WorldWideScience

Sample records for program job continuity

  1. Evaluation of the Job Skills Education Program: Learning Outcomes

    Science.gov (United States)

    1988-11-01

    saw themselves continuing to send soldiers who had good attitudes and job performance to basic skills education in order to keep them in the Army. They...a long time (hope smile) No comment. The program is good to refresh skills that we don’t use in our military jobs , but need for advanced education ...classes from seventh grade through adult and I find that the Job Skills Education Program works best in terms of interest and retention. It does not

  2. Scheduling preemptable jobs on identical processors under varying availability of an additional continuous resource

    Directory of Open Access Journals (Sweden)

    Różycki Rafał

    2016-09-01

    Full Text Available In this work we consider a problem of scheduling preemptable, independent jobs, characterized by the fact that their processing speeds depend on the amounts of a continuous, renewable resource allocated to jobs at a time. Jobs are scheduled on parallel, identical machines, with the criterion of minimization of the schedule length. Since two categories of resources occur in the problem: discrete (set of machines and continuous, it is generally called a discrete-continuous scheduling problem. The model studied in this paper allows the total available amount of the continuous resource to vary over time, which is a practically important generalization that has not been considered yet for discrete-continuous scheduling problems. For this model we give some properties of optimal schedules on a basis of which we propose a general methodology for solving the considered class of problems. The methodology uses a two-phase approach in which, firstly, an assignment of machines to jobs is defined and, secondly, for this assignment an optimal continuous resource allocation is found by solving an appropriate mathematical programming problem. In the approach various cases are considered, following from assumptions made on the form of the processing speed functions of jobs. For each case an iterative algorithm is designed, leading to an optimal solution in a finite number of steps.

  3. Maintenance accountability, jobs, and inventory control (MAJIC) program

    Energy Technology Data Exchange (ETDEWEB)

    Adkisson, B P

    1990-01-01

    This document describes the operating procedures for the maintenance accountability, jobs, and inventory control (MAJIC) program for the Maintenance Management Department of the ORNL Instrumentation and Controls Division.

  4. Welfare Reform Implementing DOT's Access to Jobs Program

    National Research Council Canada - National Science Library

    1998-01-01

    Since the Transportation Equity Act for the 21st Century authorized the Access to Jobs program in June 1998, the Department of Transportation has made several important decisions about the program's...

  5. Elastic execution of continuous mapreduce jobs over data streams

    DEFF Research Database (Denmark)

    2015-01-01

    There is provided a set of methods describing how to elastically change the resources used by a MapReduce job on streaming data while executing......There is provided a set of methods describing how to elastically change the resources used by a MapReduce job on streaming data while executing...

  6. Improving the Productivity of JOBS Programs. Papers for Practitioners.

    Science.gov (United States)

    Bardach, Eugene

    The key to success in Job Opportunities and Basic Skills Training (JOBS) programs is a philosophy of high expectations. The philosophy accommodates both client and societal concerns. Highlights of the philosophy include the following: respecting the client's goals; giving nonjudgmental acceptance, constant encouragement, and emotional support;…

  7. Positive Side Effects of a Job-Related Training Program for Older Adults in South Korea

    Science.gov (United States)

    Lee, Minhong; Choi, Jae-Sung

    2012-01-01

    The objective of the current study was to evaluate empirically positive side effects of a job-related training program on older adults' self-esteem, depression, and social networks. A total of 70 older adults participated in the study after completing the Older Paraprofessional Training Program developed and provided by the Continuing Education…

  8. Brownfields Tabor Commons Green Jobs Training Program

    Science.gov (United States)

    This training curriculum is designed to inform entry level tradeswomen about the green job opportunities in areas such as deconstruction, weatherization, eco or solar roofing, stormwater systems and more.

  9. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  10. Highway construction on-the-job training program review.

    Science.gov (United States)

    2007-05-01

    "This study provides information about the experiences of trainees, contractors, Montana Department of : Transportation (MDT) field staff, and other state DOT staff in their states On-the-Job Training (OJT) Program. : Obtaining this information is...

  11. 20 CFR 638.502 - Job Corps basic education program.

    Science.gov (United States)

    2010-04-01

    ... operators shall provide the following educational programs at a minimum: (a) Reading and language skills; (b) Mathematics; (c) A program to prepare eligible students for the American Council on Education Tests of General... used at centers. Students are considered to be in-school youths. The Job Corps Director, in...

  12. 25 CFR 26.4 - Who administers the Job Placement and Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Who administers the Job Placement and Training Program... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.4 Who administers the Job Placement and Training Program? The Job Placement and Training Program is administered by the Bureau of Indian Affairs or a...

  13. BRAC/Job Corps Clerical Training Program.

    Science.gov (United States)

    Brotherhood of Railway, Airline and Steamship Clerks, Freight Handlers, Express and Station Employees.

    The Brotherhood of Railway and Airline Clerks (BRAC) Railroad Clerical Program contains two main parts. The first part deals with the railroad industry and provides: an outline of basic railroad history, a glossary of railroad terms, a description of the kinds of work done in railroad offices, sample forms used in the railroad industry,…

  14. 25 CFR 26.29 - What is the scope of the Job Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What is the scope of the Job Training Program? 26.29 Section 26.29 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.29 What is the scope of the Job Training Program? A...

  15. 25 CFR 26.32 - What constitutes a complete Job Training Program application?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What constitutes a complete Job Training Program... JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.32 What constitutes a complete Job Training Program application? A request for training includes: (a) Intake and application data; (b) Feasible...

  16. 25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

    Science.gov (United States)

    2010-04-01

    ... PLACEMENT AND TRAINING PROGRAM General Applicability § 26.3 What is the purpose of the Job Placement and Training Program? The purpose of the Job Placement and Training Program is to assist eligible applicants to... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training...

  17. Needs Assessment for the Job Skills Education Program

    Science.gov (United States)

    1985-02-01

    ad Idantly by block n mber) Job Skills, Literacy , Basic Skills, Education, Training, Needs Assessment, Computer Based Instruction, Program Evaluation...developin9 and mpeenting the functional MOS’oriented basic Skils rForam IJSEP) Washington, D.C.: American Institutes for Research, April 1983. 2...The newly proposed standardized FBSEP II will include the general areas of language, literacy , computing, speaking, and learning strategies

  18. 45 CFR 287.130 - Can NEW Program activities include job market assessments, job creation and economic development...

    Science.gov (United States)

    2010-10-01

    ... assessments, job creation and economic development activities? 287.130 Section 287.130 Public Welfare... creation and economic development activities? (a) A Tribe may conduct job market assessments within its NEW Program. These might include the following: (1) Consultation with the Tribe's economic development staff...

  19. Association between continuing education and job satisfaction of nurses employed in long-term care facilities.

    Science.gov (United States)

    Robertson, E M; Higgins, L; Rozmus, C; Robinson, J P

    1999-01-01

    The purpose of this descriptive, correlational study was to investigate the relationship between continuing education and job satisfaction among RNs and licensed practical nurses (LPNs) employed in long-term care facilities. Herzberg's Motivational-Hygiene Theory was used as a framework to guide the design of the study. The Professional Educational Activities Scale and the McCloskey/Mueller Satisfaction Scale were completed by 110 nurses employed in long-term care facilities. No difference was found between type of employment status (full-time versus part-time) on the level of professional educational activities. However, RNs participated in more continuing education activities than LPNs. Nurses who reported higher family incomes also had greater participation in educational activities. Registered nurses reported greater job satisfaction than LPNs. No significant difference was found between the degree of job satisfaction for Black and White nurses. The results of this study indicated nurses who participated in more continuing education activities scored higher on the job satisfaction scale. As the elderly population increases, a critical need exists for nurses to be knowledgeable about current research-based information, including the economic and psychosocial effects of illness in later life. To provide the most effective care for the elderly population, nurses in long-term care must be knowledgeable about the complexity and specific characteristics of chronic illnesses. Continuing education activities are an important way to access this information.

  20. Report: Environmental Job Training Program Implemented Well, But Focus Needed on Possible Duplication With Other EPA Programs

    Science.gov (United States)

    Report #12-P-0843, September 21, 2012. EPA effectively established and adhered to competitive criteria that resulted in the selection of job training proposals that addressed the broad goals of the Environmental Job Training program.

  1. Comparing Mixed & Integer Programming vs. Constraint Programming by solving Job-Shop Scheduling Problems

    Directory of Open Access Journals (Sweden)

    Renata Melo e Silva de Oliveira

    2015-03-01

    Full Text Available Scheduling is a key factor for operations management as well as for business success. From industrial Job-shop Scheduling problems (JSSP, many optimization challenges have emerged since de 1960s when improvements have been continuously required such as bottlenecks allocation, lead-time reductions and reducing response time to requests.  With this in perspective, this work aims to discuss 3 different optimization models for minimizing Makespan. Those 3 models were applied on 17 classical problems of examples JSSP and produced different outputs.  The first model resorts on Mixed and Integer Programming (MIP and it resulted on optimizing 60% of the studied problems. The other models were based on Constraint Programming (CP and approached the problem in two different ways: a model CP1 is a standard IBM algorithm whereof restrictions have an interval structure that fail to solve 53% of the proposed instances, b Model CP-2 approaches the problem with disjunctive constraints and optimized 88% of the instances. In this work, each model is individually analyzed and then compared considering: i Optimization success performance, ii Computational processing time, iii Greatest Resource Utilization and, iv Minimum Work-in-process Inventory. Results demonstrated that CP-2 presented best results on criteria i and ii, but MIP was superior on criteria iii and iv and those findings are discussed at the final section of this work.

  2. Continuation and Enhancement of the MPOWIR Program

    Energy Technology Data Exchange (ETDEWEB)

    Lozier, Susan [Duke Univ., Durham, NC (United States)

    2014-10-21

    MPOWIR is a community-based program that provides mentoring to physical oceanographers from late graduate school through early careers. The overall goal of MPOWIR is to make mentoring opportunities for junior physical oceanographers universally available and of higher quality by expanding the reach of mentoring opportunities beyond individual home institutions. The aim is to reduce the barriers to career development for all junior scientists in the field, with a particular focus on improving the retention of junior women. Over the past five years MPOWIR has expanded significantly. This funding cycle saw the development and enhancement of MPOWIR’s programs and outreach opportunities. MPOWIR’s main programmatic offerings are: mentor groups, a biannual conference, a website and blog, and town hall meetings at national events. Since 2009, MPOWIR has hosted 15 mentor groups, three Pattullo conferences, and created a website that has attracted over 50,000 visitors. MPOWIR’s mentoring groups and Pattullo conferences have reached more than 130 unique participants. Mentor Groups Mentor groups were established in the fall of 2008, and continue to gain momentum after 5 years. Since 2009, 11 groups have formed, with participants mainly, but not exclusively, drawn from Pattullo attendees. To gauge the impact of mentor groups, participants are surveyed approximately annually. Based on an extensive 2011 survey, 100% of mentoring group participants reported that they made progress on their stated scientific, professional, and personal goals. As part of these surveys, participants are asked what they value about their mentoring group, what the benefit of the mentoring group is to their current position, and they are asked questions about the logistics and setup of the groups. Based on the survey conducted in 2012, all participants rated participation in these groups a valuable experience, with particular value placed on feedback on professional development (100% Excellent to

  3. Development of a Standardized Job Description for Healthcare Managers of Metabolic Syndrome Management Programs in Korean Community Health Centers

    Directory of Open Access Journals (Sweden)

    Youngjin Lee, RN, PhD

    2014-03-01

    Conclusion: A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs.

  4. Continuous improvement, burnout and job engagement: a study in a Dutch nursing department

    NARCIS (Netherlands)

    Benders, J.G.J.M.; Bleijerveld, H.; Schouteten, R.L.J.

    2017-01-01

    Continuous improvement (CI) programs are potentially powerful means to improve the quality of care. The more positive nurses perceive these programs' effects, the better they may be expected to cooperate. Crucial to this perception is how nurses' quality of working life is affected. We studied this

  5. 20 CFR 1010.210 - In which Department job training programs do covered persons receive priority of service?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false In which Department job training programs do... job training programs do covered persons receive priority of service? (a) Priority of service applies to every qualified job training program funded, in whole or in part, by the Department, including: (1...

  6. 34 CFR 692.30 - How does a State administer its community service-learning job program?

    Science.gov (United States)

    2010-07-01

    ... Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community... community service-learning job program that satisfies the conditions set forth in paragraph (b) of this... not a grant. (b)(1) The community service-learning job program must be administered by institutions in...

  7. Effect of Time Management Program on Job Satisfaction for Head Nurses

    Science.gov (United States)

    Elsabahy, Hanan ELsayed; Sleem, Wafaa Fathi; El Atroush, Hala Gaber

    2015-01-01

    Background: Time management and job satisfaction all related to each other and greatly affect success of organization. Subjects and Methods: The study aimed to evaluate the efficacy of a designed program of time management on job satisfaction for head nurses. A Quasi-experimental design was used for a total number of head nurses participated. Two…

  8. Genetic programming for evolving due-date assignment models in job shop environments.

    Science.gov (United States)

    Nguyen, Su; Zhang, Mengjie; Johnston, Mark; Tan, Kay Chen

    2014-01-01

    Due-date assignment plays an important role in scheduling systems and strongly influences the delivery performance of job shops. Because of the stochastic and dynamic nature of job shops, the development of general due-date assignment models (DDAMs) is complicated. In this study, two genetic programming (GP) methods are proposed to evolve DDAMs for job shop environments. The experimental results show that the evolved DDAMs can make more accurate estimates than other existing dynamic DDAMs with promising reusability. In addition, the evolved operation-based DDAMs show better performance than the evolved DDAMs employing aggregate information of jobs and machines.

  9. Part-Time Job Program for Latinos Boosts College Success

    National Research Council Canada - National Science Library

    Gary M Stern

    2014-01-01

    .... Since the job takes place on campus, the student doesn't have to commute there. Most college departments, recognizing the various demands made on students, are more flexible with schedules than businesses...

  10. Effect of job maintenance training program for employees with chronic disease — a randomized controlled trial on self-efficacy, job satisfaction, and fatigue

    National Research Council Canada - National Science Library

    Inge Varekamp; Jos H Verbeek; Angela de Boer; Frank JH van Dijk

    2011-01-01

    .... This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions...

  11. Where Do We Stand? Language Program Direction as Reflected in the "MLA Job Information List."

    Science.gov (United States)

    Glew, Ellen

    2000-01-01

    Compares information gleaned from the Modern Language Association's "MLA Job Information List" seeking language program directors in 1996 and provides an overview of changes in the profession during that time. (Author/VWL)

  12. Relationship Between the Number of Clinical Sites in Radiography Programs and Job Placement Rates of Graduates.

    Science.gov (United States)

    Harrell, Angela; Matthews, Eric

    2016-07-01

    To determine whether a relationship exists between the number of clinical sites available in radiography programs accredited by the Joint Review Committee on Education in Radiologic Technology and the job placement rates of graduates. We performed a secondary analysis of data on job placement rates and the number of clinical sites available in 438 degree-granting radiography programs from January 2015 to March 2015. A weak, negative, nonsignificant correlation existed between the number of clinical sites and the job placement rate (Spearman's rho = -.113, n = 438, P = .018). The coefficient of determination was 1.28%.Discussion Research evaluating factors contributing to graduate employability is limited but indicates no need for radiography program administrators to adjust clinical site numbers solely on the basis of improving graduate employability. The number of clinical sites available in a radiography program is not related to the job placement rate of its graduates. ©2016 American Society of Radiologic Technologists.

  13. 25 CFR 26.30 - Does the Job Training Program provide part-time training or short-term training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Does the Job Training Program provide part-time training or short-term training? 26.30 Section 26.30 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.30 Does the Job Training...

  14. Department of Energy. Jobs and Innovation Accelerator Challenge (JIAC) Program

    Energy Technology Data Exchange (ETDEWEB)

    Riley, Jon [National Center for Manufacturing Sciences, Ann Arbor, MI (United States)

    2016-05-05

    local large manufacturers (OEMs) who could provide pull to encourage SMMs (current and future suppliers) to participate. Central to this entire effort was the opportunity that this Final Report documents corresponding to the specific tasks associated with the U.S. Department of Energy (DOE) funded component of the InnoState Jobs Innovation Accelerator Challenge (JIAC) Program.

  15. Security, Dignity, Caring Relationships, and Meaningful Work: Needs Motivating Participation in a Job-Training Program

    Science.gov (United States)

    Ayers, David F.; Miller-Dyce, Cherrel; Carlone, David

    2008-01-01

    Researchers asked 17 participants in a job-training program to describe their personal struggles following an economic restructuring. Examined through a critical theoretical lens, findings indicate that the learners enrolled in the program to reclaim security, dignity, meaningful work, and caring relationships. Program planners at community…

  16. Job Performance Appraisal System Training Program. Final Report.

    Science.gov (United States)

    Glasgow, Zita; Simkins, Mary Lou

    The Civil Service Reform Act of 1978 requires each government agency to develop a performance-based employee appraisal system. The purpose of this study was to determine how to train effectively more than 200,000 Air Force civilian employees to use the Job Performance Appraisal System (JPAS) designed by the Air Force. Experimental comparisons were…

  17. From job training to green jobs: a case study for a young adult employment program centered on environmental restoration in New York City, USA

    Science.gov (United States)

    Nancy Falxa-Raymond; Erika Svendsen; Lindsay K. Campbell

    2013-01-01

    The demand for a well-trained green-collar labor force will increase as many cities implement sustainability and green infrastructure plans. Additionally, many green jobs training programs are intended to provide pathways out of poverty for low-skilled workers. In this case study, we analyze the experiences of graduates from a New York City, USA green jobs training...

  18. Method of continuous variations: applications of job plots to the study of molecular associations in organometallic chemistry.

    Science.gov (United States)

    Renny, Joseph S; Tomasevich, Laura L; Tallmadge, Evan H; Collum, David B

    2013-11-11

    Applications of the method of continuous variations (MCV or the Method of Job) to problems of interest to organometallic chemists are described. MCV provides qualitative and quantitative insights into the stoichiometries underlying association of m molecules of A and n molecules of B to form A(m)B(n) . Applications to complex ensembles probe associations that form metal clusters and aggregates. Job plots in which reaction rates are monitored provide relative stoichiometries in rate-limiting transition structures. In a specialized variant, ligand- or solvent-dependent reaction rates are dissected into contributions in both the ground states and transition states, which affords insights into the full reaction coordinate from a single Job plot. Gaps in the literature are identified and critiqued. Copyright © 2013 WILEY-VCH Verlag GmbH & Co. KGaA, Weinheim.

  19. How to Help Unemployed Find Jobs Quickly : Experimental Evidence from a Mandatory Activation Program

    NARCIS (Netherlands)

    Graversen, B.K.; van Ours, J.C.

    2006-01-01

    This paper investigates how a mandatory activation program in Denmark affects the job finding rate of unemployed workers.The activation program was introduced in an experimental setting where about half of the workers who became unemployed in the period from November 2005 to March 2006 were randomly

  20. Mothers' Views on Child Care under the JOBS Program and Implications for Welfare Reform.

    Science.gov (United States)

    Hagen, Jan L.; Davis, Liane V.

    1996-01-01

    Explores mothers' perceptions of child care under a job training program and the effects of program participation on their children. Findings suggest that some preschool children benefit from their mothers' participation due to an increase of new learning opportunities for the children and through the mothers' improved parenting abilities. (RJM)

  1. Factors influencing job satisfaction of new graduate nurses participating in nurse residency programs: a systematic review.

