral Risk Factor Surveillance System (BRFSS) using person-level data. We obtained county-level dental workforce availability and physician-to-population ratio estimates from Area Health Resource File, and linked them to the county-level BRFSS data. The dependent variable was the proportion using dental services within the last year in each county (ranging from 16.6% to 91.0%). We described the association between dental workforce availability and dental services utilization using ordinary least squares regression and spatial regression techniques. Spatial analyses consisted of bivariate Local Indicators of Spatial Association (LISA) and geographically weighted regression (GWR). Results Bivariate LISA showed that counties in the central and southern Appalachian regions had significant (p dental workforce availability, low percent dental services utilization). GWR revealed considerable local variations in the association between dental utilization and dental workforce availability. In the multivariate GWR models, 8.5% (t-statistics >1.96) and 13.45% (t-statistics >1.96) of counties showed positive and statistically significant relationships between the dental services utilization and workforce availability of dentists and dental hygienists, respectively. Conclusions Dental workforce availability was associated with dental services utilization in the Appalachian region; however, this association was not statistically significant in all counties. The findings suggest

The Transition into the Workforce by Early-Career Geoscientists, a Preliminary Investigation

Science.gov (United States)

Wilson, C. E.; Keane, C.

2017-12-01

The American Geosciences Institute's Geoscience Student Exit Survey asks recent graduates about their immediate plans after graduation. Though some respondents indicate their employment or continuing education intention, many of the respondents are still in the process of looking for a job in the geosciences. Recent discussions about geoscience workforce development have focused on the critical technical and professional skills that graduates need to be successful in the workforce, but there is little data about employment success and skills development as early-career geoscientists. AGI developed a short preliminary survey to follow up with past participants in AGI's Exit Survey investigating their career path, their skills development after entering the workforce, and their opinions on skills and knowledge they wished they had prior to entering the workforce. The results from this survey will begin to indicate the occupation availability for early-career geoscientists, the continuing education completed by these recent graduates, and the possible attrition away from the geoscience workforce. This presentation presents the results from this short survey and the implications for further research in this area of workforce development and preparation.

Research lessons from implementing a national nursing workforce study.

Science.gov (United States)

Brzostek, T; Brzyski, P; Kózka, M; Squires, A; Przewoźniak, L; Cisek, M; Gajda, K; Gabryś, T; Ogarek, M

2015-09-01

National nursing workforce studies are important for evidence-based policymaking to improve nursing human resources globally. Survey instrument translation and contextual adaptation along with level of experience of the research team are key factors that will influence study implementation and results in countries new to health workforce studies. This study's aim was to describe the pre-data collection instrument adaptation challenges when designing the first national nursing workforce study in Poland while participating in the Nurse Forecasting: Human Resources Planning in Nursing project. A descriptive analysis of the pre-data collection phase of the study. Instrument adaptation was conducted through a two-phase content validity indexing process and pilot testing from 2009 to September 2010 in preparation for primary study implementation in December 2010. Means of both content validation phases were compared with pilot study results to assess for significant patterns in the data. The initial review demonstrated that the instrument had poor level of cross-cultural relevance and multiple translation issues. After revising the translation and re-evaluating using the same process, instrument scores improved significantly. Pilot study results showed floor and ceiling effects on relevance score correlations in each phase of the study. The cross-cultural adaptation process was developed specifically for this study and is, therefore, new. It may require additional replication to further enhance the method. The approach used by the Polish team helped identify potential problems early in the study. The critical step improved the rigour of the results and improved comparability for between countries analyses, conserving both money and resources. This approach is advised for cross-cultural adaptation of instruments to be used in national nursing workforce studies. Countries seeking to conduct national nursing workforce surveys to improve nursing human resources policies may

East-West gradient in the incidence of inflammatory bowel disease in Europe

DEFF Research Database (Denmark)

Burisch, J.; Pedersen, N; Cukovic-Cavka, S

2014-01-01

OBJECTIVE: The incidence of inflammatory bowel disease (IBD) is increasing in Eastern Europe. The reasons for these changes remain unknown. The aim of this study was to investigate whether an East-West gradient in the incidence of IBD in Europe exists. DESIGN: A prospective, uniformly diagnosed...... treatment as rescue therapy. Of all European CD patients, 20% received only 5-aminosalicylates as induction therapy. CONCLUSIONS: An East-West gradient in IBD incidence exists in Europe. Among this inception cohort-including indolent and aggressive cases-international guidelines for diagnosis and initial...

European biofuel policies in retrospect

International Nuclear Information System (INIS)

Van Thuijl, E.; Deurwaarder, E.P.

2006-05-01

Despite the benefits of the production and use of biofuels in the fields of agriculture, security of energy supply and the environment, in India and surrounding countries, the barriers to the use of biofuels are still substantial. The project ProBios (Promotion of Biofuels for Sustainable Development in South and South East Asia) aims at promoting biofuels in the view of sustainable development in the Southern and South eastern Asian countries. The first stage of this project concerns a study, which will provide a thorough review of the complicated and sector-overarching issue of biofuels in India and surrounding countries. This report describes past experiences with the policy context for a selection of EU countries, with the purpose of identifying conclusions from the European experience that may be valuable for Indian and South East Asian policy makers and other biofuels stakeholders

Hawai'i Island Health Workforce Assessment 2008.

Science.gov (United States)

Withy, Kelley; Andaya, January; Vitousek, Sharon; Sakamoto, David

2009-12-01

Anecdotal reports of a doctor shortage on the Big Island have been circulating for years, but a detailed assessment of the health care workforce had not previously been accomplished. The Hawai'i Island Health Workforce Assessment used licensure data, focus groups, telephone follow up to provider offices, national estimates of average provider supply and analysis of insurance claims data to assess the extent of the existing medical and mental health workforce, approximate how many additional providers might be effectively utilized, develop a population-based estimate of future demand and identify causes and potential solutions for the challenges faced. As of February 2008, the researchers were able to locate 310 practicing physicians, 36 nurse practitioners, 6 physician assistants, 51 psychologists, 57 social workers and 42 other mental health providers. Based on national averages, claims analysis and focus groups, the Island could use approximately 45 additional medical professionals to care for the 85% of the population that is medically insured; a larger number to care for the entire population. Ascertaining a complete roster of mental health professionals was not possible using this methodology. The researchers compared the current supply of physicians with the national average of physicians to population and the number of visits to different specialists for the year 2006 and found specific regional shortages of providers. The focus groups concentrated on solutions to the workforce crisis that include the formation of a well-organized, broad collaboration to coordinate recruitment efforts, expand and strengthen retention and renewal activities, and reinvigorate the health profession pipeline and training opportunities. The researchers recommend collaboration between the community, government, business, health center care providers, hospitals and centers to develop a plan before the tenuous state of healthcare on the Big Island worsens. In addition, continued

Migrant crisis and strengthening of the right wing in the European Union

Directory of Open Access Journals (Sweden)

Ratković Milijana

2017-01-01

Full Text Available Migrant crisis, slow economic growth and growing disillusionment with the European Union led to strengthening of far-right parties that have achieved electoral success in a number of European countries. The collapse of the national economy has created a huge number of unemployed. New problems such as migrant crisis foster instability in the EU particularly due to the terrorist acts (Paris, Brussels and other forms of violence (Cologne, Vienna that involved migrants from the Middle East. What could represent the biggest problem is the ability of the European radical right parties to constitute it on the joint basis regardless different political backgrounds. The Alliance of European National Movements was formed in Budapest in 2009. Migrant crisis underlined divisions within the European Union, which led to the radicalization of European political scene.

TENDENCIES OF IMPROVING STAFF MOTIVATION IN THE CONTEXT OF MOLDOVA – EUROPEAN UNION ASSOCIATION

Directory of Open Access Journals (Sweden)

Catalina ILCIUC

2017-04-01

Full Text Available Globalization and internationalization of labour market have determined the high mobility of the workforce between countries. Moldovan managers are more and more influenced by the European managerial practices, in the context of intense employees’ fluctuation, but the necessity of qualified specialists is more obvious. As a result, adaptation of some strategies and motivational policies that would maintain and attract qualified employees is an imperative requirement for the local managers.

Regional and Gender Differences and Trends in the Anesthesiologist Workforce.

Science.gov (United States)

Baird, Matthew; Daugherty, Lindsay; Kumar, Krishna B; Arifkhanova, Aziza

2015-11-01

Concerns have long existed about potential shortages in the anesthesiologist workforce. In addition, many changes have occurred in the economy, demographics, and the healthcare sector in the last few years, which may impact the workforce. The authors documented workforce trends by region of the United States and gender, trends that may have implications for the supply and demand of anesthesiologists. The authors conducted a national survey of American Society of Anesthesiologists members (accounting for >80% of all practicing anesthesiologists in the United States) in 2007 and repeated it in 2013. The authors used logistic regression analysis and Seemingly Unrelated Regression to test across several indicators under an overarching hypothesis. Anesthesiologists in Western states had markedly different patterns of practice relative to anesthesiologists in other regions in 2007 and 2013, including differences in employer type, the composition of anesthesia teams, and the time spent on monitored anesthesia care. The number and proportion of female anesthesiologists in the workforce increased between 2007 and 2013, and females differed from males in employment arrangements, compensation, and work hours. Regional differences remained stable during this time period although the reasons for these differences are speculative. Similarly, how and whether the gender difference in work hours and shift to younger anesthesiologists during this period will impact workforce needs is uncertain.

Distributed security framework for modern workforce

Energy Technology Data Exchange (ETDEWEB)

Balatsky, G.; Scherer, C. P., E-mail: gbalatsky@lanl.gov, E-mail: scherer@lanl.gov [Los Alamos National Laboratory, Los Alamos, NM (United States)

2014-07-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

Distributed security framework for modern workforce

International Nuclear Information System (INIS)

Balatsky, G.; Scherer, C. P.

2014-01-01

Safe and sustainable nuclear power production depends on strict adherence to nuclear security as a necessary prerequisite for nuclear power. This paper considers the current challenges for nuclear security, and proposes a conceptual framework to address those challenges. We identify several emerging factors that affect nuclear security: 1. Relatively high turnover rates in the nuclear workforce compared to the earlier years of the nuclear industry, when nuclear workers were more likely to have secure employment, a lifelong career at one company, and retirement on a pension plan. 2. Vulnerabilities stemming from the ubiquitous presence of modern electronics and their patterns of use by the younger workforce. 3. Modern management practices, including outsourcing and short-term contracting (which relates to number 1 above). In such a dynamic and complex environment, nuclear security personnel alone cannot effectively guarantee adequate security. We propose that one solution to this emerging situation is a distributed security model in which the components of nuclear security become the responsibility of each and every worker at a nuclear facility. To implement this model, there needs to be a refurbishment of current workforce training and mentoring practices. The paper will present an example of distributed security framework model, and how it may look in practice. (author)

Evidence of ancient DNA reveals the first European lineage in Iron Age Central China.

Science.gov (United States)

Xie, C Z; Li, C X; Cui, Y Q; Zhang, Q C; Fu, Y Q; Zhu, H; Zhou, H

2007-07-07

Various studies on ancient DNA have attempted to reconstruct population movement in Asia, with much interest focused on determining the arrival of European lineages in ancient East Asia. Here, we discuss our analysis of the mitochondrial DNA of human remains excavated from the Yu Hong tomb in Taiyuan, China, dated 1400 years ago. The burial style of this tomb is characteristic of Central Asia at that time. Our analysis shows that Yu Hong belonged to the haplogroup U5, one of the oldest western Eurasian-specific haplogroups, while his wife can be classified as haplogroup G, the type prevalent in East Asia. Our findings show that this man with European lineage arrived in Taiyuan approximately 1400 years ago, and most probably married a local woman. Haplogroup U5 was the first west Eurasian-specific lineage to be found in the central part of ancient China, and Taiyuan may be the easternmost location of the discovered remains of European lineage in ancient China.

An Operational Process for Workforce Planning

National Research Council Canada - National Science Library

Emmerichs, Robert

2004-01-01

.... This report describes a methodology, developed by RAND at the behest of the Deputy Assistant Secretary of Defense for Civilian Personnel Policy, for conducting workforce planning-a methodology...

Workforce Assessment of Information Technology Sailors

National Research Council Canada - National Science Library

García Reyes, Federico

2002-01-01

.... The authors define this workforce as Sailors who facilitate or protect others' use of information and telecommunications systems, and help other personnel use hardware and software for strategic...

U.S. Army Acquisition Workforce: Reflecting Modern Structural Changes

Science.gov (United States)

2009-06-01

provisions ensuring oversight over a massive infusion of contracts, state grants and other measures. Interviews with acquisition workforce specialists... telecommuting .”3 Incentives for retaining qualified acquisition workforce members are discussed. Surveys were analyzed primarily for contextual...and the players who now have a voice in this expanded system. One major change was the use of the Joint Requirements Oversight Council (JROC

The cardiac sonography workforce in New Zealand

Science.gov (United States)

White, Steve; Poppe, Katrina; Whalley, Gillian

2015-01-01

Abstract Introduction: The aim of this paper is to investigate the cardiac sonography workforce characteristics and registration requirements in New Zealand (NZ), with a comparison to similar workforces internationally. Methods: The Survey of Clinical Echocardiography in New Zealand 2 (SCANZ2) audit was performed in December 2010. All of NZ's public‐funded District Health Board (DHB) centers providing echocardiography services responded to questions relating to staff, equipment, procedure types and patient statistics. The Medical Radiation Technologists Board (MRTB), Clinical Physiologists Registration Board (CPRB) and Australian Sonographers Association Registry (ASAR) websites were reviewed in March 2012 for registered sonographers with a cardiac scope of practice. The cardiac sonography workforces in Australia, the UK, the USA and Canada were investigated for comparison. Results: There are 84 cardiac sonographers (60.3 full‐time equivalent) working in DHBs: 71% from a cardiac technical background; 40% have post‐graduate qualifications; a further 17% are undertaking post‐graduate qualifications; and 59 cardiac sonographers have registration with professional bodies in NZ and/or Australia. Cardiac sonographers in NZ do not undergo compulsory registration, but other sonographers in NZ have compulsory registration with the MRTB. Sonographers are predominantly not licensed internationally. Discussion: Disparity exists between registration of cardiac and non‐cardiac sonographers in NZ. Many cardiac sonographers have voluntary registration but few are registered with the MRTB. Reasons for this include professional alignment, educational qualifications and representation. International trends show increased pressure from governments and professional bodies to regulate sonographers. Conclusion: This study provides a snapshot of the cardiac sonography workforce in NZ for the first time. PMID:28191178

An evaluation of a public health nutrition workforce development intervention for the nutrition and dietetics workforce.

Science.gov (United States)

Palermo, C; Hughes, R; McCall, L

2010-06-01

Workforce development is a key element for building the capacity to effectively address priority population nutrition issues. On-the-job learning and mentoring have been proposed as strategies for practice improvement in public health nutrition; however, there is limited evidence for their effectiveness. An evaluation of a mentoring circle workforce development intervention was undertaken. Thirty-two novice public health nutritionists participated in one of three mentoring circles for 2 h, every 6 weeks, over a 7-month period. Pre- and post-intervention qualitative (questionnaire, interview, mentor diary) and quantitative (competence, time working in public health nutrition) data were collected. The novice public health nutritionists explained the intervention facilitated sharing of ideas and strategies and promoted reflective practice. They articulated the important attributes of the mentor in the intervention as having experience in and a passion for public health, facilitating a trusting relationship and providing effective feedback. Participants reported a gain in competency and had an overall mean increase in self-reported competence of 15% (range 3-48% change; P work time allocated to preventive work post-intervention. Mentoring supported service re-orientation and competency development in public health nutrition. The nature of the group learning environment and the role and qualities of the mentor were important elements contributing to the interventions effects. Mentoring circles offer a potentially effective strategy for workforce development in nutrition and dietetics.

Culture change, leadership and the grass-roots workforce.

Science.gov (United States)

Edwards, Mark; Penlington, Clare; Kalidasan, Varadarajan; Kelly, Tony

2014-08-01

The NHS is arguably entering its most challenging era. It is being asked to do more for less and, in parallel, a cultural shift in response to its described weaknesses has been prescribed. The definition of culture, the form this change should take and the mechanism to achieve it are not well understood. The complexity of modern healthcare requires that we evolve our approach to the workforce and enhance our understanding of the styles of leadership that are required in order to bring about this cultural change. Identification of leaders within the workforce and dissemination of a purposeful and strategic quality improvement agenda, in part defined by the general workforce, are important components in establishing the change that the organisation currently requires. We are implementing this approach locally by identifying and developing grassroots networks linked to a portfolio of safety and quality projects. © 2014 Royal College of Physicians.

The South Australian Allied Health Workforce survey: helping to fill the evidence gap in primary health workforce planning.

Science.gov (United States)

Whitford, Deirdre; Smith, Tony; Newbury, Jonathan

2012-01-01

There is a lack of detailed evidence about the allied health workforce to inform proposed health care reforms. The South Australian Allied Health Workforce (SAAHW) survey collected data about the demographic characteristics, employment, education and recruitment and retention of allied health professionals in South Australia. The SAAHW questionnaire was widely distributed and 1539 responses were received. The average age of the sample was 40 years; males were significantly older than females, the latter making up 82% of respondents. Three-quarters of the sample worked in the city; 60% worked full time and the remainder in part-time, casual or locum positions. 'Work-life balance' was the most common attraction to respondents' current jobs and 'Better career prospects' the most common reason for intending to leave. Practice in a rural location was influenced by rural background and rural experience during training. A greater proportion of Generation Y (1982-2000) respondents intended to leave within 2 years than Generation X (1961-81) or Baby Boomers (1943-60). Most respondents were satisfied with their job, although some reported lack of recognition of their knowledge and skills. Systematic, robust allied health workforce data are required for integrated and sustainable primary health care delivery.

To effectively adapt and renew workforce competences

International Nuclear Information System (INIS)

Pezzani, P.

2007-01-01

Full text: Most of French operating nuclear plants were constructed within a small time window. Few new plants have come on line within the last decade. As a result, most operating plants today have an ageing workforce that is going to retire in large numbers. In the next ten years, 40% of EDF nuclear workforce is going to retire, in average 600 people per year. At the same time, potential restructurings are opportunities to provide internal personnel for Nuclear Power Plants. The first generation of nuclear industry workers was hired during nuclear plant starting and testing. That was an opportunity to for training in the field without nuclear hazard. In addition, the NPP requirements increased dramatically through the last twenty years. This situation led to start a project to effectively adapt and renew workforce competences in the 19 EDF NPP in France. This Paper describes three steps to successfully ensure this transition to the new generation of nuclear industry workers. Acting in the field from their initial training, recruits are earlier ready to perform: 1. A Nuclear Job Academy in each French region based on Team Building and Sister Plants association, new training techniques and field training regarding behaviour and craft. All the new comers in Nuclear Power Station are led by an experienced technical mentor and trained by managers and experienced staff. 2. Flow loop maintenance simulator in each plant.On line training and test for periodic training.Step by Step qualification process. Internal workforce moving and rotation become a consistent, safe and successful opportunity to renew competences: EDF Group promotes the mobility of human resources by improving skills management (training programs, encouraging profession mobility, and reorientation towards priority jobs). To ensure that each nuclear new comer from internal workforce meets the nuclear requirements (as hired people), we build strong process witch guaranty internal people recruitment with

The health workforce crisis: the brain drain scourge.

Science.gov (United States)

Ike, Samuel O

2007-01-01

The magnitude of the health workforce crisis engendered by brain drain particularly in Africa, and nay more especially Nigeria, has been assuming increasingly alarming proportions in the past three decades. The challenge it poses in meeting the manpower needs in the healthcare sector as well as in the larger economy of the sending countries is enormous. This paper thus sets out to highlight the scope of this brain drain, its effects and the reasons sustaining it, as well as makes concrete suggestions to help stern the tide. A review of the literature on brain drain with particular emphasis on the health workforce sector was done, with focus on Africa, and specifically Nigeria. Literature search was done using mainly the Medline, as well as local journals. The historical perspectives, with the scope of external and internal brain drain are explored. The glaring effects of brain drain both in the global workforce terrain and specifically in the health sectors are portrayed. The countries affected most and the reasons for brain drain are outlined. Strategic steps to redress the brain drain crisis are proffered in this paper. The health workforce crisis resulting from brain drain must be brought to the front-burner of strategic policy decisions leading to paradigm shift in political, social and economic conditions that would serve as incentives to curb the scourge.

Is the east-west power bridge economic?

International Nuclear Information System (INIS)

Anon.

1996-01-01

At the latest conference of the East-West Energy Bridge project in Warsaw on October 24-25, 1995, the majority opinion concluded that the vast trans-European hvdc network proposed for operation in 2010 could be economically financed and operated in spite of reservations by some German utilities. Anatoliy Dyakov, president of the Russian UPS (Unified Power System), recently said that Russia would shortly start building the line from Smolensk to Kaliningrad as the first stage of this project. (author)

Local area unemployment, individual health and workforce exit: ONS Longitudinal Study.

Science.gov (United States)

Murray, Emily T; Head, Jenny; Shelton, Nicola; Hagger-Johnson, Gareth; Stansfeld, Stephen; Zaninotto, Paola; Stafford, Mai

2016-06-01

In many developed countries, associations have been documented between higher levels of area unemployment and workforce exit, mainly for disability pension receipt. Health of individuals is assumed to be the primary driver of this relationship, but no study has examined whether health explains or modifies this relationship. We used data from 98 756 Office for National Statistics Longitudinal Study members who were aged 40-69 and working in 2001, to assess whether their odds of identifying as sick/disabled or retired in 2011 differed by local authority area unemployment in 2001, change in local area unemployment from 2001 to 2011 and individual reported health in 2001 (self-rated and limiting long-term illness). Higher local area unemployment and worse self-rated health measures in 2001 were independently related to likelihood of identifying as sick-disabled or retired, compared to being in work, 10 years later, after adjusting for socio-demographic covariates. Associations for local area unemployment were stronger for likelihood of identification as sick/disabled compared to retired in 2011. Associations for changes in local area unemployment from 2001 to 2011 were only apparent for likelihood of identifying as retired. For respondents that identified as sick/disabled in 2011, effects of local area unemployment in 2001 were stronger for respondents who had better self-rated health in 2001. Strategies to retain older workers may be most effective if targeted toward areas of high unemployment. For persons in ill health, local area unemployment interventions alone will not be as efficient in reducing their exit from the workforce. © The Author 2016. Published by Oxford University Press on behalf of the European Public Health Association.

East-African Social Sciences and Humanities Publishing: A Handmade Bibliometrics Approach

Energy Technology Data Exchange (ETDEWEB)

Schmidt, N

2016-07-01

For Eastern Africa, very little information about the SSH knowledge production can be found from a European perspective. Adequate indicators like information-rich bibliographic databases that cover East-Africa-based journals and book publishers are lacking. This research in progress explores their indexing situation in detail, their development, which is closely connected to political history, their (non-)usage, and affiliations as well as careerstages of their authors. Furthermore, it also pays attention to East-Africa-based SSH researchers who use other publication venues. Any bibliometric analysis in this field needs to rely on manual data collection, otherwise it would be heavily biased. This study lays out the foundation for citation analyses, qualitative research on the publications' content and the self-description of East-African scholars against the background of an academic environment that is often described as “international”. (Author)

Sustaining the rural workforce: nursing perspectives on worklife challenges.

Science.gov (United States)

Hunsberger, Mabel; Baumann, Andrea; Blythe, Jennifer; Crea, Mary

2009-01-01

Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments. To investigate whether nurses receive the resources and supports necessary to meet the challenges of rural practice. Semi-structured interviews were conducted with 21 managers and 44 staff nurses in 19 selected rural hospitals in Ontario, Canada. The interviews were taped and transcripts interpreted through a thematic analysis. Major worklife themes were identified and analyzed within a healthy work environment model based on the work of Kristensen. Three interrelated dimensions of the model were relevant to workforce sustainability: the balance between demands and the resources of the person, the level of social support, and the degree of influence. The availability of resources and supports affected whether the nurses perceived challenges as stimulating or overwhelming. Deficits interfered with practice and the well-being of the nurses and patients. The nurses felt frustrated and powerless when they lacked resources, support, and influence to manage negative situations. Strategies to achieve workforce sustainability include resources to reduce stress in the workplace, education to meet the needs of new and experienced nurses, and offering of employment preferences to the workforce. Addressing resources, support, and influence of rural nurses is essential to alleviate workplace challenges and sustain the rural nursing workforce.

The state of the psychology health service provider workforce.

Science.gov (United States)

Michalski, Daniel S; Kohout, Jessica L

2011-12-01

Numerous efforts to describe the health service provider or clinical workforce in psychology have been conducted during the past 30 years. The American Psychological Association (APA) has studied trends in the doctoral education pathway and the resultant effects on the broader psychology workforce. During this period, the creation and growth of the PsyD degree and the formalization of the predoctoral internship placement system (the APPIC Match) have been well noted, but efforts to gain a complete understanding of professional practice are lacking. Specifically, piecemeal research on the provider workforce has led to the study of specific subpopulations using varying approaches and definitions of those providing direct clinical service. Consequently, estimates of the supply and need for health service providers are distinctly divergent and generate protracted debate in organized psychology. The APA membership directory and the APA Doctorate Employment Surveys have traditionally been relied on for workforce analyses. Yet, these data have become characterized by limited generalizability in recent years because of declining survey response rates and the fact that APA member data may not be as representative of the entire psychology health service provider population as they were previously. The 2008 APA Survey of Psychology Health Service Providers targeted these limitations by including nonmember psychologists in the sampling frame. Results revealed emerging themes in the demographics, work settings, and delivery of health services of the psychology health service provider workforce. Future areas of research for APA and organized psychology to undertake in addressing need and demand are suggested. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

Diverse and educated workforce –requirement in the recovery context

Directory of Open Access Journals (Sweden)

Codruţa Ilinca DRĂGOIU

2010-06-01

Full Text Available The existence of a highly skilled workforce is a key factor to the new challenges of globalization, population growth, aging, development of new information technologies and the need for appropriate and rational use of resources. Investing in training in terms of ensuring equal opportunities is a requisite for ensuring a healthy, creative and innovative workforce, with appropriate professional skills and knowledge to produce tangible and intangible goods and services that can meet the challenges of economic recovery, being the main driver of innovation and progress. Also, a diverse workforce with varied characteristics, perspectives and ideas, is more effective in today's society where creativity and innovation are essential.

Transformational leadership can improve workforce competencies.

Science.gov (United States)

Thompson, Juliana

2012-03-01

Staffing problems can arise because of poor delegation skills or a failure by leaders to respond appropriately to economic factors and patient demographics. Training dilemmas, meanwhile, can arise because of managers' confusion about what constitutes 'training' and what constitutes 'education', and where responsibility of provision lies, with the consequence that they neglect these activities. This article uses Kouzes and Posner's (2009) transformational leadership model to show how managers can respond. Leaders who challenge budgets, consider new ways of working and engage effectively with the workforce can improve productivity and care, while those who invest in appropriate learning will have a highly trained workforce. The author explains how integration of leadership roles and management functions can lead to innovative problem solving.