    Science.gov (United States)

    Lin, Patrice S; Viscardi, Molly Kreider; McHugh, Matthew D

    2014-10-01

    Nurse residency programs are designed to increase competence and skill, and ease the transition from student to new graduate nurse. These programs also offer the possibility to positively influence the job satisfaction of new graduate nurses, which could decrease poor nursing outcomes. However, little is known about the impact of participation in a nurse residency program on new graduate nurses' satisfaction. This review examines factors that influence job satisfaction of nurse residency program participants. Eleven studies were selected for inclusion, and seven domains influencing new graduate nurses' satisfaction during participation in nurse residency programs were identified: extrinsic rewards, scheduling, interactions and support, praise and recognition, professional opportunities, work environment, and hospital system. Within these domains, the evidence for improved satisfaction with nurse residency program participation was mixed. Further research is necessary to understand how nurse residency programs can be designed to improve satisfaction and increase positive nurse outcomes. Copyright 2014, SLACK Incorporated.

  2. Effects of an ergonomics-based job stress management program on job strain, psychological distress, and blood cortisol among employees of a national private bank in Denpasar Bali.

    Science.gov (United States)

    Purnawati, Susy; Kawakami, Norito; Shimazu, Akihito; Sutjana, Dewa Putu; Adiputra, Nyoman

    2016-08-06

    The present work describes a newly developed ergonomics-based job stress management program - Ergo-JSI (Ergonomics-based Job Stress Intervention) - including a pilot study to ascertain the effects of the program on job strain, psychological distress, and blood cortisol levels among bank employees in Indonesia. A single-group, pre- and post-test experimental study was conducted in a sample of employees in a National Bank in Denpasar, Bali, Indonesia. The outcomes of the study focused on reductions in job strain index and psychological distress, measured by the Indonesian version of the Brief Job Stress Questionnaire (BJSQ), and improvement in blood cortisol levels following the study.A total of 25 male employees, with an average age of 39, received an eight-week intervention with the Ergo-JSI. Compared to baseline, the job strain index decreased by 46% (p<0.05), and psychological distress decreased by 28% (p<0.05). These changes were accompanied by a 24% reduction in blood cortisol levels (p<0.05). The newly developed Ergo-JSI program may hence be effective for decreasing job strain, psychosocial distress, and blood cortisol among employees in Indonesia.

  3. Green Recovery: A Program to Create Good Jobs & Start Building a Low-Carbon Economy

    OpenAIRE

    Robert Pollin; Heidi Garrett-Peltier; James Heintz; Helen Scharber

    2008-01-01

    September 2008As the nation debates its energy future, this report shows that the U.S. can create two million jobs by investing in a rapid green economic recovery program, which will strengthen the economy, increase energy independence, and fight global warming.Green Recovery – A Program to Create Good Jobs and Start Building a Low-Carbon Economy was prepared by PERI under commission by the Center for American Progress and released by a coalition of labor and environmental groups. Focusing on...

  4. Positioning Continuing Education Computer Programs for the Corporate Market.

    Science.gov (United States)

    Tilney, Ceil

    1993-01-01

    Summarizes the findings of the market assessment phase of Bellevue Community College's evaluation of its continuing education computer training program. Indicates that marketing efforts must stress program quality and software training to help overcome strong antiacademic client sentiment. (MGB)

  5. Job Analysis

    OpenAIRE

    Bravená, Helena

    2009-01-01

    This bacherlor thesis deals with the importance of job analysis for personnel activities in the company. The aim of this work is to find the most suitable method of job analysis in a particular enterprise, and continues creating descriptions and specifications of each job.

  6. Inference for Continuous-Time Probabilistic Programming

    Science.gov (United States)

    2017-12-01

    structure in point process data. In ICML, 2014. [8] David Marsan and Olivier Lengliné. Extending earthquakes ’ reach through cascading. Science, 319:1076...speedup—the van Embde Boas tree layout works efficiently on any cache architecture . This layout has been known for a long time in the data structures ...6 9 64 74 84 95 110 127 140 A Tutorial on Structured Continuous-Time Markov Processes B

  7. 20 CFR 670.965 - What procedures apply to disclosure of information about Job Corps students and program activities?

    Science.gov (United States)

    2010-04-01

    ... information about Job Corps students and program activities? 670.965 Section 670.965 Employees' Benefits... INVESTMENT ACT Administrative and Management Provisions § 670.965 What procedures apply to disclosure of information about Job Corps students and program activities? (a) The Secretary develops procedures to respond...

  8. Shopping for Jobs: Mall Internship Program Opens Doors for HVAC Students.

    Science.gov (United States)

    Nolot, Terry

    1995-01-01

    Ivy Tech State College uses River Falls, a shopping mall, as an enormous heating, ventilation, and air conditioning laboratory. Students spend Saturdays working with full-time technicians getting invaluable training and experience. Students see the program as a professional opportunity and a direct route to jobs. (JOW)

  9. Examination of Individual Differences in Participation in Outplacement Program Activities after a Job Loss.

    Science.gov (United States)

    Gowan, Mary A.; Nassar-McMillan, Sylvia C.

    2001-01-01

    Investigates the relationship among age, gender, and race relative to participation in self-awareness, action-oriented, and training activities after a job loss. Main effects were found for gender and for Age x Employment status. Implications of the study for outplacement programs, along with study limitations and future research directions, are…

  10. JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

    Science.gov (United States)

    Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

    2013-01-01

    This study evaluated the effectiveness of an internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning Autism Spectrum Disorders. In a randomized study, twenty-two youth, ages…

  11. An Examination of Job Skills Posted on Internet Databases: Implications for Information Systems Degree Programs.

    Science.gov (United States)

    Liu, Xia; Liu, Lai C.; Koong, Kai S.; Lu, June

    2003-01-01

    Analysis of 300 information technology job postings in two Internet databases identified the following skill categories: programming languages (Java, C/C++, and Visual Basic were most frequent); website development (57% sought SQL and HTML skills); databases (nearly 50% required Oracle); networks (only Windows NT or wide-area/local-area networks);…

  12. Method of Continuous Variations: Applications of Job Plots to the Study of Molecular Associations in Organometallic Chemistry[**

    Science.gov (United States)

    Renny, Joseph S.; Tomasevich, Laura L.; Tallmadge, Evan H.; Collum, David B.

    2014-01-01

    Applications of the method of continuous variations—MCV or the Method of Job—to problems of interest to organometallic chemists are described. MCV provides qualitative and quantitative insights into the stoichiometries underlying association of m molecules of A and n molecules of B to form AmBn. Applications to complex ensembles probe associations that form metal clusters and aggregates. Job plots in which reaction rates are monitored provide relative stoichiometries in rate-limiting transition structures. In a specialized variant, ligand- or solvent-dependent reaction rates are dissected into contributions in both the ground states and transition states, which affords insights into the full reaction coordinate from a single Job plot. Gaps in the literature are identified and critiqued. PMID:24166797

  13. Media Literacy Education Program Evaluators: What's the Job Description, Again?

    Science.gov (United States)

    DaCosta, Kneia Octavia

    2012-01-01

    School program evaluation researchers face a set of overlapping questions concerning our roles in the field: For the sake of "the data" and in quest of "the truth," am I a shrewd researcher before all else? For the sake of community-building and establishing respectful, reciprocal relationships with my school partners, am I first a gracious school…

  14. Alaska Native Weatherization Training and Jobs Program First Steps Toward Tribal Weatherization – Human Capacity Development

    Energy Technology Data Exchange (ETDEWEB)

    Wiita, Joanne

    2013-07-30

    The Alaska Native Weatherization Training and Jobs Project expanded weatherization services for tribal members’ homes in southeast Alaska while providing weatherization training and on the job training (OJT) for tribal citizens that lead to jobs and most probably careers in weatherization-related occupations. The program resulted in; (a) 80 Alaska Native citizens provided with skills training in five weatherization training units that were delivered in cooperation with University of Alaska Southeast, in accordance with the U.S. Department of Energy Core Competencies for Weatherization Training that prepared participants for employment in three weatherizationrelated occupations: Installer, Crew Chief, and Auditor; (b) 25 paid OJT training opportunities for trainees who successfully completed the training course; and (c) employed trained personnel that have begun to rehab on over 1,000 housing units for weatherization.

  15. 14 CFR 91.1411 - Continuous airworthiness maintenance program use by fractional ownership program manager.

    Science.gov (United States)

    2010-01-01

    ... program use by fractional ownership program manager. 91.1411 Section 91.1411 Aeronautics and Space FEDERAL... airworthiness maintenance program use by fractional ownership program manager. Fractional ownership program... through 91.1443. Any program manager who elects to maintain the program aircraft using a continuous...

  16. Classroom Materials for Job-Related BSEP 2 Program

    Science.gov (United States)

    1983-09-01

    repeat his social security number. 65. One of the vehicles are broken. 66. The rifle team beat its closest competition in the final. 67. The deuce -and-a...could of, could have) arrived a little earlier. 22. My commander said I (done good, did well) on the task. 23. The deuce -and-a-half failed to see the...this idea of promotions by a leads to. link (a dotted line with an "l" in Figure 2). Another feature of the ID is its many educational programs. The ID

  17. Satisfaction with a distance continuing education program for health professionals.

    Science.gov (United States)

    Bynum, Ann B; Irwin, Cathy A; Cohen, Betty

    2010-09-01

    This study assessed differences in program satisfaction among health professionals participating in a distance continuing education program by gender, ethnicity, discipline, and community size. A one-group posttest design was used with a sample of 45,996 participants in the University of Arkansas for Medical Sciences, Rural Hospital, Distance Continuing Medical Education Program during 1995-2007. This program provided 2,219 continuing education programs for physicians (n = 7,047), nurses (n = 21,264), allied health (n = 3,230) and dental (n = 305) professionals, pharmacists (n = 4,088), administrators (n = 1,211), and marketing/finance/human resources professionals (n = 343). These programs were provided in Arkansas hospitals, clinics, and area health education centers. Interactive video technology and the Internet were used to deliver these programs. The program satisfaction instrument demonstrated adequate internal consistency reliability (Cronbach's alpha = 0.91) and construct validity. Participants had high levels of satisfaction regarding knowledge and skills, use of information to enhance patient care, program quality, and convenience of the technology (mean total satisfaction score = 4.44, range: 1-5). Results from the t-test for independent samples and one-way analysis of variance indicated that men (p = 0.01), African-Americans and Hispanics (p distance continuing education programs.

  18. JobTIPS: A Transition to Employment Program for Individuals with Autism Spectrum Disorders

    Science.gov (United States)

    Strickland, Dorothy C.; Coles, Claire D.; Southern, Louise B.

    2013-01-01

    This study evaluated the effectiveness of an Internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning ASD. In a randomized study, twenty two youth, ages 16 to 19, were evaluated during two employment interviews. Half received a training intervention following the initial interview and the half who served as a contrast group did not. Their performance pre and post intervention was assessed by four independent raters using a scale that included evaluation of both Content and Delivery. Results suggest that youth who completed the JobTIPS employment program demonstrated significantly more effective verbal content skills than those who did not. PMID:23494559

  19. Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue.

    Science.gov (United States)

    Varekamp, Inge; Verbeek, Jos H; de Boer, Angela; van Dijk, Frank J H

    2011-07-01

    Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance. Essential elements of the program are exploration of work-related problems, communication at the workplace, and the development and implementation of solutions. Participants with chronic physical diseases were randomly assigned to the intervention (N=64) or the control group (N=58). Participants were eligible for the study if they had a chronic physical disease, paid employment, experienced work-related problems, and were not on long-term 100% sick leave. Primary outcome measures were self-efficacy in solving work- and disease-related problems (14-70), job dissatisfaction (0-100), fatigue (20-140) and job maintenance measured at 4-, 8-, 12- and 24-month follow-up. We used GLM repeated measures for the analysis. After 24 months, loss to follow-up was 5.7% (7/122). Self-efficacy increased and fatigue decreased significantly more in the experimental than the control group [10 versus 4 points (P=0.000) and 19 versus 8 points (P=0.032), respectively]. Job satisfaction increased more in the experimental group but not significantly [6 versus 0 points (P=0.698)]. Job maintenance was 87% in the experimental and 91% in the control group, which was not a significant difference. Many participants in the control group also undertook actions to solve work-related problems. Empowerment training increases self-efficacy and helps to reduce fatigue complaints, which in the long term could lead to more job maintenance. Better understanding of ways to deal with work-related problems is needed to develop more efficient support for employees with a chronic disease.

  20. The effect of a job placement and support program for workers with musculoskeletal injuries: a randomized control trial (RCT) study.

    Science.gov (United States)

    Li-Tsang, C W P; Li, E J Q; Lam, C S; Hui, K Y L; Chan, C C H

    2008-09-01

    This is a randomized clinical trial (RCT) to investigate the efficacy of a job placement and support program designed for workers with musculoskeletal injuries and having difficulties in resuming the work role. The program was planned to help injured workers to successfully return to work (RTW) by overcoming the difficulties and problems during the process of job seeking and sustaining a job using a case management approach. A total of 66 injured workers were recruited and randomly assigned into the job placement and support group (PS group) or the self-placement group (SP group). A three-week job placement and support program was given to subjects in the PS group while subjects in the control group (SP group) were only given advice on job placement at a workers' health center. The PS program was comprised of an individual interview, vocational counseling, job preparation training, and assisted placement using the case management approach. The Chinese Lam Assessment of Stages of Employment Readiness (C-LASER), the Chinese State Trait and Anxiety Inventory (C-STAI), and the SF-36 were the outcome measures for the two groups before and after the training program to observe the changes in subjects' work readiness status, emotional status and their health related quality of life pre- and post-training program. The rate of return to work was measured for both groups of subjects after the training program. The results indicated that the rate of success in RTW (73%) was significantly higher in the job placement (PS) group than that of the self-placement (SP) group (51.6%) with P placement (PS) program appeared to have enhanced the employability of injured workers. Workers who participated in the program also showed higher levels of work readiness and emotional status in coping with their work injuries.

  1. Human Resources Policy. Case Study: Continuing Education Programs

    Directory of Open Access Journals (Sweden)

    Cătălin BABA

    2002-06-01

    Full Text Available Life-long education programs are rather new in Romania, and there is much confusion about their structure, meaning, purposes and usefulness; although there is a clear necessity for these kinds of programs, they were implemented in our country only after recommendations were made by the European institutions. The Babeş-Bolyai University is one of the first and few Romanian universities that actually develop continuing education programs, directed at public services for the use of the local community. In this paper we present a particular case, the Program of Continuous Learning – Defense and Security Studies, designed to assist the 4th Territorial Army Corps based in Cluj-Napoca in its efforts to meet NATO standards. The program offers courses for military personnel in fields like strategic management, decision making processes, human resources management, and, of course, European security, and represents the first project of cooperation between a university and the Romanian army.

  2. Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the ..Section..1603 Treasury Grant Program

    Energy Technology Data Exchange (ETDEWEB)

    Steinberg, D.; Porro, G.; Goldberg, M.

    2012-04-01

    This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the Section 1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the Section 1603 grant program.

  3. Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603 Treasury Grant Program

    Energy Technology Data Exchange (ETDEWEB)

    Steinberg, Daniel [National Renewable Energy Lab. (NREL), Golden, CO (United States); Porro, Gian [National Renewable Energy Lab. (NREL), Golden, CO (United States); Goldberg, Marshall [MRG & Associates, Nevada City, CA (United States)

    2012-04-09

    This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

  4. Preliminary Analysis of the Jobs and Economic Impacts of Renewable Energy Projects Supported by the §1603Treasury Grant Program

    Energy Technology Data Exchange (ETDEWEB)

    Steinberg, Daniel [National Renewable Energy Lab. (NREL), Golden, CO (United States); Porro, Gian [National Renewable Energy Lab. (NREL), Golden, CO (United States); Goldberg, Marshall [MRG and Associates, New York, NY (United States)

    2012-04-01

    This analysis responds to a request from the Department of Energy Office of Energy Efficiency and Renewable Energy to the National Renewable Energy Laboratory (NREL) to estimate the direct and indirect jobs and economic impacts of projects supported by the §1603 Treasury grant program. The analysis employs the Jobs and Economic Development Impacts (JEDI) models to estimate the gross jobs, earnings, and economic output supported by the construction and operation of the large wind (greater than 1 MW) and solar photovoltaic (PV) projects funded by the §1603 grant program.

  5. Reinforcing Productivity in a Job-Skills Training Program for Unemployed Substance-Abusing Adults.

    Science.gov (United States)

    Subramaniam, Shrinidhi; Everly, Jeffrey J; Silverman, Kenneth

    2017-05-01

    Chronically unemployed adults may benefit from intensive job-skills training; however, training programs do not always reliably engage participants in mastering skills. This study examined effects of voucher reinforcement for performance on a job-skills training program in the therapeutic workplace. Participants were four unemployed, substance abusing adults who earned monetary vouchers for working on programs targeting typing skills. Participants were exposed to two payment conditions that differed in whether or not pay was dependent on performance in a within-subject reversal design. In the productivity-pay condition, participants earned $8.00 per hour for attending the workplace plus a bonus for performance. In the base-pay condition, participants were paid an hourly wage that was equivalent to the total hourly earnings from the previous productivity-pay condition. Participants completed less work on the typing programs in the base- than the productivity-pay condition, but the amount of time spent in the workroom and the accuracy and rate of typing were not affected by the pay manipulation. All participants reported preferring base pay over productivity pay. Explicit reinforcement of productivity maintains consistent work in training programs, but more aspects of productivity pay need to be refined for effective, efficient, and socially valid implementation with unemployed, substance-abusing adults.

  6. [Effectiveness of an inpatient multimodal psychiatric-psychotherapeutic program for the treatment of job burnout].

    Science.gov (United States)

    Schwarzkopf, Kathleen; Conrad, Nathalie; Straus, Doris; Porschke, Hildburg; von Känel, Roland

    2016-03-16

    We studied the clinical course and long-term effects of inpatient treatment in 723 patients with job burnout referred with an ICD-10 F diagnosis and Z73.0 code («overwhelming exhaustion») to a Swiss hospital specialized in the treatment of job stress-related disorders. Patients were characterized in terms of age, gender, socioeconomic status. Self-rated psychological measures related to general and burnout-specific symptoms (i. e., emotional exhaustion, depersonalization, and diminished personal accomplishments) were applied before and after a six-week treatment program, as well as at 15 months after hospital discharge in 232 patients. The results show that the multimodal inpatient psychiatric-psychotherapeutic treatment was successful with a sustainable effect on psychological well-being (>90 %), including improvements regarding emotional exhaustion, depersonalization and personal accomplishments as well as professional reintegration in 71 % of cases.

  7. Job Corps Amendments of 1984. Hearing before the Committee on Labor and Human Resources, United States Senate, Ninety-Eighth Congress, Second Session on S. 2111, to Amend Part B of Title IV of the Job Training Partnership Act, to Strengthen the Job Corps Program.

    Science.gov (United States)

    Congress of the U.S., Washington, DC. Senate Committee on Labor and Human Resources.

    This Congressional report contains testimony pertaining to amending the Job Training Partnership Act (JTPA) to strengthen the Job Corps Program. The primary focus of the hearing was on the current adequacy and future potential of the Job Corps' vocational and basic education programs, facilities and equipment, residential living and enrichment…

  8. therapeutic effect of continuous exercise training program on serum ...

    African Journals Online (AJOL)

    2014-09-01

    Sep 1, 2014 ... THERAPEUTIC EFFECT OF CONTINUOUS EXERCISE TRAINING. PROGRAM ON SERUM CREATININE CONCENTRATION IN MEN. WITH HYPERTENSION: A RANDOMIZED CONTROLLED TRIAL. L. SIKIRU1and G. C. OKOYE2. 1Biomedical Technology Dept., School of Health Technology, Federal ...

  9. Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study.

    Science.gov (United States)

    Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

    2016-10-24

    Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1), post-intervention (Time 2), and a one-month follow-up (Time 3). The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3) as an indicator of intervention effect. Effect sizes were calculated using Cohen's d. The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03) in the mixed growth model analyses, but with only small effect sizes (Cohen's d = 0.33 at Time 2 and 0.26 at Time 3). The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen's d = 0.36 at Time 2 and 0.47 at Time 3) and reduced psychological distress (t = -2.06, p = 0.04: Cohen's d = -0.15 at Time 2 and -0.31 at Time 3). The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

  10. Development of a Standardized Job Description for Healthcare Managers of Metabolic Syndrome Management Programs in Korean Community Health Centers

    OpenAIRE

    Lee, Youngjin; Choo, Jina; Cho, Jeonghyun; Kim, So-Nam; Lee, Hye-Eun; Yoon, Seok-Jun; Seomun, GyeongAe

    2014-01-01

    Purpose: This study aimed to develop a job description for healthcare managers of metabolic syndrome management programs using task analysis. Methods: Exploratory research was performed by using the Developing a Curriculum method, the Intervention Wheel model, and focus group discussions. Subsequently, we conducted a survey of 215 healthcare workers from 25 community health centers to verify that the job description we created was accurate. Results: We defined the role of healthcare man...

  11. Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance Linking supervisor’s role in training programs to motivation to learn as an antecedent of job performance

    Directory of Open Access Journals (Sweden)

    Sebastian K. Francis

    2010-02-01

    Full Text Available According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to measure the effect of the supervisor’s role in training programs and the motivation to learn on job performance using 91 usable questionnaires gathered from employees who have worked in a state library in East Malaysia, Malaysia. The outcomes of stepwise regression analysis displayed that the inclusion of motivation to learn in the analysis had increased the effects of the two supervisor’s role elements of support and communication on job performance. This result demonstrates that the motivation to learn acts as a mediating variable in the training model of the organizational sample. The implications of this study to the theory and practice of training programs, methodological and conceptual limitations as well as future directions are elaborated.According to the literature pertaining to human resource development (HRD, a supervisor’s role in training programs has two major characteristics: support and communication. The ability of supervisors to play effective roles in training programs may increase employees’ job performance. More importantly, extant research in this field reveals that the effect of the supervisor’s role in training programs on job performance is indirectly affected by the motivation to learn. The nature of this relationship is less emphasized in training management literature. Therefore, this study was conducted to

  12. A New Finite Continuation Algorithm for Linear Programming

    DEFF Research Database (Denmark)

    Madsen, Kaj; Nielsen, Hans Bruun; Pinar, Mustafa

    1996-01-01

    We describe a new finite continuation algorithm for linear programming. The dual of the linear programming problem with unit lower and upper bounds is formulated as an $\\ell_1$ minimization problem augmented with the addition of a linear term. This nondifferentiable problem is approximated by a s...... problems are solved by a Newton-type algorithm. Preliminary numerical results indicate that the new algorithm is promising.......We describe a new finite continuation algorithm for linear programming. The dual of the linear programming problem with unit lower and upper bounds is formulated as an $\\ell_1$ minimization problem augmented with the addition of a linear term. This nondifferentiable problem is approximated...... by a smooth problem. It is shown that the minimizers of the smooth problem define a family of piecewise-linear paths as a function of a smoothing parameter. Based on this property, a finite algorithm that traces these paths to arrive at an optimal solution of the linear program is developed. The smooth...

  13. Implementing a customer focused continual business improvement program to improve the maintenance process

    Energy Technology Data Exchange (ETDEWEB)

    Kharshafdjian, G.; Fisher, C.; Beres, T.; Brooks, S.; Forbes, S.; Krause, M.; McAuley, K.; Wendorf, M. [Atomic Energy of Canada Limited, Chalk River, Ontario (Canada)

    2006-07-01

    Global market pressures and increasing competition demands that successful companies establish a continual business improvement program as part of implementing its business strategy. Such programs must be driven by the definition of quality from the customer's perspective. This customer quality focus often requires a change in all aspects of the business including products, services, processes and culture. This paper will describe how Atomic Energy of Canada Limited implemented a Continual Business Improvement Program in their Nuclear Laboratories Business Unit. In particular, to review how the techniques were applied to improve the maintenance process and the status of the project. Customer (internal users of the processes at CRL) feedback has shown repeatedly there is dissatisfaction of the maintenance process. Customers complain about jobs not getting done to schedule or being deferred. A project has been launched with the following goals: to improve the maintenance process customer satisfaction and increase trades wrench time by 30 minutes / trade / day. DMAIC (Define-Measure-Analyze-Improve-Control) methodology was applied to find out the Root Cause(s) of the problem, provide solutions, and implement improvements. The expected Operational Benefits include: Executing work efficiently to quality standards and business performance of the site, improve maintenance efficiencies, reduce cycle time for maintenance process and improve process yield, and improve customer and employee satisfaction. (author)

  14. Variable Neighbourhood Search and Mathematical Programming for Just-in-Time Job-Shop Scheduling Problem

    Directory of Open Access Journals (Sweden)

    Sunxin Wang

    2014-01-01

    Full Text Available This paper presents a combination of variable neighbourhood search and mathematical programming to minimize the sum of earliness and tardiness penalty costs of all operations for just-in-time job-shop scheduling problem (JITJSSP. Unlike classical E/T scheduling problem with each job having its earliness or tardiness penalty cost, each operation in this paper has its earliness and tardiness penalties, which are paid if the operation is completed before or after its due date. Our hybrid algorithm combines (i a variable neighbourhood search procedure to explore the huge feasible solution spaces efficiently by alternating the swap and insertion neighbourhood structures and (ii a mathematical programming model to optimize the completion times of the operations for a given solution in each iteration procedure. Additionally, a threshold accepting mechanism is proposed to diversify the local search of variable neighbourhood search. Computational results on the 72 benchmark instances show that our algorithm can obtain the best known solution for 40 problems, and the best known solutions for 33 problems are updated.

  15. Preparing Teacher Leaders in a Job-Embedded Graduate Program: Changes within and beyond the Classroom Walls

    Science.gov (United States)

    Adams, Alyson; Ross, Dorene; Swain, Colleen; Dana, Nancy; Leite, Walter; Sandbach, Robert

    2013-01-01

    This article presents findings from a study about the perceived impact of a job-embedded graduate program designed to prepare teacher leaders within the context of university-district-school partnerships. Study participants completed a 30-item survey about impact of the program on instructional practices, collaboration with peers, participation in…

  16. Monetary Incentives to Reinforce Engagement and Achievement in a Job-Skills Training Program for Homeless, Unemployed Adults

    Science.gov (United States)

    Koffarnus, Mikhail N.; Wong, Conrad J.; Fingerhood, Michael; Svikis, Dace S.; Bigelow, George E.; Silverman, Kenneth

    2013-01-01

    The current study examined whether monetary incentives could increase engagement and achievement in a job-skills training program for unemployed, homeless, alcohol-dependent adults. Participants (n?=?124) were randomized to a no-reinforcement group (n?=?39), during which access to the training program was provided but no incentives were given; a…

  17. Preparation for Midskilled Work and Continuous Learning in Nine Community College Occupational Programs

    Science.gov (United States)

    Torraco, Richard J.

    2008-01-01

    This study examines student learning experiences in nine occupational education programs at two Midwestern community colleges. Interviews with 39 program graduates and 10 of their supervisors provided information about the features of the occupational programs that were most beneficial for job preparation, those that were least beneficial for job…

  18. Job-dependent prevalence of selected risk factors for cardiovascular diseases in the prevention program participants

    Directory of Open Access Journals (Sweden)

    Marek Bryła

    2013-06-01

    Full Text Available Background: The paper aims to assess the prevalence of CVD risk factors taking into account the job type among CVD Prevention and Early Detection Program participants and to assess the likelihood of positive changes. Materials and methods: A group of 393 Program participants was the subject of our observation twice (2006-2008, and 2009-2011. The study subjects had their arterial blood pressure measured. We also analysed the concentration of lipids and glucose before breakfast and anthropometric measurements. Moreover, we used a survey questionnaire about the socio-economic situation of the study subjects, their health behaviors and status. The obtained results were subjected to a statistical treatment, including the Chi2 independence test and logistic regression. Results: Our study confirmed an association between the job type and arterial blood pressure, lipid disorders and prevalence of diabetes. Blue-collar workers suffered more often from CVD risk factors (arterial hypertension, high total cholesterol, high triglycerides, high glucose level before breakfast, diabetes, overweight, obesity than their white-collar colleagues. A 3-year observation showed a higher chance for positive changes in total cholesterol (OR = 2.90, triglycerides (OR = 2.91, glucose before breakfast (OR = 3.11 and body mass index (OR = 2.56 among white-collar workers. Conclusions: The assessment of the prevalence of CVD risk factors indicated a worse situation among blue-collar workers. We estimated the likelihood of positive changes three years after the launch of the prevention program. It turned out to be higher among white-collar workers. Med Pr 2013;64(3:307–315

  19. Development of a standardized job description for healthcare managers of metabolic syndrome management programs in Korean community health centers.

    Science.gov (United States)

    Lee, Youngjin; Choo, Jina; Cho, Jeonghyun; Kim, So-Nam; Lee, Hye-Eun; Yoon, Seok-Jun; Seomun, GyeongAe

    2014-03-01

    This study aimed to develop a job description for healthcare managers of metabolic syndrome management programs using task analysis. Exploratory research was performed by using the Developing a Curriculum method, the Intervention Wheel model, and focus group discussions. Subsequently, we conducted a survey of 215 healthcare workers from 25 community health centers to verify that the job description we created was accurate. We defined the role of healthcare managers. Next, we elucidated the tasks of healthcare managers and performed needs analysis to examine the frequency, importance, and difficulty of each of their duties. Finally, we verified that our job description was accurate. Based on the 8 duties, 30 tasks, and 44 task elements assigned to healthcare managers, we found that the healthcare managers functioned both as team coordinators responsible for providing multidisciplinary health services and nurse specialists providing health promotion services. In terms of importance and difficulty of tasks performed by the healthcare managers, which were measured using a determinant coefficient, the highest-ranked task was planning social marketing (15.4), while the lowest-ranked task was managing human resources (9.9). A job description for healthcare managers may provide basic data essential for the development of a job training program for healthcare managers working in community health promotion programs. Copyright © 2014. Published by Elsevier B.V.

  20. Scheduling Parallel Jobs with Time-Resource Tradeoff via Nonlinear Programming

    NARCIS (Netherlands)

    Grigoriev, A.; Uetz, Marc Jochen

    We consider a scheduling problem where the processing time of any job is dependent on the usage of a discrete renewable resource, e.g. personnel. An amount of $k$ units of that resource can be allocated to the jobs at any time, and the more of that resource is allocated to a job, the smaller its

  1. In-vivo job development training among peer providers of homeless veterans supported employment programs.

    Science.gov (United States)

    Gao, Ni; Dolce, Joni; Rio, John; Heitzmann, Carma; Loving, Samantha

    2016-06-01

    This column describes a goal-oriented, time-limited in vivo coaching/training approach for skills building among peer veterans vocational rehabilitation specialists of the Homeless Veteran Supported Employment Program (HVSEP). Planning, implementing, and evaluating the training approach for peer providers was intended, ultimately, to support veterans in their goal of returning to community competitive employment. The description draws from the training experience that aimed to improve the ability of peer providers to increase both rates of employment and wages of the homeless veterans using their services. Training peers using an in vivo training approach provided a unique opportunity for the veterans to improve their job development skills with a focus to support employment outcomes for the service users. Peers who received training also expressed that learning skills through an in vivo training approach was more engaging than typical classroom trainings. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  2. Students enrolled in school-sponsored work programs: the effect of multiple jobs on workplace safety and school-based behaviors.

    Science.gov (United States)

    Zierold, Kristina M; Appana, Savi; Anderson, Henry A

    2011-08-01

    Throughout the United States, over 70% of public schools with 12th grade offer school-sponsored work (SSW) programs for credit; 60% offer job-shadowing programs for students. Wisconsin offers a variety of work-based learning programs for students, including, but not limited to, job shadowing, internships, co-op education, and youth apprenticeship programs. No research has compared workplace injury and school-based behaviors in students enrolled in SSW programs who work only 1 job compared with those who work multiple jobs. A total of 6810 students in the 5 public health regions in Wisconsin responded to an anonymous questionnaire that was administered in 2003. The questionnaire asked about employment, injury, characteristics of injury, and school-based behaviors and performance. A total of 3411 high school students aged 14 to 18 reported they were employed during the school year. Among the working students, 13.5% were enrolled in a SSW program. Of the SSW students, 44% worked multiple jobs. SSW students who worked multiple jobs were more likely to do hazardous job tasks, to work after 11 PM, to work over 40 hours per week, to have a near-miss incident, to have a coworker injured, and to be injured at work. SSW students who are working multiple jobs are violating labor laws that put their safety and their school performance at risk. The responsibilities of employers and schools have to be addressed to ensure that SSW students are abiding by labor laws when working multiple jobs.

  3. An Employment Training and Job Placement Program for Foster Youth Making the Transition to Adulthood in Cook County, Illinois

    Science.gov (United States)

    Dworsky, Amy; Havlicek, Judy

    2010-01-01

    This report describes the results of a study that used administrative data to better understand the need for employment-related services and supports among youth in foster care and how one community-based employment training and job placement program in Chicago is trying to address those needs. Among other things, the report describes the…

  4. An Investigation of Principals and Assistant Principals in Pennsylvania and the Impact of Transitional Support Programs on Job Satisfaction

    Science.gov (United States)

    Bowman, W. David

    2009-01-01

    The primary purpose of this study was to assess the impact of the GROW program on the intrinsic, extrinsic, and the general job satisfaction of principals and assistant principals in Pennsylvania. The impact of the variables of year in position, age, gender, level of work, location of school, and present degree was examined; the impact of…

  5. Professional confidence and job satisfaction: an examination of counselors' perceptions in faith-based and non-faith-based drug treatment programs.

    Science.gov (United States)

    Chu, Doris C; Sung, Hung-En

    2014-08-01

    Understanding substance abuse counselors' professional confidence and job satisfaction is important since such confidence and satisfaction can affect the way counselors go about their jobs. Analyzing data derived from a random sample of 110 counselors from faith-based and non-faith-based treatment programs, this study examines counselors' professional confidence and job satisfaction in both faith-based and non-faith-based programs. The multivariate analyses indicate years of experience and being a certified counselor were the only significant predictors of professional confidence. There was no significant difference in perceived job satisfaction and confidence between counselors in faith-based and non-faith-based programs. A majority of counselors in both groups expressed a high level of satisfaction with their job. Job experience in drug counseling and prior experience as an abuser were perceived by counselors as important components to facilitate counseling skills. Policy implications are discussed. © The Author(s) 2013.

  6. 34 CFR 389.1 - What is the Rehabilitation Continuing Education Program?

    Science.gov (United States)

    2010-07-01

    ... 34 Education 2 2010-07-01 2010-07-01 false What is the Rehabilitation Continuing Education Program? 389.1 Section 389.1 Education Regulations of the Offices of the Department of Education (Continued... CONTINUING EDUCATION PROGRAMS General § 389.1 What is the Rehabilitation Continuing Education Program? This...

  7. Retaining undergrads, and preparing grads for academic jobs: the PFPF program

    Science.gov (United States)

    Stewart, Gay

    2001-04-01

    When we embarked upon an NSF supported curriculum development project, it became clear that the greatest need for educational reform to be sustained was for future faculty to be prepared to be as professional about roles as educators as roles as researchers. A new faculty member may find themselves preparing to teach a class for the first time, with little guidance. Complaints employers have about those hired for research positions involve interpersonal skills. More researchers are being called upon to do outreach. Teaching and outreach activities develop these skills. We are adding these kinds of activities to the graduate program, with the same sort of mentoring that accompanies the development of research skills, without extending the time to degree. Also, a new MA for those that find themselves unmotivated by research, but still loving physics, provides a route straight into teaching at very low resource cost. These interests helped us become one of four pilot sites for the Preparing Future Physics Faculty program. The early results of our efforts will be presented: increased undergraduate enrollment and satisfaction with the departmental climate, recognition from the university administration for doing a superior job in student preparation, and graduate students more comfortable in the classroom.

  8. Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

    Science.gov (United States)

    Landsbergis, Paul; Zoeckler, Jeanette; Kashem, Zerin; Rivera, Bianca; Alexander, Darryl; Bahruth, Amy

    2017-01-01

    We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

  9. Creating Jobs through Energy Efficiency Using Wisconsin's Successful Focus on Energy Program

    Energy Technology Data Exchange (ETDEWEB)

    Akhtar, Masood; Corrigan, Edward; Reitter, Thomas

    2012-03-30

    The purpose of this project was to provide administrative and technical support for the completion of energy efficiency projects that reduce energy intensity and create or save Wisconsin industrial jobs. All projects have been completed. Details in the attached reports include project management, job development, and energy savings for each project.

  10. An empirical study to measure the impact of loan assignment for job creation and entrepreneurship programs

    Directory of Open Access Journals (Sweden)

    Abolfazl Danaei

    2012-10-01

    Full Text Available One of the primary concerns of many governmental agencies is to create job and working opportunities. The job creation is often promoted by loans devoted from the banks. This paper performs an empirical study to measure the relative efficiency of job creation from year 2002 to 2010 in different cities including Semnan, Dameghan, Shahrood, Garmsar and Mahdishahr located in west region of Iran. The proposed model of this paper uses data envelopment analysis where there are two inputs including the granted loans to private sector and the job applicants and two outputs including the assigned to work and the number of jobs created. The results indicate that the city of Garmsar represents the highest efficiency and Damghan maintains the lowest efficiency.

  11. Creating Tomorrow's Technologists: Contrasting Information Technology Curriculum in North American Library and Information Science Graduate Programs against Code4lib Job Listings

    Science.gov (United States)

    Maceli, Monica

    2015-01-01

    This research study explores technology-related course offerings in ALA-accredited library and information science (LIS) graduate programs in North America. These data are juxtaposed against a text analysis of several thousand LIS-specific technology job listings from the Code4lib jobs website. Starting in 2003, as a popular library technology…

  12. Technical progress report during Phase 1 of the continuous fiber ceramic composites program

    Energy Technology Data Exchange (ETDEWEB)

    Richerson, D.W.