Trauma pattern in a level I east-European trauma center

Directory of Open Access Journals (Sweden)

Bogdan Stoica

2015-10-01

Conclusions: Our trauma pattern profile is similar to the one found in west-European countries, with a predominance of traffic-related injuries and falls. The severity and anatomical puzzle for trauma lesions were more complex secondary to motorcycle or bicycle-to-auto vehicles collisions. A trauma registry, with prospective enrollment of patients, is a very effective tool for constant improvements in trauma care.

CSR Strategies in Greater China: Global, East Asian, American, European Style?

Directory of Open Access Journals (Sweden)

Heiduk Guenter

2014-10-01

Full Text Available The concept of Corporate Social Responsibility emerged in the United States and spread to Europe and Asia while being adapted to national/local characteristics. Since borders between markets and societies are blurring and globalization is promoting MNCs which find themselves acting in hybrid societies, international institutions put efforts into the development and moral acceptance of global CSR standards. The scientific interest in CSR focused on the conflicts between company returns and benefits for society. The resulting concepts of performance-oriented, awareness-oriented and welfare-oriented CSR should facilitate the evaluation of CSR strategies implemented by MNCs. In research on the cultural dimensions of economies, it might be possible to allocate geographically the three concepts. Regarding the newly emerging Chinese MNCs, the paper aims to shed light on which concept they follow. On the one hand, CSR concepts of American and/or European MNCs that are present in China might serve as a role model; on the other hand, by learning from Taiwanese/ Hong Kong MNCs, a “greater China CSR approach” might emerge. Empirical studies and own field research suggest that compared to American and European companies, CSR is less deeply rooted in Chinese companies. Furthermore, significant differences between Mainland China, Hong Kong and Taiwanese companies indicate that a Greater Chinese CSR approach does not yet exist. Therefore, it cannot be assumed that American and European CSR concepts will experience a Chinese influence in the near future.

The development of the European public service: from modernisation to post-modernisation

Directory of Open Access Journals (Sweden)

O. V. Onufriienko

2016-08-01

2. Further convergence with the civil society seems to be the major perspective of the public service development in the European Union countries (it is also typical for relatively new East-European Member States but with established restrictions. It is not a contingency that not only the variety of social studies (first of all, political and social ones develop the idea of the very necessity to bring private and public sectors together, mainly, independently of each other, but it also involve the state-building practice and public service reformation in the developed European countries, particularly in the United Kingdom, Germany and France.

Results of the 2014-2015 Canadian Society of Nephrology workforce survey.

Science.gov (United States)

Ward, David R; Manns, Braden; Gil, Sarah; Au, Flora; Kappel, Joanne E

2016-01-01

Nephrology was previously identified as a subspecialty with few Canadian employment opportunities, and in recent years, fewer trainees are choosing nephrology. The objective of this study is to better understand the current Canadian adult nephrology workforce and the expected workforce trends over the next 5 years. This is an online self-administered survey. This study is set in Canada. Survey participants are Canadian adult nephrologists, including self-identified division heads. The measurements of this study are demographics, training, current practice characteristics, work hours, and projected workforce needs. Survey questions were based on previous workforce surveys. Ethics approval was obtained through the University of Saskatchewan. The survey was piloted in both English and French and modified based on the feedback to ensure that responses accurately reflected the information desired. It was circulated to all identified Canadian nephrologists via an anonymous e-mail link for self-administration. Categorical data was aggregated, and free-text answers were thematically analyzed. Additional descriptive analysis was conducted by all authors. Five hundred ninety-two Canadian nephrologists were contacted and 48 % responded, with representation from all Canadian provinces. One third of the respondents were female, and the largest age cohort was 41-50 years. Most nephrologists are trained in Canada and 61 % completed additional training. The majority of the respondents (69.1 %) began working as a nephrologist immediately upon completion of fellowship training. Younger nephrologists reported more challenges in finding a job. Eighty percent of responding nephrologists were satisfied with their current work hours, 13.1 % will reduce work hours within 3 years, an additional 8.2 % will reduce work hours within 5 years, and a further 14.2 % will reduce work hours within 10 years. Nephrology division heads forecasted the number of clinical and academic

THE WORKFORCE AND ITS PRODUCTIVITY IN THE FOOD ECONOMY OF THE EU COUNTRIES

Directory of Open Access Journals (Sweden)

Aldona Mrówczyńska-Kamińska

2013-09-01

Full Text Available The main aim of the article is a comparative analysis of the workforce and its productivity in the food economy of the EU countries in the years 1995 and 2009. The first part of the article analyses the internal structure of the workforce in the food economy and its share in the national economy. In the following part the workforce productivity was estimated, taking into consideration the value of global output and gross value added per employee. The basic source materials used in this study were input-output tables for individual EU countries. The results of the calculations indicate that the internal structure of the workforce in the food economy, its share in the national economy, and the level of the workforce productivity in the EU countries differ considerably. The level of the labour productivity is much higher in the countries of Western and Northern Europe than in the countries of Central and Eastern Europe. It is mainly caused by a structural defect which is due to an excessive workforce in the agricultural sector EU member states.

Establishing a sustainable nursing workforce.

Science.gov (United States)

Knowles, Judie

2010-07-01

Occupational sustainability in healthcare services involves meeting the demands of a changing NHS without compromising the health and wellbeing of nurses. This article examines occupational sustainability in the nursing profession, focusing on issues of nursing workload, employee health and recruitment issues, and workforce diversity.

Fishing for opinions: Stakeholder views on MSFD implementation in European Seas

NARCIS (Netherlands)

Hendriksen, A.; Jouanneau, C.; Koss, R.; Raakjaer, J.

2014-01-01

Stakeholder participation is vital when introducing and implementing ecosystem-based management (EBM) at any scale. This paper presents the results of a survey covering four European Regional Seas (Baltic Sea, Black Sea, Mediterranean Sea and North-East Atlantic Ocean) aimed to collect stakeholders¿

Confidence- and security-building in North-East Asia. Working group I

International Nuclear Information System (INIS)

Cotton, J.

1991-01-01

In the discussions in Working Group I there were two general preoccupations which prevailed throughout the consideration of questions relating to North-East Asian confidence and security building: how much could North-East Asia learn from the European experience in Confidence Building measures, and could any of the underlying factors- economic, political and social which has moved Europe towards military and security accommodation be seen to work also in the Asia-Pacific region. The problem of North Korea is underlined in view of non acceptance of the IAEA safeguards regime although it had entered into multilateral set of obligations with other signatories by assenting the Non-proliferation Treaty

48 CFR 1852.223-74 - Drug- and alcohol-free workforce.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Drug- and alcohol-free... and Clauses 1852.223-74 Drug- and alcohol-free workforce. As prescribed in 1823.570-2, insert the following clause: Drug- and Alcohol-Free Workforce (MAR 1996) (a) Definitions. As used in this clause the...

Investigation of Malaysian Higher Education Quality Culture and Workforce Performance

Science.gov (United States)

Ali, Hairuddin Mohd; Musah, Mohammed Borhandden

2012-01-01

Purpose: The purpose of this study is to examine the relationship between the quality culture and workforce performance in the Malaysian higher education sector. The study also aims to test and validate the psychometric properties of the quality culture and workforce performance instruments used in the study. Design/methodology/approach: A total…

Incidence of acute otitis media in children below 6 years of age seen in medical practices in five East European countries.

Science.gov (United States)

Usonis, Vytautas; Jackowska, Teresa; Petraitiene, Sigita; Sapala, Alicja; Neculau, Andrea; Stryjewska, Izabella; Devadiga, Raghavendra; Tafalla, Monica; Holl, Katsiaryna

2016-07-26

Although acute otitis media (AOM) remains a major public health problem worldwide and brings economic burden on health care system and caregivers, little information is available about its epidemiology in Eastern Europe. We conducted an epidemiological, prospective, observational, multi-centre cohort study (NCT01365390) in five East European countries (Estonia, Lithuania, Poland, Romania and Slovenia) between June 2011 and January 2013 to determine the incidence and clinical characteristics of AOM among children aged children and a higher risk in those attending school/childcare or with allergies. AOM required 521 visits to the doctor. Antibiotics were prescribed for 276 (74.8 %) episodes with the lowest prescription rate in Estonia (51.4 %) and the highest in Romania (83.7 %). Complications were rare and hospitalisations occurred in 2 % of the cases. The disease burden of AOM in Eastern Europe is relevant and public health initiatives to reduce it should be considered. ClinicalTrial.gov NCT01365390 .

The National Workforce Assistance Collaborative: A New Institution with Plans To Improve Workforce Services.

Science.gov (United States)

Bergman, Terri

The National Workforce Assistance Collaborative (NWAC) was established by the National Alliance of Business to provide assistance to community colleges and other organizations that offer programs to increase business productivity. The NWAC is charged with building the capacity of service providers that work with small and mid-sized companies in…

People matter: tomorrow's workforce for tomorrow's world.

Science.gov (United States)

Easmon, Charles

2014-01-01

The focus of any health service, now and into the future, should be people delivering safe, quality care to people; care that covers not just diagnosis and treatment, but the whole experience that patients and their carers have of the service. Workforce development, the process by which the current and future workforce is planned and trained, must be related to current and future patterns of service delivery and take account of financial reality. It cannot exist in isolation. Despite employing 1.3 million people, upon whom up to 70% of its budget is spent, the NHS has been curiously relaxed about the workforce development of both its staff in training and of those trained staff who, with the impact of demographic change and the increasing speed of technological progress, will need to adapt to new ways of working and learn new skills. Given that the NHS has been repeatedly criticised by the Health Select Committee for its failure to link workforce planning and development with service and financial planning, and that inadequate staffing has been a feature of a number of recent organizational failures, how is this to be achieved? Some NHS organisations have been shown to be poor employers with a culture of bullying and fear and the use of suspensions and financial settlements bound to gagging clauses to remove whistleblowers. Gender and ethnic discrimination is an issue not yet fully resolved. Furthermore with the demographic changes around the increasing needs of an elderly population, the introduction of new technology and the increasing interdependency of health and social care, there is a need for a clear vision as to how the future NHS will be structured and developed. Fewer large specialist centres are likely, combined with local, community oriented integrated services with appropriate specialist support. Decisions need to be taken about this in time to give workforce development processes time to plan the best skill mix combinations and to develop clinicians

Electromagnetic study of lithospheric structure in Trans-European Suture Zone in Poland

Science.gov (United States)

Jóźwiak, Waldemar; Ślęzak, Katarzyna; Nowożyński, Krzysztof; Neska, Anne

2016-04-01

The area covered by magnetotelluric surveys in Poland is mostly related to the Trans-European Suture Zone (TESZ), the largest tectonic boundary in Europe. Numerous 1D, 2D, and pseudo-3D and 3D models of the electrical resistivity distribution were constructed, and a new interpretation method based on Horizontal Magnetic Tensor analysis has been applied recently. The results indicate that the TESZ is a lithospheric discontinuity and there are noticeable differences in geoelectric structures between the East European Craton (EEC), the transitional zone (TESZ), and the Paleozoic Platform (PP). The electromagnetic sounding is a very efficient tool for recognizing the lithospheric structure especially it helps in identification of important horizontal (or lateral) inhomogeneities in the crust. Due to our study we can clearly determine the areas of the East European Craton of high resistivity, Paleozoic Platform of somewhat lower resistivity value, and transitional TESZ of complicated structure. At the East European Craton, we observe very highly resistive lithosphere, reaching 220-240 km depth. Underneath, there is distinctly greater conductivity values, most probably resulting from partial melting of rocks; this layer may represent the asthenosphere. The resistivity of the lithosphere under the Paleozoic Platform is somewhat lower, and its thickness does not exceed 150 km. The properties of the lithosphere in the transition zone, under the TESZ, differ significantly. The presented models include prominent, NW-SE striking conductive lineaments. These structures, that related with the TESZ, lie at a depth of 10-30 km. They are located in a mid-crustal level and they reach the boundary of the EEC. The structures we initially connect to the Variscan Deformation Front (VDF) and the Caledonian Deformation Front (CDF). The differentiation of conductivity visible in the crust continues in the upper mantle.

Social Participation and Health among Ageing People in East-Central Europe

Science.gov (United States)

Makai, Alexandra; Prémusz, Viktória; Füge, Kata; Figler, Mária; Lampek, Kinga

2015-01-01

In this study we examined the health of the ageing population of East-Central Europe. Data derived from the 6th round of the European Social Survey. The aim of our research was to examine the most important factors that determine ageing people's health status. We paid particular attention to the social ties of our target group.

The big shedding of the European refining

International Nuclear Information System (INIS)

Lepetit, V.

2007-01-01

Everywhere in Europe the oil companies are selling their refineries. Even if they work at full capacity, the interest of the European market is far below the one of Asia where demand is in full expansion and Middle-East where the raw matter is abundant. The world refining capacity is of 86 million barrel per day and should reach 106 million barrel per day in 2020. (J.S.)

Entrepreneurial Intentions in Selected Southeast European Countries

OpenAIRE

Rajh, Edo; Marjanova Jovanov, Tamara; Budak, Jelena; Davcev, Ljupco; Ateljevic, Jovo; Ognjenovic, Kosovka

2018-01-01

What (did we do)? A comparative study on the antecedents of EI among young people (students of economics and business) in four selected South East European countries (Croatia, Macedonia, Serbia and BiH). Why? Entrepreneurship is positively associated with higher economic development. Analysis of the determinants of entrepreneurship is an obligation...(Grilo and Irigoyen, 2006), because: knowledge of the determinants is crucial for development of better education systems and se...

The terminal Permian in European Russia: Vyaznikovian Horizon, Nedubrovo Member, and Permian-Triassic boundary

Science.gov (United States)

Lozovsky, V. R.; Balabanov, Yu. P.; Karasev, E. V.; Novikov, I. V.; Ponomarenko, A. G.; Yaroshenko, O. P.

2016-07-01

The comprehensive analysis of the data obtained on terrestrial vertebrata, ostracods, entomologic fauna, megaflora, and microflora in deposits of the Vyaznikovian Horizon and Nedubrovo Member, as well as the paleomagnetic data measured in enclosing rocks, confirms heterogeneity of these deposits. Accordingly, it is necessary to distinguish these two stratons in the terminal Permian of the East European Platform. The combined sequence of Triassic-Permian boundary deposits in the Moscow Syneclise, which is considered to be the most complete sequence in the East European Platform, is as follows (from bottom upward): Vyatkian deposits; Vyaznikovian Horizon, including Sokovka and Zhukovo members; Nedubrovo Member (Upper Permian); Astashikha and Ryabi members of the Vokhmian Horizon (Lower Triassic). None of the sequences of Permian-Triassic boundary deposits known in the area of study characterizes this sequence in full volume. In the north, the Triassic deposits are underlain by the Nedubrovo Member; in the south (the Klyazma River basin), the sections are underlain by the Vyaznikovian Horizon. The Permian-Triassic boundary adopted in the General Stratigraphic Scale of Russia for continental deposits of the East European platform (the lower boundary of the Astashikha Member) is more ancient than the one adopted in the International Stratigraphic Chart. The same geological situation is observed in the German Basin and other localities where Triassic continental deposits are developed. The ways of solving this problem are discussed in this article.

Leveraging multi-generational workforce values in interactive information societies

OpenAIRE

Sophie van der Walt; Tanya du Plessis

2010-01-01

Background: The success of organisations relies on various factors including the ability of its multi-generational workforce to collaborate within the interactive information society. By developing an awareness of the different values of a diverse workforce, organisations may benefit from diversity. Various diversity factors, such as ethnicity, age and gender, impact on the way people interact, especially in the interactive information society.Objectives: This article advocates the need for g...

Differences in sexual guilt and desire in east Asian and Euro-Canadian men.

Science.gov (United States)

Brotto, Lori A; Woo, Jane S T; Gorzalka, Boris B

2012-01-01

Differences in sexual desire between individuals of East Asian and European descent are well-documented, with East Asian individuals reporting lower sexual desire. The mechanisms that underlie this disparity have received little empirical attention. Recent research has found that sex guilt, "a generalized expectancy for self-mediated punishment for violating or for anticipating violating standards of proper sexual conduct" (Mosher & Cross, 1971 , p. 27), mediates the relationship between culture and sexual desire in East Asian and Euro-Canadian women. The goal of this study was to explore this role of sex guilt in men. Male Euro-Canadian (n = 38) and East Asian (n = 45) university students completed online questionnaires. The East Asian men reported significantly lower sexual desire and significantly higher sex guilt. Sex guilt was a significant mediator of the relationship between ethnicity and sexual desire, as well as a significant mediator between mainstream acculturation and sexual desire. Among the East Asian men, mainstream acculturation was significantly and negatively correlated with sex guilt such that increasing mainstream acculturation was associated with less sex guilt. The diagnostic and clinical implications of the findings are discussed.

The globalization of the nursing workforce: Pulling the pieces together.

Science.gov (United States)

Jones, Cheryl B; Sherwood, Gwen D

2014-01-01

The "globalization" of health care creates an increasingly interconnected workforce spanning international boundaries, systems, structures, and processes to provide care to and improve the health of peoples around the world. Because nurses comprise a large sector of the global health workforce, they are called upon to provide a significant portion of nursing and health care and thus play an integral role in the global health care economy. To meet global health care needs, nurses often move within and among countries, creating challenges and opportunities for the profession, health care organizations, communities, and nations. Researchers, policy makers, and industry and academic leaders must, in turn, grapple with the impacts of globalization on the nursing and health care workforce. Through this special issue, several key areas for discussion are raised. Although far from exhaustive, our intent is to expand and stimulate intra- and interprofessional conversations raising awareness of the issues, uncover unanticipated consequences, and offer solutions for shaping the nursing and health care workforce of the future. Copyright © 2014 Elsevier Inc. All rights reserved.

Employers’ View on Problems Related to Workforce Skills and Qualification

Directory of Open Access Journals (Sweden)

Klimplová Lenka

2012-12-01

Full Text Available The aim of this exploratory study is to reveal employers’ views on problems related to workforce human capital (skills and qualification. Where do employers themselves view the core of difficulties with ensuring adequately skilled workforce? Do they assign them to technological and organizational changes (a functional concept of job-specific human capital obsolescence, or do they see these problems as a result of other circumstances, such as macro-structural conditions or institutional settings? To answer these questions selected employers in mechanical engineering and information technology sectors in the Czech Republic were interviewed. The results show that the employers see the problems: 1 on the side of workforce – insufficient abilities and skills, exaggerated demands and low motivation; 2 as inadequate capacities and capabilities of the organization itself; 3 at macro-level as institutional shortcomings in the initial educational system and social benefits system. The problems related to workforce skills and qualification cannot be, thus, interpreted only in the functionalist view as job-specific human capital obsolescence, but the formulation of the problems is significantly affected by the institutional framework.

Investment and Employment - Drivers of European Economic Development

Directory of Open Access Journals (Sweden)

Cristina BURGHELEA

2017-04-01

Full Text Available The economic literature and related specialty practice, the development of the European Economic Community along with the factors determining them (such investments and staff represents a topic that is of great notoriety. This paper shows the role and influence that direct investment in the economy and employment ratio can propagate in the growth of gross domestic product per capita to ensure increased economic sustainability of countries in the European Community. The most important economic effects of FDI on the host economy can be represented by labor productivity growth through knowledge transfer (know-how technology, management skills and marketing term in countries emerging favor progress technological and economic growth. To determine this goal, in the context of economic logic, this research shows the importance of gross domestic product, total and per capita, as a macroeconomic indicator synthetic, and encouraging and using the action of factors that can also provide political steps, organizational and financial, achieving levels attesting social progress and prosperity. The study highlights a Custom Analysis on gross domestic product per capita, direct investment and the proportion of people employed in total for 24 European Union countries in 2014 and also develop an econometric model multifactorial based on system statistics. Research shows utility in making decisions about investment growth in the European Community by attracting a workforce that is in full compliance with state investment policies and by providing a high living standard.

Communication rehabilitation in sub-Saharan Africa: A workforce profile of speech and language therapists

Directory of Open Access Journals (Sweden)

Karen Wylie

2016-09-01

Conclusion: This sample comprised a mix of African and international SLTs, with indications of growing localisation of the workforce. Workforce localisation offers potential advantages of linguistic diversity and stability. Challenges including workforce support and developing culturally and contextually relevant SLT practices are discussed.

Strategic workforce planning for a multihospital, integrated delivery system.

Science.gov (United States)

Datz, David; Hallberg, Colleen; Harris, Kathy; Harrison, Lisa; Samples, Patience

2012-01-01

Banner Health has long recognized the need to anticipate, beyond the immediate operational realities or even the annual budgeting projection exercises, the necessary workforce needs of the future. Thus, in 2011, Banner implemented a workforce planning model that included structures, processes, and tools for predicting workforce needs, with particular focus on identified critical systemwide practice areas. The model represents the incorporation of labor management tools and processes with more strategic, broad-view, long-term assessment and planning mechanisms. The sequential tying of the workforce planning lifecycle with the organization's strategy and financial planning process supports alignment of goals, objectives, and resource allocation. Collaboration among strategy, finance, human resources, and operations has provided us with the ability to identify critical position groups based on 3-year strategic priorities. By engaging leaders from across the organization, focusing on activities at facility, regional, and system levels, and building in mechanisms for accountability, we are now engaged in continuous evaluations of our delivery models, the competencies and preparations necessary for the staff to effectively function within those delivery models, and developing and implementing action plans designed to ensure adequate numbers of the staff whose competencies will be suited to the work expected of them.

Nano-education from a European perspective

International Nuclear Information System (INIS)

Malsch, I

2008-01-01

At a global level, educating the nanotechnology workforce has been discussed since the beginning of the new millennium. Scientists, engineers and technicians should be trained in nanotechnology. Most educators prefer training students first in their own discipline at the Bachelor level (physics, chemistry, biology, etc) followed by specialisation in nanoscience and technology at the Master's level. Some favour a broad interdisciplinary basic training in different nanosciences followed by specialisation in a particular application area. What constitutes a good nanoscience curriculum is also being discussed, as well as the application of e-learning methodologies. The European Union is stimulating the development of nanoscience education in universities. The Erasmus Mundus programme is funding nanoscience and nanotechnology education programmes involving universities in several European countries. The policy debate in Europe is moving towards vocational training in nanotechnology for educating the technicians needed in industry and research. The EU vocational training institute CEDEFOP published a report in 2005 The EU funded European gateway to nanotechnology Nanoforum has stimulated the accessibility of nano-education throughout Europe with reports and online databases of education courses and materials. For university education, they list courses at the Bachelor, Master's, and PhD level as well as short courses. The EU funded EuroIndiaNet project also reviewed Nano-education courses at the Master's level, short courses, e-learning programmes, summerschools and vocational training courses. In this presentation, I review Nanoforum and other publications on nano-education in Europe and highlight current trends and gaps

A strategic approach to public health workforce development and capacity building.

Science.gov (United States)

Dean, Hazel D; Myles, Ranell L; Spears-Jones, Crystal; Bishop-Cline, Audriene; Fenton, Kevin A

2014-11-01

In February 2010, CDC's National Center for HIV/AIDS, Viral Hepatitis, Sexually Transmitted Disease (STD), and Tuberculosis (TB) Prevention (NCHHSTP) formally institutionalized workforce development and capacity building (WDCB) as one of six overarching goals in its 2010-2015 Strategic Plan. Annually, workforce team members finalize an action plan that lays the foundation for programs to be implemented for NCHHSTP's workforce that year. This paper describes selected WDCB programs implemented by NCHHSTP during the last 4 years in the three strategic goal areas: (1) attracting, recruiting, and retaining a diverse and sustainable workforce; (2) providing staff with development opportunities to ensure the effective and innovative delivery of NCHHSTP programs; and (3) continuously recognizing performance and achievements of staff and creating an atmosphere that promotes a healthy work-life balance. Programs have included but are not limited to an Ambassador Program for new hires, career development training for all staff, leadership and coaching for mid-level managers, and a Laboratory Workforce Development Initiative for laboratory scientists. Additionally, the paper discusses three overarching areas-employee communication, evaluation and continuous review to guide program development, and the implementation of key organizational and leadership structures to ensure accountability and continuity of programs. Since 2010, many lessons have been learned regarding strategic approaches to scaling up organization-wide public health workforce development and capacity building. Perhaps the most important is the value of ensuring the high-level strategic prioritization of this issue, demonstrating to staff and partners the importance of this imperative in achieving NCHHSTP's mission. Published by Elsevier Inc.

Today's Higher Education IT Workforce

Science.gov (United States)

Bichsel, Jacqueline

2014-01-01

The professionals making up the current higher education IT workforce have been asked to adjust to a culture of increased IT consumerization, more sourcing options, broader interest in IT's transformative potential, and decreased resources. Disruptions that include the bring-your-own-everything era, cloud computing, new management practices,…

Health workforce governance and integration: the fit between planning and system.

NARCIS (Netherlands)

Batenburg, R.

2014-01-01

Background: The EU Joint Action on Health Workforce Planning and Forecasting has taken up the challenge to let countries share and exchange practices in health workforce planning. It appears however, that not many countries actually apply (needs-based forecasting) models to support this. But does

Critical Analysis on Construction Workforce Sustainability in Developed Economy

OpenAIRE

Sing, Michael; Tam, Vivian; Fung, Ivan; Liu, Henry

2017-01-01

The construction industry in the developed economy has suffered a shortage of workforce which triggers project cost escalation and project delay and suppresses the whole economy. This paper aims to explore the perceptions of the general public and construction workers towards workforce shortage in the Hong Kong construction industry and identifies the critical factors affecting their intention to join the industry. Triangulation approach was adopted in this study and a street survey was condu...

Cybersecurity Workforce Development and the Protection of Critical Infrastructure

Science.gov (United States)

2017-03-31

of cyberspace operations and the importance of cyber security for both the DoD and industry, UHWO developed the Bachelor of Applied Science degree...Distribution 13. SUPPLEMENTARY NOTES 14. A.BSTRACT This Cyber Security Workforce Development Project directly supports workforce development needs for the...Standard Form 298 (Rev. 8/98) Presclibed by .a.NSI Std. Z39.18 UNIVERSITY of HAWAI 𔃻 · WEST O’AHU Final Project Technical Report: Cyber Security

Energy technology and opportunities for East-West co-operation

International Nuclear Information System (INIS)

Garribba, S.

1991-01-01

The private sector is probably the principal Western actor in Central and Eastern Europe. The accelerated political reforms in the East have improved the prospects for Western partners to invest in the energy sector and collaborate on energy technology development and transfer while taking advantage of the specific local benefits offered. These benefits are primarily found on the energy production side where the specific knowledge of the Western partner may be employed for the development of energy markets in the East. Conversely, the Central and Eastern European countries appear to be looking to co-operation with Western partners to provide them with access to capital, technology and organizational know-how, as well as, to Western markets. The primary long-term economic aim of Central and Eastern European governments must be to promote a market based economy. This requires not merely the definition of an official energy price system, but also the presence of legal and other institutions to establish property rights, civil contractual laws, trade policy and framework conditions for the free development of market forces and private enterprise. The IEA, International Energy Agency, as an example of the effectiveness of international co-operation, may be in the position to provide some assistance on technical and policy matters

Global Workforce Development - Addressing the Changing Geography of Investment

Science.gov (United States)

McElvy, G. W.; Loudin, M. G.

2005-12-01

The Geography of professional workforce hiring is changing significantly and rapidly in the petroleum industry, mostly in response to shifting investment patterns. These geographical changes pose daunting challenges as well as new opportunities for philanthropic institutions such as the ExxonMobil Foundation, and especially for academia. Our Angolan affiliate illustrates the challenges brought about by investment in new areas. Although we will continue to require access to numerous Angolan Geoscience graduates who can fully participate in our global Geoscience community, there is only one Angolan institution that grants a relatively small number of Geoscience degrees. Our access to other locally-educated Angolan professional graduates is similarly limited. The Petroleum sector's response to this situation has been to seek indigenous students who are already enrolled, often in North American or European academic institutions, or to sponsor Angolan students there. If one multiplies our Angolan Geoscience example by the number of competing employers in Angola, and then by the number of countries around the world that are experiencing strong economic growth, the magnitude of the unfilled demand for international educational development seems daunting. However, several academic institutions have already taken the initiative and have provided educational, linguistic, and cultural pathways that encourage Angolans and others to obtain a world-class educational preparation on their respective campuses. This strategy has indeed begun to address the need for capacity-building for many indigenous students, and has aided various industries in their efforts to build indigenous workforces. Nevertheless, growing the capacity of indigenous academic infrastructure is also essential for the long term, and only a few academic institutions have begun to explore this educational frontier. Increased engagement and collaboration in international educational activities would clearly confer

East Europe's energy trade takes new shape

International Nuclear Information System (INIS)

Movit, C.

1991-01-01

Often in the past, Western analysts of global energy demand have treated Eastern Europe as just part of a black box labeled Communist. Only the net flow of energy to the non-Communist world was of any consequence. The region, although primarily a major net importer of energy from the Soviet Union, was a very small net exporter of energy to non-Communist countries based Polish coal exports. Romanian refined petroleum product exports, and some minor exports of refined products by other East European countries. The political and economic configurations of Eastern Europe has changed dramatically over the past 2 years, however, and the way in which East European energy relationships are considered will have to change accordingly. With the sweeping transformation of these economies (for the most part, radically in the direction of a market orientation) and the breakup of their unique system of mutual trade, the patterns of energy production, consumption, and trade which have prevailed in the region during the post-war period will also change significantly. Forecasting the net-impact on energy demand in this region of offsetting trends due to economic reform (i.e., renewed economic dynamism vs. decreased energy intensity of aggregate economic output) is a very difficult task. Moreover, there are additional complications introduced by changes in the political system, such as the increased importance of environmental quality in the choice of fuel and production technology due to clearly enunciated concern of the popular political movements with these issues

East-West European economic integration: Difficult to reach target

International Nuclear Information System (INIS)

D'Ermo, V.; Manca, S.

1993-01-01

The energy sector of Western Europe is now undergoing a slow growth period due largely to the socio-economic upheavals of East and West German unification and the political-economic restructuring of the countries making up Eastern Europe and the former Soviet Union. This paper evidences this fact by tabling and commenting on 1991-1992 coal, petroleum, natural gas and electric power production/consumption/export statistical data representing energy sector activities in the former COMECON member countries. The poor performance of these countries can be attributed to the effects of energy market liberalization, the restructuring of utility assets, limited production capacities and inflation. It is estimated that the adjustment time to reach economic parity with Western nations will be long but that the waiting period could be shortened through the implementation of technology transfer and financial cooperation programs with the more prosperous countries capable of providing the investment capital and know-how needed for the restructuring of production systems and resource development

The role of internationally educated nurses in a quality, safe workforce.

Science.gov (United States)

D Sherwood, Gwen; Shaffer, Franklin A

2014-01-01

Migration and globalization of the nursing workforce affect source countries and destination countries. Policies and regulations governing the movement of nurses from one country to another safeguard the public by ensuring educational comparability and competence. The global movement of nurses and other health care workers calls for quality and safety competencies that meet standards such as those defined by the Institute of Medicine. This article examines nurse migration and employment of internationally educated nurses (IENs) in the context of supporting and maintaining safe, quality patient care environments. Migration to the United States is featured as an exemplar to consider the following key factors: the impact of nurse migration on the nursing workforce; issues in determining educational comparability of nursing programs between countries; quality and safety concerns in transitioning IENs into the workforce; and strategies for helping IENs transition as safe, qualified members of the nursing workforce in the destination country. Copyright © 2014 Elsevier Inc. All rights reserved.

The academic radiography workforce: Age profile, succession planning and academic development

International Nuclear Information System (INIS)

Knapp, K.M.; Wright, C.; Clarke, H.; McAnulla, S.J.; Nightingale, J.M.

2017-01-01

Introduction: Academia is one area of practice in which radiographers can specialise; they compile approximately 2% of the total radiography profession in the UK, but are highly influential and essential for the education and development of the workforce in addition to undertaking research. However, the academic environment is very different to clinical practice and a period of transition is required. Methods: Data were collated to explore the age and retirement profile of the academic radiography workforce in the UK; to understand the research time allocated to this workforce; the time required to develop a clinical radiographer into an academic and the mentorship and succession planning provisions nationally. An online UK wide survey was conducted and sent to all 24 Universities delivering radiography education within the UK. Results: Eighteen out of 24 Universities in the UK responded to the survey. Approximately 30% of radiography academics are due to retire over the next 10 years, with over 25% of radiographers who currently hold a doctorate qualification included within this figure. Those entering academia have notably lower qualifications as a group than those who are due to retire. Developing clinical radiographers into academics was thought to take 1–3 years on average, or longer if they are required to undertake research. Conclusion: There is vulnerability in the academic radiography workforce. Higher education institutions need to invest in developing the academic workforce to maintain research and educational expertise, which is underpinned by master's and doctorate level qualifications. - Highlights: • Approximately 30% of radiography academics are due to retire over the next 10 years. • Over 25% of radiographers who currently hold a doctorate qualification included due to retire within 10 years. • Those entering academia have significantly lower qualifications as a group than those who are due to retire. • There is vulnerability in the

NATO’s Out-of-Area Disputes: Prospects for Common Western Strategies in the Middle East

Science.gov (United States)

1992-12-01

behalf for inclusion in the alliance. In a telegram to Secretary of State Acheson, Italian Ambassador Alberto Tarchiani candidly requested Italy’s...West European Defence Identity," p. 335. lu’For an excellent essay on establishing institutional links between the WEU and NATO see, Joao de Deus...Returns to the Middle East." American-Arab Affairs No. 24 (Fall 1990): 46-52. Pmheiro, Joao de Deus . "The European Security Architecture Translantic

Domestic Wind Energy Workforce; NREL (National Renewable Energy Laboratory)

Energy Technology Data Exchange (ETDEWEB)

Tegen, Suzanne

2015-07-30

A robust workforce is essential to growing domestic wind manufacturing capabilities. NREL researchers conducted research to better understand today's domestic wind workforce, projected needs for the future, and how existing and new education and training programs can meet future needs. This presentation provides an overview of this research and the accompanying industry survey, as well as the Energy Department's Career Maps, Jobs & Economic Development Impacts models, and the Wind for Schools project.

Cross-Cultural Training of European and American Managers in Morocco

Science.gov (United States)

El Mansour, Bassou; Wood, Evan

2010-01-01

Purpose: The purpose of this paper is to examine the training provided to US and European expatriates in Morocco, and subsequently build the body of knowledge for international HRD in the Middle East and North Africa (MENA). Design/methodology/approach: The study used the models of Black and Mendenhall and Mendenhall and Oddou, subdividing the…

The proclamation of the Third Pan-European conference 'The environment for Europe'

International Nuclear Information System (INIS)

1998-01-01

In this chapter the text of the proclamation of the Third Pan-European conference 'The environment for Europe' is included. This proclamation contains next chapters: The preamble; The implementation of the environmental action program for Middle and East Europe; The environmental financing in the states of Middle and East Europe; The undertaking, industry and environment; The biological and landscape diversity; The environment questions of nuclear safety; The environmental program for Europe; The participation of the public; The regional environmental centres; The environmental agreements; The future; Appendix; The main recommendations of the Environmental program for Europe

Analysis and application of European genetic substructure using 300 K SNP information.

Directory of Open Access Journals (Sweden)

Chao Tian

2008-01-01

Full Text Available European population genetic substructure was examined in a diverse set of >1,000 individuals of European descent, each genotyped with >300 K SNPs. Both STRUCTURE and principal component analyses (PCA showed the largest division/principal component (PC differentiated northern from southern European ancestry. A second PC further separated Italian, Spanish, and Greek individuals from those of Ashkenazi Jewish ancestry as well as distinguishing among northern European populations. In separate analyses of northern European participants other substructure relationships were discerned showing a west to east gradient. Application of this substructure information was critical in examining a real dataset in whole genome association (WGA analyses for rheumatoid arthritis in European Americans to reduce false positive signals. In addition, two sets of European substructure ancestry informative markers (ESAIMs were identified that provide substantial substructure information. The results provide further insight into European population genetic substructure and show that this information can be used for improving error rates in association testing of candidate genes and in replication studies of WGA scans.

76 FR 588 - Comment Request for Information Collection for Workforce Information Grants to States Application...

Science.gov (United States)

2011-01-05

... regional use of workforce and economic information, increase data integration, expand the use of economic... increased employment and sustainable economic growth and recovery by supporting state and local workforce...; and economic research and information services to state and local policy makers, workforce system...

Comparing Chinese and European American mental health decision making.

Science.gov (United States)

Gao, Shanshan; Corrigan, Patrick W; Qin, Sang; Nieweglowski, Katherine

2017-12-20

Shared decision making (SDM) tends to reflect more Western values of individualism and empowerment, values that may be foreign to East Asian healthcare preferences for collectivism and family involvement: family centered decision making (FCDM). To show that Chinese will be more likely to believe FCDM would be more pleasing for them if they were the patient. Conversely, European Americans will respond more favorably to SDM. To examine effects of Western acculturation on FCDM compared to SDM. In this study, preferences for FCDM versus SDM and doctor-led decision making (DrDM) were examined in a vignette study completed online by European Americans (n = 298) and Chinese (n = 327). Research participants read a vignette about Lily (a depression patient) presenting with symptoms of depression. After reading the vignette, participants completed items representing two sets of outcomes: three perceptions of impact on Lily and how participants might respond for themselves in a similar decision making situation. Chinese rated FCDM greater than European and Chinese Americans. Chinese Americans mostly responded similar to European Americans and not Chinese. European Americans prefer SDM more for mental health services. Chinese value FCDM more than European Americans. Preferences of Chinese living in America seem to parallel European Americans.

Forum on Workforce Development

Science.gov (United States)

Hoffman, Edward

2010-01-01

APPEL Mission: To support NASA's mission by promoting individual, team, and organizational excellence in program/project management and engineering through the application of learning strategies, methods, models, and tools. Goals: a) Provide a common frame of reference for NASA s technical workforce. b) Provide and enhance critical job skills. c) Support engineering, program and project teams. d) Promote organizational learning across the agency. e) Supplement formal educational programs.

Results of the 2014–2015 Canadian Society of Nephrology Workforce Survey

Directory of Open Access Journals (Sweden)

David R. Ward

2016-05-01

Full Text Available Background: Nephrology was previously identified as a subspecialty with few Canadian employment opportunities, and in recent years, fewer trainees are choosing nephrology. Objective: The objective of this study is to better understand the current Canadian adult nephrology workforce and the expected workforce trends over the next 5 years. Design: This is an online self-administered survey. Setting: This study is set in Canada. Survey participants: Survey participants are Canadian adult nephrologists, including self-identified division heads. Measurements: The measurements of this study are demographics, training, current practice characteristics, work hours, and projected workforce needs. Methods: Survey questions were based on previous workforce surveys. Ethics approval was obtained through the University of Saskatchewan. The survey was piloted in both English and French and modified based on the feedback to ensure that responses accurately reflected the information desired. It was circulated to all identified Canadian nephrologists via an anonymous e-mail link for self-administration. Categorical data was aggregated, and free-text answers were thematically analyzed. Additional descriptive analysis was conducted by all authors. Results: Five hundred ninety-two Canadian nephrologists were contacted and 48 % responded, with representation from all Canadian provinces. One third of the respondents were female, and the largest age cohort was 41–50 years. Most nephrologists are trained in Canada and 61 % completed additional training. The majority of the respondents (69.1 % began working as a nephrologist immediately upon completion of fellowship training. Younger nephrologists reported more challenges in finding a job. Eighty percent of responding nephrologists were satisfied with their current work hours, 13.1 % will reduce work hours within 3 years, an additional 8.2 % will reduce work hours within 5 years, and a further 14.2 % will reduce work

A global picture of pharmacy technician and other pharmacy support workforce cadres.

Science.gov (United States)

Koehler, Tamara; Brown, Andrew

Understanding how pharmacy technicians and other pharmacy support workforce cadres assist pharmacists in the healthcare system will facilitate developing health systems with the ability to achieve universal health coverage as it is defined in different country contexts. The aim of this paper is to provide an overview of the present global variety in the technician and other pharmacy support workforce cadres considering; their scope, roles, supervision, education and legal framework. A structured online survey instrument was administered globally using the Survey Monkey platform, designed to address the following topic areas: roles, responsibilities, supervision, education and legislation. The survey was circulated to International Pharmaceutical Federation (FIP) member organisations and a variety of global list serves where pharmaceutical services are discussed. 193 entries from 67 countries and territories were included in the final analysis revealing a vast global variety with respect to the pharmacy support workforce. From no pharmacy technicians or other pharmacy support workforce cadres in Japan, through a variety of cadre interactions with pharmacists, to the autonomous practice of pharmacy support workforce cadres in Malawi. From strictly supervised practice with a focus on supply, through autonomous practice for a variety of responsibilities, to independent practice. From complete supervision for all tasks, through geographical varied supervision, to independent practice. From on the job training, through certificate level vocational courses, to 3-4 year diploma programs. From well-regulated and registered, through part regulation with weak implementation, to completely non-regulated contexts. This paper documents wide differences in supervision requirements, education systems and supportive legislation for pharmacy support workforce cadres globally. A more detailed understanding of specific country practice settings is required if the use of pharmacy

Nurses' perception of nursing workforce and its impact on the managerial outcomes in emergency departments.

Science.gov (United States)

Hu, Yi-Chun; Chen, Jih-Chang; Chiu, Hsiao-Ting; Shen, Hsi-Che; Chang, Wen-Yin

2010-06-01

(1) To understand nurses' subjective perceptions of the current nursing workforce in their emergency departments, (2) to examine the relationship between nurses' workforce perceptions and its impact on the managerial outcomes and (3) to analyse the correlation between nurses' characteristics and the scores on workforce perception. While the association between workforce perceptions and nurse outcomes is well-documented, few studies have examined how emergency department nurses perceive current workforce and related outcomes. A cross-sectional questionnaire survey. A self-reported workforce perception questionnaire was used to survey 538 registered nurses in the emergency departments of 19 hospitals in northern Taiwan, during May to October 2006. Data were analysed using descriptive statistics, chi-square test, independent t-test, Pearson correlation and one-way anova. The mean score of workforce perception was 6.28 points (total = 10 points). Both overtime (p = 0.02) and number of callbacks on days off (p = 0.01) were significantly correlated to current nursing workforce and hospital level. Older nurses tended to have more emergency department experience (r = 0.37; p = 0.01) and those with more emergency department experience tended to have vacation accumulation (r = 0.09; p = 0.04), overtime (r = 0.10; p = 0.03) and better perception of their emergency department's current workforce (r = 0.09; p = 0.05). Although nurses' perceptions were found to be only moderate, overtime and number of callbacks on days off are potential problems that should be addressed by nursing leaders to benefit future emergency nurses. The findings can help drive strategies to ensure adequate staffing, to stabilise the nursing workforce and to prevent nurses from burnout factors such as working long hours, unpredictable schedules and a stressful work environment that may impact both the quality of emergency care and the quality of the nurses' work environment.

European Workshop on Renewable Rural Energy Applications in North-East Europe

Energy Technology Data Exchange (ETDEWEB)

NONE

1997-12-31

This workshop is a part of the E.C. Thermie B project `Dissemination of Promising Renewable Rural Energy Applications in North-Eastern Europe`. The presentations held in the workshop are collected in this publication. The subjects are: TEKES (Technology Development Centre) Boost Technology; Renewable Energy in Latvia; Rural Renewable energy (Prospects) in Estonia; Renewable energy from Rural Electrification; Techno-Economic Analysis published as a summary; Practical Experiences of Small-Scale Heat Generation from Fuelwood in Finland; Solar systems for Domestic Hot Water and Space Heating; Biomass for Energy: Small-Scale Technologies; Photovoltaic Applications for Rural Areas in the North-East Europe

European Workshop on Renewable Rural Energy Applications in North-East Europe

Energy Technology Data Exchange (ETDEWEB)

NONE

1998-12-31

This workshop is a part of the E.C. Thermie B project `Dissemination of Promising Renewable Rural Energy Applications in North-Eastern Europe`. The presentations held in the workshop are collected in this publication. The subjects are: TEKES (Technology Development Centre) Boost Technology; Renewable Energy in Latvia; Rural Renewable energy (Prospects) in Estonia; Renewable energy from Rural Electrification; Techno-Economic Analysis published as a summary; Practical Experiences of Small-Scale Heat Generation from Fuelwood in Finland; Solar systems for Domestic Hot Water and Space Heating; Biomass for Energy: Small-Scale Technologies; Photovoltaic Applications for Rural Areas in the North-East Europe

The National Higher Education and Workforce Initiative: Strategy in Action: Building the Cybersecurity Workforce in Maryland

Science.gov (United States)

Business-Higher Education Forum, 2014

2014-01-01

The Business-Higher Education Forum (BHEF) has achieved particular success in operationalizing the National Higher Education and Workforce Initiative (HEWI) in Maryland around cybersecurity. Leveraging its membership of corporate CEOs, university presidents, and government agency leaders, BHEF partnered with the University System of Maryland to…

Improving the resilience of the healthcare workforce.

Science.gov (United States)

Glasper, Alan

2016-11-24

Emeritus Professor Alan Glasper, from the University of Southampton, discusses government strategies to ensure a future healthcare workforce that is sustainable and does not rely on overseas recruitment.

Improving the resilience of the healthcare workforce

OpenAIRE

Glasper, Alan

2016-01-01

Emeritus Professor Alan Glasper, from the University of Southampton, discusses government strategies to ensure a future healthcare workforce that is sustainable and does not rely on overseas recruitment

Whole-genome sequence of a novel Chinese cyprinid herpesvirus 3 isolate reveals the existence of a distinct European genotype in East Asia.

Science.gov (United States)

Li, Wei; Lee, Xuezhu; Weng, Shaoping; He, Jianguo; Dong, Chuanfu

2015-02-25

Cyprinid herpesvirus 3 (CyHV3), also known as koi herpesvirus (KHV), can be subdivided primarily into European and Asian genotypes, which are represented by CyHV3-U or CyHV3-I and CyHV3-J, respectively. In this study, the whole genome sequence of a novel Chinese CyHV3 isolate (GZ11) was determined and annotated. CyHV3-GZ11 genome was found to contain 295,119 nucleotides with 52.9% G/C content, which is highly similar to those of published CyHV3-U, CyHV3-I, and CyHV3-J strains. With reference to CyHV3-U, CyHV3-I, and CyHV3-J, CyHV3-GZ11 was also classified into 164 open reading frames (ORF), which include eight repeated ORFs. On the basis of the 12 alloherpeviruses core genes, results from phylogenetic analysis showed that CyHV3-GZ11 had closer evolutionary relationships with CyHV3-U and CyHV3-I than with CyHV3/KHV-J, which were also supported by genome wide-based single nucleotide substitution analysis and the use of a series of developed molecular markers. This study was the first to reveal the presence of a distinct European CyHV3 genotype in East and Southeast Asia at a whole genome level, which will evoke new insights on exploring the origin, evolution, and epidemiology of the virus. Copyright © 2014 Elsevier B.V. All rights reserved.

Measuring Diversity of the National Institutes of Health-Funded Workforce.

Science.gov (United States)

Heggeness, Misty L; Evans, Lisa; Pohlhaus, Jennifer Reineke; Mills, Sherry L

2016-08-01

To measure diversity within the National Institutes of Health (NIH)-funded workforce. The authors use a relevant labor market perspective to more directly understand what the NIH can influence in terms of enhancing diversity through NIH policies. Using the relevant labor market (defined as persons with advanced degrees working as biomedical scientists in the United States) as the conceptual framework, and informed by accepted economic principles, the authors used the American Community Survey and NIH administrative data to calculate representation ratios of the NIH-funded biomedical workforce from 2008 to 2012 by race, ethnicity, sex, and citizenship status, and compared this against the pool of characteristic individuals in the potential labor market. In general, the U.S. population during this time period was an inaccurate comparison group for measuring diversity of the NIH-funded scientific workforce. Measuring accurately, we found the representation of women and traditionally underrepresented groups in NIH-supported postdoc fellowships and traineeships and mentored career development programs was greater than their representation in the relevant labor market. The same analysis found these demographic groups are less represented in the NIH-funded independent investigator pool. Although these findings provided a picture of the current NIH-funded workforce and a foundation for understanding the federal role in developing, maintaining, and renewing diverse scientific human resources, further study is needed to identify whether junior- and early-stage investigators who are part of more diverse cohorts will naturally transition into independent NIH-funded investigators, or whether they will leave the workforce before achieving independent researcher status.

East-west collaboration in nuclear science

International Nuclear Information System (INIS)

Wolfram von, Oertzen

2002-01-01

The Sandarski-2 meeting on east-west collaborations in nuclear sciences was held in May 2001 in Bulgaria with 115 participants from 17 European countries, Usa, Japan and Russia (Dubna). The scientific included 66 oral contributions. During the last decade Eastern Europe has undergone substantial political and economic changes. These changes have had a decisive impact on the scientific community in these countries, because the support for basic and applied science has decreased dramatically due to the collapse of economic systems. It should noted that there are still good resources: experimental installations, technical and scientific manpower and a well trained human intellectual reserve but conditions differ strongly from one institute to another. Many national and European institutions have set up support programs for the funding of local activities for scientists in their eastern institutions or by funding collaborations between eastern and western scientists. Many highly specialized eastern scientists work now in Europe, the Usa and Japan but the brain drain from the poorest eastern countries is a real problem. One recommendation put forward at this meeting is the creation of European structures for the support of scientists in their eastern home institutions in such a way that they can return and continue to work at home. (A.C.)

Application of Feedback Control Method to Workforce Management in a Service Supply Chain

OpenAIRE

Young M. Lee; Lianjun An; Daniel Connors

2009-01-01

Success of services businesses depend on how well the workforce is managed. Having the right size of workforce and the right skill set of the workforce at the right time under dynamic demand environments are challenges that many service businesses face. Demand disturbances in services businesses are typically managed by adjusting the resource levels such as acquiring additional resources from larger pool (borrowing resources from the corporate levels for departmental level needs), and releasi...

Practice Patterns and Projections for the US Pediatric Otolaryngology Workforce.

Science.gov (United States)

Bell, Jason R; Ruch-Ross, Holly; Hotaling, Andrew J

2016-09-01

This study represents up-to-date information on the current status of and future projections for the pediatric otolaryngology workforce. To provide an update on the practice patterns of and projections for the US pediatric otolaryngology workforce. An online survey was sent to all 172 members of the American Academy of Pediatrics Section on Otolaryngology-Head and Neck Surgery and fielded from May 29, 2014, to September 17, 2014. Current status of and perceived trends in the pediatric otolaryngology workforce. Eighty-four (48.8%) of the 172 members responded to the survey. Not all respondents answered all questions, and so totals and percentages might not reflect a total of 84 for any given response. The demographics and practice characteristics of the responding pediatric otolaryngologists were similar to those noted in a 1997 workforce survey. Fifty-four percent of respondents (n = 38) planned to continue full-time work over the next 5 years, and 47% (n = 31) believed that the number of patients in their practice was increasing. The proportion of those who believed that the need for pediatric otolaryngologists in their community was increasing (31%; n = 21) or decreasing (13%; n = 9) remained relatively constant from the 1997 survey (34% and 12%, respectively). Forty-nine percent (n = 35) reported believing that the number of pediatric otolaryngologists being trained was appropriate and that the need in their community was stable. Eighty-three percent (n = 55) reported believing that employment opportunities for pediatric otolaryngologists in the United States would be plentiful in the near future. The overall state of the pediatric otolaryngology workforce appears stable. The perceived current and future needs for pediatric otolaryngologists appear to be met by the current number of trainees. Employment opportunities appear promising for future pediatric otolaryngologists based on our respondents' opinions. This represents up

A comparative analysis of emotional intelligence in the UK and Australian radiographer workforce

International Nuclear Information System (INIS)

Mackay, S.J.; Baker, R.; Collier, D.; Lewis, S.

2013-01-01

Emotional intelligence (EI) in the UK radiographer workforce has been benchmarked using the trait emotional intelligence model and the profile of the profession in the UK has begun to emerge. There are cultural differences between countries that have been shown to have an effect on EI, therefore this paper aims to benchmark the Global and four factor scores of Trait EI in the Australian radiographer population; to explore any differences within the two main professional groupings, diagnostic and therapeutic radiographers, and to compare the Australian radiographer workforce scores with those of the UK previously published. The published and validated trait EI questionnaire of Petrides was used as the survey tool for the Global EI and the four factors of Well-being, Emotionality, Self-control and Sociability. There was only one difference found in the five factors studied between the UK and Australian radiographer workforce, that of Well-being (p ≤ 0.01). No differences emerged between the diagnostic and therapy disciplines nor was a relationship found between EI and the Australian leadership in contrast to the UK workforce findings. Differences were found in the demographic profiles of the two countries and the implications of the above findings are discussed. This paper has benchmarked the EI of the Australian workforce and found a difference in well-being between the UK and Australian radiographer workforce. The Australian diagnostic and therapy disciplines were no different in their EI profiles. No relationship was found between EI and leadership in the Australian radiographer workforce

FINANCING CULTURE INSTITUTIONS IN EUROPEAN CONTEXT

Directory of Open Access Journals (Sweden)

Cezar Corneliu MANDA

2017-05-01

Full Text Available The paper, on the coordinates of the analysis of the problematic of financing culture institutions within the European Union member states, performs a comparative analysis focused on the financing mechanism available to the cultural sector, created both at the level of the public, and of the private sector. For the comparative analysis, the paper selected several EU member states, grouped on four geographical areas (North, South, East and Center. The analysis performed in the paper emphasized that most EU member states make significant efforts to finance the cultural sector, but the effects of the economic crisis have had a negative impact on this financing, causing, from this perspective, a gap between the states in the north and center of the EU, on the one hand, and the states in the south and east of the EU, on the other hand and outlining a cultural Europe with two peripheries.