    1994-03-15

    United States industry has a critical need for materials that are lightweight, strong, tough, corrosion resistant and capable of performing at high temperatures; such materials will enable substantial increase in energy efficiency and reduction in emissions of pollutants. Continuous fiber ceramic composites (CFCCs) are an emerging class of materials which have the potential for the desired combination of properties to meet the industrial needs. A $10 billion annual market has been estimated for CFCC products by the year 2010, which equates to over 100,000 industrial sector jobs. The CFCC program began in the spring of 1992 as a three-phase 10-year effort to assess potential applications of CFCC materials, develop the necessary supporting technologies to design, analyze and test CFCC materials, conduct materials and process development guided by the applications assessment input, fabricate test samples and representative components to evaluate CFCC material capabilities under application conditions, and analyze scaleability and manufacturability plus demonstrate pilot-scale production engineering. DOE awarded 10 Phase I cooperative agreements to industry-lead teams plus identified generic supporting technology projects. This document highlights the broad progress and accomplishments on these contracts and support technology projects during Phase I.

  13. Job attitudes.

    Science.gov (United States)

    Judge, Timothy A; Kammeyer-Mueller, John D

    2012-01-01

    Job attitudes research is arguably the most venerable and popular topic in organizational psychology. This article surveys the field as it has been constituted in the past several years. Definitional issues are addressed first, in an attempt to clarify the nature, scope, and structure of job attitudes. The distinction between cognitive and affective bases of job attitudes has been an issue of debate, and recent research using within-persons designs has done much to inform this discussion. Recent research has also begun to reformulate the question of dispositional or situational influences on employee attitudes by addressing how these factors might work together to influence attitudes. Finally, there has also been a continual growth in research investigating how employee attitudes are related to a variety of behaviors at both the individual and aggregated level of analysis.

  14. 20 CFR 669.100 - What is the purpose of the National Farmworker Jobs Program (NFJP) and the other services and...

    Science.gov (United States)

    2010-04-01

    ....100 Section 669.100 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR NATIONAL FARMWORKER JOBS PROGRAM UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Purpose and Definitions...

  15. Outcome Evaluation of a Policy-Mandated Lifestyle and Environmental Modification Program in a National Job Training Center.

    Science.gov (United States)

    Jimenez, Elizabeth Yakes; Harris, Amanda; Luna, Donald; Velasquez, Daniel; Slovik, Jonathan; Kong, Alberta

    2017-06-01

    Excess weight gain is common when adolescents become young adults, but there are no obesity prevention or weight management interventions that have been tested for emerging adults who follow non-traditional post-secondary paths, such as enrolling in job training programs. We evaluated Healthy Eating & Active Lifestyles (HEALs), a policy-mandated lifestyle education/environmental modification program, at a job training center for low-income 16-24 year olds. We examined average change in body mass index (BMI) z-score from baseline to 6 months for emerging adults (aged 16-24 years) in pre-HEALs implementation (n = 125) and post-HEALs implementation (n = 126) cohorts living at the job training center, by baseline weight status. In both cohorts, average BMI z-score significantly increased from baseline to 6 months for students with BMI < 25. Average BMI z-score significantly decreased for the overweight (BMI 25 to <30; -0.11, p = .03) and obese (BMI ≥ 30; -0.11, p = .001) students only within the post-HEALs cohort; changes within the pre-HEALs cohort and between cohorts were not significant. HEALs may promote positive weight-related trends for overweight/obese students, but prevention efforts for non-overweight/obese students need to be improved.

  16. Partnering with education and job and training programs for sustainable tobacco control among Baltimore african american young adults.

    Science.gov (United States)

    Smith, Katherine Clegg; Bone, Lee; Clay, Eric A; Owings, Kerry; Thames, Sean; Stillman, Frances

    2009-01-01

    Young adults are generally overlooked in tobacco control initiatives, even though they are critical to sustained success. African American young adults who are not in higher education or working are particularly vulnerable to harmful tobacco use, given high smoking rates and limited access to cessation services. Guided by community-based participatory research (CBPR) principles, we sought to identify program and community-level strategies to reduce tobacco use among African American young adults in Baltimore. We describe the challenges and opportunities for integrating effective tobacco control into community-based education and job training programs for unemployed young adults. As part of a longstanding community-research partnership in Baltimore, we conducted fourteen semistructured key informant interviews with leaders from city government and education and job training programs for young adults. The research design, data collection, analysis, and dissemination all included dialogue between and active contribution by both research and community partners. Interview data were structured into opportunities (mindset for change and desire for bonds with a trusted adult), challenges (culture of fatalism, tobacco as a stress reliever, and culture of tobacco use among young adults), and possible tobacco control solutions (tobacco education designed with and for program staff and participants and integration of tobacco issues into holistic program goals and policies). The emergent themes enhance our understanding of how tobacco is situated in the lives of unemployed young adults and the potential for building sustainable, community-based public health solutions.

  17. 49 CFR 452.9 - Elements of a continuous examination program.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 6 2010-10-01 2010-10-01 false Elements of a continuous examination program. 452.9 Section 452.9 Transportation Other Regulations Relating to Transportation (Continued) COAST GUARD... Elements of a continuous examination program. (a) Examinations required by § 452.7 must conform to the...

  18. Mixed integer lineal programming model to schedule flexible job-shop systems in make to order environments

    Directory of Open Access Journals (Sweden)

    Sebastián Enrique Ortiz Gaitán

    2017-07-01

    Full Text Available Introduction: Job Shop (JS production systems are characterized by different route process of the Jobs to be processed. A generalization of this type of systems is the Flexible Job Shop (FJS, in which there is more than one machine per station to perform some of the operations. Objective: The objective of this project was to propose a mixed integer linear programming model to program FJS systems in order to minimize the number of tardy jobs. Methodology: The model was developed using an approach based on sequence-position variables. This approach uses binary variables to decide whether a given operation is assigned to a position in the processing sequence of the assigned machine. To validate the performance of the model data from a small company with an FJS type production system, that develops its operations in an environment to order (MTO, was used. For this reason, the most important performance indicators for the company are those associated with the service level. Results: The results show a reasonable performance in terms of the objective pursued. The optimal production schedule was found in less than 3600 seconds in instances of less than 14 production orders. In larger instances, it obtained feasible solutions within the defined time limit. Conclusions: The model allows defining production schedules in systems in which the fulfillment of due dates is of vital importance. The results have allowed the company to improve its performance and reduce the costs associated with non-compliance of customer’s due dates. Future research can be developed to find more efficient solution methods in terms of computational times to obtain solutions of larger instances.

  19. Changing Social Networks Among Homeless Individuals: A Prospective Evaluation of a Job- and Life-Skills Training Program.

    Science.gov (United States)

    Gray, Heather M; Shaffer, Paige M; Nelson, Sarah E; Shaffer, Howard J

    2016-10-01

    Social networks play important roles in mental and physical health among the general population. Building healthier social networks might contribute to the development of self-sufficiency among people struggling to overcome homelessness and substance use disorders. In this study of homeless adults completing a job- and life-skills program (i.e., the Moving Ahead Program at St. Francis House, Boston), we prospectively examined changes in social network quality, size, and composition. Among the sample of participants (n = 150), we observed positive changes in social network quality over time. However, social network size and composition did not change among the full sample. The subset of participants who reported abstaining from alcohol during the months before starting the program reported healthy changes in their social networks; specifically, while completing the program, they re-structured their social networks such that fewer members of their network used alcohol to intoxication. We discuss practical implications of these findings.

  20. Audit of the Job Training Partnership Act Out-of-School Youth Pilot Demonstration Grant Program for Four Final Round Pilot Grantees.

    Science.gov (United States)

    Office of Inspector General (DOL), Washington, DC.

    The Department of Labor (DOL), Employment and Training Administration (ETA), awarded its final round of Job Training Partnership Act, Title IV, Pilot and Demonstration Grant Program funds for the Youth Opportunity Area Out-of-School Youth (YOA OSY) program in April 1999. Four of the 5 programs were audited in 2000. This audit is a follow-up to the…

  1. An Artful Summer: A Job Program Inspires Creativity and Teaches Responsibility

    Science.gov (United States)

    Dubin, Jennifer

    2010-01-01

    Just as the economic downturn and narrowing of the curriculum have prompted school districts to cut art classes, a nonprofit organization in Baltimore gives disadvantaged youth the opportunity to create art, earn a stipend, and learn valuable job skills. Each summer, Art with a Heart hires about 40 young people to make marketable art--tables and…

  2. A Study of the Relationship Between Resignation and Performance in a Job Retraining Program.

    Science.gov (United States)

    Lantz, Herman R.; Alix, Ernest K.

    This study analyzed the attitude of resignation to inferior economic status from the standpoint of ethnic origin, social and financial background, and response to job retraining opportunities. Detachment from others, lack of commitment and ambition, aversion to work and planning, and restricted hopes and aspirations were determined to be major…

  3. Industrial Technologies Program - Manufacturing Workforce for a Clean Energy Economy (Green Jobs)

    Energy Technology Data Exchange (ETDEWEB)

    None

    2010-05-01

    Making the transition to a clean energy economy will strengthen our energy security, improve the environment, and create jobs. In 2009, Congress passed a stimulus package to help jump-start all sectors of the U.S. economy and accelerate this transition.

  4. 78 FR 16447 - Rehabilitation Continuing Education Program (RCEP) for the Technical Assistance and Continuing...

    Science.gov (United States)

    2013-03-15

    ...-7258. If you use a telecommunications device for the deaf (TDD) or a text telephone (TTY), call the... Department is in the process of reviewing and analyzing the current program to determine future needs... information in the Federal Register (77 FR 66959) to allow the Department to gather input on grants awarded...

  5. Continuing Education Programs within the American Heart Association

    Science.gov (United States)

    Lembright, Katherine A.

    1970-01-01

    Because it believes the nurse can and must be a participant in the co-professional health team (doctor, nurse), the American Heart Association has become increasingly concerned with planning and carrying out activities that contribute to the continuing education of nurses. (PT)

  6. Continuous Fiber Ceramic Composite (CFCC) Program: Gaseous Nitridation

    Energy Technology Data Exchange (ETDEWEB)

    R. Suplinskas G. DiBona; W. Grant

    2001-10-29

    Textron has developed a mature process for the fabrication of continuous fiber ceramic composite (CFCC) tubes for application in the aluminum processing and casting industry. The major milestones in this project are System Composition; Matrix Formulation; Preform Fabrication; Nitridation; Material Characterization; Component Evaluation

  7. Therapeutic effect of continuous exercise training program on serum ...

    African Journals Online (AJOL)

    Background: Creatinine (Cr) has been implicated as an independent predictor of hypertension and exercise has been reported as adjunct therapy for hypertension. The purpose of the present study was to investigate the effect of continuous training programme on blood pressure and serum creatinine concentration in black ...

  8. [Transformations and continuities in Canadian social welfare programs].

    Science.gov (United States)

    Lessa, Iara

    2007-01-01

    Poor mothers and their families constitute a core dilemma for a social welfare system that aims primarily to encourage and keep workers in the labor force. Public income transfers to these and other marginalized groups may be viewed as disincentives to seek paid work and have been characterized in Canada by stinginess and contradictions since the beginning of the XX century. This paper discusses recent transformations in these programs and their effects on families and individuals. Focusing specifically on poor mothers raising children alone, it argues that many gradual cuts and reshaping these programs have changed the character of the social welfare state in Canada, blocking escape routes from poverty for marginalized groups.

  9. Continuing Day Treatment Programs Promote Recovery in Schizophrenia: A Case-based Study

    OpenAIRE

    Handa, Kamna; Grace, Jeffery; Trigoboff, Eileen; Olympia, Josie L.; Annalett, Diane; Watson, Thomas; Poulose, Mon C.; Muzaffar, Tufail; Noyes, Frank L.; Kabatt, Anne; Cushman, Sharon; Antonelli, Maryann; Baxter-Banks, Ginger; Newcomer, David

    2009-01-01

    Continuing day treatment programs focus on community stabilization through comprehensive individualized rehabilitation. They promote recovery through a variety of practical clinical therapeutic interventions. This empirically based report describes a continuing day treatment program’s rehabilitation of four clients with schizophrenia, chronic type in a western New York mental health clinic who were in each of the specialty services: a two-phase program, a program for seniors, and a program fo...

  10. NYSERDA's Green Jobs-Green New York Program: Extending Energy Efficiency Financing To Underserved Households

    Energy Technology Data Exchange (ETDEWEB)

    Zimring, Mark; Fuller, Merrian

    2011-01-24

    The New York legislature passed the Green Jobs-Green New York (GJGNY) Act in 2009. Administered by the New York State Energy Research and Development Authority (NYSERDA), GJGNY programs provide New Yorkers with access to free or low-cost energy assessments,1 energy upgrade services,2 low-cost financing, and training for various 'green-collar' careers. Launched in November 2010, GJGNY's residential initiative is notable for its use of novel underwriting criteria to expand access to energy efficiency financing for households seeking to participate in New York's Home Performance with Energy Star (HPwES) program.3 The GJGNY financing program is a valuable test of whether alternatives to credit scores can be used to responsibly expand credit opportunities for households that do not qualify for traditional lending products and, in doing so, enable more households to make energy efficiency upgrades.

  11. A Finite Continuation Algorithm for Bound Constrained Quadratic Programming

    DEFF Research Database (Denmark)

    Madsen, Kaj; Nielsen, Hans Bruun; Pinar, Mustafa C.

    1999-01-01

    The dual of the strictly convex quadratic programming problem with unit bounds is posed as a linear $\\ell_1$ minimization problem with quadratic terms. A smooth approximation to the linear $\\ell_1$ function is used to obtain a parametric family of piecewise-quadratic approximation problems...

  12. Continuing Education for Lay Ministry: Providers, Beliefs, Issues, and Programs.

    Science.gov (United States)

    English, Leona M.

    2002-01-01

    Responses from 23 of 35 leaders of lay minister education programs indicated liberal attitudes on some issues (social justice, women's ordination); 74% were hopeful about the church's future; 17% felt at risk because of their views; 32% experienced little or no congregational support; and 82% felt that the church needed to improve its acceptance…

  13. The Value of Continued Followup in a Preventive Medicine Program

    Science.gov (United States)

    Villafana, C.; Mockbee, J.

    1970-01-01

    Continued monitoring of hypertension and cholesterol levels in NASA employees by regularly scheduled medical examinations prevents an increase in employee disability and cardiovascular mortality rates. Adequate therapeutic control for younger hypertensive employees is demonstrated by records on mortality and heart diseases over a period of 28 months. It confirmed the importance of systolic blood pressure as diagnostic tool for the inherent risk factor. The prevalence of additional coronary risk factors among employees with hypercholesterolemia is considerably less than in employees with hypertension.

  14. [Study on job support programs for drug addicts in japan: results of a nationwide survey on drug addiction rehabilitation centers (DARC)].

    Science.gov (United States)

    Takahara, Keiko; Morita, Nobuaki; Ogai, Yasukazu; Umeno, Mitsuru; Koda, Minoru; Ikeda, Tomohiro; Yabe, Yohko; Abe, Yukie; Kondo, Tsuneo

    2014-04-01

    In Japan, many drug addiction rehabilitation centers (DARC) provide various types of recovery programs for drug addiction. The purpose of this study was to clarify the attitudes of DARC staff and users regarding job support programs. A nationwide questionnaire survey was conducted in 2009. The staff of 46 facilities and 606 users returned questionnaires. The results indicated that many (92.1%) users had work experience before entering the recovery programs provided by DARC and about half (49.3%) of the users reported being motivated to work. Although many DARC have established various job support programs, the users faced various levels of anxieties to get employed and 60.4% of the users expected to learn more detailed and concrete methods for finding a job. Through the DARC programs, the users gradually realize the significance of basic daily living skills such as maintaining their rhythm of life or neat and presentable appearance. And the more they get recovered the more they understand the significance of "self-care" and "interpersonal relationship skills". These findings indicate that job support programs for drug addicts should also focus on these recovery processes. More extensive job supports dealing with more practical issues and covering a wide variety of anxieties would be imperative.

  15. Technology self-perceptions: the effects of gender, education program and job type

    OpenAIRE

    Trevor-Smith, Haizley Boyce

    2011-01-01

    This study explores gender and education effects on self-perceptions of technology self-efficacy and locus of control. Three steps were used to approach the issue: (1) testing for gender and education influences on individual’s feelings of self-efficacy and control with technology, (2) assessing intentions to update job and technology skills, and (3) whether prior experience with technology positively influenced self-perceptions. The self-perception measures used were versions of Rosenberg’s ...

  16. 78 FR 40625 - National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the...

    Science.gov (United States)

    2013-07-08

    ... Food and Nutrition Service 7 CFR Parts 245 and 272 RIN 0584-AE10 National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the Healthy, Hunger-Free Kids Act of 2010; Approval of... ``National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the Healthy...

  17. Air Force Research Laboratory Resident Associateship Program Continuation

    Science.gov (United States)

    2014-12-04

    control number. PLEASE DO NOT RETURN YOUR FORM TO THE ABOVE ORGANIZATION. 1.  REPORT DATE (DD-MM-YYYY)      25-11-2014 2.  REPORT TYPE      Final...the contract Statement of Work. These functions included stipend payments, management of a major medical benefits insurance program, and...United States Echchgadda, Ibtissam Wilmink, Gerald J 7/1/2011-6/30/2013 Morocco Greer, Kimberly Ann Wilmink, Gerald J 7/30/2012-7/29/2013

  18. High-, Middle-, and Low-Wage Job Preparatory Programs--The Creation and Use of Policy Tool Based on UI Wages Data. Technical Report.

    Science.gov (United States)

    Whittaker, Doug

    This is a report on the 2001 after-college earnings of students from Washington State's community and technical colleges. The state board created a wage-based category system for all 500 vocational/job-preparatory programs offered by the 34 state two-year colleges. The programs were divided into high- ($12 or more per hour), middle- ($10.50-$12…

  19. The job market and temporary work programs. ANalysis of the case of the Greater La Plata conglomerate 2003-2008

    Directory of Open Access Journals (Sweden)

    Juliana Santa María

    2009-01-01

    Full Text Available This paper aims at looking into the job market situation in the Greater La Plata conglomerate, focusing its attention on the implementation of Temporary Work Programs as a clearly passive tool used by the State -especially during the last few decades- to deal with the population's employment issues. Based on the situation that the region presents, the specific situation of the municipality of Berisso which is part of the conglomerate will be looked into, in order to carry out an in-depth analysis of these types of policies' effective implementation forms and strategies on the municipal level. The Permanent Home Survey (EHP - INDEC, information provided by the Municipality and documents on Employment Policies and Programs will be used in order to complete this work.

  20. Advocating for continuing nursing education in a pediatric hospital: the Prince Scholar and Sabbatical Programs.

    Science.gov (United States)

    Sperhac, A M; Goodwin, L D

    2000-01-01

    As nurses gain more experience, they often question the basis of nursing practice and want to find the most current and accepted methods of providing nursing care. Attending seminars, conferences, and continuing education programs is often difficult because of financial and staffing constraints. The authors describe the design and implementation of two funded programs--the Prince Scholars and Sabbatical Programs--that support continuing nursing education in a pediatric tertiary hospital.

  1. Predictive Event Triggered Control based on Heuristic Dynamic Programming for Nonlinear Continuous Time Systems

    Science.gov (United States)

    2015-08-17

    Control based on Heuristic Dynamic Programming for Nonlinear Continuous-Time Systems In this paper, a novel predictive event-triggered control...method based on heuristic dynamic programming (HDP) algorithm is developed for nonlinear continuous-time systems. A model network is used to estimate...College Road, Suite II Kingston, RI 02881 -1967 ABSTRACT Predictive Event-Triggered Control based on Heuristic Dynamic Programming for Nonlinear

  2. Critical Care Nurses' Reasons for Poor Attendance at a Continuous Professional Development Program.

    Science.gov (United States)

    Viljoen, Myra; Coetzee, Isabel; Heyns, Tanya

    2016-12-01

    Society demands competent and safe health care, which obligates professionals to deliver quality patient care using current knowledge and skills. Participation in continuous professional development programs is a way to ensure quality nursing care. Despite the importance of continuous professional development, however, critical care nurse practitioners' attendance rates at these programs is low. To explore critical care nurses' reasons for their unsatisfactory attendance at a continuous professional development program. A nominal group technique was used as a consensus method to involve the critical care nurses and provide them the opportunity to reflect on their experiences and challenges related to the current continuous professional development program for the critical care units. Participants were 14 critical care nurses from 3 critical care units in 1 private hospital. The consensus was that the central theme relating to the unsatisfactory attendance at the continuous professional development program was attitude. In order of importance, the 4 contributing priorities influencing attitude were communication, continuous professional development, time constraints, and financial implications. Attitude relating to attending a continuous professional development program can be changed if critical care nurses are aware of the program's importance and are involved in the planning and implementation of a program that focuses on the nurses' individual learning needs. ©2016 American Association of Critical-Care Nurses.

  3. Lovely and lousy jobs

    OpenAIRE

    Alan Manning

    2013-01-01

    The phenomenon of 'job polarisation' is increasing inequality as the labour market splits into high- and low-wage work. According to Alan Manning, who coined the term a decade ago, we cannot ignore job polarisation - but with sensible policies, we can manage it. Aiming for greater equality in the distribution of human capital is as important as ever. The most compelling explanation for job polarisation lies in the nature of technical progress: machines and software programs have been replacin...

  4. A pilot training program for people in recovery of mental illness as vocational peer support workers in Hong Kong - Job Buddies Training Program (JBTP): A preliminary finding.

    Science.gov (United States)

    Yam, Kevin Kei Nang; Lo, William Tak Lam; Chiu, Rose Lai Ping; Lau, Bien Shuk Yin; Lau, Charles Ka Shing; Wu, Jen Kei Yu; Wan, Siu Man

    2016-10-24

    The present study reviews the delivery of a pilot curriculum-mentorship-based peer vocational support workers training in a Hong Kong public psychiatric hospital. The present paper reports (1) on the development of a peer vocational support workers training - Job Buddies Training Program (JBTP) in Hong Kong; and (2) preliminary findings from both quantitative and qualitative perspectives. The curriculum consists of 15-session coursework, 8-session storytelling workshop and 50-hour practicum to provide Supported Employment Peer Service (SEPS) under the mentorship of occupational therapists. Six trainees were assessed using three psychosocial assessments and qualitative methods. Compared to the baseline, the Job Buddies (JB) trainees showed an increase in awareness of their own recovery progress, occupational competence and problem-solving skills at the end of the training. Their perceived level of self-stigma was also lessened. In post-training evaluation, all Job Buddies trainees said they perceived positive personal growth and discovered their own strengths. They also appreciated the help from their mentors and gained mutual support from other trainees and from exposure with various mini-projects in the training. This pilot study provides an example of incorporating peer support and manualized training into existing work rehabilitation service for our JB trainees. Further studies on the effectiveness of service provided by peer support workers and for development on the potential use of peer support workers in other clinical and rehabilitation settings with larger subjects will be fruitful. Copyright © 2016. Published by Elsevier B.V.

  5. The Abu Dhabi Cardiovascular Program: the continuation of Framingham.

    Science.gov (United States)

    Hajat, Cother; Harrison, Oliver

    2010-01-01

    Sixty years on from its first publication, the Framingham study has made an historic impact in risk identification and prediction of cardiovascular disease (CVD) burden globally. The challenge for the 21st century is in finding practical and scalable methods for effective implementation of population-level interventions that are adaptable to low-, middle-, and high-income settings. Within its first 2 years, the Abu Dhabi Cardiovascular Program, "Weqaya," has delivered a Framingham Risk Score for almost every adult Emirati. This is complemented by a clear and progressive program including the health sector and societal approach to the delivery of interventions for CVD. The health sector response includes the use of clear, evidence-based standards of clinical care, customer-focused service innovation such as the use of mobile and wellness clinics, and attention to the patient experience, and improving compliance using a mixture of encourage, enable, and enforce mechanics. Components of the Abu Dhabi societal approach include "top-down" measures to align the civil sector response including use of policies and regulation, for example, for trade and urban planning. The "bottom-up" measures aim to empower individuals, groups, and populations. Key to the success of this approach lies in central coordination and routine monitoring and evaluation, incorporating the use of simple, shared metrics. The Abu Dhabi approach has created a solid platform for scalable intervention, and for "learning by doing," with impact being monitored at the level of individuals, groups and the whole population. The unique data architecture in Abu Dhabi will enable the first cardiovascular risk score to be developed for the region and the incorporation of novel, modifiable risk factors into the model. The last 2 years have seen huge progress in Abu Dhabi for CVD, but the coming 5 to 10 years promise to unearth real, large-scale solutions, building on the original Framingham model. Furthermore

  6. Beyond the Numbers: Data Use for Continuous Improvement of Programs Serving Disconnected Youth

    Science.gov (United States)

    Pate, Austin; Lerner, Jennifer Brown; Browning, Andrea

    2012-01-01

    This publication is a series of in-depth case studies to examine how three programs which serve a disconnected youth population are utilizing data as a tool for continuous program improvement and ongoing accountability. The report features the following programs: (1) Roca, an organization in Massachusetts which engages the highest-risk youth in…

  7. Quality site seasonal report, Tucson Job Corps Center, SFBP (Solar in Federal Buildings Program) 1751, November 1984 through July 1985

    Energy Technology Data Exchange (ETDEWEB)

    Logee, T.L.

    1987-10-15

    The active solar Domestic Hot Water (DHW) system at the Tucson Job Corps Center was designed and constructed as part of the Solar in Federal Buildings Program (SFBP). This retrofitted system is one of eight of the systems in the SFBP selected for quality monitoring. The purpose of this monitoring effort is to document the performance of quality state-of-the-art solar systems in large Federal buildings. The systems are unique prototypes. Design errors and system faults discovered during the monitoring period could not always be corrected. Therefore, the aggregated overall performance is often considerably below what might be expected had similar systems been constructed consecutively with each repetition incorporating corrections and improvements. The solar collector system is installed on a two story dormitory at the Job Corps Center. The solar system preheats hot water for about two hundred students. The solar system provided about 50% of the energy needed for water heating in the winter and nearly 100% of the water heating needs in the summer. There are about 70,000 gallons of water used per month. There are seventy-nine L.O.F. panels or 1659 square feet of collectors (1764 square feet before freeze damage occurred) mounted in two rows on the south facing roof. Collected solar energy is stored in the 2200-gallon storage tank. The control system is by Johnson Controls. City water is piped directly to the storage tank and is circulated in the collectors. Freeze protection is provided by recirculation of storage water. There is an auxiliary gas fired boiler and 750 gallon DHW storage tank to provide backup for the solar system. Highlights of the performance monitoring from the solar collection system at the Tucson Job Corps Center during the November 1984 through July 1985 monitoring period are presented in this report.

  8. Branding McJobs

    DEFF Research Database (Denmark)

    Noppeney, Claus; Endrissat, Nada; Kärreman, Dan

    Traditionally, employer branding has been considered relevant for knowledge intensive firms that compete in a ‘war for talent’. However, the continuous rise in service sector jobs and the negative image of these so-called McJobs has motivated a trend in rebranding service work. Building on critical...

  9. How the medical practice employee can get more from continuing education programs.

    Science.gov (United States)

    Hills, Laura Sachs

    2007-01-01

    Continuing education can be a win-win situation for the medical practice employee and for the practice. However, in order education programs must become informed consumers of such programs. They must know how to select the right educational programs for their needs and maximize their own participation. Employees who attend continuing education programs without preparation may not get the full benefit from their experiences. This article suggests benchmarks to help determine whether a continuing education program is worthwhile and offers advice for calculating the actual cost of any continuing education program. It provides a how-to checklist for medical practice employees so they know how to get the most out of their continuing education experience before, during, and after the program. This article also suggests using a study partner system to double educational efforts among employees and offers 10 practical tips for taking and using notes at a continuing education program. Finally, this article outlines the benefits of becoming a regular student and offers three practical tips for maximizing the employee's exhibit hall experience.

  10. [Effects of Breastfeeding Empowerment Program on Breastfeeding Self-efficacy, Adaptation and Continuation in Primiparous Women].

    Science.gov (United States)

    Song, Seon Mi; Park, Mi Kyung

    2016-06-01

    The purpose of this study was to develop a breastfeeding empowerment program and to investigate the effects of the breastfeeding empowerment program on self-efficacy, adaptation and continuation of breastfeeding for primiparous women. The 5 session breastfeeding empowerment program was developed and a non-equivalent control group non-synchronized quasi-experiment design was used. Fifty-five participants were assigned to either the experimental group (n=27) or the control group (n=28). Effects were tested using repeated measures ANOVA and χ²-test. Scores for self-efficacy, adaptation and continuation of breastfeeding of in the experimental group after program were significantly higher than 1 week, 4 weeks, 8 weeks scores in control group. The effects of the breastfeeding empowerment program for elevating self-efficacy, adaptation and continuation of breastfeeding in primiparous women were validated. Therefore, this program can be recommended for vigorous use in clinical practice.

  11. Effects of physical activity program on weight, physical fitness, occupational stress, job satisfaction, and quality of life of overweight employees in high-tech industries: a randomized controlled study.

    Science.gov (United States)

    Fang, Yun-Ya; Huang, Chien-Yuan; Hsu, Mei-Chi

    2018-02-21

    The aim of this study was to examine the effectiveness of the physical activity (PA) program on weight control, physical fitness, occupational stress, job satisfaction, and quality of life of overweight and sedentary employees in high-tech industries. Participants in the intervention group (n = 37) were instructed to carry out PA program on a moderate intensity for 60 min/session, 3 sessions/week for 12 weeks. Those in the control group (n = 38) received no PA program, were asked to continue their routine lifestyle. Evaluations were performed at baseline and at the end of the intervention. Results of structured questionnaires and blood biochemistry tests and evaluations of physical fitness were analyzed. PA program has effectively reduced the number of risk factors of metabolic syndrome and body fat percentage, and improved the physical fitness such as flexibility, muscular strength and endurance and cardiorespiratory endurance. The intervention has also significantly decreased levels of serum triglyceride, total cholesterol and low-density lipoproteins-cholesterol. Significant positive effects on work control, interpersonal relationship at work, global job satisfaction and quality of life, have also been demonstrated. Results from this study showed that PA program can be helpful in improving physical, physiological and psychological outcomes for overweight and sedentary employees in high-tech industries.

  12. Utilizing Collaborative Analysis of Student Learning in Educator Preparation Programs for Continuous Improvement

    Directory of Open Access Journals (Sweden)

    Susan Colby

    2016-12-01

    Full Text Available In this results-oriented era of accountability, educator preparation programs are called upon to provide comprehensive data related to student and program outcomes while also providing evidence of continuous improvement. Collaborative Analysis of Student Learning (CASL is one approach for fostering critical inquiry about student learning. Graduate educator preparation programs in our university used collaborative analysis as the basis for continuous improvement during an accreditation cycle. As authors of this study, we sought to better understand how graduate program directors and faculty used collaborative analysis to inform practice and improve programs. Our findings suggested that CASL has the potential to foster collective responsibility for student learning, but only with a strong commitment from administrators and faculty, purposefully designed protocols and processes, fidelity to the CASL method, and a focus on professional development. Through CASL, programs have the ability to produce meaningful data related to student and program outcomes and meet the requirements for accreditation.

  13. 77 FR 58996 - Multiple Award Schedule (MAS) Program Continuous Open Season-Operational Change; Extension of...

    Science.gov (United States)

    2012-09-25

    ... From the Federal Register Online via the Government Publishing Office GENERAL SERVICES ADMINISTRATION Multiple Award Schedule (MAS) Program Continuous Open Season-- Operational Change; Extension of Comment Period AGENCY: Federal Acquisition Service (FAS), General Services Administration (GSA). ACTION...

  14. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan M.; Malchow-Møller, Nikolaj; Sørensen, Anders

    We extend earlier analyses of the job creation of start-ups vs. established firms by taking into consideration the educational content of the jobs created and destroyed. We define educationspecific measures of job creation and job destruction at the firm level, and we use these to construct a mea...

  15. Perceived Value of University-Based Continuing Education Leadership Development Programs for Administrators

    Science.gov (United States)

    Stone, Geri L.; Major, Claire H.

    2014-01-01

    This quantitative study, which involved development of a Value Creation Survey, examined the perceived value of leadership development programs (LDPs) provided by continuing higher education for administrators in colleges and universities. Participants were administrators at Association for Continuing Higher Education (ACHE) member institutions.…

  16. 25 CFR 163.41 - Postgraduation recruitment, continuing education and training programs.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Postgraduation recruitment, continuing education and... AND WATER GENERAL FORESTRY REGULATIONS Forestry Education, Education Assistance, Recruitment and Training § 163.41 Postgraduation recruitment, continuing education and training programs. (a...

  17. MODIFICATION OF PERSEVERATIVE RESPONDING THAT INCREASED EARNINGS BUT IMPEDED SKILL ACQUISITION IN A JOB-SKILLS TRAINING PROGRAM

    OpenAIRE

    DeFulio, Anthony; Iati, Carina; Needham, Mick; Silverman, Kenneth

    2009-01-01

    Adults in a therapeutic workplace working on a computerized keyboarding training program earned vouchers for typing correct characters. Typing technique was evaluated on review steps. Participants could pass the review and earn a bonus, or skip the review and proceed with no bonus. Alternatively, participants could continue practicing on the same step. Participants persistently repeated the same step, which halted progress through the program but allowed them to increase their rate of respond...

  18. Job Creation and Job Types

    DEFF Research Database (Denmark)

    Kuhn, Johan Moritz; Malchow-Møller, Nikolaj; Sørensen, Anders

    2016-01-01

    We extend earlier analyses of the job creation of start-ups versus established firms by considering the educational content of the jobs created and destroyed. We define education-specific measures of job creation and job destruction at the firm level, and we use these measures to construct...... a measure of “surplus job creation”, defined as jobs created on top of any simultaneous destruction of similar jobs in incumbent firms in the same region and industry. Using Danish employer-employee data from 2002–2007 that identify the start-ups and that cover almost the entire private sector......, these measures allow us to provide a more nuanced assessment of the role of entrepreneurial firms in the job-creation process than in previous studies. Our findings show that although start-ups are responsible for the entire overall net job creation, incumbents account for more than one-third of net job creation...

  19. A Self-Ethnographic Investigation of Continuing Education Program in Engineering Arising from Economic Structural Change

    Science.gov (United States)

    Kaihlavirta, Auri; Isomöttönen, Ville; Kärkkäinen, Tommi

    2015-01-01

    This paper provides a self-ethnographic investigation of a continuing education program in engineering in Central Finland. The program was initiated as a response to local economic structural change, in order to offer re-education possibilities for a higher educated workforce currently under unemployment threat. We encountered considerable…

  20. Table-top job analysis

    Energy Technology Data Exchange (ETDEWEB)

    1994-12-01

    The purpose of this Handbook is to establish general training program guidelines for training personnel in developing training for operation, maintenance, and technical support personnel at Department of Energy (DOE) nuclear facilities. TTJA is not the only method of job analysis; however, when conducted properly TTJA can be cost effective, efficient, and self-validating, and represents an effective method of defining job requirements. The table-top job analysis is suggested in the DOE Training Accreditation Program manuals as an acceptable alternative to traditional methods of analyzing job requirements. DOE 5480-20A strongly endorses and recommends it as the preferred method for analyzing jobs for positions addressed by the Order.

  1. Improving Student Job Placement and Assessment through the Use of Digital Marketing Certification Programs

    Science.gov (United States)

    Staton, Mark G.

    2016-01-01

    The area of digital marketing is a difficult one for course development. Not only is it a relatively new topic area--having become popular after many marketing faculty completed their academic training--it is a constantly changing one wherein "innovative" tools are continuously being replaced within the industry. After uncovering what…

  2. A genetic algorithm-based job scheduling model for big data analytics.

    Science.gov (United States)

    Lu, Qinghua; Li, Shanshan; Zhang, Weishan; Zhang, Lei

    Big data analytics (BDA) applications are a new category of software applications that process large amounts of data using scalable parallel processing infrastructure to obtain hidden value. Hadoop is the most mature open-source big data analytics framework, which implements the MapReduce programming model to process big data with MapReduce jobs. Big data analytics jobs are often continuous and not mutually separated. The existing work mainly focuses on executing jobs in sequence, which are often inefficient and consume high energy. In this paper, we propose a genetic algorithm-based job scheduling model for big data analytics applications to improve the efficiency of big data analytics. To implement the job scheduling model, we leverage an estimation module to predict the performance of clusters when executing analytics jobs. We have evaluated the proposed job scheduling model in terms of feasibility and accuracy.

  3. An Analysis of Job Satisfaction among Iranian Pharmacists through Various Job Characteristics.

    Science.gov (United States)

    Foroughi Moghadam, Mohamad Javad; Peiravian, Farzad; Naderi, Azadeh; Rajabzadeh, Ali; Rasekh, Hamid Reza

    2014-01-01

    Pharmacists and pharmaceutical services are among the most important resources and programs in providing health for a society. Pharmacists as the key players in presenting health services, greatly impact on the health of a society and if they suffer low job satisfaction, their dissatisfaction may relatively threaten health in a society. This study was conducted to determine Iranian pharmacists' job satisfaction and additionally, some causes of dissatisfaction among pharmacists have been diagnosed. A job satisfaction questionnaire was developed and reliability tests were done by some experts in field of pharmacy practice. A sample of 700 pharmacists was selected among ten leading provinces of the country and questionnaires were distributed at the continuing pharmacy education conferences. Three essential factors named "Endogenous Satisfaction", "Exogenous Satisfaction" and "Current Sense of Being Pharmacists" was considered as the main job satisfaction factors. Generally low scores of exogenous and endogenous job satisfaction were concluded among pharmacists while most of them were highly satisfied with being pharmacist. Male pharmacists were more satisfied than their female colleagues and a positive relationship between age and work experience with exogenous job satisfaction was found. Low levels of job satisfaction which were found among Iranian pharmacists could be considered as a deficiency of health system in Iran. Fortunately, inherent interest in the pharmacy profession found among Iranian pharmacists is an optimistic point at which policy-makers could develop their modifying policies. Health policy-makers must endeavor to take other steps to issue solutions for this current problem.

  4. Middle-Skilled Workforce Needs in a Changing Oil and Gas Industry: the Role of Flexibility. As the Oil Industry continues to shed jobs due to the global downturn in oil prices, one of the most vulnerable sectors to job loss are the middle-skilled workers such as the technicians and drill operators. We present options and ideas to mitigate the problem.

    Science.gov (United States)

    Waddell, K.