Central New York's New Workforce

Science.gov (United States)

Center for an Urban Future, 2009

2009-01-01

Conducted in late 2008 in partnership with the Greater Syracuse Chamber of Commerce and the Mohawk Valley Chamber of Commerce, this is the largest survey ever taken of Central New York businesses regarding the English language skills of the area workforce. The online survey was emailed to several hundred local businesses; 126 responses were…

How We Advocated for Gender Diversity in the Early Childhood Workforce

Science.gov (United States)

Janairo, Rolland R.; Holm, Just; Jordan, Theresa; Wright, Nida S.

2010-01-01

Men matter to young children. Furthermore, people can see that men care about children. Men are, in fact, rare in early education and care settings. Nationally, men comprise 5 percent of the child care workforce and 2.2 percent of preschool and kindergarten teachers. A representative, diverse workforce that promotes professional opportunities…

Developing the Whole-School Workforce in England: Building Cultures of Engagement

Science.gov (United States)

Simkins, Tim; Maxwell, Bronwen; Aspinwall, Kath

2009-01-01

Dramatic changes have occurred in the composition of the schools' workforce in England over recent years to incorporate a much higher proportion of support staff. Consequently, policy-makers and school leaders are now placing increasing emphasis on addressing the training and development needs of the whole workforce, rather than solely focusing on…

Training Tomorrow's Nuclear Workforce

International Nuclear Information System (INIS)

2013-01-01

Training tomorrow's Nuclear Workforce Start with the children. That is the message Brian Molloy, a human resources expert in the IAEA's Nuclear Power Engineering Section, wants to convey to any country considering launching or expanding a nuclear power programme. Mathematics and science curricular and extra-curricular activities at secondary and even primary schools are of crucial importance to future recruiting efforts at nuclear power plants, he says:''You need to interest children in science and physics and engineering. The teaching needs to be robust enough to teach them, but it must also gain their interest.'' Recruiting high-calibre engineers needed for the operation of nuclear power plants is a growing challenge, even for existing nuclear power programmes, because of a wave of retirements combined with increasing global demand. But essential as engineers are, they are only a component of the staff at any nuclear power plant. In fact, most employees at nuclear power plants are not university graduates - they are skilled technicians, electricians, welders, fitters, riggers and people in similar trades. Molloy argues that this part of the workforce needs more focus. ''It's about getting a balance between focusing on the academic and the skilled vocational'', he says, adding that countries considering nuclear power programmes often initially place undue focus on nuclear engineers.

European Research and Development in Hybrid Flexible Electronics

Science.gov (United States)

2010-07-01

meetings in late 2008. WTEC then recruited a panel of U.S. experts, chaired by Ananth Dodabalapur, the Ashley H. Priddy Centennial Professor in...Engineering, The University of Texas at Austin Ananth Dodabalapur is the Ashley H. Priddy Centennial Professor in Engineering at the University of Texas...output from the East Asian countries has inevitably depressed the world share of U.S. and European papers (except for Spain); India, however, has

NO{sub x} controls for coal-fired utility boilers in East Central Europe

Energy Technology Data Exchange (ETDEWEB)

Eskinazi, D. [Electric Power Research Inst., Washington, DC (United States); Tavoulareas, E.S. [Energy Technologies Enterprises Corp., McLean, VA (United States)

1995-12-01

Increasing environmental pressures worldwide, including East Central Europe are placing greater emphasis on NO{sub x} emission controls in utility power plants. Western Europe, Japan and the U.S. have significant experience in applying NO{sub x} controls, especially in boilers firing hard coal. Some countries in Europe (i.e., Germany and Austria), have gained experience in applying NO{sub x} controls in boilers firing low-rank coal. This experience can be applied to East Central European countries in providing the basis for planning NO{sub x} control projects, suggesting cost-effective solutions, and providing lessons learned. However, while the experience is generally applicable to East Central European countries, differences in boiler design, operation and coal characteristics also need to be considered. This paper begins with a comparison of the NO{sub x} regulations, identifies the key NO{sub x} control technologies and the worldwide experience with them, and discusses the achievable NO{sub x} reduction, O&M impacts, and retrofit costs for each technology. Emphasis is placed on retrofit applications for existing boilers, because new coal-fired power plants are not expected to be built for the next 5-10 years. This paper also focuses on technologies with relatively low cost and operational simplicity: combustion system tuning/optimization. low-NO{sub x} burners (LNB), overfire air (OFA), selective non-catalytic reduction (SNCR), and reburning.

A 2009 survey of the Australasian clinical medical physics and biomedical engineering workforce.

Science.gov (United States)

Round, W Howell

2010-06-01

A survey of the Australasian clinical medical physics and biomedical engineering workforce was carried out in 2009 following on from a similar survey in 2006. 621 positions (equivalent to 575 equivalent full time (EFT) positions) were captured by the survey. Of these 330 EFT were in radiation oncology physics, 45 EFT were in radiology physics, 42 EFT were in nuclear medicine physics, 159 EFT were in biomedical engineering and 29 EFT were attributed to other activities. The survey reviewed the experience profile, the salary levels and the number of vacant positions in the workforce for the different disciplines in each Australian state and in New Zealand. Analysis of the data shows the changes to the workforce over the preceding 3 years and identifies shortfalls in the workforce.

Multi generations in the workforce: Building collaboration

Directory of Open Access Journals (Sweden)

Vasanthi Srinivasan

2012-03-01

Full Text Available Organisations the world over in today's rapid growth context are faced with the challenge of understanding a multi-generational workforce and devising policies and processes to build collaboration between them. In its first part, this article synthesises the literature on generational studies, with emphasis on the definition of generations and the characteristics of the generational cohorts. It emphasises that such studies are embedded in the socio-economic-cultural-context and India-specific scholarship must take into account the demographic and economic variations across the country. It then discusses the challenges of multi-generations in the Indian workforce, their impact on leadership styles and managerial practices, and the task of building inter-generational collaboration with an eminent panel of practitioners and researchers.

Assessment of Pharmacists Workforce in Ethiopia

African Journals Online (AJOL)

admin

Method: A national facility based census of the pharmacist workforce was conducted in Ethiopia. ... pharmacists practice in community, hospitals and other medical .... Higher proportion of female pharmacists than males were working .... Recognition they get for good work. 8 ..... pharmacists' empowerment and organizational.

20 CFR 661.430 - Under what conditions may the Governor submit a Workforce Flexibility Plan?

Science.gov (United States)

2010-04-01

... Secretary may approve, a workforce flexibility (work-flex) plan under which the State is authorized to waive... a Workforce Flexibility Plan? 661.430 Section 661.430 Employees' Benefits EMPLOYMENT AND TRAINING... I OF THE WORKFORCE INVESTMENT ACT Waivers and Work-Flex Waivers § 661.430 Under what conditions may...

Developing the Child Care Workforce: Understanding "Fight" or "Flight" Amongst Workers

Science.gov (United States)

Bretherton, Tanya

2010-01-01

The early childhood education and care sector in Australia is undergoing a shift in philosophy. Changes in policy are driving the industry towards a combined early childhood education and care focus, away from one only on child care. This move has implications for the skilling of the child care workforce. This report examines workforce development…

Safeguards Workforce Repatriation, Retention and Utilization

Energy Technology Data Exchange (ETDEWEB)

Gallucci, Nicholas [Brookhaven National Lab. (BNL), Upton, NY (United States); Poe, Sarah [Brookhaven National Lab. (BNL), Upton, NY (United States)

2015-10-01

Brookhaven National Laboratory was tasked by NA-241 to assess the transition of former IAEA employees back to the United States, investigating the rate of retention and overall smoothness of the repatriation process among returning safeguards professionals. Upon conducting several phone interviews, study authors found that the repatriation process went smoothly for the vast majority and that workforce retention was high. However, several respondents expressed irritation over the minimal extent to which their safeguards expertise had been leveraged in their current positions. This sentiment was pervasive enough to prompt a follow-on study focusing on questions relating to the utilization rather than the retention of safeguards professionals. A second, web-based survey was conducted, soliciting responses from a larger sample pool. Results suggest that the safeguards workforce may be oversaturated, and that young professionals returning to the United States from Agency positions may soon encounter difficulties finding jobs in the field.

The future workforce in cancer prevention: advancing discovery, research, and technology.

Science.gov (United States)

Newhauser, Wayne D; Scheurer, Michael E; Faupel-Badger, Jessica M; Clague, Jessica; Weitzel, Jeffrey; Woods, Kendra V

2012-05-01

As part of a 2-day conference on October 15 and 16, 2009, a nine-member task force composed of scientists, clinicians, educators, administrators, and students from across the USA was formed to discuss research, discovery, and technology obstacles to progress in cancer prevention and control, specifically those related to the cancer prevention workforce. This article summarizes the task force's findings on the current state of the cancer prevention workforce in this area and its needs for the future. The task force identified two types of barriers impeding the current cancer prevention workforce in research, discovery, and technology from reaching its fullest potential: (1) limited cross-disciplinary research opportunities with underutilization of some disciplines is hampering discovery and research in cancer prevention, and (2) new research avenues are not being investigated because technology development and implementation are lagging. Examples of impediments and desired outcomes are provided in each of these areas. Recommended solutions to these problems are based on the goals of enhancing the current cancer prevention workforce and accelerating the pace of discovery and clinical translation.

Gender Discrimination in Workforce and its Impact on the Employees

OpenAIRE

Zahid Ali Channar (Corresponding Author); Zareen Abbassi; Imran Anwar Ujan

2011-01-01

This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows t...

Racial and ethnic diversity of the U.S. national nurse workforce 1988-2013.

Science.gov (United States)

Xue, Ying; Brewer, Carol

2014-01-01

The objective of this article is to examine the racial and ethnic diversity profile of the nurse workforce over time and by geographic region. We conducted survey analysis using the National Sample Survey of Registered Nurses from 1988 to 2008, and further supplemented our trend analysis using published findings from the 2013 National Workforce Survey of Registered Nurses. The gap in racial/ethnic minority representation between the RN workforce and the population has been persistent and has widened over time. This diversity gap is primarily due to underrepresentation of Hispanics and Blacks in the RN workforce, which varied across states and regions, with the largest gaps occurring for Hispanics in the South and West and for Blacks in the South. Greater levels of sustained and targeted support to increase nurse workforce diversity are needed and should be geared not only to specific underrepresented groups but also to the regions and states with the greatest needs. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Transformation by design: nursing workforce innovation and reduction strategies in turbulent times of change.

Science.gov (United States)

Palazzo, Mary O

2015-01-01

The evolution of care delivery from an acute care and inpatient standard to the outpatient setting and health promotion model is generating the need for innovative workforce and infrastructure adjustments to meet the new paradigm of population health management. Successful transformation of the nursing workforce necessitates a positive style of thinking that addresses rational concerns during times of difficult transition. Nurse leaders are called to recognize and appreciate the strengths of the nursing workforce by involving them in the course of change through collaboration, planning, and discussion. One unique way to plan and develop new care delivery models is to adopt the framework used in health facility planning and design for new services, units, or hospitals. This framework is flexible and can be adjusted easily to meet the objectives of a small nursing workforce innovation project or expanded to encompass the needs of a large-scale hospital transformation. Structured questioning further helps the team to identify barriers to care and allows for the development of new concepts that are objective and in accord with evidence-based practice and data. This article explores the advantages and disadvantages of implementing innovative workforce redesign and workforce reduction strategies.

Workforce scheduling: A new model incorporating human factors

Directory of Open Access Journals (Sweden)

Mohammed Othman

2012-12-01

Full Text Available Purpose: The majority of a company’s improvement comes when the right workers with the right skills, behaviors and capacities are deployed appropriately throughout a company. This paper considers a workforce scheduling model including human aspects such as skills, training, workers’ personalities, workers’ breaks and workers’ fatigue and recovery levels. This model helps to minimize the hiring, firing, training and overtime costs, minimize the number of fired workers with high performance, minimize the break time and minimize the average worker’s fatigue level.Design/methodology/approach: To achieve this objective, a multi objective mixed integer programming model is developed to determine the amount of hiring, firing, training and overtime for each worker type.Findings: The results indicate that the worker differences should be considered in workforce scheduling to generate realistic plans with minimum costs. This paper also investigates the effects of human fatigue and recovery on the performance of the production systems.Research limitations/implications: In this research, there are some assumptions that might affect the accuracy of the model such as the assumption of certainty of the demand in each period, and the linearity function of Fatigue accumulation and recovery curves. These assumptions can be relaxed in future work.Originality/value: In this research, a new model for integrating workers’ differences with workforce scheduling is proposed. To the authors' knowledge, it is the first time to study the effects of different important human factors such as human personality, skills and fatigue and recovery in the workforce scheduling process. This research shows that considering both technical and human factors together can reduce the costs in manufacturing systems and ensure the safety of the workers.

Productivity impact of headache on a heavy-manufacturing workforce in Turkey

Science.gov (United States)

2013-01-01

Background Headache disorders cause substantial productivity losses through absenteeism and impaired effectiveness at work (presenteeism). We measured productivity losses from both causes at a heavy-manufacturing company with a largely male workforce in north-western Turkey. Methods We used the HALT Index as the survey instrument. We first assessed productivity losses by surveying the entire workforce. Because we anticipated much non-participation, we also applied HALT at the annual health-checks provided to all employees by the company’s on-site health clinic. Results Mean age of the workforce (N = 7,200) was 31 yr. About two thirds (90% male) were manual workers rotating weekly through early, late and night shifts. One third (50% male) were clerical/managerial, working a standard 5-day week. In the first assessment, 3,939 questionnaires (54.7%) were returned with usable data. In the previous 3 months, absenteeism of ≥1 day was reported by 360 respondents (9.1%), of whom 4 (0.10%) recorded ≥45 days (average per worker: 0.92 days/yr). Presenteeism equivalent to ≥1 day’s absence was reported by 1,187 respondents (29.4%) (average per worker: 6.0 days/yr). We estimated that 23,519 days/yr were lost in total among respondents (2.3% of workforce capacity). In the first 6 months of annual health-checks, 2,691 employees (37.4%) attended (94.4% male). Absenteeism was reported by 40 (1.5%), with 74 days lost, presenteeism by 348 (12.9%), with 1,240 days lost. We estimated that, altogether, 41,771 man-days/yr were lost in the entire workforce (2.4% of capacity; 94% due to presenteeism), closely matching the earlier estimate. A small minority (5.7%) of those with headache, who were only 2.5% of the workforce, accounted for >45% of presenteeism-related lost productivity. Conclusion The high productivity losses in a largely male workforce were surprising. Possible factors were the nature of the work – manual labour for two thirds, often heavy – and

Nano-education from a European perspective

Energy Technology Data Exchange (ETDEWEB)

Malsch, I [Malsch TechnoValuation Vondellaan 90 3521 GH Utrecht (Netherlands)], E-mail: postbus@malsch.demon.nl

2008-03-15

At a global level, educating the nanotechnology workforce has been discussed since the beginning of the new millennium. Scientists, engineers and technicians should be trained in nanotechnology. Most educators prefer training students first in their own discipline at the Bachelor level (physics, chemistry, biology, etc) followed by specialisation in nanoscience and technology at the Master's level. Some favour a broad interdisciplinary basic training in different nanosciences followed by specialisation in a particular application area. What constitutes a good nanoscience curriculum is also being discussed, as well as the application of e-learning methodologies. The European Union is stimulating the development of nanoscience education in universities. The Erasmus Mundus programme is funding nanoscience and nanotechnology education programmes involving universities in several European countries. The policy debate in Europe is moving towards vocational training in nanotechnology for educating the technicians needed in industry and research. The EU vocational training institute CEDEFOP published a report in 2005 The EU funded European gateway to nanotechnology Nanoforum has stimulated the accessibility of nano-education throughout Europe with reports and online databases of education courses and materials. For university education, they list courses at the Bachelor, Master's, and PhD level as well as short courses. The EU funded EuroIndiaNet project also reviewed Nano-education courses at the Master's level, short courses, e-learning programmes, summerschools and vocational training courses. In this presentation, I review Nanoforum and other publications on nano-education in Europe and highlight current trends and gaps.

Provenance of zircon of the lowermost sedimentary cover, Estonia, East-European Craton

Directory of Open Access Journals (Sweden)

Konsa, M.

1999-12-01

Cambrian sequence, zircons resembling those of local basement sources are very rare or absent. Obviously, basal Vendian/Cambrian sedimentary rocks sealed off the basement as a source of zircon. Therefore a distant source, probably outside the Svecofennian Domain, could be supposed for the bulk clastic minerals and zircons of the upperpart of the Vendian and the lower part of the Cambrian. Probably, studies of isotopic ages of different typological varieties of zircons, both of obviously local and distant origin, could provide new information on respective source rock ages and areas, and on the general palaeogeographic pattern of the Vendian and Cambrian epicratonic sedimentary basins of the East-European Craton.

On the road to a stronger public health workforce: visual tools to address complex challenges.

Science.gov (United States)

Drehobl, Patricia; Stover, Beth H; Koo, Denise

2014-11-01

The public health workforce is vital to protecting the health and safety of the public, yet for years, state and local governmental public health agencies have reported substantial workforce losses and other challenges to the workforce that threaten the public's health. These challenges are complex, often involve multiple influencing or related causal factors, and demand comprehensive solutions. However, proposed solutions often focus on selected factors and might be fragmented rather than comprehensive. This paper describes approaches to characterizing the situation more comprehensively and includes two visual tools: (1) a fishbone, or Ishikawa, diagram that depicts multiple factors affecting the public health workforce; and (2) a roadmap that displays key elements-goals and strategies-to strengthen the public health workforce, thus moving from the problems depicted in the fishbone toward solutions. The visual tools aid thinking about ways to strengthen the public health workforce through collective solutions and to help leverage resources and build on each other's work. The strategic roadmap is intended to serve as a dynamic tool for partnership, prioritization, and gap assessment. These tools reflect and support CDC's commitment to working with partners on the highest priorities for strengthening the workforce to improve the public's health. Published by Elsevier Inc.

Top-down workforce demand extrapolation based on an EC energy road-map scenario

International Nuclear Information System (INIS)

Roelofs, F.; Von Estorff, U.

2014-01-01

The EHRO-N team of JRC-IET provides the EC with essential data related to supply and demand for nuclear experts based on bottom-up information from the nuclear industry. The current paper deals with an alternative approach to derive figures for the demand side information of the nuclear workforce. Complementary to the bottom-up approach, a top-down modelling approach extrapolation of an EC Energy road-map nuclear energy demand scenario is followed here in addition to the survey information. In this top-down modelling approach, the number of nuclear power plants that are in operation and under construction is derived as a function of time from 2010 up to 2050 assuming that the current reactor park will be replaced by generic third generation reactors of 1400 MWe or 1000 MWe. Depending on the size of new build reactors, the analysis shows the number of new reactors required to fulfil the demand for nuclear energy. Based on workforce models for operation and construction of nuclear power plants, the model allows an extrapolation of these respective work-forces. Using the nuclear skills pyramid, the total workforce employed at a plant is broken down in a nuclear (experts), nuclearized, and nuclear aware workforce. With retirement profiles for nuclear power plants derived from the bottom-up EHRO-N survey, the replacement of the current workforce is taken into account. The peak of the new workforce (partly replacing the retiring workforce and additionally keeping up with the growing total workforce demand) for nuclear experts and nuclearized employees is to be expected at the end of the considered period (2050). However, the peak workforce for nuclear aware employees is to be expected around 2020. When comparing to historical data for the nuclear capacity being installed at the same time in Europe, it is clear that the expected future capacity to be installed at the same time in Europe is significantly lower (factor of 2) than in the early 1980's. However, it should

Deeply concealed half-graben at the SW margin of the East European Craton (SE Poland — Evidence for Neoproterozoic rifting prior to the break-up of Rodinia

Directory of Open Access Journals (Sweden)

P. Krzywiec

2018-01-01

Full Text Available Baltica was one of continents formed as a result of Rodinia break-up 850–550 Ma. It was separated from Amazonia(? by the Tornquist Ocean, the opening of which was preceded by Neoproterozoic extension in a network of continental rifts. Some of these rifts were subsequently aborted whereas the Tornquist Rift gave rise to splitting of Rodinia and formation of the Tornquist Ocean. The results of 1-D subsidence analysis at the fossil passive margin of Baltica provided insight in the timing and kinematics of continental rifting that led to break-up of Rodinia. Rifting was associated with Neoproterozoic syn-rift subsidence accompanied by deposition of continental coarse-grained sediments and emplacement of continental basalts. Transition from a syn-rift to post-rift phase in the latest Ediacaran to earliest early Cambrian was concomitant with deposition of continental conglomerates and arkoses, laterally passing into mudstones. An extensional scenario of the break-up of Rodinia along the Tornquist Rift is based on the character of tectonic subsidence curves, evolution of syn-rift and post-rift depocenters in time, as well as geochemistry and geochronology of the syn-rift volcanics. It is additionally reinforced by the high-quality deep seismic reflection data from SE Poland, located above the SW edge of the East European Craton. The seismic data allowed for identification of a deeply buried (11–18 km, well-preserved extensional half-graben, developed in the Palaeoproterozoic crystalline basement and filled with a Neoproterozoic syn-rift volcano-sedimentary succession. The results of depth-to-basement study based on integration of seismic and gravity data show the distribution of local NE–SW elongated Neoproterozoic depocenters within the SW slope of the East European Craton. Furthermore, they document the rapid south-eastwards thickness increase of the Neoproterozoic succession towards the NW–SE oriented craton margin. This provides evidence

A 2012 survey of the Australasian clinical medical physics and biomedical engineering workforce.

Science.gov (United States)

Round, W H

2013-06-01

A survey of the medical physics and biomedical engineering workforce in Australia and New Zealand was carried out in 2012 following on from similar surveys in 2009 and 2006. 761 positions (equivalent to 736 equivalent full time (EFT) positions) were captured by the survey. Of these, 428 EFT were in radiation oncology physics, 63 EFT were in radiology physics, 49 EFT were in nuclear medicine physics, 150 EFT were in biomedical engineering and 46 EFT were attributed to other activities. The survey reviewed the experience profile, the salary levels and the number of vacant positions in the workforce for the different disciplines in each Australian state and in New Zealand. Analysis of the data shows the changes to the workforce over the preceding 6 years and identifies shortfalls in the workforce.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

OpenAIRE

Tom Baum; Catherine Cheung; Haiyan Kong; Anna Kralj; Shelagh Mooney; Hải Nguyễn Thị Thanh; Sridar Ramachandran; Marinela Dropulić Ružić; May Ling Siow

2016-01-01

This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Develo...

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design

Directory of Open Access Journals (Sweden)

Douglas R. Wholey

2018-05-01

Full Text Available We describe a master’s level public health informatics (PHI curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master’s and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs.

Developing Workforce Capacity in Public Health Informatics: Core Competencies and Curriculum Design

Science.gov (United States)

Wholey, Douglas R.; LaVenture, Martin; Rajamani, Sripriya; Kreiger, Rob; Hedberg, Craig; Kenyon, Cynthia

2018-01-01

We describe a master’s level public health informatics (PHI) curriculum to support workforce development. Public health decision-making requires intensive information management to organize responses to health threats and develop effective health education and promotion. PHI competencies prepare the public health workforce to design and implement these information systems. The objective for a Master’s and Certificate in PHI is to prepare public health informaticians with the competencies to work collaboratively with colleagues in public health and other health professions to design and develop information systems that support population health improvement. The PHI competencies are drawn from computer, information, and organizational sciences. A curriculum is proposed to deliver the competencies and result of a pilot PHI program is presented. Since the public health workforce needs to use information technology effectively to improve population health, it is essential for public health academic institutions to develop and implement PHI workforce training programs. PMID:29770321

International Geoscience Workforce Trends: More Challenges for Federal Agencies

Science.gov (United States)

Groat, C. G.

2005-12-01

Concern about the decreasing number of students entering undergraduate geoscience programs has been chronic and, at times, acute over the past three decades. Despite dwindling populations of undergraduate majors, graduate programs have remained relatively robust, bolstered by international students. With Increasing competition for graduate students by universities in Europe, Japan, Australia, and some developing countries, and with procedural challenges faced by international students seeking entry into the United States and its universities, this supply source is threatened. For corporations operating on a global scale, the opportunity to employ students from and trained in the regions in which they operate is generally a plus. For U.S. universities that have traditionally supplied this workforce, the changing situation poses challenges, but also opportunities for creative international partnerships. Federal government science agencies face more challenges than opportunities in meeting workforce needs under both present and changing education conditions. Restrictions on hiring non-U.S. citizens into the permanent workforce have been a long-standing issue for federal agencies. Exceptions are granted only where they can document the absence of eligible U.S.-citizen candidates. The U.S. Geological Survey has been successful in doing this in its Mendenhall Postdoctoral Research Fellowship Program, but there has been no solution to the broader limitation. Under current and forecast workforce recruitment conditions, creativity, such as that evidenced by the Mendenhall program,will be necessary if federal agencies are to draw from the increasingly international geoscience talent pool. With fewer U.S. citizens in U.S. geoscience graduate programs and a growing number of advanced-degreed scientists coming from universities outside the U.S., the need for changes in federal hiring policies is heightened. The near-term liklihood of this is low and combined with the decline in

Workforce mobility: Contributing towards smart city

International Nuclear Information System (INIS)

Nor, N M; Wahap, N A

2014-01-01

Smart cities gained importance as a means of making ICT enabled services and applications available to the citizens, companies and authorities that form part of a city's system. It aims at increasing citizen's quality of life, and improving the efficiency and quality of the services provided by governing entities and businesses. This perspective requires an integrated vision of a city and of its infrastructures in all components. One of the characteristics of a smart city is mobility. The concept of mobility, especially for the workforce, is studied through a research carried out on a daily work undertaken as a prototype in the administrative town of Putrajaya, Malaysia. Utilizing the location track from GNSS integrated with mobile devices platform, information on movement and mobility was analysed for quality and efficiency of services rendered. This paper will highlight the research and outcomes that were successfully carried out and will suggest that workforce mobility management can benefit the authorities towards implementing a smart city concept

Workforce mobility: Contributing towards smart city

Science.gov (United States)

Nor, N. M.; Wahap, N. A.

2014-02-01

Smart cities gained importance as a means of making ICT enabled services and applications available to the citizens, companies and authorities that form part of a city's system. It aims at increasing citizen's quality of life, and improving the efficiency and quality of the services provided by governing entities and businesses. This perspective requires an integrated vision of a city and of its infrastructures in all components. One of the characteristics of a smart city is mobility. The concept of mobility, especially for the workforce, is studied through a research carried out on a daily work undertaken as a prototype in the administrative town of Putrajaya, Malaysia. Utilizing the location track from GNSS integrated with mobile devices platform, information on movement and mobility was analysed for quality and efficiency of services rendered. This paper will highlight the research and outcomes that were successfully carried out and will suggest that workforce mobility management can benefit the authorities towards implementing a smart city concept.

Do We Reap What We Sow? Exploring the Association between the Strength of European Primary Healthcare Systems and Inequity in Unmet Need.