    2015-12-01

    Middle-skilled workers are those whose jobs require considerable skill but not an advanced degree. Nationwide, one-third of the projected job growth for 2010-2020 will require middle-skilled workers. The educational paths to these jobs include career and technical education (CTE), certificates and associate's degrees from community colleges, apprenticeship programs, and training provided by employers. In the oil industry, the demand is expected to about 150,000 jobs. In environmental restoration and monitoring, there will be a need for at least 15,000 middle-skilled workers. Examples of the types of jobs include geological and petroleum technicians, derrick and drill operators, and pump system and refinery operators for the oil and gas sector. For the environmental restoration and monitoring sector, the types of jobs include environmental science technicians, and forest (and coastal) conservation technicians and workers. However, all of these numbers will be influenced by the growth and contraction of the regional or national economy that is not uncommon in the private sector. Over the past year, for example, the oil and gas industry has shed approximately 75,000 jobs (out of a workforce of 600,000) here in the United States, due almost exclusively to the drop of oil prices globally. A disproportionate number of the lost jobs were among the middle-skilled workforce. Meanwhile, the recent settlements stemming from the Deepwater Horizon oil spill are expected to create a surge of environmental restoration activity in the Gulf of Mexico region that has the potential to create thousands of new jobs over the next decade and beyond. Consequently, there is a need to develop education, training and apprenticeship programs that will help develop flexibility and complementary skill sets among middle-skilled workers that could help reduce the impacts of economic downturns and meet the needs of newly expanding sectors such as the environmental restoration field. This

  5. Federally Funded Education and Job Training Programs for Low-Income Youth

    Science.gov (United States)

    Dworsky, Amy

    2011-01-01

    With the growing demand for highly skilled workers and declining wages for those who are less skilled, low-income youth with limited education and no work experience have few opportunities for gainful employment. Since the Great Depression, the federal government has been funding programs that provide low-income, out-of-school, and unemployed…

  6. The Literacy Requirements of an Account Clerk on the Job and in a Vocational Training Program.

    Science.gov (United States)

    Moe, Alden J.; And Others

    As part of a project that identified the specific literacy skills required in ten occupations, this report provides two levels of instructional information about account clerks. Factual data are presented in Parts I and II for use in decision making by program developers, administrators, teachers, and counselors. These sections note the specific…

  7. Jobs API

    Data.gov (United States)

    General Services Administration — This Jobs API returns job openings across the federal government and includes all current openings posted on USAJobs.gov that are open to the public and located in...

  8. Job satisfaction

    OpenAIRE

    PODROUŽKOVÁ, Lucie

    2013-01-01

    Bachelor thesis deals with job satisfaction. It is often given to a context with the attitude to work which is very much connected to job satisfaction. Thesis summarises all the pieces of information about job satisfacion, factors that affect it negatively and positively, interconnection of work satisfaction and work motivation, work behaviour and performance of workers, relationship of a man and work and at last general job satisfaction and its individual aspects. In the thesis I shortly pay...

  9. Matgéné: a program to develop job-exposure matrices in the general population in France.

    Science.gov (United States)

    Févotte, Joëlle; Dananché, Brigitte; Delabre, Laurène; Ducamp, Stephane; Garras, Loïc; Houot, Marie; Luce, Danièle; Orlowski, Ewa; Pilorget, Corinne; Lacourt, Aude; Brochard, Patrick; Goldberg, Marcel; Imbernon, Ellen

    2011-10-01

    Matgéné is a program to develop job-exposure matrices (JEMs) adapted to the general population in France for the period since 1950. The aim is to create retrospective exposure assessment tools for estimating the prevalence of occupational exposure to various agents that can then be correlated to health-related parameters. JEMs were drawn up by a team of six industrial hygienists who based their assessments on available occupational measurement, economic and statistical data, and several thousand job descriptions from epidemiological studies performed in France since 1984. Each JEM is specific to one agent, assessing exposure for a set of homogeneous combinations (occupation × activity × period) according to two occupational classifications (ISCO 1968 and PCS 1994) and one economic activities classification (NAF 2000). The cells of the JEM carry an estimate of the probability and level of exposure. Level is estimated by the duration and intensity of exposure-linked tasks or by description of the tasks when exposure measurement data are lacking for the agent in question. The JEMs were applied to a representative sample of the French population in 2007, and prevalence for each exposure was estimated in various population groups. All documents and data are available on a dedicated website. By the end of 2010, 18 JEMs have been developed and eight are under development, concerning a variety of chemical agents: organic and mineral dust, mineral fibers, and solvents. By implementation in the French population, exposure prevalences were calculated at different dates and for complete careers, and attributable risk fractions were estimated for certain pathologies. Some of these results were validated by comparison with those of other programs. Initial Matgéné JEMs results are in agreement with the French and international literature, thus validating the methodology. Exposure estimates precision, however, vary between agents and according to the amount of exposure

  10. Curriculum Evaluation and Employers Opinions: the case study of Educational Technology Program in Bachelor Degree (Continuing Program

    Directory of Open Access Journals (Sweden)

    Nakhon Lalognam

    2016-09-01

    Full Text Available The purposes of this research were: 1 to evaluate the Educational Technology Program (Continuing Program in Bachelor Degree curriculum which is revised in 2007 by applying CIPP model for evaluation. 2 to study the opinions of the employers about the ideal characteristics and actual characteristics of graduates. 3 to study the opinions for the requirements of the Educational Technology Program in Bachelor Degree (Continuing Program and knowledge implementation in work of graduates. 4 to make the suggestions and guidelines to improve the Educational Technology Program in Bachelor Degree (Continuing Program to achieve potentiality and responsive for the requirements of learners and employers. The sample of this research were 310 persons ; consisted of graduates in the Educational Technology Program in Bachelor Degree (Continuing Program in academic year 2006 - 2010, the committee of the Educational Technology Program in Bachelor Degree (Continuing Program , instructors and employers by using Multi-stage Random Sampling and Simple Random Sampling. The instruments of this research were the 5 levels rating scale questionnaire and the structured interview type. They consisted of 3 sets: 1 for graduates, 2 for the committee of the Educational Technology Program in Bachelor Degree (Continuing Program and 3 for instructors and employers. The research found that: 1. The results of evaluation on the Educational Technology Program in Bachelor Degree (Continuing Program which is revised in 2007 were: 1.1 The opinions of graduates to curriculum in all of aspects were average at the uncertain level which the context aspect was at the high level, input aspect was at the uncertain level, process aspect was at the uncertain level and product aspect was at the high level. 1.2 The opinions of the curriculum committee and instructors to curriculum in all of aspects were average at the high level which the context aspect was at the high level, input aspect was at the

  11. Modification of perseverative responding that increased earnings but impeded skill acquisition in a job-skills training program.

    Science.gov (United States)

    DeFulio, Anthony; Iati, Carina; Needham, Mick; Silverman, Kenneth

    2009-01-01

    Adults in a therapeutic workplace working on a computerized keyboarding training program earned vouchers for typing correct characters. Typing technique was evaluated on review steps. Participants could pass the review and earn a bonus, or skip the review and proceed with no bonus. Alternatively, participants could continue practicing on the same step. Participants persistently repeated the same step, which halted progress through the program but allowed them to increase their rate of responding and, as a result, their earnings. Blocking the initiation of practice on review steps and removing payment for practice initiated after prompts (extinction) both produced rapid progress through the program. These results underscore the importance of careful arrangement of the contingencies in adult education programs.

  12. Contributions of On-the-Job Training Program to the Skills, Personal Qualities and Competencies of Tourism Graduates

    Directory of Open Access Journals (Sweden)

    Elroy Joseph C. Valdez

    2015-11-01

    Full Text Available This study ascertains the contributions of on-the-job training (OJT program of a university to the development of skills, personal qualities and competencies of tourism students. The study is descriptive and uses survey questionnaire for data gathering. Respondents consist of 74 tourism graduates from 2009 to 2013, which is 75.5% of the total number of graduates. Results show that the OJT program of the university has significant contributions to the development of students’ basic skills, thinking skills, personal qualities and competencies on resources, interpersonal, information, systems and technology. Further, the similarities of OJT contributions for males and females imply that there is no gender bias in the training places while the differences on OJT contributions for self-employed, casual, contractual and permanent employees indicate that those with more skills and competencies are more inclined to entrepreneurial activities than to employment. The OJT program is also consistent throughout the years in providing skills and personal qualities as indicated by the non-difference on OJT contributions when grouped according to graduation year. Of immediate concern, however, is the decline of OJT contributions to the competencies of 2013 graduates. The study recommends that the university should tie-up with more tourism industry partners that can give excellent trainings for students and offer more international OJT for them to be more globally competitive. The training of students should also be regularly monitored by university training coordinators. Finally, the university may also consider and study ways on how to develop the entrepreneurial skills of tourism students.

  13. The energy-related inventions program: Continuing benefits to the inventor community

    Energy Technology Data Exchange (ETDEWEB)

    Braid, R.B. Jr.; Brown, M.A.; Wilson, C.R.; Franchuk, C.A.; Rizy, C.G.

    1996-10-01

    This report provides information on the economic, energy, and environmental impacts of inventions supported by the Energy-Related Inventions Program (ERIP) - a technology commercialization program jointly operated by the U.S. Department of Energy (DOE) and the National Institute of Standards and Technology (NIST). It describes the results of the latest in a series of ERIP evaluation projects that have been completed since 1980. The period of interest is 1980 through 1994. The evaluation is based on data collected in 1995 through mail and telephone surveys of 211 program participants, and historical data collected during previous evaluations for an additional 253 participants. As of September 1993, a total of 609 inventions had been recommended to DOE by NIST, which screens all submitted inventions for technical merit, potential for commercial success, and potential energy impact. By the end of 1994, at least 144 (or 24%) of these inventions had entered the market, generating total cumulative sales of $961 million (in 19944). It is estimated that in 1994 ERIP inventors earned royalties of $2.3 million, and over the lifetime of the program, royalties total $28.2 million. With $47.5 million in grants awarded from 1975 through 1994 and $124 million in program appropriations over the same period, ERIP has generated a 20:1 return in terms of sales values to grants, and an 8:1 return in sales versus program appropriations. Further, it is estimated that at least 757 job-years of employment were supported by ERIP technologies in 1994, and that this resulted in a return of approximately $3.4 million in individual income taxes to the U.S. Treasury. Finally, approximately $334 million of energy expenditures were saved in 1994 as a result of the commercial success of five ERIP projects. These energy savings resulted in reduced emissions of 2.1 million metric tons of carbon in 1994 alone.

  14. Programmer Job Training for the Disadvantaged.

    Science.gov (United States)

    Feurzeig, Wallace

    1978-01-01

    Discusses programer job training programs, designed to give the knowledge, skills, and effective job experience required for placement in entry level business programing jobs, to chronically unemployed, low-income adults who lack marketable skills, but demonstrate the intelligence, competence, motivation, and temperament required to do…

  15. Assessing the effectiveness of HSE Management Programs And Its Relationship With jobSatisfaction، One of the vegetable oil production plant at the West of Tehran

    Directory of Open Access Journals (Sweden)

    Akbar Pakjoo

    2017-03-01

    Full Text Available Background & Objectives: Today Every organization in order  to survive and develop, need safe and efficient staffing and to use appropriate and worthy of this investment . Accomplishing this goal,  is possible only by executing programs in HSE management seamlessly until to eliminate parallel activities and to create a balance in current Affairs effective organization and by motivating staff and to increase productivity and save money. The original purpose of this reserch is  to study efectiveness of HSE management programs and its relationship with job satisfaction in  offered plant. Methods: The method  of this research is  survey and data analysis  is descriptive-analytic. The statistical  society is  60 persons of Noosh Azar Company who was determined by using cocran formula and randomly. The assessment tool is  a researcher made questionnaire which the validity was confirmed by professors and faculty members and its reliability was measured by using Cronbach. Data were analyzed using SPSS 22. Conclusions: The results were  that the between total score of HSE programs and total score of job satisfaction and all of the aspects of them, before and after the intervention there was a significant and positive correlation. Ranking in the field of management indicators HSE, for "professional health control programs" and the job satisfaction index ranking, for "technical management" was the highest score. Results: Considering the significant relationship between job satisfaction and HSE management programs, as these programs are implemented coherently and more and more quality it will be more effective on  the employee satisfaction.

  16. Partnering to develop a continuing professional development program in a low-resource setting: Cambodia.

    Science.gov (United States)

    Mack, Heather G; Meng, Ngy; Parsons, Tanya; Schlenther, Gerhard; Murray, Neil; Hart, Richard

    2017-08-01

    To design and implement a continuing professional development (CPD) program for Cambodian ophthalmologists. Partnering (twinning) between the Royal Australian and New Zealand College of Ophthalmologists (RANZCO) and the Cambodian Ophthalmological Society (COS). Practicing ophthalmologists in Cambodia. A conjoint committee comprising 4 ophthalmologists from RANZCO and 3 ophthalmologists from COS was established, supported by a RANZCO administrative team experienced in CPD administration. CPD requirements and recording were adapted from the RANZCO CPD framework. Cambodian ophthalmologists were surveyed during program implementation and after handover to COS. At the end of the 3-year program at handover to COS, a CPD program and online recording system was established. All 47 (100%) practicing ophthalmologists in Cambodia were registered for CPD, and 21/47 (45%) were actively participating in the COS CPD program online recording. Surveys of attitudes toward CPD demonstrated no significant change. Partnering was moderately effective in establishing a CPD program for Cambodian ophthalmologists. Uptake of CPD may have been limited by lack of a requirement for CPD for continuing medical licensure in Cambodia. Follow-up will be necessary to demonstrate CPD program longevity. Copyright © 2017 Canadian Ophthalmological Society. Published by Elsevier Inc. All rights reserved.

  17. Continued advancement of the programming language HAL to an operational status

    Science.gov (United States)

    1971-01-01

    The continued advancement of the programming language HAL to operational status is reported. It is demonstrated that the compiler itself can be written in HAL. A HAL-in-HAL experiment proves conclusively that HAL can be used successfully as a compiler implementation tool.

  18. Alpha Community College: A Model to Demonstrate the Organization and Operation of a Continuing Education Program.

    Science.gov (United States)

    Murphy, James P.

    After a brief historical background of community college functions, the author develops a fictional model, Alpha College, to demonstrate the organization and operation of a continuing education program. The following hypothetical examples are offered: general course offerings, sociology for nurses, industrial drafting, informal course in real…

  19. Evaluating Continued Use of an Online Teacher Professional Development Program with a Sustained Implementation Scale

    Science.gov (United States)

    Rasmussen, Clay L.; Byrd, David R.

    2016-01-01

    The purpose of this study was to determine the effectiveness of a teacher professional development (PD) program as measured by the extent that participants have continued to use lessons and materials up to three years after the PD experience. The PD was delivered online and structured by five key characteristics of effective PD. A…

  20. Beyond Customer Satisfaction: Reexamining Customer Loyalty to Evaluate Continuing Education Programs

    Science.gov (United States)

    Hoyt, Jeff E.; Howell, Scott L.

    2011-01-01

    This article provides questionnaire items and a theoretical model of factors predictive of customer loyalty for use by administrators to determine ways to increase repeat purchasing in their continuing education programs. Prior studies in the literature are discussed followed by results of applying the model at one institution and a discussion of…

  1. An Innovative Continuing Nursing Education Program Targeting Key Geriatric Conditions for Hospitalized Older People in China

    Science.gov (United States)

    Xiao, Lily Dongxia; Shen, Jun; Wu, Haifeng; Ding, Fu; He, Xizhen; Zhu, Yueping

    2013-01-01

    A lack of knowledge in registered nurses about geriatric conditions is one of the major factors that contribute to these conditions being overlooked in hospitalized older people. In China, an innovative geriatric continuing nursing education program aimed at developing registered nurses' understanding of the complex care needs of hospitalized…

  2. Seismic Qualification Program Plan for continued operation at DOE-SRS Nuclear Material Processing facilities

    Energy Technology Data Exchange (ETDEWEB)

    Talukdar, B.K.; Kennedy, W.N.

    1991-12-31

    The Savannah River Facilities for the most part were constructed and maintained to standards that were developed by Du Pont and are not rigorously in compliance with the current General Design Criteria (GDC); DOE Order 6430.1A requirements. In addition, any of the facilities were built more than 30 years ago, well before DOE standards for design were issued. The Westinghouse Savannah River Company (WSRC) has developed a program to address the evaluation of the Nuclear Material Processing (NMP) facilities to GDC requirements. The program includes a facility base-line review, assessment of areas that are not in compliance with the GDC requirements, planned corrective actions or exemptions to address the requirements, and a safety assessment. The authors from their direct involvement with the Program, describe the program plan for seismic qualification including other natural phenomena hazards for existing NMP facility structures to continue operation. Professionals involved in similar effort at other DOE facilities may find the program useful.

  3. Seismic Qualification Program Plan for continued operation at DOE-SRS Nuclear Material Processing facilities

    Energy Technology Data Exchange (ETDEWEB)

    Talukdar, B.K.; Kennedy, W.N.

    1991-01-01

    The Savannah River Facilities for the most part were constructed and maintained to standards that were developed by Du Pont and are not rigorously in compliance with the current General Design Criteria (GDC); DOE Order 6430.1A requirements. In addition, any of the facilities were built more than 30 years ago, well before DOE standards for design were issued. The Westinghouse Savannah River Company (WSRC) has developed a program to address the evaluation of the Nuclear Material Processing (NMP) facilities to GDC requirements. The program includes a facility base-line review, assessment of areas that are not in compliance with the GDC requirements, planned corrective actions or exemptions to address the requirements, and a safety assessment. The authors from their direct involvement with the Program, describe the program plan for seismic qualification including other natural phenomena hazards for existing NMP facility structures to continue operation. Professionals involved in similar effort at other DOE facilities may find the program useful.

  4. The Perceived Degree Satisfaction and Job Preparedness of On-Campus and Distance Campus Graduates from the Bachelor of Science in Interdisciplinary Studies Degree Program at Mississippi State University

    Science.gov (United States)

    Busby, Michael Kevin

    2012-01-01

    Research suggests that perceived degree satisfaction and perceived job preparedness are related to positive experiences from undergraduate degree programs. Research also suggests that perceived levels of degree satisfaction and job preparedness may vary based on whether the student was a traditional or nontraditional student. Therefore the purpose…

  5. Job performance

    OpenAIRE

    Tesařová, Markéta

    2008-01-01

    The goal of diploma thesis is to outline possible connections to job performance and to prove that the job performance issue is more and more actual and over and over discussed in business circles and also among HR managers and firm owners. Job performance management should be always placed in the middle of their concern. Because of permanent changes in business environment where organizations must face the competition managers should make an effort to implement evaluation system and performa...

  6. Developing a Continuing Professional Development Program to Improve Nursing Practice in Lesotho.

    Science.gov (United States)

    Moetsana-Poka, Flavia; Lebaka, Makholu; McCarthy, Carey F

    2014-01-01

    In 2010, the Lesotho Ministry of Health and Social Welfare (MOHSW) issued the Continuing Education Strategy for all Health Care Workers in Lesotho, requiring professional regulatory bodies to enforce continuing education requirements amongst their members. In order to comply with this strategy, the Lesotho Nursing Council worked to develop a national comprehensive program for continuing professional development (CPD). Through a seed grant and technical assistance from the African Health Professions Regulatory Collaborative (ARC), national nursing and midwifery leadership collaboratively developed a national CPD framework. The draft CPD framework and logbook were formally vetted with stakeholders during consultative meetings held around the country. The CPD framework was successfully piloted prior to being launched nationally in October 2012. This is the first health professional CPD program in Lesotho. Development of a CPD program in Lesotho has created a platform to reconcile nursing practice with the legislative standards governing the workforce. The one-year grant timeframe, along with limited financial and staff resources limited presented implementation challenges. In establishing a comprehensive national CPD program, it is critical for countries to engage in a staged planning process that includes monitoring and evaluation.

  7. Resident continuity of care experience in a Canadian general surgery training program

    Science.gov (United States)

    Sidhu, Ravindar S.; Walker, G. Ross

    Objectives To provide baseline data on resident continuity of care experience, to describe the effect of ambulatory centre surgery on continuity of care, to analyse continuity of care by level of resident training and to assess a resident-run preadmission clinic’s effect on continuity of care. Design Data were prospectively collected for 4 weeks. All patients who underwent a general surgical procedure were included if a resident was present at operation. Setting The Division of General Surgery, Queen’s University, Kingston, Ont. Outcome measures Preoperative, operative and inhospital postoperative involvement of each resident with each case was recorded. Results Residents assessed preoperatively (before entering the operating room) 52% of patients overall, 20% of patients at the ambulatory centre and 83% of patients who required emergency surgery. Of patients assessed by the chief resident, 94% were assessed preoperatively compared with 32% of patients assessed by other residents ( p 0.1). Conclusions This study serves as a reference for the continuity of care experience in Canadian surgical programs. Residents assessed only 52% of patients preoperatively, and only 40% of patients had complete continuity of care. Factors such as ambulatory surgery and junior level of training negatively affected continuity experience. Such factors must be taken into account in planning surgical education. PMID:10526519

  8. Evaluation of an online continuing education program from the perspective of new graduate nurses.

    Science.gov (United States)

    Karaman, Selcuk; Kucuk, Sevda; Aydemir, Melike

    2014-05-01

    The aim of this study is to evaluate the online continuing education program from the perspectives of new graduate nurses. An evaluation framework includes five factors (program and course structure, course materials, technology, support services and assessment). In this study, descriptive research methods were used. Participants of the study included 2.365 registered nurses enrolled in the first online nursing bachelor completion degree program in the country. Data were collected by survey. The findings indicated that students were mostly satisfied with this program. The results of this study suggest that well designed asynchronous online education methods can be effective and appropriate for registered nurses. However, the provision of effective support and technological infrastructure is as vital as the quality of teaching for online learners. © 2013.

  9. Pharmacists' perception of synchronous versus asynchronous distance learning for continuing education programs.

    Science.gov (United States)

    Buxton, Eric C

    2014-02-12

    To evaluate and compare pharmacists' satisfaction with the content and learning environment of a continuing education program series offered as either synchronous or asynchronous webinars. An 8-lecture series of online presentations on the topic of new drug therapies was offered to pharmacists in synchronous and asynchronous webinar formats. Participants completed a 50-question online survey at the end of the program series to evaluate their perceptions of the distance learning experience. Eighty-two participants completed the survey instrument (41 participants from the live webinar series and 41 participants from the asynchronous webinar series.) Responses indicated that while both groups were satisfied with the program content, the asynchronous group showed greater satisfaction with many aspects of the learning environment. The synchronous and asynchronous webinar participants responded positively regarding the quality of the programming and the method of delivery, but asynchronous participants rated their experience more positively overall.

  10. Evaluation of Continuing Professional Development Program for Family Physicians.

    Science.gov (United States)

    Karim, Syed Irfan; Irfan, Farhana; Qureshi, Riaz; Naeem, Naghma; Alfaris, Eiad Abdel Mohsen

    2013-04-01

    To evaluate the King Saud University Continuing Professional Development (CPD) Program for Family Physicians in relation to the Convenience, Relevance, Individualization, Self-Assessment, Interest, Speculation and Systematic (CRISIS) criteria. A descriptive study was conducted at King Saud University (KSU) in Riyadh, Saudi Arabia. The authors used the six strategies of Convenience, Relevance, Individualization, Self-Assessment, Interest, Speculation and Systematic (CRISIS) for evaluation. The program was independently analyzed by the three authors using CRISIS framework. The results were synthesized. The suggestions were discussed and agreed upon and documented. The results indicate that KSU-CPD program meets the CRISIS criteria for effective continuing professional development and offers a useful approach to learning. The course content covers specific areas of practice, but some shortcomings were found that need to be improved like self assessment area and individual learning needs analysis. This program is suitable for Family Physicians, as it is well planned and utilizes most of the principles of CRISIS, but there is still room for improvement. Designing a program for general practitioners using hybrid model that offers a blend of e-learning as well as face-to-face learning opportunities would be an ideal solution.

  11. Jobs Bog

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2015-01-01

    Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre.......Indledningen sætter Jobs Bog ind i den bibelske kontekst og redegør for hovedindhold og genre....

  12. Job schedulers for Big data processing in Hadoop environment: testing real-life schedulers using benchmark programs

    Directory of Open Access Journals (Sweden)

    Mohd Usama

    2017-11-01

    Full Text Available At present, big data is very popular, because it has proved to be much successful in many fields such as social media, E-commerce transactions, etc. Big data describes the tools and technologies needed to capture, manage, store, distribute, and analyze petabyte or larger-sized datasets having different structures with high speed. Big data can be structured, unstructured, or semi structured. Hadoop is an open source framework that is used to process large amounts of data in an inexpensive and efficient way, and job scheduling is a key factor for achieving high performance in big data processing. This paper gives an overview of big data and highlights the problems and challenges in big data. It then highlights Hadoop Distributed File System (HDFS, Hadoop MapReduce, and various parameters that affect the performance of job scheduling algorithms in big data such as Job Tracker, Task Tracker, Name Node, Data Node, etc. The primary purpose of this paper is to present a comparative study of job scheduling algorithms along with their experimental results in Hadoop environment. In addition, this paper describes the advantages, disadvantages, features, and drawbacks of various Hadoop job schedulers such as FIFO, Fair, capacity, Deadline Constraints, Delay, LATE, Resource Aware, etc, and provides a comparative study among these schedulers.

  13. Job Prospects for Nuclear Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  14. Evaluation of a continuous quality improvement program in anticoagulant therapy: Feasibility, satisfaction and perception.

    Science.gov (United States)

    Cantin, Ariane; Lahaie, Alexandre; Odobasic, Bojan; Tremblay, Marie-Philip; Wazzan, Dana; Caron, Stéphanie; Leblanc, Caroline; Martineau, Josée; Lalonde, Lyne

    2016-11-01

    The ACO Program (Programme ACO), a continuous quality improvement program (CQIP) in anticoagulation therapy, was offered in community pharmacies as a pilot project. To evaluate the participants' appreciation for the various activities of the program. Participants had access to training activities, including an audit with feedback, online training activities (OTA), clinical tools and support from facilitators. Cognitive behavioural learning determinants were evaluated before and 5 months after the beginning of the program. Participants' satisfaction and perception were documented via online questionnaires and a semistructured interview. Of the 52 pharmacists in the ACO Program, 47 participated in this evaluation. Seventy-seven percent of the participants completed at least 1 OTA and 6% published on the forum. The feeling of personal effectiveness rose from 8.01 (7.67-8.35) to 8.62 (8.24-8.99). The audit and feedback, as well as the high-quality OTA and their lecturers, were the most appreciated elements. There was a high OTA participation rate. The facilitators seemed to play a key role in the CQIP. The low level of participation in the forum reflects the known phenomenon of social loafing. Technical difficulties affecting the platform and data collection for the audit with feedback constituted limitations. The CQIP in anticoagulation therapy is appreciated by community pharmacists and is associated with an improved feeling of personal effectiveness.

  15. A Systematic Review of the Effects of Continuing Education Programs on Providing Clinical Community Pharmacy Services.

    Science.gov (United States)

    Obreli-Neto, Paulo Roque; Marques Dos Reis, Tiago; Guidoni, Camilo Molino; Girotto, Edmarlon; Guerra, Marisabelle Lima; de Oliveira Baldoni, André; Leira Pereira, Leonardo Régis

    2016-06-25

    Objective. To summarize the effects of media methods used in continuing education (CE) programs on providing clinical community pharmacy services and the methods used to evaluate the effectiveness of these programs. Methods. A systematic review was performed using Medline, SciELO, and Scopus databases. The timeline of the search was 1990 to 2013. Searches were conducted in English, Portuguese, and Spanish. Results. Nineteen articles of 3990 were included. Fourteen studies used only one media method, and the live method (n=11) was the most frequent (alone or in combination). Only two studies found that the CE program was ineffective or partially effective; these studies used only the live method. Most studies used nonrobust, nonvalidated, and nonstandardized methods to measure effectiveness. The majority of studies focused on the effect of the CE program on modifying the knowledge and skills of the pharmacists. One study assessed the CE program's benefits to patients or clients. Conclusion. No evidence was obtained regarding which media methods are the most effective. Robust and validated methods, as well as assessment standardization, are required to clearly determine whether a particular media method is effective.

  16. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

    This paper develops and extends a dynamic, discrete time, job to worker matching model in which jobs are heterogeneous in equilibrium. The key assumptions of this economic environment are (i) matching is directed and (ii) coordination frictions lead to heterogeneous local labor markets. We de- rive...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...

  17. Organizational change in the Medical Library Association: evolution of the continuing education program.

    Science.gov (United States)

    Mayfield, M K; Palmer, R A

    1987-10-01

    "Change" is a critical dimension of contemporary experience. Library associations are not exempt, and they change in ways similar to other organizations. According to some authorities, four phases typify the process: diagnosis, design, implementation, and incorporation. Focusing on changes in the Medical Library Association's longstanding program of continuing education, the authors utilize the "phase framework" to chart that association's movement from a management system depending primarily upon volunteers to one in which professional staff figure prominently. The historical review serves a heuristic purpose for individuals and institutions in identifying characteristic features of the change process.

  18. Determining Composite Validity Coefficients for Army Jobs and Job Families

    National Research Council Canada - National Science Library

    Zeidner, Joseph

    2002-01-01

    ...) is to compute composite validity coefficients. using criterion data derived from the 1987 - 1989 Skill Qualifications Test program, for the 7-test ASVAB for 150, 17, and 9 job family structures...

  19. Utility DSM Programs from 1989 Through 1998: Continuation or Cross-Roads?

    Energy Technology Data Exchange (ETDEWEB)

    Hadley, S.

    1995-01-01

    Over the past five years, the Energy Information Administration (EIA) has been collecting data annually from US electric utilities on their demand-side management (DSM) programs, both current and projected. The latest data cover activities for 1993 and projections for 1994 and 1998. In 1993, 991 utilities operated DSM programs. That year, they spent $2.8 billion, a 13% increase over 1992 expenditures. These and earlier DSM programs saved 44,000 GWh of energy and reduced potential peak demand by 40,000 MW, 30% and 22% increases over the 1992 values, respectively. While some people predict the demise of electric-utility DSM programs, the data do not paint so bleak a picture. In most parts of the country, DSM programs grew in 1993 and utilities (as of Spring 1994) projected continued growth through 1998. Expenditures grew from 1.3% of revenues in 1992 to 1.5% in 1993, and are expected to grow 2.5% per year faster than inflation, which is equivalent to revenue growth. Thus, DSM spending is expected to stay constant at 1.5% of revenues through 1998. Because of the cumulative effect of DSM programs, energy savings are expected to grow from 1.2% of sales in 1992 to 1.6% in 1993 and 3.0% in 1998. Potential-peak reductions are expected to increase from 5.9% of peak demand in 1992 to 6.8% in 1993 and 8.9% in 1998. However, the growth in spending is not as rapid as the 8% annual real growth projected a year earlier. Actual expenditures in 1993 were 6.5% lower than projected early that year. Energy savings, on the other hand, were the same as projected earlier. Potential peak reductions were actually 9% higher than previously projected.

  20. Teaching a Systematic Approach for Transitioning Patients to College: An Interactive Continuing Medical Education Program.

    Science.gov (United States)

    Martel, Adele; Derenne, Jennifer; Chan, Vivien

    2015-10-01

    The purpose of this article is to determine the effectiveness of a hands-on continuing education program for practicing child and adolescent psychiatrists (CAPs) with a focus on best practices in transitioning psychiatric patients to college. The plan was to build on the unique knowledge and skill set of CAPs, use audience and facilitator feedback from prior programs to inform program content, structure, and format, and incorporate findings from the evolving literature. A 3-h interactive workshop was designed with an emphasis on audience participation. The workshop was divided into three main segments: didactics, whole group discussion/brainstorming, and small group discussion of illustrative case vignettes. Improvements and changes in knowledge, skills, and attitudes related to transition planning were identified by program participants. Quantitative feedback in the form of course evaluations, pre- and posttests, and a 6-month follow-up questionnaire indicate that the use of interactive teaching techniques is a productive learning experience for practicing CAPs. Qualitative feedback was that the discussion of the case vignettes was the most helpful. The use of a workshop format is an effective strategy to engage practicing CAPs in learning about and implementing best practices to support the transition of their patients to college and into young adulthood. Comprehensive and proactive transition planning, facilitated by clinicians, should promote the wellness of college-bound patients and help to reduce the potential risks in the setting of an upcoming transition.

  1. A Systematic Review of the Effects of Continuing Education Programs on Providing Clinical Community Pharmacy Services

    Science.gov (United States)

    Marques dos Reis, Tiago; Guidoni, Camilo Molino; Girotto, Edmarlon; Guerra, Marisabelle Lima; de Oliveira Baldoni, André; Leira Pereira, Leonardo Régis

    2016-01-01

    Objective. To summarize the effects of media methods used in continuing education (CE) programs on providing clinical community pharmacy services and the methods used to evaluate the effectiveness of these programs. Methods. A systematic review was performed using Medline, SciELO, and Scopus databases. The timeline of the search was 1990 to 2013. Searches were conducted in English, Portuguese, and Spanish. Results. Nineteen articles of 3990 were included. Fourteen studies used only one media method, and the live method (n=11) was the most frequent (alone or in combination). Only two studies found that the CE program was ineffective or partially effective; these studies used only the live method. Most studies used nonrobust, nonvalidated, and nonstandardized methods to measure effectiveness. The majority of studies focused on the effect of the CE program on modifying the knowledge and skills of the pharmacists. One study assessed the CE program’s benefits to patients or clients. Conclusion. No evidence was obtained regarding which media methods are the most effective. Robust and validated methods, as well as assessment standardization, are required to clearly determine whether a particular media method is effective. PMID:27402991

  2. Continuous glucose monitoring technology for personal use: an educational program that educates and supports the patient.

    Science.gov (United States)

    Evert, Alison; Trence, Dace; Catton, Sarah; Huynh, Peter

    2009-01-01

    The purpose of this article is to describe the development and implementation of an educational program for the initiation of real-time continuous glucose monitoring (CGM) technology for personal use, not 3-day CGMS diagnostic studies. The education program was designed to meet the needs of patients managing their diabetes with either diabetes medications or insulin pump therapy in an outpatient diabetes education center using a team-based approach. Observational research, complemented by literature review, was used to develop an educational program model and teaching strategies. Diabetes educators, endocrinologists, CGM manufacturer clinical specialists, and patients with diabetes were also interviewed for their clinical observations and experience. The program follows a progressive educational model. First, patients learn in-depth about real-time CGM technology by attending a group presensor class that provides detailed information about CGM. This presensor class facilitates self-selection among patients concerning their readiness to use real-time CGM. If the patient decides to proceed with real-time CGM use, CGM initiation is scheduled, using a clinic-centered protocol for both start-up and follow-up. Successful use of real-time CGM involves more than just patient enthusiasm or interest in a new technology. Channeling patient interest into a structured educational setting that includes the benefits and limitations of real-time CGM helps to manage patient expectations.

  3. Identification of Barriers Towards Change and Proposal to Institutionalize Continuous Improvement Programs in Manufacturing Operations

    Directory of Open Access Journals (Sweden)

    Alvair Silveira Torres Jr.

    2011-06-01

    Full Text Available A multi case research unfolded into a study in a sample of Brazilian manufacturing companies concerning their Continuous Improvement (CI program in manufacturing operations. Stakeholders interviews and performance analyses were conducted. The study aims to analyze the existence or absence of the institutionalization of a CI culture in manufacturing operations, identify barriers and difficulties within the process and propose a model for change. As a result of the research, it was observed that despite the considerable motivation of staff, rapid gains of the company and superior results during the early phases of the CI program, time and again such results were either not upheld or faded out over time, delivering no significant mid-term or long term results, due to poor management of changes. This happened mainly as a result of lack of strategic alignment at all levels of the organization, translated in measureable activities and projects, coached and mentored by the middle and upper management throughout the implementation and maintenance of the program. The selected cases showed a declining in performance after two years of CI program start up. Learning, union and process ownership among participants by means of interactions, are necessary to absorb and incorporate changes, instead of merely "smart words" .

  4. The Role of Continuing Medical Education in Increasing Enrollment in Prescription Drug Monitoring Programs.

    Science.gov (United States)

    Finnell, John T; Twillman, Robert K; Breslan, Stephanie A; Schultz, Jan; Miller, Lyerka

    2017-09-01

    Opioid diversion, misuse, and abuse are rapidly growing problems in the United States; >60% of all drug overdose deaths involve an opioid. At least 49 states now have fully operational prescription drug monitoring programs (PDMPs) to support legitimate medical use of controlled substances; however, there is considerable underutilization of such programs. To increase awareness of PDMPs and their use, a continuing medical education program including 2 webcasts and a series of newsletters was offered to health care providers. Four hundred and sixty-five clinicians participated in 1 of 2 webcasts. Of those, 207 clinicians responded to a pre-survey and 64 responded to a post-survey. Slightly more than half of clinicians were registered for their state's PDMP program before the educational intervention, and although significantly more clinicians reported increased likelihood to access their state PDMP after participation, the number that actually registered only trended toward a statistically significant increase to 74% after the education (P = 0.06). Immediate post-activity evaluation also indicated that the education significantly improved clinician knowledge of the characteristics of addiction, findings in a PDMP that would suggest diversion or abuse, and strategies to complement the use of a PDMP (P education is effective for improving clinician knowledge and confidence related to opioid misuse, abuse, and diversion and effective use of a PDMP; however, the education did not result in a significant increase in enrollment in state PDMPs. Copyright © 2017 Elsevier HS Journals, Inc. All rights reserved.

  5. Continuous Fiber Ceramic Composite (CFCC) Program. Inventory of federally funded CFCC R&D projects

    Energy Technology Data Exchange (ETDEWEB)

    Richlen, S. [USDOE Assistant Secretary for Energy Efficiency and Renewable Energy, Washington, DC (United States). Office of Industrial Technologies; Caton, G.M.; Karnitz, M.A.; Cox, T.D. [Oak Ridge National Lab., TN (United States); Hong, W. [Institute for Defense Analyses, Alexandria, VA (United States)

    1993-05-01

    Continuous Fiber Ceramic Composites (CFCC) are a new class of materials that are lighter, stronger, more corrosion resistant, and capable of performing at elevated temperatures. This new type of material offers the potential to meet the demands of a variety of industrial, military, and aerospace applications. The Department of Energy Office of Industrial Technologies (OIT) has a new program on CFCCs for industrial applications and this program has requested an inventory of all federal projects on CFCCs that relate to their new program. The purpose of this project is to identify all other ongoing CFCC research to avoid redundancy in the OIT Program. The inventory will be used as a basis for coordinating with the other ongoing ceramic composite projects. The inventory is divided into two main parts. The first part is concerned with CFCC supporting technologies projects and is organized by the categories listed below. (1) Composite Design; (2) Materials Characterization; (3) Test Methods; (4) Non-Destructive Evaluation; (5) Environmental Effects; (6) Mechanical Properties; (7) Database Life Prediction; (8) Fracture/Damage; and (9) Joining. The second part has information on component development, fabrication, and fiber-related projects.