Directory of Open Access Journals (Sweden)

Jens Detollenaere

Full Text Available Access to healthcare is inequitably distributed across different socioeconomic groups. Several vulnerable groups experience barriers in accessing healthcare, compared to their more wealthier counterparts. In response to this, many countries use resources to strengthen their primary care (PC system, because in many European countries PC is the first entry-point to the healthcare system and plays a central role in the coordination of patients through the healthcare system. However it is unclear whether this strengthening of PC leads to less inequity in access to the whole healthcare system. This study investigates the association between strength indicators of PC and inequity in unmet need by merging data from the European Union Statistics on Income and Living Conditions database (2013 and the Primary Healthcare Activity Monitor for Europe (2010. The analyses reveal a significant association between the Gini coefficient for income inequality and inequity in unmet need. When the Gini coefficient of a country is one SD higher, the social inequity in unmet need in that particular country will be 4.960 higher. Furthermore, the accessibility and the workforce development of a country's PC system is inverse associated with the social inequity of unmet need. More specifically, when the access- and workforce development indicator of a country PC system are one standard deviation higher, the inequity in unmet healthcare needs are respectively 2.200 and 4.951 lower. Therefore, policymakers should focus on reducing income inequality to tackle inequity in access, and strengthen PC (by increasing accessibility and better-developing its workforce as this can influence inequity in unmet need.

Region V Transportation Workforce Assessment and Summit

Science.gov (United States)

2017-05-01

The transportation workforce is undergoing unprecedented change due to rapid retirement of baby boomers while at the same time information, communication, and automation technologies are rapidly changing the transportation of people and goods. The pu...

Workforce diversity among public healthcare workers in Nigeria: Implications on job satisfaction and organisational commitment

Directory of Open Access Journals (Sweden)

Ayodotun Stephen Ibidunni

2018-06-01

Full Text Available The aim of this research was to present a data article that identify the relationship between workforce diversity, job satisfaction and employee commitment among public healthcare workers in Nigeria. Copies of structured questionnaire were administered to 133 public healthcare workers from the Lagos state ministry of health in Nigeria. Using descriptive and structural equation modelling statistical analysis, the data revealed the relationship between workforce diversity and job satisfaction, workforce diversity and organisational commitment, and the role of job satisfaction on organisational commitment was also established. Keywords: Workforce diversity, Job satisfaction, Employee commitment, Public healthcare, Diversity management

Strategic management of the health workforce in developing countries: what have we learned?

Directory of Open Access Journals (Sweden)

Fritzen Scott A

2007-02-01

Full Text Available Abstract The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. Workforce issues are strategic: they affect overall system performance as well as the feasibility and sustainability of health reforms. Viewing workforce issues strategically forces health authorities to confront the yawning gaps between policy and implementation in many developing countries. Lessons emerge in four areas. One concerns imbalances in workforce structure, whether from a functional specialization, geographical or facility lens. These imbalances pose a strategic challenge in that authorities must attempt to steer workforce distribution over time using a limited range of policy tools. A second group of lessons concerns the difficulties of central-level steering of the health workforce, often critically weak due to the lack of proper information systems and the complexities of public sector decentralization and service commercialization trends affecting the grassroots. A third cluster examines worker capacity and motivation, often shaped in developing countries as much by the informal norms and incentives as by formal attempts to support workers or to hold them accountable. Finally, a range of reforms centering on service contracting and improvements to human resource management are emerging. Since these have as a necessary (but not sufficient condition some flexibility in personnel practices, recent trends towards the sharing of such functions with local authorities are promising. The paper identifies a number of current lines of productive research, focusing on the relationship between health policy reforms and the local institutional environments in which the workforce, both public and private, is deployed.

Recently Identified Changes to the Demographics of the Current and Future Geoscience Workforce

Science.gov (United States)

Wilson, C. E.; Keane, C. M.; Houlton, H. R.

2014-12-01

The American Geosciences Institute's (AGI) Geoscience Workforce Program collects and analyzes data pertaining to the changes in the supply, demand, and training of the geoscience workforce. Much of these trends are displayed in detail in AGI's Status of the Geoscience Workforce reports. In May, AGI released the Status of the Geoscience Workforce 2014, which updates these trends since the 2011 edition of this report. These updates highlight areas of change in the education of future geoscientists from K-12 through graduate school, the transition of geoscience graduates into early-career geoscientists, the dynamics of the current geoscience workforce, and the future predictions of the changes in the availability of geoscience jobs. Some examples of these changes include the increase in the number of states that will allow a high school course of earth sciences as a credit for graduation and the increasing importance of two-year college students as a talent pool for the geosciences, with over 25% of geoscience bachelor's graduates attending a two-year college for at least a semester. The continued increase in field camp hinted that these programs are at or reaching capacity. The overall number of faculty and research staff at four-year institutions increased slightly, but the percentages of academics in tenure-track positions continued to slowly decrease since 2009. However, the percentage of female faculty rose in 2013 for all tenure-track positions. Major geoscience industries, such as petroleum and mining, have seen an influx of early-career geoscientists. Demographic trends in the various industries in the geoscience workforce forecasted a shortage of approximately 135,000 geoscientists in the next decade—a decrease from the previously predicted shortage of 150,000 geoscientists. These changes and other changes identified in the Status of the Geoscience Workforce will be addressed in this talk.

Strategic management of the health workforce in developing countries: what have we learned?

Science.gov (United States)

Fritzen, Scott A

2007-02-26

The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. Workforce issues are strategic: they affect overall system performance as well as the feasibility and sustainability of health reforms. Viewing workforce issues strategically forces health authorities to confront the yawning gaps between policy and implementation in many developing countries. Lessons emerge in four areas. One concerns imbalances in workforce structure, whether from a functional specialization, geographical or facility lens. These imbalances pose a strategic challenge in that authorities must attempt to steer workforce distribution over time using a limited range of policy tools. A second group of lessons concerns the difficulties of central-level steering of the health workforce, often critically weak due to the lack of proper information systems and the complexities of public sector decentralization and service commercialization trends affecting the grassroots.A third cluster examines worker capacity and motivation, often shaped in developing countries as much by the informal norms and incentives as by formal attempts to support workers or to hold them accountable. Finally, a range of reforms centering on service contracting and improvements to human resource management are emerging. Since these have as a necessary (but not sufficient) condition some flexibility in personnel practices, recent trends towards the sharing of such functions with local authorities are promising. The paper identifies a number of current lines of productive research, focusing on the relationship between health policy reforms and the local institutional environments in which the workforce, both public and private, is deployed.

[Eating disorders after the political changes in the formerly communist Eastern-European countries].

Science.gov (United States)

Rathner, G; Túry, F; Szabó, P

2001-06-24

The authors summarize the Central and East European epidemiological data of eating disorders. These demonstrate that eating disorders are not exclusively characteristic to Western societies. In this respect the comparison of newer data to those which were performed before the political changes in 1989-1990 is especially valuable. Formerly in a Hungarian university sample the prevalence of bulimia was 1-1.3% among females, 0-0.8% among males, and this was higher than the prevalence of 0.6% in Austrian females, or 0% in German Democratic Republic. After the social changes similar data were found in several East European countries. This corroborates the culture-change idea of eating disorders. The transition to a Western market economy and the process of globalization is an experiment to evaluate the effect of sociocultural factors. The values and norms (e.g. thinness ideal) come closer to the Western culture, and mass media have a significant impact in this process.

The effects of workforce-shaping tools on retirement: the case of the Department of Defense civil service.

Science.gov (United States)

Asch, Beth J; Haider, Steven J; Zissimopoulos, Julie M

2009-11-01

Apriority area for the public health workforce research agenda is the study of the public health labor market and how wages and benefits affect workforce outcomes, including recruiting, retention, and retirement. This study provides an example of such a study for the Department of Defense civil service workforce. We analyze the financial incentives to retire that are specifically embedded in the retirement system and how different workforce-shaping policies would affect these incentives. The study then uses a recently estimated model of the effects of financial incentives on retirement behavior among defense civilians to predict how these workforce-shaping tools would affect retirement behavior. We find that buyouts, retention incentives, and other workforce-shaping tools have a sizable effect on predicted retirement behavior and therefore, could be useful policies to help manage retirement outflows.

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

Directory of Open Access Journals (Sweden)

Tom Baum

2016-08-01

Full Text Available This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations’ 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Development Goals and to enhancing the recognition of workforce and employment issues within the related debate in tourism. The body of the paper highlights examples of key dimensions of work and employment across varied tourism contexts, where sustainability is of increasing consequence and significance. The paper concludes by drawing together the implications of these “mini-cases” and locating them within key principles of the 2030 Agenda for Sustainable Development.

Gas and LNG pricing and trading hub in East Asia: An introduction

Directory of Open Access Journals (Sweden)

Xunpeng Shi

2016-10-01

Full Text Available This paper summarizes the four papers in the special issues on ‘Gas and LNG pricing and trading hub in East Asia’. The papers examine lessons and experience from European hub development, other commodity, the Japanese history on developing of futures markets and inter-fuel substitution in East Asia. The papers finds that liquid futures market is the key to formulate benchmark prices while a well-developed spot market is the foundation; political will and strong leadership are required to overcome the power of incumbents and to restructure the gas market that impede the the development of competitive markets; and East Asia needs to develop its indigenous gas or LNG trading hubs even in low oil prices period and its developing market allows easier changes in new contracts than in existing ones. This hub development requires governments to go through tough domestic market reforms, including liberalization and cooperation with each other and with gas exporters.

European bank for reconstruction and development

Directory of Open Access Journals (Sweden)

Kastratović Radovan

2015-01-01

Full Text Available European Bank for Reconstruction and Development - EBRD was established in the year 1991 and commenced operations in 1991. The objective of the Bank was to instigate market oriented approach to business in the countries of Central and Eastern Europe. This comprises support offered to structural reforms, privatisation, and development of entrepreneurship and legal system through financing of project conducive to the achievement of the aimed targets. The Bank approves loans both to the nation states and to the private sector. European Bank for Reconstruction and Development often appears in the role of investor. In addition, the Bank has also its consultative function. Owners of the European Bank for Reconstruction and Development are the developed countries and those that participate in the distribution of the Bank's profit. The Bank invests in the countries of Central, Eastern and South-East Europe, but also in those of Central Asia and Southern Mediterranean. The importance that the European Bank for Reconstruction and Development has for our country is best illustrated by the fact that this Bank is our largest institutional investor, with investments exceeding 3.5 billion EUR. This work begins with presentation of general information on the work of the European Bank for Reconstruction and Development, its objectives, activities, background history, ownership and organisational structure. It proceeds by giving relevant data on the Bank's business operations - the manner of project financing, the Bank's funds distribution per geographic criteria and activities, and the operative and financial results of the Bank's business activities. Brief description is also offered of the cooperation that the European Bank has with other international financial institutions. Finally, data is given bearing witness on the importance that the European Bank for Reconstruction and Development has for Serbia.

Department of Energy: Nuclear S&T workforce development programs

International Nuclear Information System (INIS)

Bingham, Michelle; Bala, Marsha; Beierschmitt, Kelly; Steele, Carolyn; Sattelberger, Alfred P.; Bruozas, Meridith A.

2016-01-01

The U.S. Department of Energy (DOE) national laboratories use their expertise in nuclear science and technology (S&T) to support a robust national nuclear S&T enterprise from the ground up. Traditional academic programs do not provide all the elements necessary to develop this expertise, so the DOE has initiated a number of supplemental programs to develop and support the nuclear S&T workforce pipeline. This document catalogs existing workforce development programs that are supported by a number of DOE offices (such as the Offices of Nuclear Energy, Science, Energy Efficiency, and Environmental Management), and by the National Nuclear Security Administration (NNSA) and the Naval Reactor Program. Workforce development programs in nuclear S&T administered through the Department of Homeland Security, the Nuclear Regulatory Commission, and the Department of Defense are also included. The information about these programs, which is cataloged below, is drawn from the program websites. Some programs, such as the Minority Serving Institutes Partnership Programs (MSIPPs) are available through more than one DOE office, so they appear in more than one section of this document.

Profile of the Pediatric Infectious Disease Workforce in 2015.

Science.gov (United States)

Yeh, Sylvia H; Vijayan, Vini; Hahn, Andrea; Ruch-Ross, Holly; Kirkwood, Suzanne; Phillips, Terri Christene; Harrison, Christopher J

2017-12-22

Almost 20 years have elapsed since the last workforce survey of pediatric infectious disease (PID) subspecialists was conducted in 1997-1998. The American Academy of Pediatrics Section on Infectious Diseases in collaboration with the Pediatric Infectious Diseases Society sought to assess the status of the current PID workforce. A Web-based survey conducted in 2015 collected data on demographics, practice patterns, and job satisfaction among the PID workforce, and identified factors related to job placement among recent fellowship graduates. Of 946 respondents (48% response rate), 50% were female. The average age was 51 years (range, 29-88 years); 63% were employed by an academic center/hospital, and 85% provided direct patient care; and 18% were not current PID practitioners. Of the 138 (21%) respondents who had completed a PID fellowship within the previous 5 years, 83% applied for maintain the pipeline and improve satisfaction among its physicians. © The Author 2017. Published by Oxford University Press on behalf of The Journal of the Pediatric Infectious Diseases Society. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Casualisation of the nursing workforce in Australia: driving forces and implications.

Science.gov (United States)

Creegan, Reta; Duffield, Christine; Forrester, Kim

2003-01-01

This article provides an overview of the extent of casualisation of the nursing workforce in Australia, focusing on the impact for those managing the system. The implications for nurse managers in particular are considerable in an industry where service demand is difficult to control and where individual nurses are thought to be increasingly choosing to work casually. While little is known of the reasons behind nurses exercising their preference for casual work arrangements, some reasons postulated include visa status (overseas trained nurses on holiday/working visas); permanent employees taking on additional shifts to increase their income levels; and those who elect to work under casual contracts for lifestyle reasons. Unknown is the demography of the casual nursing workforce, how these groups are distributed within the workforce, and how many contracts of employment they have across the health service--either through privately managed nursing agencies or hospital managed casual pools. A more detailed knowledge of the forces driving the decisions of this group is essential if health care organisations are to equip themselves to manage this changing workforce and maintain a standard of patient care that is acceptable to the community.

Multiple Chronic Conditions, Resilience, and Workforce Transitions in Later Life: A Socio-Ecological Model.

Science.gov (United States)

Jason, Kendra J; Carr, Dawn C; Washington, Tiffany R; Hilliard, Tandrea S; Mingo, Chivon A

2017-04-01

Despite the growing prevalence of multiple chronic conditions (MCC), a problem that disproportionally affects older adults, few studies have examined the impact of MCC status on changes in workforce participation in later life. Recent research suggests that resilience, the ability to recover from adversity, may buffer the negative impact of chronic disease. Guided by an adapted socio-ecological risk and resilience conceptual model, this study examined the buffering effect of resilience on the relationship between individual and contextual risks, including MCC, and workforce transitions (i.e., leaving the workforce, working fewer hours, working the same hours, or working more hours). Using the Health and Retirement Study, this study pooled a sample of 4,861 older workers aged 51 and older with 2 consecutive biannual waves of data. Nonnested multinomial logistic regression analysis was applied. MCC are related to higher risk of transitioning out of the workforce. Resilience buffered the negative effects of MCC on workforce engagement and remained independently associated with increased probability of working the same or more hours compared with leaving work. MCC are associated with movement out of the paid workforce in later life. Despite the challenges MCC impose on older workers, having higher levels of resilience may provide the psychological resources needed to sustain work engagement in the face of new deficits. These findings suggest that identifying ways to bolster resilience may enhance the longevity of productive workforce engagement. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Geoscience Workforce Development at UNAVCO: Leveraging the NSF GAGE Facility

Science.gov (United States)

Morris, A. R.; Charlevoix, D. J.; Miller, M.

2013-12-01

Global economic development demands that the United States remain competitive in the STEM fields, and developing a forward-looking and well-trained geoscience workforce is imperative. According to the Bureau of Labor Statistics, the geosciences will experience a growth of 19% by 2016. Fifty percent of the current geoscience workforce is within 10-15 years of retirement, and as a result, the U.S. is facing a gap between the supply of prepared geoscientists and the demand for well-trained labor. Barring aggressive intervention, the imbalance in the geoscience workforce will continue to grow, leaving the increased demand unmet. UNAVCO, Inc. is well situated to prepare undergraduate students for placement in geoscience technical positions and advanced graduate study. UNAVCO is a university-governed consortium facilitating research and education in the geosciences and in addition UNAVCO manages the NSF Geodesy Advancing Geosciences and EarthScope (GAGE) facility. The GAGE facility supports many facets of geoscience research including instrumentation and infrastructure, data analysis, cyberinfrastructure, and broader impacts. UNAVCO supports the Research Experiences in the Solid Earth Sciences for Students (RESESS), an NSF-funded multiyear geoscience research internship, community support, and professional development program. The primary goal of the RESESS program is to increase the number of historically underrepresented students entering graduate school in the geosciences. RESESS has met with high success in the first 9 years of the program, as more than 75% of RESESS alumni are currently in Master's and PhD programs across the U.S. Building upon the successes of RESESS, UNAVCO is launching a comprehensive workforce development program that will network underrepresented groups in the geosciences to research and opportunities throughout the geosciences. This presentation will focus on the successes of the RESESS program and plans to expand on this success with broader

Strategies for Managing a Multigenerational Workforce

Science.gov (United States)

Iden, Ronald

2016-01-01

The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to…

MO-DE-304-00: Workforce Assessment Committee Update

Energy Technology Data Exchange (ETDEWEB)

NONE

2015-06-15

The Abt study of medical physicist work values for radiation oncology physics services, Round IV is completed. It supersedes the Abt III study of 2008. The 2015 Abt study measured qualified medical physicist (QMP) work associated with routine radiation oncology procedures as well as some special procedures. As before, a work model was created to allow the medical physicist to defend QMP work based on both routine and special procedures service mix. The work model can be used to develop a cost justification report for setting charges for radiation oncology physics services. The Abt study Round IV was designed to empower the medical physicist to negotiate a service or employment contract with providers based on measured national QMP workforce and staffing data. For a variety of reasons, the diagnostic imaging contingent of AAPM has had a more difficult time trying estimate workforce requirements than their therapy counterparts. Over the past several years, the Diagnostic Work and Workforce Study Subcommittee (DWWSS) has collected survey data from AAPM members, but the data have been very difficult to interpret. The DWWSS has reached out to include more AAPM volunteers to create a more full and accurate representation of actual clinical practice models on the subcommittee. Though much work remains, through hours of discussion and brainstorming, the DWWSS has somewhat of a clear path forward. This talk will provide attendees with an update on the efforts of the subcommittee. Learning Objectives: Understand the new information documented in the Abt studies. Understand how to use the Abt studies to justify medical physicist staffing. Learn relevant historical information on imaging physicist workforce. Understand the process of the DWWSS in 2014. Understand the intended path forward for the DWWSS.

MO-DE-304-00: Workforce Assessment Committee Update

International Nuclear Information System (INIS)

2015-01-01

The Abt study of medical physicist work values for radiation oncology physics services, Round IV is completed. It supersedes the Abt III study of 2008. The 2015 Abt study measured qualified medical physicist (QMP) work associated with routine radiation oncology procedures as well as some special procedures. As before, a work model was created to allow the medical physicist to defend QMP work based on both routine and special procedures service mix. The work model can be used to develop a cost justification report for setting charges for radiation oncology physics services. The Abt study Round IV was designed to empower the medical physicist to negotiate a service or employment contract with providers based on measured national QMP workforce and staffing data. For a variety of reasons, the diagnostic imaging contingent of AAPM has had a more difficult time trying estimate workforce requirements than their therapy counterparts. Over the past several years, the Diagnostic Work and Workforce Study Subcommittee (DWWSS) has collected survey data from AAPM members, but the data have been very difficult to interpret. The DWWSS has reached out to include more AAPM volunteers to create a more full and accurate representation of actual clinical practice models on the subcommittee. Though much work remains, through hours of discussion and brainstorming, the DWWSS has somewhat of a clear path forward. This talk will provide attendees with an update on the efforts of the subcommittee. Learning Objectives: Understand the new information documented in the Abt studies. Understand how to use the Abt studies to justify medical physicist staffing. Learn relevant historical information on imaging physicist workforce. Understand the process of the DWWSS in 2014. Understand the intended path forward for the DWWSS

Virtual Learning Communities as a Vehicle for Workforce Development: A Case Study

Science.gov (United States)

Allan, Barbara; Lewis, Dina

2006-01-01

Purpose: The purpose of this paper is to explore the benefits and challenges of using a virtual learning community (VLC) as a vehicle for workforce development. This paper argues that VLCs provide a flexible vehicle for workforce development. However, workplace realities may lead to unexpected challenges for participants wanting exploit the…

Common genetic determinants of breast-cancer risk in East Asian women: a collaborative study of 23 637 breast cancer cases and 25 579 controls

Science.gov (United States)

Zheng, Wei; Zhang, Ben; Cai, Qiuyin; Sung, Hyuna; Michailidou, Kyriaki; Shi, Jiajun; Choi, Ji-Yeob; Long, Jirong; Dennis, Joe; Humphreys, Manjeet K.; Wang, Qin; Lu, Wei; Gao, Yu-Tang; Li, Chun; Cai, Hui; Park, Sue K.; Yoo, Keun-Young; Noh, Dong-Young; Han, Wonshik; Dunning, Alison M.; Benitez, Javier; Vincent, Daniel; Bacot, Francois; Tessier, Daniel; Kim, Sung-Won; Lee, Min Hyuk; Lee, Jong Won; Lee, Jong-Young; Xiang, Yong-Bing; Zheng, Ying; Wang, Wenjin; Ji, Bu-Tian; Matsuo, Keitaro; Ito, Hidemi; Iwata, Hiroji; Tanaka, Hideo; Wu, Anna H.; Tseng, Chiu-chen; Van Den Berg, David; Stram, Daniel O.; Teo, Soo Hwang; Yip, Cheng Har; Kang, In Nee; Wong, Tien Y.; Shen, Chen-Yang; Yu, Jyh-Cherng; Huang, Chiun-Sheng; Hou, Ming-Feng; Hartman, Mikael; Miao, Hui; Lee, Soo Chin; Putti, Thomas Choudary; Muir, Kenneth; Lophatananon, Artitaya; Stewart-Brown, Sarah; Siriwanarangsan, Pornthep; Sangrajrang, Suleeporn; Shen, Hongbing; Chen, Kexin; Wu, Pei-Ei; Ren, Zefang; Haiman, Christopher A.; Sueta, Aiko; Kim, Mi Kyung; Khoo, Ui Soon; Iwasaki, Motoki; Pharoah, Paul D.P.; Wen, Wanqing; Hall, Per; Shu, Xiao-Ou; Easton, Douglas F.; Kang, Daehee

2013-01-01

In a consortium including 23 637 breast cancer patients and 25 579 controls of East Asian ancestry, we investigated 70 single-nucleotide polymorphisms (SNPs) in 67 independent breast cancer susceptibility loci recently identified by genome-wide association studies (GWASs) conducted primarily in European-ancestry populations. SNPs in 31 loci showed an association with breast cancer risk at P Asians and provided evidence for associations of breast cancer risk in the East Asian population with nearly half of the genetic risk variants initially reported in GWASs conducted in European descendants. Taken together, these common genetic risk variants explain ∼10% of excess familial risk of breast cancer in Asian populations. PMID:23535825

Leveraging multi-generational workforce values in interactive information societies

Directory of Open Access Journals (Sweden)

Sophie van der Walt

2010-08-01

Full Text Available Background: The success of organisations relies on various factors including the ability of its multi-generational workforce to collaborate within the interactive information society. By developing an awareness of the different values of a diverse workforce, organisations may benefit from diversity. Various diversity factors, such as ethnicity, age and gender, impact on the way people interact, especially in the interactive information society.Objectives: This article advocates the need for generational awareness and addresses how this awareness presents benefits to companies, such as, increased productivity, improved succession planning policies and strategies to recruit and retain a diverse workforce. The research problem is directed at how diversity management influences Traditionalists, Baby Boomers, Generation X and Generation Y in terms of their work performance and co-worker relationships.Method: The research design combines Critical Theory and Generational Theory within the mixed-method paradigm. The sequential exploratory design was decided upon as it studies the unknown relationships between different generations of employees. The literature review was followed by a quantitative empirical research component and data was collected by means of a questionnaire. Results: The findings highlight specific differences between generations regarding their perspectives on work values and co-worker relationships, rewards, work-life balance and retirement.Conclusion: The article concludes with recommendations on the role diversity management plays in terms of work performance and co-worker relationships. By leveraging generational awareness in the interactive information society organizations with a multi-generational workforce will succeed in the competitive business environment.

Choice and dissonance in a European cultural context: the case of Western and Eastern Europeans.

Science.gov (United States)

Kokkoris, Michail D; Kühnen, Ulrich

2013-01-01

Prior research demonstrates that members of collectivistic cultures are less likely to reduce cognitive dissonance after making a choice, compared to members of individualistic cultures. This difference has been attributed to different conceptualizations of choice that derive from different self-construals across cultures. In individualistic cultures, choice leads to stronger commitment to the chosen option compared to collectivistic cultures, because it implicates core aspects of the independent self, such as personal preferences. However, this cultural variation in postchoice dissonance has thus far been studied exclusively by comparing East Asians and North Americans. Building on the assumption that this difference is due to different construals of the self, we conducted an experiment with movie choices using the classic free-choice paradigm to examine differences in dissonance reduction between Western and Eastern Europeans, two populations known to differ with respect to interdependence. The results show that Eastern Europeans are less likely than Western Europeans to reduce postchoice dissonance by spreading their alternatives. Our findings speak to the generalizability of the hypothesis that in cultures differing in independence or interdependence people also differ in the way they construe choice, as well as in the way the act of choosing affects their self-concept.

Physical therapy workforce shortage for aging and aged societies in Thailand.

Science.gov (United States)

Kraiwong, Ratchanok; Vongsirinavarat, Mantana; Soonthorndhada, Kusol

2014-07-01

According to demographic changes, the size of the aging population has rapidly increased. Thailand has been facing the "aging society" since 2005 and the "aged society" has been projected to appear by the year 2025. Increased life expectancy is associated with health problems and risks, specifically chronic diseases and disability. Aging and aged societies and related specific conditions as stroke require the provision of services from health professionals. The shortage of the physical therapy workforce in Thailand has been reported. This study investigated the size of physical therapy workforce required for the approaching aging society of Thailand and estimated the number of needed physical therapists, specifically regarding stroke condition. Evidently, the issue of the physical therapy workforce to serve aging and aged societies in Thailand requires advocating and careful arranging.

The home health workforce: a distinction between worker categories.

Science.gov (United States)

Stone, Robyn; Sutton, Janet P; Bryant, Natasha; Adams, Annelise; Squillace, Marie

2013-01-01

The demand for home health aides is expected to rise, despite concerns about the sustainability of this workforce. Home health workers receive low wages and little training and have high turnover. It is difficult to recruit and retain workers to improve clinical outcomes. This study presents national estimates to examine how home health workers and the subgroup of workers differ in terms of sociodemographic characteristics, compensation, benefits, satisfaction, and retention. Hospice aides fare better than other categories of workers and are less likely to leave their job. Policymakers should consider strategies to increase the quality and stability of this workforce.

Gender Equality from a European Perspective: Myth and Reality.

Science.gov (United States)

Salinas, Patricia C; Bagni, Claudia

2017-11-15

In the past 50 years, significant progress in women's equality has been made worldwide. Western countries, particularly European countries, have implemented initiatives to attain a more gender-balanced workforce with the introduction of family friendly policies, by trying to narrow the gender pay gap and by promoting women's career progression. In academia, however, fewer women reach top leadership positions than those in the political arena. These findings suggest that academia needs to carefully evaluate why these new policies have not been very effective. In this NeuroView, we report on the progress made in higher education, the shortcomings, and how new initiatives hold great promise for improving gender equality in academia around the globe. Copyright © 2017 Elsevier Inc. All rights reserved.

European energy security: An analysis of future Russian natural gas production and exports

Energy Technology Data Exchange (ETDEWEB)

Soederbergh, Bengt, E-mail: bengt.soderbergh@fysast.uu.s [Global Energy Systems, Department of Physics and Astronomy, Uppsala University, Laegerhyddsvaegen 1, Box 535, SE-751 21, Uppsala (Sweden); Jakobsson, Kristofer; Aleklett, Kjell [Global Energy Systems, Department of Physics and Astronomy, Uppsala University, Laegerhyddsvaegen 1, Box 535, SE-751 21, Uppsala (Sweden)

2010-12-15

The widening gap between EU gas production and consumption may require an 87% increase of import volumes between 2006 and 2030, and there are great uncertainties regarding the amounts of gas that can be expected from new suppliers. The potential of increased production from Norway and Algeria is limited; hence, Russia is likely to play a crucial part of meeting the anticipated growing gas demand of the EU. A field-by-field study of 83 giant gas fields shows that the major producing Russian gas fields are in decline, and by 2013 much larger supplies from the Yamal Peninsula and the Shtokman field will be needed in order to avoid a decline in production. Gas from fields in Eastern Siberia and the Far East will mainly be directed to the Asian and Pacific Rim markets, thereby limiting its relevance to the European and CIS markets. As a result, the maximum export increase to the European and CIS markets amounts only to about 45% for the period 2015-2030. The discourse surrounding the EU's dependence on Russian gas should thus not only be concerned with geopolitics, but also with the issue of resource limitations. - Research highlights: {yields}Natural gas production in the Nadym Pur Taz region (Western Siberia) will start to decline within a few years. {yields}New production from the Yamal peninsula is critical to ensure gas exports to Europe. {yields}Additional production in East Siberia and the Far East will not be available for the European market. {yields}Rapid gas demand growth in China might also lead to competition for gas from Western Siberia.

R&D activities in East Asia by Japanese, European, and US Multinationals

NARCIS (Netherlands)

Belderbos, R.A.

2006-01-01

We contribute to the expanding literature on the internationalization of R&D by providing evidence on the extent and pattern of R&D activities by European, Japanese, and US multinational firms in 10 Asian countries and regions: PR China, India, the Asian NIEs (South Korea, Taiwan, Hong Kong, and

Health Workforce Development: A Needs Assessment Study in French Speaking African Countries

Science.gov (United States)

Chastonay, Philippe; Moretti, Roberto; Zesiger, Veronique; Cremaschini, Marco; Bailey, Rebecca; Pariyo, George; Kabengele, Emmanuel Mpinga

2013-01-01

In 2006, WHO alerted the world to a global health workforce crisis, demonstrated through critical shortages of health workers, primarily in Sub-Saharan Africa (WHO in World Health Report, 2006). The objective of our study was to assess, in a participative way, the educational needs for public health and health workforce development among potential…

Workforce Optimization for Bank Operation Centers: A Machine Learning Approach

Directory of Open Access Journals (Sweden)

Sefik Ilkin Serengil

2017-12-01

Full Text Available Online Banking Systems evolved and improved in recent years with the use of mobile and online technologies, performing money transfer transactions on these channels can be done without delay and human interaction, however commercial customers still tend to transfer money on bank branches due to several concerns. Bank Operation Centers serve to reduce the operational workload of branches. Centralized management also offers personalized service by appointed expert employees in these centers. Inherently, workload volume of money transfer transactions changes dramatically in hours. Therefore, work-force should be planned instantly or early to save labor force and increase operational efficiency. This paper introduces a hybrid multi stage approach for workforce planning in bank operation centers by the application of supervised and unsu-pervised learning algorithms. Expected workload would be predicted as supervised learning whereas employees are clus-tered into different skill groups as unsupervised learning to match transactions and proper employees. Finally, workforce optimization is analyzed for proposed approach on production data.

The changing utility workforce and the evolution of utility design

Energy Technology Data Exchange (ETDEWEB)

Saunders, A. [Autodesk Inc., (United States); Zeiss, G. [Autodesk Inc., (Canada)

2008-07-01

Electric utilities are experiencing an unprecedented workforce turnover as a wave of retirement approaches. The challenge for the industry is to mitigate the loss of industry knowledge and attract talented new designers and engineers. Utilities need to effectively transfer knowledge from an existing workforce with up to three decades of experience to their new hires who have very different skill levels as well as different expectations regarding design tools compared to their predecessors. Knowledge transfer from the retiring workforce to the new hires can be facilitated with rules-based design software. Easy-to-use design software with built-in validations can accelerate training. By investing in utility design software that incorporates the best elements of design processes from other industries, utilities can attract the new generation of engineers and designers to help utilities define new processes to upgrade existing infrastructure, bring online new distributed and renewable generation facilities, implement smart devices and meters, and improve customer service. 3 refs.

An approach to assess trends of pharmacist workforce production and density rate in Serbia.

Science.gov (United States)

Milicevic, Milena Santric; Matejic, Bojana; Terzic-Supic, Zorica; Dedovic, Neveka; Novak, Sonja

2010-01-01

The policy dialog on human resource in health care is one of the central issues of the ongoing health care system reform in the Republic of Serbia. Pharmacists are the third largest health care professional group, after nurses and doctors. This study's objective was to analyze population coverage with pharmacists employed in the public sector of health care system of Serbia during 1961 - 2007, and to project their density by 2017. In this respect, additionally, time-series of annual number of enrolled and graduate pharmacy students were modelled. Time trends of routinely collected national statistical data, concerning the pharmacists, were analyzed by join point regression program, according to grid-search method. During the observed period of time, in Serbia, pharmacist workforce production and deployment trends were generally positive, but with different annual dynamic. Key findings were the slow rise of pharmacist workforce density rates per 100,000 population; the insufficient balance between pharmacists workforce supply side (annual number of enrolled and graduated students) and the public health care sector's ability to absorb annual number of pharmacy graduates. For ten years ahead, density rates of publicly active pharmacist workforce would probably increase for 46%, if no policy interventions were planned to adverse trends of pharmacist workforce production and deployment in public health care sector. The study results may be useful for variety of stakeholders to better understand how and why the supply and deployment of pharmacists were changing; and that the coordination among policy interventions is a crucial successes factor for a health workforce development plan implementation. The repercussions of any changes made to the pharmacy workforce, need to be considered carefully in advance.

Formulating a Long-Term Employment Strategy for Construction Workforce in Malaysia

OpenAIRE

Salleh Norazlin Mat; Mat Isa Siti Siti Sarah; Syed Jamalulil Syarifah Nur Nazihah; Ibrahim Irma Hanie; Hussein Edelin

2016-01-01

This paper provides a preliminary idea about the research outline to be conducted by the researcher. Overall idea starts with the unremitting issues regarding skilled construction workforce in Malaysia. Unfortunately, unemployment in Malaysia is becoming increasingly serious. Lack of employment factors there is also a source of unemployment. The main purpose of this research is to investigate the existing strategy to encourage the involvement of local skilled construction workforce (LSCW) ons...

Right-Sizing the Department of Defense Acquisition Workforce

National Research Council Canada - National Science Library

1997-01-01

.... Through the leadership of vigorous acquisition reform, astute management in a highly dynamic environment and great innovation, the acquisition workforce will be significantly smaller at the end of FY...

77 FR 24337 - Establishing Policies for Addressing Domestic Violence in the Federal Workforce

Science.gov (United States)

2012-04-23

...--Establishing Policies for Addressing Domestic Violence in the Federal Workforce #0; #0; #0; Presidential... Policies for Addressing Domestic Violence in the Federal Workforce Memorandum for the Heads of Executive... Against Women Act in 1994 (Public Law 103-322), domestic violence remains a significant problem facing...

East European energy. Romania's energy needs persist

International Nuclear Information System (INIS)

Smith, Elliott C.; Denman, Sara B.; Kutnick, Bruce; Schultz, John R.; Foley Hinnen, Patricia; Bylsma, Peter J.

1992-08-01

Romania's economic growth and development have been hampered by declining domestic energy production and disrupted fuel imports, creating an energy shortage. Consequently, homes and businesses lack sufficient light and heat, and industrial output has fallen. In order to ensure sufficient energy supplies in the future, Romania is taking steps to decentralize its state-owned energy industries, modernize its outdated facilities and equipment, diversify its fuel sources, and eliminate its inefficient production practices. To accomplish these objectives, Romania needs substantial foreign trade and investment, according to Romanian officials. However, despite government efforts to reform the energy sector and improve the business climate, impediments to U.S. trade with and investment in Romania persist. These barriers include lack of a comprehensive energy strategy, underdeveloped legal and business infrastructures, uncertain economic and political conditions, and the absence of U.S. most-favored-nation trade status. Recent efforts by the Romanian and U.S. governments to overcome the barriers to most-favored-nation status have led to progress in this area. U.S. government and international agencies have initiated a variety of efforts to assist Romania's energy sector. For example, the Agency for International Development (AID) funded an Emergency Energy Program; the U.S. Trade and Development Program is evaluating requests to fund several feasibility studies in the power generation sector; and the Department of Commerce offers energy-related information exchanges and trade missions to Romania. International organizations such as the World Bank and the European Investment Bank have also granted loans for energy sector development projects in Romania

Is health workforce sustainability in Australia and New Zealand a realistic policy goal?

Science.gov (United States)

Buchan, James M; Naccarella, Lucio; Brooks, Peter M

2011-05-01

This paper assesses what health workforce 'sustainability' might mean for Australia and New Zealand, given the policy direction set out in the World Health Organization draft code on international recruitment of health workers. The governments in both countries have in the past made policy statements about the desirability of health workforce 'self-sufficiency', but OECD data show that both have a high level of dependence on internationally recruited health professionals relative to most other OECD countries. The paper argues that if a target of 'self-sufficiency' or sustainability were to be based on meeting health workforce requirements from home based training, both Australia and New Zealand fall far short of this measure, and continue to be active recruiters. The paper stresses that there is no common agreed definition of what health workforce 'self-sufficiency', or 'sustainability' is in practice, and that without an agreed definition it will be difficult for policy-makers to move the debate on to reaching agreement and possibly setting measurable targets or timelines for achievement. The paper concludes that any policy decisions related to health workforce sustainability will also have to taken in the context of a wider community debate on what is required of a health system and how is it to be funded.

Is health workforce planning recognising the dynamic interplay between health literacy at an individual, organisation and system level?

Science.gov (United States)

Naccarella, Lucio; Wraight, Brenda; Gorman, Des

2016-02-01

The growing demands on the health system to adapt to constant change has led to investment in health workforce planning agencies and approaches. Health workforce planning approaches focusing on identifying, predicting and modelling workforce supply and demand are criticised as being simplistic and not contributing to system-level resiliency. Alternative evidence- and needs-based health workforce planning approaches are being suggested. However, to contribute to system-level resiliency, workforce planning approaches need to also adopt system-based approaches. The increased complexity and fragmentation of the healthcare system, especially for patients with complex and chronic conditions, has also led to a focus on health literacy not simply as an individual trait, but also as a dynamic product of the interaction between individual (patients, workforce)-, organisational- and system-level health literacy. Although it is absolutely essential that patients have a level of health literacy that enables them to navigate and make decisions, so too the health workforce, organisations and indeed the system also needs to be health literate. Herein we explore whether health workforce planning is recognising the dynamic interplay between health literacy at an individual, organisation and system level, and the potential for strengthening resiliency across all those levels.

The influence of Government’s role and workforce’s competence towards the construction workforce performance in Central Sulawesi

Science.gov (United States)

Nirmalawati; Labombang, Mastura

2018-05-01

The performance of construction workforce should be enhanced, as it is a form of success of Central Sulawesi government in optimizing its management of construction workforces. The quality of construction workforces is when the proliferation of competence meets the standard. This research aims to identify the relationship between the role of the government and workforce competence in the advancement of construction workforce performance. This research used the quantitative method with the descriptive-correlation approach. The population in this research includes contractors, field observers, and project owner that conduct construction works in Central Sulawesi. The data collection in this research is conducted by distributing questionnaires directly to 42 respondents. The data analysis is done with statistics with the support of SPSS software. The result of the study shows that the role factor of the government has a powerful effect of 0401 on the performance of local workforce, while the competence of the construction workforce is 0.264 to the labor performance. Based on the research result, it is suggested that the policymakers, particularly in Central Sulawesi, take advantage of the research result as a reference in supervising and enhancing the performance of construction workforce in Central Sulawesi.

Capacity of Physiotherapy Workforce Production in Thailand: Public-Private Mix, Secular Trend and Geographic Distribution.

Science.gov (United States)

Kaewsawang, Sarinee; Chongsuvivatwong, Virasakdi; Vongsirinavarat, Mantana

2016-06-01

In Thailand, the shortage of physiotherapists has been an increasing concern because of increased health burden from demographic and epidemiologic changes. This study aims to analyse the current situation of the physiotherapy workforce production system, secular trend, geographical distribution and comparison of public and private physiotherapy training institutes. Longitudinal data related to production capacity of the physiotherapy institutes were applied. Data from 2008 to 2012 were obtained from all 16 physiotherapy institutes in Thailand. Data during 2000-2007 were also retrieved from annual reports from the Ministry of Education. Descriptive statistics were initially used. Comparison was made between public and private physiotherapy institutes in terms of the number of students admitted and graduated, number of teachers, annual tuition fee, student-teacher ratio and dropout rate within 1 year. Predictive factors for graduation within 4 years were determined using logistic regression. In Thailand, there was an average of 800 physiotherapy graduates per year. New private institutes have been recently established and have steadily increased student admission rates. However, this has resulted in a high student-teacher ratio (median 7.1, inter-quartile range (IQR) 5.9-10.0). The first-year dropout rate in 2012 was 29.1%. Geographically, the majority of the institutes are clustered in the central region. Multivariate analysis revealed significantly lower probability of graduation within 4 years among students admitted to the private institutes and those in non-north-east region. The production capacity of the physiotherapy workforce is below an estimated need. Private physiotherapy institutes need more support to improve the situation of staff shortages and student graduation rates. The non-central regions should be encouraged to produce more physiotherapists. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

Tracking the Health of the Geoscience Workforce

Science.gov (United States)

Gonzales, L. M.; Keane, C. M.; Martinez, C. M.

2008-12-01

Increased demands for resources and environmental activities, relative declines in college students entering technical fields, and expectations of growth commensurate with society as a whole challenge the competitiveness of the U.S. geoscience workforce. Because of prior business cycles, more than 50% of the workforce needed in natural resource industries in 10 years is currently not in the workforce. This issue is even more acute in government at all levels and in academic institutions. Here, we present a snapshot of the current status of the geoscience profession that spans geoscientists in training to geoscience professionals in government, industry, and academia to understand the disparity between the supply of and demand for geoscientists. Since 1996, only 1% of high school SAT test takers plan to major in geosciences at college. Although the total number of geoscience degrees granted at community colleges have increased by 9% since 1996 , the number of geoscience undergraduate degrees has decreased by 7%. The number of geoscience master's and doctoral degrees have increased 4% and 14% respectively in the same time period. However, by 2005, 68 geoscience departments were consolidated or closed in U.S. universities. Students who graduate with geoscience degrees command competitive salaries. Recent bachelors geoscience graduates earned an average salary of 31,366, whereas recent master's recipients earned an average of 81,300. New geosciences doctorates commanded an average salary of 72,600. Also, fFederal funding for geoscience research has increase steadily from 485 million in 1970 to $3.5 billion in 2005. Economic indicators suggest continued growth in geoscience commodity output and in market capitalization of geoscience industries. Additionally, the Bureau of Labor Statistics projects a 19% increase in the number of geoscience jobs from 2006 to 2016. Despite the increased demand for geoscientists and increase in federal funding of geoscience research

Beyond Disaster Preparedness: Building a Resilience-Oriented Workforce for the Future

OpenAIRE

Jaime Madrigano; Anita Chandra; Tracy Costigan; Joie D. Acosta

2017-01-01

Enhancing citizens’ and communities’ resilience is critical to adapt successfully to ongoing challenges faced by communities, as well as acute shocks resulting from disasters. While significant progress has been made in this area, several research and practice gaps remain. A crucial next step to advance resilience is the development of a resilience-oriented workforce. This narrative review examines existing literature to determine key components of a resilience-oriented workforce, with a focu...

Low-cost airlines in Europe: Network structures after the enlargement of the European Union

Directory of Open Access Journals (Sweden)

Dudas Gabor

2010-01-01

Full Text Available The liberalization of the European air opened the strictly regulated European market, and contributed to the appearance and quick spread of the Low-Cost Carriers (LCCs. At the beginning of the 21st century the low cost traffic absolutely concentrated on the Western European market but after the enlargement of the European Union (EU LCCs started their operations in Eastern Europe enlarging and enriching the former evolved network structures. The aim of this paper is to trace the evolution of the route network as a result of EU expansion. During the study we came to the conclusion that in the time period after the EU enlargement the European LCC traffic showed dynamic development, route networks widened and the number of accessible destinations doubled. Comparing the LCCs network structures we defined three main characteristics, which represents the North-South flows, the West-East routes and the mixed network structure.

Perspectives of Sustainable Development of Tourism in the North-East Region of Romania

Directory of Open Access Journals (Sweden)

Adrian-Liviu Scutariu

2016-12-01

Full Text Available In this paper we propose to highlight the tourism evolution and its intensity in the North-East region of Romania, compared to two regions with similar touristic potential from the Eastern European Union: Subcarpathia from Poland and Central Slovakia. We analysed if the EU attachment of Romania, Poland, and Slovakia had some effects on tourism development in the three regions mentioned. Issues arising from the analysis of the current situation of tourism will allow us to draw some sustainable development directions of tourism in the North-East region based on conserving and capitalizing the uniqueness of the area. We will consider the experience of the other two regions, trying to adapt them to the situation of the North-East region. Based on the analysis we have made, we consider that other countries can inspire us by authorities’ initiatives in supporting tourism, good human resources training, entrepreneurship stimulation, and assistance in accessing financial resources, including EU ones.

East, West German gas pipeline grids linked

International Nuclear Information System (INIS)

Anon.

1992-01-01

This paper reports that Ruhrgas AG, Essen, has started up the first large diameter gas pipeline linking the gas grids of former East and West Germany. Ruhrgas last month placed in service a 40 in., 70 km line at Vitzeroda, near Eisenach, linking a new Ruhrgas pipeline in Hesse state with a 330 km gas pipeline built last year in Thuringia and Saxony states by Erdgasversorgungs GmbH (EVG), Leipzig. The new link enables pipeline operator EVG to receive 70 bcf/year of western European gas via Ruhrgas, complementing the 35 bcf/year of gas coming from the Commonwealth of Independent States via Verbundnetz Gas AG (VNG), Leipzig

Rethinking workforce boundaries: roles, responsibilities and skill mix and readiness for change in general practice

OpenAIRE

Topping, Annie; Nkosana Nyawata, Idah; Stephenson, John; Featherstone, Valerie A.

2012-01-01

Title: Rethinking workforce boundaries: roles, responsibilities and skill mix and readiness for change in general practice \\ud The Problem \\ud The last 10 years has seen major changes in the way services are delivered in primary care. Skill mix, has offered many practices real opportunities for doing things differently. As the introduction of advanced nurse practitioners (ANPs) and health care assistants (HCAs) into the primary care workforce demonstrate. While workforce redesign has its crit...

A model linking clinical workforce skill mix planning to health and health care dynamics

Directory of Open Access Journals (Sweden)

McDonnell Geoff

2010-04-01

Full Text Available Abstract Background In an attempt to devise a simpler computable tool to assist workforce planners in determining what might be an appropriate mix of health service skills, our discussion led us to consider the implications of skill mixing and workforce composition beyond the 'stock and flow' approach of much workforce planning activity. Methods Taking a dynamic systems approach, we were able to address the interactions, delays and feedbacks that influence the balance between the major components of health and health care. Results We linked clinical workforce requirements to clinical workforce workload, taking into account the requisite facilities, technologies, other material resources and their funding to support clinical care microsystems; gave recognition to productivity and quality issues; took cognisance of policies, governance and power concerns in the establishment and operation of the health care system; and, going back to the individual, gave due attention to personal behaviour and biology within the socio-political family environment. Conclusion We have produced the broad endogenous systems model of health and health care which will enable human resource planners to operate within real world variables. We are now considering the development of simple, computable national versions of this model.

A model linking clinical workforce skill mix planning to health and health care dynamics.

Science.gov (United States)

Masnick, Keith; McDonnell, Geoff

2010-04-30

In an attempt to devise a simpler computable tool to assist workforce planners in determining what might be an appropriate mix of health service skills, our discussion led us to consider the implications of skill mixing and workforce composition beyond the 'stock and flow' approach of much workforce planning activity. Taking a dynamic systems approach, we were able to address the interactions, delays and feedbacks that influence the balance between the major components of health and health care. We linked clinical workforce requirements to clinical workforce workload, taking into account the requisite facilities, technologies, other material resources and their funding to support clinical care microsystems; gave recognition to productivity and quality issues; took cognisance of policies, governance and power concerns in the establishment and operation of the health care system; and, going back to the individual, gave due attention to personal behaviour and biology within the socio-political family environment. We have produced the broad endogenous systems model of health and health care which will enable human resource planners to operate within real world variables. We are now considering the development of simple, computable national versions of this model.

Research Skills for the Future: Research Workforce Under the Spotlight

Directory of Open Access Journals (Sweden)

Eva Dobozy

2013-01-01

Full Text Available The value and training needs of the future research workforce is under the spotlight. In this article, I take up Ulrich and Dash's (2013 somewhat provocative invitation to engage in discussion and debate about current and future research. In my three-tiered response, I first discuss Ulrich and Dash's article, followed by my own observations about the APEC/Deloitte (2010 research report: "Skills and Competencies Needed in the Research Field: Objectives 2020," and finally, I explore, in some detail, challenges of building a twentyfirst-century research workforce.

Return to the Workforce After First Hospitalization for Heart Failure

DEFF Research Database (Denmark)

Rørth, Rasmus; Wong, Chih; Kragholm, Kristian

2016-01-01

Background: Return to work is important financially, as a marker of functional status and for self-esteem in patients developing chronic illness. We examined return to work after first heart failure (HF) hospitalization. Methods: By individual-level linkage of nationwide Danish registries, we...... with lower chance of return to work. Conclusions: Patients in the workforce before HF hospitalization had low mortality but high risk of detachment from the workforce 1 year later. Young age, male sex, and a higher level of education were predictors of return to work....

Will the NP workforce grow in the future? New forecasts and implications for healthcare delivery.

Science.gov (United States)

Auerbach, David I

2012-07-01

The nurse practitioner (NP) workforce has been a focus of considerable policy interest recently, particularly as the Patient Protection and Affordable Care Act may place additional demands on the healthcare professional workforce. The NP workforce has been growing rapidly in recent years, but fluctuation in enrollments in the past decades has resulted in a wide range of forecasts. To forecast the future NP workforce using a novel method that has been applied to the registered nurse and physician workforces and is robust to fluctuating enrollment trends. An age-cohort regression-based model was applied to the current and historical workforce, which was then forecasted to future years assuming stable age effects and a continuation of recent cohort trends. A total of 6798 NPs who were identified as having completed NP training in the National Sample Survey of Registered Nurses between 1992 and 2008. The future workforce is projected to grow to 244,000 in 2025, an increase of 94% from 128,000 in 2008. If NPs are defined more restrictively as those who self-identify their position title as "NP," supply is projected to grow from 86,000 to 198,000 (130%) over this period. The large projected increase in NP supply is higher and more grounded than other forecasts and has several implications: NPs will likely fulfill a substantial amount of future demand for care. Furthermore, as the ratio of NPs to Nurse Practitioners to physicians will surely grow, there could be implications for quality of care and for the configuration of future care delivery systems.

Biofuel implementation in East Europe: Current status and future prospects

International Nuclear Information System (INIS)

Kondili, E.M.; Kaldellis, J.K.

2007-01-01

There is a continuously increasing interest concerning the biofuel implementation in Europe, mainly because of environmental protection and energy supply security reasons. In this context, the European Union (EU) strongly encourages the use of biofuels through a number of Directives. To that effect, EU members follow the Directives implementing various political, fiscal and technical measures and incentives. In the light of the potential created by the recently joined Eastern European countries, an increasing interest is shown in the whole biofuel supply chain within the EU. In parallel, the status of the Eastern European countries domestic market, as far as biofuels are concerned, is an interesting issue, since most of these countries present a significant potential, however still lagging in biofuel implementation. In the above context, the objective of the present work is to give a concise and up-to-date picture of the present status of biofuel implementation in East Europe. The work also aims at identifying the prospects of these countries as far as biofuels are concerned and their role in the EU framework as potential suppliers of a wider market. (author)

Palliative Workforce Development and a Regional Training Program.

Science.gov (United States)

O'Mahony, Sean; Levine, Stacie; Baron, Aliza; Johnson, Tricia J; Ansari, Aziz; Leyva, Ileana; Marschke, Michael; Szmuilowicz, Eytan; Deamant, Catherine

2018-01-01

Our primary aims were to assess growth in the local hospital based workforce, changes in the composition of the workforce and use of an interdisciplinary team, and sources of support for palliative medicine teams in hospitals participating in a regional palliative training program in Chicago. PC program directors and administrators at 16 sites were sent an electronic survey on institutional and PC program characteristics such as: hospital type, number of beds, PC staffing composition, PC programs offered, start-up years, PC service utilization and sources of financial support for fiscal years 2012 and 2014. The median number of consultations reported for existing programs in 2012 was 345 (IQR 109 - 2168) compared with 840 (IQR 320 - 4268) in 2014. At the same time there were small increases in the overall team size from a median of 3.2 full time equivalent positions (FTE) in 2012 to 3.3 FTE in 2013, with a median increase of 0.4 (IQR 0-1.0). Discharge to hospice was more common than deaths in the acute care setting in hospitals with palliative medicine teams that included both social workers and advanced practice nurses ( p < .0001). Given the shortage of palliative medicine specialist providers more emphasis should be placed on training other clinicians to provide primary level palliative care while addressing the need to hire sufficient workforce to care for seriously ill patients.

Advanced Learning Technologies and Learning Networks and Their Impact on Future Aerospace Workforce

Science.gov (United States)

Noor, Ahmed K. (Compiler)

2003-01-01

This document contains the proceedings of the training workshop on Advanced Learning Technologies and Learning Networks and their impact on Future Aerospace Workforce. The workshop was held at the Peninsula Workforce Development Center, Hampton, Virginia, April 2 3, 2003. The workshop was jointly sponsored by Old Dominion University and NASA. Workshop attendees came from NASA, other government agencies, industry, and universities. The objectives of the workshop were to: 1) provide broad overviews of the diverse activities related to advanced learning technologies and learning environments, and 2) identify future directions for research that have high potential for aerospace workforce development. Eighteen half-hour overviewtype presentations were made at the workshop.

Return to the workforce following infective endocarditis

DEFF Research Database (Denmark)

Butt, Jawad H.; Kragholm, Kristian; Dalager-Pedersen, Michael

2018-01-01

Background The ability to return to work after infective endocarditis (IE) holds important socioeconomic consequences for both patients and society, yet data on this issue are sparse. We examined return to the workforce and associated factors in IE patients of working age. Methods Using Danish...

An evidence-based health workforce model for primary and community care

Directory of Open Access Journals (Sweden)

Leach Matthew J

2011-08-01

Full Text Available Abstract Background The delivery of best practice care can markedly improve clinical outcomes in patients with chronic disease. While the provision of a skilled, multidisciplinary team is pivotal to the delivery of best practice care, the occupational or skill mix required to deliver this care is unclear; it is also uncertain whether such a team would have the capacity to adequately address the complex needs of the clinic population. This is the role of needs-based health workforce planning. The objective of this article is to describe the development of an evidence-informed, needs-based health workforce model to support the delivery of best-practice interdisciplinary chronic disease management in the primary and community care setting using diabetes as a case exemplar. Discussion Development of the workforce model was informed by a strategic review of the literature, critical appraisal of clinical practice guidelines, and a consensus elicitation technique using expert multidisciplinary clinical panels. Twenty-four distinct patient attributes that require unique clinical competencies for the management of diabetes in the primary care setting were identified. Patient attributes were grouped into four major themes and developed into a conceptual model: the Workforce Evidence-Based (WEB planning model. The four levels of the WEB model are (1 promotion, prevention, and screening of the general or high-risk population; (2 type or stage of disease; (3 complications; and (4 threats to self-care capacity. Given the number of potential combinations of attributes, the model can account for literally millions of individual patient types, each with a distinct clinical team need, which can be used to estimate the total health workforce requirement. Summary The WEB model was developed in a way that is not only reflective of the diversity in the community and clinic populations but also parsimonious and clear to present and operationalize. A key feature of the

Genetic structure of Europeans: a view from the North-East.

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Mari Nelis

Full Text Available Using principal component (PC analysis, we studied the genetic constitution of 3,112 individuals from Europe as portrayed by more than 270,000 single nucleotide polymorphisms (SNPs genotyped with the Illumina Infinium platform. In cohorts where the sample size was >100, one hundred randomly chosen samples were used for analysis to minimize the sample size effect, resulting in a total of 1,564 samples. This analysis revealed that the genetic structure of the European population correlates closely with geography. The first two PCs highlight the genetic diversity corresponding to the northwest to southeast gradient and position the populations according to their approximate geographic origin. The resulting genetic map forms a triangular structure with a Finland, b the Baltic region, Poland and Western Russia, and c Italy as its vertexes, and with d Central- and Western Europe in its centre. Inter- and intra- population genetic differences were quantified by the inflation factor lambda (lambda (ranging from 1.00 to 4.21, fixation index (F(st (ranging from 0.000 to 0.023, and by the number of markers exhibiting significant allele frequency differences in pair-wise population comparisons. The estimated lambda was used to assess the real diminishing impact to association statistics when two distinct populations are merged directly in an analysis. When the PC analysis was confined to the 1,019 Estonian individuals (0.1% of the Estonian population, a fine structure emerged that correlated with the geography of individual counties. With at least two cohorts available from several countries, genetic substructures were investigated in Czech, Finnish, German, Estonian and Italian populations. Together with previously published data, our results allow the creation of a comprehensive European genetic map that will greatly facilitate inter-population genetic studies including genome wide association studies (GWAS.

The U.S. Department of Defenses Earned Value ManagementAnalyst Workforce

Science.gov (United States)

2016-01-01

Military Departments or the Combat- ant Commands” ( Higgins and Ramsey, 2009, p. 2). 2 The Defense Contract Management Agency (DCMA) offers its workforce its...LeBlanc, Michelle Trigg, and Jonathan Higgins . The data call would not have been fielded without their expertise and support. Finally, we acknowledge...the BFM workforce. As indicated in Figure 3.1, EVM 101 (Fundamentals of EVM) is required for level I certification and EVM 201 ( Intermediate EVM) is

Disruptive innovation in community pharmacy - Impact of automation on the pharmacist workforce.

Science.gov (United States)

Spinks, Jean; Jackson, John; Kirkpatrick, Carl M; Wheeler, Amanda J

Pharmacy workforce planning has been relatively static for many decades. However, like all industries, health care is exposed to potentially disruptive technological changes. Automated dispensing systems have been available to pharmacy for over a decade and have been applied to a range of repetitive technical processes which are at risk of error, including record keeping, item selection, labeling and dose packing. To date, most applications of this technology have been at the local level, such as hospital pharmacies or single-site community pharmacies. However, widespread implementation of a more centralized automated dispensing model, such as the 'hub and spoke' model currently being debated in the United Kingdom, could cause a 'technology shock,' delivering industry-wide efficiencies, improving medication accessibility and lowering costs to consumers and funding agencies. Some of pharmacists' historical roles may be made redundant, and new roles may be created, decoupling pharmacists to a certain extent from the dispensing and supply process. It may also create an additional opportunity for pharmacists to be acknowledged and renumerated for professional services that extend beyond the dispensary. Such a change would have significant implications for the organization and funding of community pharmacy services as well as pharmacy workforce planning. This paper discusses the prospect of centralized automated dispensing systems and how this may impact on the pharmacy workforce. It concludes that more work needs to be done in the realm of pharmacy workforce planning to ensure that the introduction of any new technology delivers optimal outcomes to consumers, insurers and the pharmacy workforce. Copyright © 2016 Elsevier Inc. All rights reserved.

Quality of the ECEC Workforce in Romania: Empirical Evidence from Parents' Experiences

Science.gov (United States)

Matei, Aniela; Ghenta, Mihaela

2018-01-01

The quality of the early childhood workforce is central to service provision in this area, being a major factor in determining children's development over the course of their lives. Specific skills and competencies are expected from early childhood education and care (ECEC) workforce. Well-trained staff from ECEC settings are an extremely…

The organization and administration of community college non-credit workforce education and training cuts

Science.gov (United States)

Kozachyn, Karen P.

Community colleges are struggling financially due to underfunding. Recent state budget cuts coupled with the elimination of federal stimulus money has exacerbated the issue as these funding streams had contributed to operating costs (Moltz, 2011). In response to these budget cuts, community colleges are challenged to improve, increase, and develop revenue producing programs. These factors heighten the need for community colleges to examine their non-credit workforce organizations. The community college units charged with delivering non-credit workforce education and training programs are historically ancillary to the academic divisions that deliver certificate, technical degree, and transfer degree programs. The perceptions of these units are that they are the community college's 'step child' (Grubb, Bradway, and Bell, 2002). This case study examined the organization and administration of community college non-credit workforce education and training units, utilizing observation, interviews, and document analysis. Observational data focused on the physical campus and the unit. Interviews were conducted onsite with decision-making personnel of the division units that deliver non-credit workforce education and training within each community college. Document analysis included college catalogues, program guides, marketing material, and website information. The study was grounded in the review of literature associated with the evolution of the community college, as well as the development of workforce education and training including funding, organizational structure and models, management philosophies, and effectiveness. The findings of the study report that all five units were self-contained and were organized and operated uniquely within the organization. Effectiveness was measured differently by each institution. However, two common benchmarks were revenue and student evaluations. Another outcome of this study is the perceived lack of college-wide alignment between

Demographic history of european populations of Arabidopsis thaliana.

Directory of Open Access Journals (Sweden)

Olivier François

2008-05-01

Full Text Available The model plant species Arabidopsis thaliana is successful at colonizing land that has recently undergone human-mediated disturbance. To investigate the prehistoric spread of A. thaliana, we applied approximate Bayesian computation and explicit spatial modeling to 76 European accessions sequenced at 876 nuclear loci. We find evidence that a major migration wave occurred from east to west, affecting most of the sampled individuals. The longitudinal gradient appears to result from the plant having spread in Europe from the east approximately 10,000 years ago, with a rate of westward spread of approximately 0.9 km/year. This wave-of-advance model is consistent with a natural colonization from an eastern glacial refugium that overwhelmed ancient western lineages. However, the speed and time frame of the model also suggest that the migration of A. thaliana into Europe may have accompanied the spread of agriculture during the Neolithic transition.

Managing Workforce Diversity in South African Schools

Science.gov (United States)

Niemann, Rita

2006-01-01

An attempt is made to assess the effect of human resource diversity in South Africa and provide strategies for managing such diverse institutions. A pilot study using questionnaires was conducted to determine the circumstances surrounding workforce diversity in a number of educational institutions. Thereafter, qualitative interviews provided…

FORUM Models for increasing the health workforce

African Journals Online (AJOL)

stewardship of the anticipated growth of private education and services ... The Global Health Workforce Alliance3 recognises the importance of increasing ... Action 2010 - 2014 to advance economic growth and development, to be realised by ... of the private higher education sector must be better understood and supported.

Workforce Development, Higher Education and Productive Systems

Science.gov (United States)

Hordern, Jim

2014-01-01

Workforce development partnerships between higher education institutions and employers involve distinctive social and technical dynamics that differ from dominant higher education practices in the UK. The New Labour government encouraged such partnerships in England, including through the use of funding that aimed to stimulate reform to…

The Workforce Education and Development in Taiwan

Science.gov (United States)

Lee, Lung-Sheng

2012-01-01

Workforce education and development (WED) can be broadly defined as those formal, informal and nonformal activities that prepare people for work. In Taiwan, it includes technological and vocational education (TVE), human resource development (HRD), public vocational training and adult education. In order to promote information exchanges and…

MANAGING HUMAN TALENT. WORKFORCE DIVERSITY VS. INDIVIDUAL DIFFERENCES. CHALLENGES OF THE WORKFORCE MOTIVATION AND RETENTION

OpenAIRE

Monica Boldea; Ionuţ Drăgoi

2011-01-01

Each day presents a new set of challenges and risks to companies operating in this age ofboth a global economy and of multiculturalism, i.e. a fast-changing marketplace. Globalcompetition and escalating economic pressures make the business environment bothdynamic and difficult, especially given the workforce diversity which has to be managed soas to achieve the highest levels of task performance and job satisfaction; managers must beprepared to respect alternative cultures and value diversity...

Identification of Strategies to Leverage Public and Private Resources for National Security Workforce Development

Energy Technology Data Exchange (ETDEWEB)

None

2009-02-01

This report documents the identification of strategies to leverage public and private resources for the development of an adequate national security workforce as part of the National Security Preparedness Project (NSPP).There are numerous efforts across the United States to develop a properly skilled and trained national security workforce. Some of these efforts are the result of the leveraging of public and private dollars. As budget dollars decrease and the demand for a properly skilled and trained national security workforce increases, it will become even more important to leverage every education and training dollar. The leveraging of dollars serves many purposes. These include increasing the amount of training that can be delivered and therefore increasing the number of people reached, increasing the number and quality of public/private partnerships, and increasing the number of businesses that are involved in the training of their future workforce.

The radiation oncology workforce: A focus on medical dosimetry

International Nuclear Information System (INIS)

Robinson, Gregg F.; Mobile, Katherine; Yu, Yan

2014-01-01

The 2012 Radiation Oncology Workforce survey was conducted to assess the current state of the entire workforce, predict its future needs and concerns, and evaluate quality improvement and safety within the field. This article describes the dosimetrist segment results. The American Society for Radiation Oncology (ASTRO) Workforce Subcommittee, in conjunction with other specialty societies, conducted an online survey targeting all segments of the radiation oncology treatment team. The data from the dosimetrist respondents are presented in this article. Of the 2573 dosimetrists who were surveyed, 890 responded, which resulted in a 35% segment response rate. Most respondents were women (67%), whereas only a third were men (33%). More than half of the medical dosimetrists were older than 45 years (69.2%), whereas the 45 to 54 years age group represented the highest percentage of respondents (37%). Most medical dosimetrists stated that their workload was appropriate (52%), with respondents working a reported average of 41.7 ± 4 hours per week. Overall, 86% of medical dosimetrists indicated that they were satisfied with their career, and 69% were satisfied in their current position. Overall, 61% of respondents felt that there was an oversupply of medical dosimetrists in the field, 14% reported that supply and demand was balanced, and the remaining 25% felt that there was an undersupply. The medical dosimetrists' greatest concerns included documentation/paperwork (78%), uninsured patients (80%), and insufficient reimbursement rates (87%). This survey provided an insight into the dosimetrist perspective of the radiation oncology workforce. Though an overwhelming majority has conveyed satisfaction concerning their career, the study allowed a spotlight to be placed on the profession's current concerns, such as insufficient reimbursement rates and possible oversupply of dosimetrists within the field

The radiation oncology workforce: A focus on medical dosimetry

Energy Technology Data Exchange (ETDEWEB)

Robinson, Gregg F., E-mail: grobinson@medicaldosimetry.org [American Association of Medical Dosimetrists, Herndon, VA (United States); Mobile, Katherine [American Association of Medical Dosimetrists, Herndon, VA (United States); Yu, Yan [Thomas Jefferson University, Philadelphia, PA (United States)

2014-07-01

The 2012 Radiation Oncology Workforce survey was conducted to assess the current state of the entire workforce, predict its future needs and concerns, and evaluate quality improvement and safety within the field. This article describes the dosimetrist segment results. The American Society for Radiation Oncology (ASTRO) Workforce Subcommittee, in conjunction with other specialty societies, conducted an online survey targeting all segments of the radiation oncology treatment team. The data from the dosimetrist respondents are presented in this article. Of the 2573 dosimetrists who were surveyed, 890 responded, which resulted in a 35% segment response rate. Most respondents were women (67%), whereas only a third were men (33%). More than half of the medical dosimetrists were older than 45 years (69.2%), whereas the 45 to 54 years age group represented the highest percentage of respondents (37%). Most medical dosimetrists stated that their workload was appropriate (52%), with respondents working a reported average of 41.7 ± 4 hours per week. Overall, 86% of medical dosimetrists indicated that they were satisfied with their career, and 69% were satisfied in their current position. Overall, 61% of respondents felt that there was an oversupply of medical dosimetrists in the field, 14% reported that supply and demand was balanced, and the remaining 25% felt that there was an undersupply. The medical dosimetrists' greatest concerns included documentation/paperwork (78%), uninsured patients (80%), and insufficient reimbursement rates (87%). This survey provided an insight into the dosimetrist perspective of the radiation oncology workforce. Though an overwhelming majority has conveyed satisfaction concerning their career, the study allowed a spotlight to be placed on the profession's current concerns, such as insufficient reimbursement rates and possible oversupply of dosimetrists within the field.

Pediatric dermatology workforce shortage: perspectives from academia.

Science.gov (United States)

Craiglow, Brittany G; Resneck, Jack S; Lucky, Anne W; Sidbury, Robert; Yan, Albert C; Resnick, Steven D; Antaya, Richard J

2008-12-01

The pediatric dermatology workforce has not been systematically evaluated since recent changes in board certification requirements. To quantify and characterize the workforce of academic pediatric dermatologists and examine issues related to training, hiring, and retention. Dermatology chairpersons and residency directors in the United States and Canada completed a 30-question survey. Eighty of 132 programs (61%) responded to the survey. More than two thirds of programs (56/80) employed a pediatric dermatologist, and 34 programs were recruiting a pediatric dermatologist. The number of residents that pursue careers in pediatric dermatology is significantly associated with the number of pediatric dermatologists on faculty at their institution. Self-reported data, which may have been reflected by recall bias, and 61% response rate. At a majority of academic centers, the current pool of pediatric dermatology faculty is neither adequate to meet academic nor clinical demands. Methods to increase exposure to pediatric dermatology among medical students and residents must be sought.

Preventing mental illness: closing the evidence-practice gap through workforce and services planning.

Science.gov (United States)

Furber, Gareth; Segal, Leonie; Leach, Matthew; Turnbull, Catherine; Procter, Nicholas; Diamond, Mark; Miller, Stephanie; McGorry, Patrick

2015-07-24

Mental illness is prevalent across the globe and affects multiple aspects of life. Despite advances in treatment, there is little evidence that prevalence rates of mental illness are falling. While the prevention of cardiovascular disease and cancers are common in the policy dialogue and in service delivery, the prevention of mental illness remains a neglected area. There is accumulating evidence that mental illness is at least partially preventable, with increasing recognition that its antecedents are often found in infancy, childhood, adolescence and youth, creating multiple opportunities into young adulthood for prevention. Developing valid and reproducible methods for translating the evidence base in mental illness prevention into actionable policy recommendations is a crucial step in taking the prevention agenda forward. Building on an aetiological model of adult mental illness that emphasizes the importance of intervening during infancy, childhood, adolescence and youth, we adapted a workforce and service planning framework, originally applied to diabetes care, to the analysis of the workforce and service structures required for best-practice prevention of mental illness. The resulting framework consists of 6 steps that include identifying priority risk factors, profiling the population in terms of these risk factors to identify at-risk groups, matching these at-risk groups to best-practice interventions, translation of these interventions to competencies, translation of competencies to workforce and service estimates, and finally, exploring the policy implications of these workforce and services estimates. The framework outlines the specific tasks involved in translating the evidence-base in prevention, to clearly actionable workforce, service delivery and funding recommendations. The framework describes the means to deliver mental illness prevention that the literature indicates is achievable, and is the basis of an ongoing project to model the workforce

Title V Workforce Development in the Era of Health Transformation.

Science.gov (United States)

Margolis, Lewis; Mullenix, Amy; Apostolico, Alexsandra A; Fehrenbach, Lacy M; Cilenti, Dorothy

2017-11-01

Purpose The National Maternal and Child Health Workforce Development Center at UNC Chapel Hill (the Center), funded by the Maternal and Child Health Bureau, provides Title V state/jurisdiction leaders and staff and partners from other sectors with opportunities to develop skills in quality improvement, systems mapping and analysis, change management, and strategies to enhance access to care to leverage and implement health transformation opportunities to improve the health of women and children. Description Since 2013, the Center has utilized a variety of learning platforms to reach state and jurisdiction Title V leaders. In the intensive training program, new skills and knowledge are applied to a state-driven health transformation project and include distance-based learning opportunities, multi-day, in-person training and/or onsite consultation, as well as individualized coaching to develop workforce skills. Assessment The first intensive cohort of eight states reported enhanced skills in the core areas of quality improvement, systems mapping and analysis, change management, and strategies to enhance access to care which guided changes at state system and policy levels. In addition, teams reported new and/or enhanced partnerships with many sectors, thereby leveraging Title V resources to increase its impact. Conclusion The Center's provision of core workforce skills and application to state-defined goals has enabled states to undertake projects and challenges that not only have a positive impact on population health, but also encourage collaborative, productive partnerships that were once found to be challenging-creating a workforce capable of advancing the health and wellbeing of women and children.

Health information technology workforce needs of rural primary care practices.

Science.gov (United States)

Skillman, Susan M; Andrilla, C Holly A; Patterson, Davis G; Fenton, Susan H; Ostergard, Stefanie J

2015-01-01

This study assessed electronic health record (EHR) and health information technology (HIT) workforce resources needed by rural primary care practices, and their workforce-related barriers to implementing and using EHRs and HIT. Rural primary care practices (1,772) in 13 states (34.2% response) were surveyed in 2012 using mailed and Web-based questionnaires. EHRs or HIT were used by 70% of respondents. Among practices using or intending to use the technology, most did not plan to hire new employees to obtain EHR/HIT skills and even fewer planned to hire consultants or vendors to fill gaps. Many practices had staff with some basic/entry, intermediate and/or advanced-level skills, but nearly two-thirds (61.4%) needed more staff training. Affordable access to vendors/consultants who understand their needs and availability of community college and baccalaureate-level training were the workforce-related barriers cited by the highest percentages of respondents. Accessing the Web/Internet challenged nearly a quarter of practices in isolated rural areas, and nearly a fifth in small rural areas. Finding relevant vendors/consultants and qualified staff were greater barriers in small and isolated rural areas than in large rural areas. Rural primary care practices mainly will rely on existing staff for continued implementation and use of EHR/HIT systems. Infrastructure and workforce-related barriers remain and must be overcome before practices can fully manage patient populations and exchange patient information among care system partners. Efforts to monitor adoption of these skills and ongoing support for continuing education will likely benefit rural populations. © 2014 National Rural Health Association.

EBRD accelerates funding of energy projects in former USSR and East European countries

International Nuclear Information System (INIS)

Anon.

1997-01-01

In the period mid November 1996 to mid January 1997, the European Bank for Reconstruction and Development announced involvement in seven projects. The largest was a 220 million loan to Gazprom. The financial arrangements for each of the seven projects are detailed. (author)

Society of Pediatric Psychology Workforce Survey: Factors Related to Compensation of Pediatric Psychologists.

Science.gov (United States)

Brosig, Cheryl L; Hilliard, Marisa E; Williams, Andre; Armstrong, F Daniel; Christidis, Peggy; Kichler, Jessica; Pendley, Jennifer Shroff; Stamm, Karen E; Wysocki, Tim

2017-05-01

To summarize compensation results from the 2015 Society of Pediatric Psychology (SPP) Workforce Survey and identify factors related to compensation of pediatric psychologists. All full members of SPP ( n  = 1,314) received the online Workforce Survey; 404 (32%) were returned with usable data. The survey assessed salary, benefits, and other income sources. The relationship between demographic and employment-related factors and overall compensation was explored.   Academic rank, level of administrative responsibility, and cost of living index of employment location were associated with compensation. Compensation did not vary by gender; however, women were disproportionately represented at the assistant and associate professor level. Compensation of pediatric psychologists is related to multiple factors. Longitudinal administration of the Workforce Survey is needed to determine changes in compensation and career advancement for this profession over time. Strategies to increase the response rate of future Workforce Surveys are discussed. © The Author 2017. Published by Oxford University Press on behalf of the Society of Pediatric Psychology. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com

Networking and Information Technology Workforce Study: Final Report

Data.gov (United States)

Networking and Information Technology Research and Development, Executive Office of the President — This report presents the results of a study of the global Networking and Information Technology NIT workforce undertaken for the Networking and Information...

Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs—Summary Report

Energy Technology Data Exchange (ETDEWEB)

O' Neil, Lori Ross; Assante, Michael; Tobey, D. H.; Conway, T. J.; Vanderhorst, Jr, T. J.; Januszewski, III, J.; Leo, R.; Perman, K.

2013-07-01

This document is a summarization of the report, Developing Secure Power Systems Professional Competence: Alignment and Gaps in Workforce Development Programs, the final report for phase 2 of the SPSP (DOE workforce study) project.

Programmes and Types of Engineering Studies Implementation for Workforce

Directory of Open Access Journals (Sweden)

2009-12-01

Full Text Available Employers need proficient and skilled workers. Workers’ personal requirements have to be in balance with training and education requirements of the economy. Many employers have adopted the policy recommending that workers pursue education and training throughout their lives. We agree that lifelong learning is important in the context of today's rapidly developing technology and business practices of the global economy. Our goal is to determine how to organize workforce education and make knowledge more accessible to women and people who live far from university centres. We will also consider ways to help those who need to improve their technical knowledge in their late careers and those who have joined workforce without higher education qualifications.

The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry

OpenAIRE

Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali

2016-01-01

Background: Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. Methods: In this study, 125 randomly selected employees of an Iranian petrochemic...

Wind Energy Technology: Training a Sustainable Workforce

Science.gov (United States)

Krull, Kimberly W.; Graham, Bruce; Underbakke, Richard

2009-01-01

Through innovative teaching and technology, industry and educational institution partnerships, Cloud County Community College is preparing a qualified workforce for the emerging wind industry estimated to create 80,000 jobs by 2020. The curriculum blends on-campus, on-line and distance learning, land-lab, and field training opportunities for…

Assessment of the pharmacist workforce in Ethiopia

African Journals Online (AJOL)

admin

Method: A national facility based census of the pharmacist workforce was conducted in Ethiopia. Pharmacists' job .... Female. N (%). Total No. of. Pharmacists,. N(%). Population Size. Density of .... 51(13.2). Marital Status. Single. 252 (64.1). Married. 136 (34.6). Divorced ..... Production, attrition and retention: In the memory of.

Fostering Minerals Workforce Skills of Tomorrow through Education and Training Partnerships

Science.gov (United States)

Lind, Gavin

The Minerals Council of Australia (MCA), through its Minerals Tertiary Education Council (MTEC), builds capacity in higher education in the core disciplines of mining engineering, metallurgy and minerals geoscience. Over the past fourteen years, this all-of-industry approach in securing the long-term supply of these critical skills (which remain a chronic skills shortage for the Australian minerals industry) through nationally collaborative programs across sixteen Australian universities delivers spectacular and sustainable results for the industry. These unique, world-first programs are built on a healthy platform of dedicated industry funding and in-kind support and forms part of the MCA's broader uninterrupted, sustainable education and training pathway to increase workforce participation, workforce diversity and workforce skills, regardless of the business cycle in the industry. This paper will highlight the origins, iterations and current successful programs of MTEC, including its future vision, and presents a mechanism for industry and academia to collaborate to address future professional skills needs in the minerals industry globally.

Problems And Prospects Of The European Regional Order

Directory of Open Access Journals (Sweden)

L. A. Dymova

2017-01-01

Full Text Available For the last few decades, the system of international relations continues to change. One of the key components of the emerging international order is the European regional order, which currently goes through deep transformations associated with changes of the international system and structural reconstruction of the European communities. The formation of the European regional system is a complex international political process, which is based on various political, social, economic, cultural, historical and other factors. Since the end of the World war II the European Union constitutes a political and institutional basis of relations both between member states and with the rest of the world. However, today the European Union runs through a systemic crisis embodied by ongoing economic and financial downturn as well as a crisis of socio-political structures and models of governance that now threaten the existence of the Union itself. Institutional problems are aggravated against the background of crises in highly sensitive areas such as economy and security, as well as uncertainties in the external international environment. All these factors undermine the ability of the EU to play a decisive role in building a European regional order. The emphasis is shifting towards particular countries, with the greater potential in shaping the international agenda and giving an effective response to modern challenges and threats. Building a stable architecture of the European security system is one of the essential conditions of the European regional order, however contradicting approaches of the parties acknowledge that political and ideological barriers between the East and the West continue to exist. In the context of increasing security threats transatlantic partnership does not lose the relevance though the tough course of the US and its desire to reinforce its leadership in Europe often meets the extreme disapproval on the part of the Europeans. Russian

Managing equality and cultural diversity in the health workforce.

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Hunt, Beverley

2007-12-01

This article offers practical strategies to managers and others for supporting overseas trained nurses and managing cultural diversity in the health workforce. Widespread nursing shortages have led managers to recruit nurses from overseas, mainly from developing countries. This paper draws on evidence from the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study reported elsewhere in this issue, which indicates that overseas trained nurses encountered widespread discriminatory practices including an overuse of complaints and grievances against them. The researchers also found that the overseas trained nurses responded to their experiences by using various personal strategies to resist or re-negotiate and overcome such discriminatory practices. A research workshop was held in June 2005 at the midpoint of the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study. Twenty-five participants attended the workshop. They were the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals study researchers, advisory group members, including the author of this paper and other researchers in the field of migration. The overall aim of the workshop was to share emerging research data from the Researching Equal Opportunities for Internationally Recruited Nurses and Other Health Professionals and related studies. The final session of the workshop on which this paper is based, was facilitated by the author, with the specific aim of asking the participants to discuss and determine the challenges to managers when managing a culturally diverse workforce. The discussion yielded four main themes collated by the author from which a framework of strategies to facilitate equality and cultural diversity management of the healthcare workers may be developed. The four themes are: assumptions and expectations; education and training to include

Workforce diversity among public healthcare workers in Nigeria: Implications on job satisfaction and organisational commitment.

Science.gov (United States)

Ibidunni, Ayodotun Stephen; Falola, Hezekiah Olubusayo; Ibidunni, Oyebisi Mary; Salau, Odunayo Paul; Olokundun, Maxwell Ayodele; Borishade, Taiye Tairat; Amaihian, Augusta Bosede; Peter, Fred

2018-06-01

The aim of this research was to present a data article that identify the relationship between workforce diversity, job satisfaction and employee commitment among public healthcare workers in Nigeria. Copies of structured questionnaire were administered to 133 public healthcare workers from the Lagos state ministry of health in Nigeria. Using descriptive and structural equation modelling statistical analysis, the data revealed the relationship between workforce diversity and job satisfaction, workforce diversity and organisational commitment, and the role of job satisfaction on organisational commitment was also established.

Canadian Paediatric Neurology Workforce Survey and Consensus Statement.

Science.gov (United States)

Doja, Asif; Orr, Serena L; McMillan, Hugh J; Kirton, Adam; Brna, Paula; Esser, Michael; Tang-Wai, Richard; Major, Philippe; Poulin, Chantal; Prasad, Narayan; Selby, Kathryn; Weiss, Shelly K; Yeh, E Ann; Callen, David Ja

2016-05-01

Little knowledge exists on the availability of academic and community paediatric neurology positions. This knowledge is crucial for making workforce decisions. Our study aimed to: 1) obtain information regarding the availability of positions for paediatric neurologists in academic centres; 2) survey paediatric neurology trainees regarding their perceptions of employment issues and career plans; 3) survey practicing community paediatric neurologists 4) convene a group of paediatric neurologists to develop consensus regarding how to address these workforce issues. Surveys addressing workforce issues regarding paediatric neurology in Canada were sent to: 1) all paediatric neurology program directors in Canada (n=9) who then solicited information from division heads and from paediatric neurologists in surrounding areas; 2) paediatric neurology trainees in Canada (n=57) and; 3) community paediatric neurologists (n=27). A meeting was held with relevant stakeholders to develop a consensus on how to approach employment issues. The response rate was 100% from program directors, 57.9% from residents and 44% from community paediatric neurologists. We found that the number of projected positions in academic paediatric neurology is fewer than the number of paediatric neurologists that are being trained over the next five to ten years, despite a clinical need for paediatric neurologists. Paediatric neurology residents are concerned about job availability and desire more career counselling. There is a current and projected clinical demand for paediatric neurologists despite a lack of academic positions. Training programs should focus on community neurology as a viable career option.

Uniparental genetic heritage of belarusians: encounter of rare middle eastern matrilineages with a central European mitochondrial DNA pool.

Science.gov (United States)

Kushniarevich, Alena; Sivitskaya, Larysa; Danilenko, Nina; Novogrodskii, Tadeush; Tsybovsky, Iosif; Kiseleva, Anna; Kotova, Svetlana; Chaubey, Gyaneshwer; Metspalu, Ene; Sahakyan, Hovhannes; Bahmanimehr, Ardeshir; Reidla, Maere; Rootsi, Siiri; Parik, Jüri; Reisberg, Tuuli; Achilli, Alessandro; Hooshiar Kashani, Baharak; Gandini, Francesca; Olivieri, Anna; Behar, Doron M; Torroni, Antonio; Davydenko, Oleg; Villems, Richard

2013-01-01

Ethnic Belarusians make up more than 80% of the nine and half million people inhabiting the Republic of Belarus. Belarusians together with Ukrainians and Russians represent the East Slavic linguistic group, largest both in numbers and territory, inhabiting East Europe alongside Baltic-, Finno-Permic- and Turkic-speaking people. Till date, only a limited number of low resolution genetic studies have been performed on this population. Therefore, with the phylogeographic analysis of 565 Y-chromosomes and 267 mitochondrial DNAs from six well covered geographic sub-regions of Belarus we strove to complement the existing genetic profile of eastern Europeans. Our results reveal that around 80% of the paternal Belarusian gene pool is composed of R1a, I2a and N1c Y-chromosome haplogroups - a profile which is very similar to the two other eastern European populations - Ukrainians and Russians. The maternal Belarusian gene pool encompasses a full range of West Eurasian haplogroups and agrees well with the genetic structure of central-east European populations. Our data attest that latitudinal gradients characterize the variation of the uniparentally transmitted gene pools of modern Belarusians. In particular, the Y-chromosome reflects movements of people in central-east Europe, starting probably as early as the beginning of the Holocene. Furthermore, the matrilineal legacy of Belarusians retains two rare mitochondrial DNA haplogroups, N1a3 and N3, whose phylogeographies were explored in detail after de novo sequencing of 20 and 13 complete mitogenomes, respectively, from all over Eurasia. Our phylogeographic analyses reveal that two mitochondrial DNA lineages, N3 and N1a3, both of Middle Eastern origin, might mark distinct events of matrilineal gene flow to Europe: during the mid-Holocene period and around the Pleistocene-Holocene transition, respectively.

Strategies for Managing a Multigenerational Workforce

Science.gov (United States)

Iden, Ronald

The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. The data were collected through face-to-face semistructured interviews, company documents, and a reflexive journal. Member checking was completed to strengthen the credibility and trustworthiness of the interpretation of participants' responses. A modified van Kaam method enabled separation of themes following the coding of data. Four themes emerged from the data: (a) required multigenerational managerial skills, (b) generational cohort differences, (c) most effective multigenerational management strategies, and (d) least effective multigenerational management strategies. Findings from this study may contribute to social change through better understanding, acceptance, and appreciation of the primary generations in the workforce, and, in turn, improve community relationships.

Different trends in euthanasia acceptance across Europe. A study of 13 western and 10 central and eastern European countries, 1981-2008.

Science.gov (United States)

Cohen, Joachim; Van Landeghem, Paul; Carpentier, Nico; Deliens, Luc

2013-06-01

We examined how acceptance of euthanasia among the general public has changed between 1981 and 2008 in western and central and eastern European (CEE) countries using data of the European Values Surveys. Data were collected in 1981, 1990, 1999 and 2008 for 13 western European countries and in 1990, 1999 and 2008 for 10 CEE countries. Euthanasia acceptance increased each decade up until 2008 in 11 of 13 western European countries; in CEE countries, it decreased or did not increase between 1999-2008 in 8 of 10 countries. A number of explanations for and implications of this apparent east-west polarization are suggested.

Hospital pharmacy workforce in Brazil.

Science.gov (United States)

Santos, Thiago R; Penm, Jonathan; Baldoni, André O; Ayres, Lorena Rocha; Moles, Rebekah; Sanches, Cristina

2018-01-04

This study aims to describe the distribution of the hospital pharmacy workforce in Brazil. Data were acquired, during 2016, through the Brazilian National Database of Healthcare Facilities (CNES). The following variables were extracted: hospital name, registry number, telephone, e-mail, state, type of institution, subtype, management nature, ownership, presence of research/teaching activities, complexity level, number of hospital beds, presence of pharmacists, number of pharmacists, pharmacist specialization. All statistical analyses were performed by IBM SPSS v.19. The number of hospitals with a complete registry in the national database was 4790. The majority were general hospitals (77.9%), managed by municipalities (66.1%), under public administration (44.0%), had no research/teaching activities (90.5%), classified as medium complexity (71.6%), and had no pharmacist in their team (50.6%). Furthermore, almost 60.0% of hospitals did not comply with the minimum recommendations of having a pharmacist per 50 hospital beds. The Southeast region had the highest prevalence of pharmacists, with 64.4% of hospitals having a pharmaceutical professional. This may have occurred as this region had the highest population to hospital ratio. Non-profit hospitals were more likely to have pharmacists compared to those under public administration and private hospitals. This study mapped the hospital pharmacy workforce in Brazil, showing a higher prevalence of hospital pharmacists in the Southeast region, and in non-profit specialized hospitals.

Intrinsic Work Values on Building Association of South-EastAsian Nation’s Future Workforce: A Comparison of ThreeNations

OpenAIRE

Mohamad, Bahtiar; Zulkepli, Jafri; Ismail, Ahmed Rageh; Bakar, Hassan Abu

2016-01-01

The aim of this study is to examine the intrinsic work values that were perceived by the university undergraduates in the three nations (Malaysia, Thailand and Indonesia) to influence cooperative communication. These three nations are among the founders of Association of South-East Asian Nations in 1967 that represents half of the population of the region. Intrinsic work values are an important medium through which employee behaviour can be understood and managed. Previous research suggests t...

Utilizing Local Partnerships to Enhance Workforce Development

Science.gov (United States)

Whikehart, John

2009-01-01

The Indiana Center for the Life Sciences, an award-winning partnership between education, government, and the private sector, houses state-of-the-art science labs, classrooms, and industry training space for community college students and local employers. This innovative partnership prepares both the current and future workforce for careers in the…

Georgia's Workforce Development Pipeline: One District's Journey

Science.gov (United States)

Williams, Melissa H.; Hufstetler, Tammy L.

2011-01-01

Launched in 2006, the Georgia Work Ready initiative seeks to improve the job training and marketability of Georgia's workforce and drive the state's economic growth. Georgia Work Ready is a partnership between the state and the Georgia Chamber of Commerce. Comprised of three components, Georgia's initiative focuses on job profiling, skills…

Is tuberculosis crossing borders at the Eastern boundary of the European Union?

Science.gov (United States)

van der Werf, Marieke J.; Hollo, Vahur; Noori, Teymur

2013-01-01

Background: The Eastern border of the European Union (EU) consists of 10 countries after the expansion of the EU in 2004 and 2007. These 10 countries border to the East to countries with high tuberculosis (TB) notification rates. We analyzed the notification data of Europe to quantify the impact of cross-border TB at the Eastern border of the EU. Methods: We used TB surveillance data of 2010 submitted by 53 European Region countries to the European Centre for Disease Prevention and Control and the World Health Organization Regional Office for Europe. Notified TB cases were stratified by origin of the case (national/foreign). We calculated the contribution of foreign to overall TB notification. Results: In the 10 EU countries located at the EU Eastern border, 618 notified TB cases (1.7% of all notified TB cases) were of foreign origin. Of those 618 TB cases, 173 (28.0%) were from countries bordering the EU to the East. More specifically, 90 (52.0%) were from Russia, 33 (19.1%) from Belarus, 33 (19.1%) from Ukraine, 13 (7.5%) from Moldova and 4 (2.3%) from Turkey. Conclusions: Currently, migrants contribute little to TB notifications in the 10 EU countries at the Eastern border of the EU, but changes in migration patterns may result in an increasing contribution. Therefore, EU countries at the Eastern border of the EU should strive to provide prompt diagnostic services and adequate treatment of migrants. PMID:23813718

The vascular surgery workforce: a survey of consultant vascular surgeons in the UK, 2014.

Science.gov (United States)

Harkin, D W; Beard, J D; Shearman, C P; Wyatt, M G

2015-04-01

The purpose of this study was to describe the demographics, training, and practice characteristics of consultant vascular surgeons across the UK to provide an assessment of current, and inform future prediction of workforce needs. A questionnaire was developed using a modified Delphi process to generate questionnaire items. The questionnaire was emailed to all consultant vascular surgeons (n = 450) in the UK who were members of the Vascular Society of Great Britain & Ireland. 352 consultant vascular surgeons from 95 hospital trusts across the UK completed the survey (78% response rate). The mean age was 50.6 years old, the majority (62%) were mid-career, but 24% were above the age of 55. Currently, 92% are men and only 8% women. 93% work full-time, with 60% working >50 hours, and 21% working >60 hours per week. The average team was 5 to 6 (range 2-10) vascular surgeons, with 23% working in a large team of ≥8. 17% still work in small teams of ≤3. Over 90% of consultant vascular surgeons perform the major index vascular surgery procedures (aneurysm repair, carotid endarterectomy, infra-inguinal bypass, amputation). While 84% perform standard endovascular abdominal aortic aneurysm repair (EVAR), <50% perform more complex endovascular aortic therapy. The majority of vascular surgeons "like their job" (85%) and are "satisfied" (69%) with their job. 34% of consultant vascular surgeons indicated they were "extremely likely" to retire within the next 10 years. This study provides the first detailed analysis of the new specialty of vascular surgery as practiced in the UK. There is a need to plan for a significant expansion in the consultant vascular surgeon workforce in the UK over the next 10 years to maintain the status quo. Copyright © 2014 European Society for Vascular Surgery. Published by Elsevier Ltd. All rights reserved.

Using State Workforce Data to Examine Postgraduation Outcomes

Science.gov (United States)

Troutman, David R.; Shedd, Jessica M.

2016-01-01

This chapter provides institutional researchers a foundation to understand workforce data and how they can be accessed and used within an institutional research operating culture. Specific wage methodologies, earnings reporting, and future directions for using wage data are provided.

Population health and status of epidemiology in Western European, Balkan and Baltic countries.

Science.gov (United States)

Seniori Costantini, Adele; Gallo, Federica; Pega, Frank; Saracci, Rodolfo; Veerus, Piret; West, Robert

2015-02-01

This article is part of a series commissioned by the International Epidemiological Association, aimed at describing population health and epidemiological resources in the six World Health Organization (WHO) regions. It covers 32 of the 53 WHO European countries, namely the Western European countries, the Balkan countries and the Baltic countries. The burdens of mortality and morbidity and the patterns of risk factors and inequalities have been reviewed in order to identify health priorities and challenges. Literature and internet searches were conducted to stock-take epidemiological teaching, research activities, funding and scientific productivity. These countries have among the highest life expectancies worldwide. However, within- and between-country inequalities persist, which are largely due to inequalities in distribution of main health determinants. There is a long tradition of epidemiological research and teaching in most countries, in particular in the Western European countries. Cross-national networks and collaborations are increasing through the support of the European Union which fosters procedures to standardize educational systems across Europe and provides funding for epidemiological research through framework programmes. The number of Medline-indexed epidemiological research publications per year led by Western European countries has been increasing. The countries accounts for nearly a third of the global epidemiological publication. Although population health has improved considerably overall, persistent within- and between-country inequalities continue to challenge national and European health institutions. More research, policy and action on the social determinants of health are required in the region. Epidemiological training, research and workforce in the Baltic and Balkan countries should be strengthened. European epidemiologists can play pivotal roles and must influence legislation concerning production and access to high-quality data. © The

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

Directory of Open Access Journals (Sweden)

Kaplan Avril D

2013-02-01

Full Text Available Abstract Background Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. Methods This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. Results/discussion The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to

Human resource governance: what does governance mean for the health workforce in low- and middle-income countries?

Science.gov (United States)

Kaplan, Avril D; Dominis, Sarah; Palen, John Gh; Quain, Estelle E

2013-02-15

Research on practical and effective governance of the health workforce is limited. This paper examines health system strengthening as it occurs in the intersection between the health workforce and governance by presenting a framework to examine health workforce issues related to eight governance principles: strategic vision, accountability, transparency, information, efficiency, equity/fairness, responsiveness and citizen voice and participation. This study builds off of a literature review that informed the development of a framework that describes linkages and assigns indicators between governance and the health workforce. A qualitative analysis of Health System Assessment (HSA) data, a rapid indicator-based methodology that determines the key strengths and weaknesses of a health system using a set of internationally recognized indicators, was completed to determine how 20 low- and middle-income countries are operationalizing health governance to improve health workforce performance. The 20 countries assessed showed mixed progress in implementing the eight governance principles. Strengths highlighted include increasing the transparency of financial flows from sources to providers by implementing and institutionalizing the National Health Accounts methodology; increasing responsiveness to population health needs by training new cadres of health workers to address shortages and deliver care to remote and rural populations; having structures in place to register and provide licensure to medical professionals upon entry into the public sector; and implementing pilot programs that apply financial and non-financial incentives as a means to increase efficiency. Common weaknesses emerging in the HSAs include difficulties with developing, implementing and evaluating health workforce policies that outline a strategic vision for the health workforce; implementing continuous licensure and regulation systems to hold health workers accountable after they enter the workforce

Multigenerational Challenges: Team-Building for Positive Clinical Workforce Outcomes

Science.gov (United States)

Moore, Jill M; Everly, Marcee; Bauer, Renee

2016-05-31

Patient acuity in hospital settings continues to increase, and there is greater emphasis on patient outcomes. The current nursing workforce is comprised of four distinct generational cohorts that include veterans, baby boomers, millennials, and generation Xers. Each group has unique characteristics that add complexity to the workforce and this can add challenges to providing optimal patient care. Team building is one strategy to increase mutual understanding, communication, and respect, and thus potentially improve patient outcomes. In this article, we first briefly define generational cohorts by characteristics, and discuss differing expectations for work/life balance and potential negative outcomes. Our discussion offers team building strategies for positive outcomes, a case scenario, and concludes with resources for team building and organizational opportunities.

Growing Our Workforce through Business and Education

Science.gov (United States)

Pauley, Douglas R.; Davidchik, Daniel

2010-01-01

In 2004, Central Community College (CCC) established the Mechatronics Education Center (MEC), a regional center of excellence, to help the state address the shortage of skilled technicians in the area of industrial automation. The MEC addresses the needs of the current and future workforce through the implementation of its three main components:…

Transforming the Early Care and Education Workforce

Science.gov (United States)

Vecchiotti, Sara

2018-01-01

There is ample opportunity for state boards to improve outcomes for children by strengthening the early care and education workforce and thereby improving the quality of early care and education. Ensuring that ECE professionals have the knowledge, supports, and resources they need to support children's learning is one avenue to improving the…

The Rural Obstetric Workforce in US Hospitals: Challenges and Opportunities

Science.gov (United States)

Kozhimannil, Katy B.; Casey, Michelle M.; Hung, Peiyin; Han, Xinxin; Prasad, Shailendra; Moscovice, Ira S.

2015-01-01

Purpose The purpose of this study was to describe the types and combinations of clinicians who are delivering babies in rural hospitals, their employment status, the relationship between hospital birth volume and staffing models, and the staffing challenges faced by rural hospitals. Methods We conducted a telephone survey of 306 rural hospitals in 9 states: Colorado, Iowa, Kentucky, New York, North Carolina, Oregon, Vermont, Washington, and Wisconsin, from November 2013-March 2014 to assess their obstetric workforce. Bivariate associations between hospitals’ annual birth volume and obstetric workforce characteristics were examined, as well as qualitative analysis of workforce changes and staffing challenges. Findings Hospitals with lower birth volume (< 240 births per year) are more likely to have family physicians and general surgeons attending deliveries, while those with a higher birth volume more frequently have obstetricians and midwives attending deliveries. Reported staffing challenges include scheduling, training, census fluctuation, recruitment and retention, and intra-hospital relationships. Conclusions Individual hospitals working in isolation may struggle to address staffing challenges. Federal and state policy makers, regional collaboratives, and health care delivery systems can facilitate solutions through programs such as telehealth, simulation training, and interprofessional education. PMID:25808202

Driving culture change to empower the Aboriginal and Torres Strait Islander Child and Youth Health (ATSIHW) workforce

OpenAIRE

Atkins, Heidi

2018-01-01

Introduction: ATSIHW face significant unique workforce challenges which hinder efforts to improve health for their communities.Practice change: Extensive consultation led to the Qld Child and Youth Clinical Network (QCYCN) establishing a statewide governance model to drive workforce culture change.Aim: To empower ATSIHW to drive change within their workforce & lead an integrated cultural shift toward respect & equity, enabling better health outcomes for ATSI communities.Targeted stake...

European Union regional policy in Asia-Europe’s meeting

Directory of Open Access Journals (Sweden)

Manuel de Jesús Rocha Pino

2008-01-01

Full Text Available During 1996 the Asia-Europe Meeting (ASEM was created with the purpose of constituting a mechanism of nonexistent interregional dialogue until that moment and that united the both extremes of the eurasian territorial mass: East Asia (represented by group ANSEA 3 and Europe (represented by the European Union. The expectations erected at the moment of ASEM's creation were many, but with the years it has demonstrated a set of limits that has diminished its effectiveness, at least in the area of the political dialogue. In this paper is described the particular experience of the diplomacy of the European Union in the mechanism of the ASEM, the kind of interregional policy that this one has implemented and the contradictions that it has had to tolerate with respect to his own legal and institutional exigencies. In the paper it is argued that, despite its limits, the ASEM can be a referential case on the reaction of the European Union forehead to the transformation that in historical terms means the political and economic emergency of Asia in the international system.

Population aging and migration - history and UN forecasts in the EU-28 and its east and south near neighborhood - one century perspective 1950-2050.

Science.gov (United States)

Jakovljevic, Mihajlo Michael; Netz, Yael; Buttigieg, Sandra C; Adany, Roza; Laaser, Ulrich; Varjacic, Mirjana

2018-03-16

There is a gap in knowledge on long term pace of population aging acceleration and related net-migration rate changes in WHO European Region and its adjacent MENA countries. We decided to compare European Union (EU-28) region with the EU Near Neighborhood Policy Region East and EU Near Neighborhood Policy Region South in terms of these two essential features of third demographic transition. One century long perspective dating back to both historical data and towards reliable future forecasts was observed. United Nation's Department of Economic and Social Affairs estimates on indicators of population aging and migration were observed. Time horizon adopted was 1950-2050. Targeted 44 countries belong to either one of three regions named by EU diplomacy as: European Union or EU-28, EU Near Neighborhood Policy Region East (ENP East) and EU Near Neighborhood Policy Region South (ENP South). European Union region currently experiences most advanced stage of demographic aging. The latter one is the ENP East region dominated by Slavic nations whose fertility decline continues since the USSR Era back in late 1980s. ENP South region dominated by Arab League nations remains rather young compared to their northern counterparts. However, as the Third Demographic Transition is inevitably coming to these societies they remain the spring of youth and positive net emigration rate. Probably the most prominent change will be the extreme fall of total fertility rate (children per woman) in ENP South countries (dominantly Arab League) from 6.72 back in 1950 to medium-scenario forecasted 2.10 in 2050. In the same time net number of migrants in the EU28 (both sexes combined) will grow from - 91,000 in 1950 to + 394,000 in 2050. Long term migration from Eastern Europe westwards and from MENA region northwards is historically present for many decades dating back deep into the Cold War Era. Contemporary large-scale migrations outsourcing from Arab League nations towards rich European

Fusion in the Era of Burning Plasma Studies: Workforce Planning for 2004 to 2014. Final report to FESA C

Energy Technology Data Exchange (ETDEWEB)

none,

2004-03-29

This report has been prepared in response to Dr. R. Orbach’s request of the Fusion Energy Sciences Advisory Committee (FESAC) to “address the issue of workforce development in the U.S. fusion program.” The report addresses three key questions: what is the current status of the fusion science, technology, and engineering workforce; what is the workforce that will be needed and when it will be needed to ensure that the U.S. is an effective partner in ITER and to enable the U.S. to successfully carry out the fusion program; and, what can be done to ensure a qualified, diversified, and sufficiently large workforce and a pipeline to maintain that workforce? In addressing the charge, the Panel considers a workforce that allows for a vigorous national program of fusion energy research that includes participation in magnetic fusion (ITER) and inertial fusion (NIF) burning plasma experiments.

Regional health workforce planning through action research: lessons for commissioning health services from a case study in Far North Queensland.

Science.gov (United States)

Panzera, Annette June; Murray, Richard; Stewart, Ruth; Mills, Jane; Beaton, Neil; Larkins, Sarah

2016-01-01

Creating a stable and sustainable health workforce in regional, rural and remote Australia has long been a challenge to health workforce planners, policy makers and researchers alike. Traditional health workforce planning is often reactive and assumes continuation of current patterns of healthcare utilisation. This demonstration project in Far North Queensland exemplifies how participatory regional health workforce planning processes can accurately model current and projected local workforce requirements. The recent establishment of Primary Health Networks (PHNs) with the intent to commission health services tailored to individual healthcare needs underlines the relevance of such an approach. This study used action research methodology informed by World Health Organization (WHO) systems thinking. Four cyclical stages of health workforce planning were followed: needs assessment; health service model redesign; skills-set assessment and workforce redesign; and development of a workforce and training plan. This study demonstrated that needs-based loco-regional health workforce planning can be achieved successfully through participatory processes with stakeholders. Stronger health systems and workforce training solutions were delivered by facilitating linkages and planning processes based on community need involving healthcare professionals across all disciplines and sectors. By focusing upon extending competencies and skills sets, local health professionals form a stable and sustainable local workforce. Concrete examples of initiatives generated from this process include developing a chronic disease inter-professional teaching clinic in a rural town and renal dialysis being delivered locally to an Aboriginal community. The growing trend of policy makers decentralising health funding, planning and accountability and rising health system costs increase the future utility of this approach. This type of planning can also assist the new PHNs to commission health services

Aid Donor Meets Strategic Partner? The European Union’s and China’s Relations with Ethiopia

Directory of Open Access Journals (Sweden)

Christine Hackenesch

2013-01-01

Full Text Available The motives, instruments and effects of China’s Africa policy have spurred a lively debate in European development policy circles. This paper assesses the “competitive pressure” that China’s growing presence in Africa exerts on the European development policy regime. Drawing on a large number of interviews conducted in China, Ethiopia and Europe between 2008 and 2011, the paper analyses Ethiopia as a case study. Ethiopia has emerged as one of the most important countries in Chinese as well as European cooperation with Africa. Yet, Chinese and European policies toward Ethiopia differ greatly. The EU mainly engages Ethiopia as an aid recipient, whereas China has developed a comprehensive political and economic partnership with the East African state. China has thereby become an alternative partner to the Ethiopian government, a development that both sheds light on the gap between European rhetoric and policy practice and puts pressure on the EU to make more efforts to reform its development policy system.