  6. Impact of continued biased disenrollment from the Medicare Advantage Program to fee-for-service.

    Science.gov (United States)

    Riley, Gerald F

    2012-01-01

    Medicare managed care enrollees who disenroll to fee-for-service (FFS) historically have worse health and higher costs than continuing enrollees and beneficiaries remaining in FFS. To examine disenrollment patterns by analyzing Medicare payments following disenrollment from Medicare Advantage (MA) to FFS in 2007. Recent growth in the MA program, introduction of limits on timing of enrollment/disenrollment, and initiation of prescription drug benefits may have substantially changed the dynamics of disenrollment. The study was based on MA enrollees who disenrolled to FFS in 2007 (N=248,779) and a sample of "FFS stayers" residing in the same counties as the disenrollees (N=551,616). Actual Medicare Part A and Part B payments (excluding hospice payments) in the six months following disenrollment were compared with predicted payments based on claims experience of local FFS stayers, adjusted for CMS-Hierarchical Condition Category (CMS-HCC) risk scores. Disenrollees incurred $1,021 per month in Medicare payments, compared with $798 in predicted payments (ratio of actual/predicted=1.28, p Analysis of 10 individual MA plans revealed variation in the degree of selective disenrollment. Despite substantial changes in policies and market characteristics of the Medicare managed care program, disenrollment to FFS continues to occur disproportionately among high-cost beneficiaries, raising concerns about care experiences among sicker enrollees and increased costs to Medicare.

  7. 20 CFR 631.53 - Certificates of continuing eligibility.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Certificates of continuing eligibility. 631.53 Section 631.53 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE III OF THE JOB TRAINING PARTNERSHIP ACT Substate Programs § 631.53 Certificates of...

  8. Efficacy of the end-of-life nursing care continuing education program for nurses in general wards in Japan.

    Science.gov (United States)

    Yoshioka, Saori; Moriyama, Michiko; Ohno, Yumiko

    2014-08-01

    This study aimed to examine effectiveness of the End-of-life nursing care continuing education program for general ward nurses. A nonrandomized, before-after trial was conducted. The program was implemented for 25 nurses. The contents of the program consisted of the family assessment, general symptom management and practical use of theories and models regarding end-of-life nursing care. The primary outcome, implementation ability of end-of-life nursing care, was significantly improved after the program; improvements continued even at 2 months after. Similar results were obtained for nurses' confidence and knowledge concerning end-of-life nursing care. As for attitude toward end-of-life care, participants' scores were further elevated after the program. The participants rated the usefulness of the program as high. The effectiveness of the program was suggested from these results. In the future, this program should be widely used for in-service training. © The Author(s) 2013.

  9. A Continuous Formulation for Logical Decisions in Differential Algebraic Systems using Mathematical Programs with Complementarity Constraints

    Directory of Open Access Journals (Sweden)

    Kody M. Powell

    2016-03-01

    Full Text Available This work presents a methodology to represent logical decisions in differential algebraic equation simulation and constrained optimization problems using a set of continuous algebraic equations. The formulations may be used when state variables trigger a change in process dynamics, and introduces a pseudo-binary decision variable, which is continuous, but should only have valid solutions at values of either zero or one within a finite time horizon. This formulation enables dynamic optimization problems with logical disjunctions to be solved by simultaneous solution methods without using methods such as mixed integer programming. Several case studies are given to illustrate the value of this methodology including nonlinear model predictive control of a chemical reactor using a surge tank with overflow to buffer disturbances in feed flow rate. Although this work contains novel methodologies for solving dynamic algebraic equation (DAE constrained problems where the system may experience an abrupt change in dynamics that may otherwise require a conditional statement, there remain substantial limitations to this methodology, including a limited domain where problems may converge and the possibility for ill-conditioning. Although the problems presented use only continuous algebraic equations, the formulation has inherent non-smoothness. Hence, these problems must be solved with care and only in select circumstances, such as in simulation or situations when the solution is expected to be near the solver’s initial point.

  10. Practice Audit in Gastroenterology (PAGE) program: A novel approach to continuing professional development

    Science.gov (United States)

    Armstrong, David; Hollingworth, Roger; Gardiner, Tara; Klassen, Michael; Smith, Wendy; Hunt, Richard H; Barkun, Alan; Gould, Michael; Leddin, Desmond

    2006-01-01

    BACKGROUND: Practice audit is an important component of continuing professional development that may more readily be undertaken if it were less complex. This qualitative study assessed the use of personal digital assistants to facilitate data collection and review. METHODS: Personal digital assistants programmed with standard questionnaires related to upper gastrointestinal endoscopies (Practice Audit in Gastroenterology-Endoscopy [‘PAGE-Endo’]) and colonoscopies (PAGE-Colonoscopy [‘PAGE-Colo’]) were provided to Canadian gastroenterologists, surgeons and internists. Over a three-week audit period, participants recorded indications, and the expected (E) and reported (R) findings for each procedure. Thereafter, participants recorded compliance with reporting, the ease of use and value of the PAGE program, and their willingness to perform another audit. RESULTS: Over 15 to 18 months, 173 participants completed PAGE-Endo (6168 procedures) and 111 completed PAGE-Colo (4776 procedures). Most respondents noted that PAGE was easy to use (99%), beneficial (88% to 95%), and that they were willing undertake another audit (92% to 95%). In PAGE-Endo, alarm features were prevalent (55%), but major reported findings were less common than expected: esophagitis (E 29.9%, R 14.8%), esophageal stricture (E 8.3%, R 3.6%), gastric ulcer (E 17.0%, R 4.7%), gastric cancer (E 4.3%, R 1.0%) and duodenal ulcer (E 11.5%, R 5.7%). In PAGE-Colo, more colonoscopies were performed for symptom investigation (55%) than for screening (25%) or surveillance (20%). There were marked interprovincial variations with respect to sedation, biopsies and technical aspects of colonoscopy. CONCLUSION: Secure, real-time data entry with review of aggregate and individual data in the PAGE program provided an acceptable, straightforward methodology for accredited practice audit activities. PAGE has considerable potential for continuing professional development in gastroenterology and other specialties

  11. Job-Preference and Job-Matching Assessment Results and Their Association with Job Performance and Satisfaction among Young Adults with Developmental Disabilities

    Science.gov (United States)

    Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.

    2014-01-01

    We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

  12. Unmet needs in continuing medical education programs for rural Chinese township health professionals

    Directory of Open Access Journals (Sweden)

    Yanhua Yi

    2015-06-01

    Full Text Available Purpose: This study aimed to describe the system of continuing medical education (CME in the Guangxi Zhuang Autonomous Region and to ascertain the perceived needs related to that system, in order to improve the performance of health professionals in Chinese township health centers (THCs. Methods: In-depth key informant interviews were conducted to gain insights into the current CME system. A cross-sectional survey using a self-administered structured questionnaire was also carried out from March to August 2014 in order to identify perceived needs among THC personnel in the Guangxi Zhuang Autonomous Region. Logistic regression was used to identify factors related to respondents’ interest in pursuing different levels of degree study. Results: The areas of need perceived by the respondents included general clinical competence and emergency or first aid knowledge. Most respondents wanted to study at medical colleges in order to obtain a higher degree. Respondents aged below 45 years with neutral or positive attitudes about the benefit of degree study for the licensure examination were more likely to attend a bachelor-level CME program than their older peers and respondents with negative attitudes towards degree study. Female respondents and respondents aged below 45 years were more likely to attend a junior college CME program than males and older respondents, respectively. Conclusion: It is necessary to develop degree-linked CME programs to meet the need for young health professionals in Chinese THCs; therefore, this programs can improve the expertise of poorly educated young health workers, who overwhelm rural Chinese heath systems.

  13. Job Olympics.

    Science.gov (United States)

    Gerweck, Debra R.; Chauza, Phyllis J.

    This document consists of materials on Hiawatha (Kansas) High School's 1993 Job Olympics, a competition for high school students with disabilities. The materials are those included in a packet for student participants. A cover/information sheet details eligibility, entry deadline, date and place of competition, opening ceremonies, events, and a…

  14. Job Burnout.

    Science.gov (United States)

    Angerer, John M.

    2003-01-01

    Presents an overview of job burnout, discusses the pioneering research and current theories of the burnout construct, along with the history of the main burnout assessment--the Maslach Burnout Inventory. Concludes that an understanding of the interaction between employee and his or her environment is critical for grasping the origin of burnout.…

  15. A knowledge continuity management program for the energy, infrastructure and knowledge systems center, Sandia National Laboratories.

    Energy Technology Data Exchange (ETDEWEB)

    Menicucci, David F.

    2006-07-01

    A growing recognition exists in companies worldwide that, when employees leave, they take with them valuable knowledge that is difficult and expensive to recreate. The concern is now particularly acute as the large ''baby boomer'' generation is reaching retirement age. A new field of science, Knowledge Continuity Management (KCM), is designed to capture and catalog the acquired knowledge and wisdom from experience of these employees before they leave. The KCM concept is in the final stages of being adopted by the Energy, Infrastructure, and Knowledge Systems Center and a program is being applied that should produce significant annual cost savings. This report discusses how the Center can use KCM to mitigate knowledge loss from employee departures, including a concise description of a proposed plan tailored to the Center's specific needs and resources.

  16. Evaluating the online platform of a blended-learning pharmacist continuing education degree program.

    Science.gov (United States)

    Wilbur, Kerry

    2016-01-01

    Distance-based continuing education opportunities are increasingly embraced by health professionals worldwide. To evaluate the online component of a blended-learning degree program for pharmacists, we conducted a structured self-assessment and peer review using an instrument systematically devised according to Moore's principles of transactional distance. The web-based platform for 14 courses was reviewed by both local and external faculty, followed by shared reflection of individual and aggregate results. Findings indicated a number of course elements for modification to enhance the structure, dialog, and autonomy of the student learning experience. Our process was an important exercise in quality assurance and is worthwhile for other health disciplines developing and delivering distance-based content to pursue.

  17. Approximate Optimal Control of Affine Nonlinear Continuous-Time Systems Using Event-Sampled Neurodynamic Programming.

    Science.gov (United States)

    Sahoo, Avimanyu; Xu, Hao; Jagannathan, Sarangapani

    2017-03-01

    This paper presents an approximate optimal control of nonlinear continuous-time systems in affine form by using the adaptive dynamic programming (ADP) with event-sampled state and input vectors. The knowledge of the system dynamics is relaxed by using a neural network (NN) identifier with event-sampled inputs. The value function, which becomes an approximate solution to the Hamilton-Jacobi-Bellman equation, is generated by using event-sampled NN approximator. Subsequently, the NN identifier and the approximated value function are utilized to obtain the optimal control policy. Both the identifier and value function approximator weights are tuned only at the event-sampled instants leading to an aperiodic update scheme. A novel adaptive event sampling condition is designed to determine the sampling instants, such that the approximation accuracy and the stability are maintained. A positive lower bound on the minimum inter-sample time is guaranteed to avoid accumulation point, and the dependence of inter-sample time upon the NN weight estimates is analyzed. A local ultimate boundedness of the resulting nonlinear impulsive dynamical closed-loop system is shown. Finally, a numerical example is utilized to evaluate the performance of the near-optimal design. The net result is the design of an event-sampled ADP-based controller for nonlinear continuous-time systems.

  18. Job Hazard Analysis

    National Research Council Canada - National Science Library

    1998-01-01

    .... Establishing proper job procedures is one of the benefits of conducting a job hazard analysis carefully studying and recording each step of a job, identifying existing or potential job hazards...

  19. A STUDY OF CONTINUING EDUCATION NEEDS OF SELECTED PROFESSIONAL GROUPS AND UNIVERSITY EXTENSION CONTRACT PROGRAMS IN WYOMING.

    Science.gov (United States)

    NICHOLAS, ROBERT A.

    THIS STUDY AIMED TO DEVELOP PRINCIPLES FOR A MODEL PROGRAM OF CONTINUING EDUCATION FOR THE PROFESSIONS AT THE UNIVERSITY OF WYOMING. THE AUTHOR REVIEWED THE LITERATURE ON THE GROWTH OF THE PROFESSIONS AND ON CONTINUING EDUCATION IN THE PROFESSIONS GENERALLY, WITH SPECIAL REFERENCE TO ARCHITECTURE, DENTISTRY, LAW, MEDICINE, AND PHARMACY. FROM THIS…

  20. Handling movement epenthesis and hand segmentation ambiguities in continuous sign language recognition using nested dynamic programming.

    Science.gov (United States)

    Yang, Ruiduo; Sarkar, Sudeep; Loeding, Barbara

    2010-03-01

    We consider two crucial problems in continuous sign language recognition from unaided video sequences. At the sentence level, we consider the movement epenthesis (me) problem and at the feature level, we consider the problem of hand segmentation and grouping. We construct a framework that can handle both of these problems based on an enhanced, nested version of the dynamic programming approach. To address movement epenthesis, a dynamic programming (DP) process employs a virtual me option that does not need explicit models. We call this the enhanced level building (eLB) algorithm. This formulation also allows the incorporation of grammar models. Nested within this eLB is another DP that handles the problem of selecting among multiple hand candidates. We demonstrate our ideas on four American Sign Language data sets with simple background, with the signer wearing short sleeves, with complex background, and across signers. We compared the performance with Conditional Random Fields (CRF) and Latent Dynamic-CRF-based approaches. The experiments show more than 40 percent improvement over CRF or LDCRF approaches in terms of the frame labeling rate. We show the flexibility of our approach when handling a changing context. We also find a 70 percent improvement in sign recognition rate over the unenhanced DP matching algorithm that does not accommodate the me effect.

  1. The effect of discrimination on job performance and job satisfaction

    OpenAIRE

    Tesfaye, Yodit

    2011-01-01

    Discrimination is one of the most controversial phenomena to challenge the Human Resources (HR) function in the work place. It has been discussed in depth by sociologists, politicians and lawyers and remains a topical issue. Despite advances gender discrimination still persists, and continues to be experienced by women in the contemporary work space. Purpose - As job satisfaction has been shown to directly affect business performance, there has been increased interest in how job satisfact...

  2. [A mental health awareness anti-stigma program including user-trainers has a significant impact on knowledge, beliefs and attitudes of job centre professionals in Paris].

    Science.gov (United States)

    Jouet, E; Moineville, M; Favriel, S; Leriche, P; Greacen, T

    2014-04-01

    Developing programs and actions to fight stigma and discrimination against people living with mental disorders is a priority both internationally and in France. Involving mental health service users in these anti-stigma programs has proved to be a key element for effective programs. The present study evaluates the impact of user-trainers in an anti-stigma campaign with job counselors on their knowledge, beliefs, and desire for social distance with regard to mental illness and the mentally ill. Eighty-nine professionals participated in eight mental health awareness days from December 2008 to June 2009. Each training day was built around two pedagogical units: firstly, a psychiatrist providing a theoretical overview of mental illness and care and secondly, user-trainers describing their point of view on mental illness and exchanging with participants. A questionnaire administered at the beginning and at the end of the mental health awareness day assessed the impact of the day on participants' knowledge, beliefs, and desire for social distance. Answers to open questions were evaluated using thematic qualitative analysis. The intervention had statistically significant positive effects on all three training objectives: knowledge, beliefs and desire for social distance. Analysis of qualitative data confirmed participants' need for information and training with regard to providing support to clients with mental health problems; participants frequently attributed their improved self-confidence at the end of the day with regard to providing job coaching for this population group to the presence of user-trainers. A mental health awareness day using mental health service users and psychiatrists as trainers had significant positive effects in terms of reducing stigma with regard to people with mental illness. Further research is needed to understand whether the impact of such awareness approaches can be maintained in everyday professional practice over time. Copyright © 2013

  3. Relative attractiveness of diagnostic radiology: assessment with data from the National Residency Matching Program and comparison with the strength of the job market.

    Science.gov (United States)

    Anzilotti, K; Kamin, D S; Sunshine, J H; Forman, H P

    2001-10-01

    To quantify medical students' preferences for various specialties and to compare shifts in specialty preference with overall employment market prospects. By using National Residency Matching Program data, a previously validated help-wanted index (HWI), and American Medical Association (AMA) salary data, the authors quantified medical students' preferences for various specialties and examined the association of shifts in specialty preference with overall trends as seen in the strength of the diagnostic radiology match and its relationship with the job market. The authors established a proxy for the relative attractiveness (RA) of diagnostic radiology (relative to all specialties) in the match, which was calculated by subtracting the percentage fill rate for all specialties from that for radiology. The RA values were plotted for 1990-2000 and compared with trends in the HWI, American College of Radiology data, and AMA salary data. The RA of diagnostic radiology varied greatly during the past 10 years, with a low in 1996 and a return to its high in recent years. There is a relationship between the RA and economic vitality of diagnostic radiology, with the RA lagging behind the HWI and AMA salary data by 2 years. Medical students appear to have an in-depth understanding of the economic forces at play in the health care job market and incorporate this information into their choice of a specialty.

  4. The Perceived Benefits of a Preparing Future Faculty Program and Its Effect on Job Satisfaction, Confidence, and Competence

    Science.gov (United States)

    Wurgler, Emily; VanHeuvelen, Jane S.; Rohrman, Shawna; Loehr, Annalise; Grace, Matthew K.

    2014-01-01

    The training of effective instructors and future faculty members is a critical component of doctoral programs in sociology. Many universities and departments have instituted a single course, course sequence, or certification program dedicated to the preparation of future academic faculty. This article evaluates the efficacy of one such program,…

  5. 20 CFR 628.210 - State Job Training Coordinating Council.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Job Training Coordinating Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.210 State Job Training Coordinating Council. (a) The Governor shall appoint a State Job Training Coordinating Council (SJTCC) pursuant...

  6. 20 CFR 638.541 - Job Corps training opportunities.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps training opportunities. 638.541 Section 638.541 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.541 Job Corps...

  7. A computer program for estimating the power-density spectrum of advanced continuous simulation language generated time histories

    Science.gov (United States)

    Dunn, H. J.

    1981-01-01

    A computer program for performing frequency analysis of time history data is presented. The program uses circular convolution and the fast Fourier transform to calculate power density spectrum (PDS) of time history data. The program interfaces with the advanced continuous simulation language (ACSL) so that a frequency analysis may be performed on ACSL generated simulation variables. An example of the calculation of the PDS of a Van de Pol oscillator is presented.

  8. Structural Aging Program to evaluate continued performance of safety-related concrete structures in nuclear power plants

    Energy Technology Data Exchange (ETDEWEB)

    Naus, D.J.; Oland, C.B. [Oak Ridge National Lab., TN (United States); Ellingwood, B.R. [Johns Hopkins Univ., Baltimore, MD (United States)

    1994-03-01

    This report discusses the Structural Aging (SAG) Program which is being conducted at the Oak Ridge National Laboratory (ORNL) for the United States Nuclear Regulatory commission (USNRC). The SAG Program is addressing the aging management of safety-related concrete structures in nuclear power plants for the purpose of providing improved technical bases for their continued service. The program is organized into three technical tasks: Materials Property Data Base, Structural Component Assessment/Repair Technologies, and Quantitative Methodology for continued Service Determinations. Objectives and a summary of recent accomplishments under each of these tasks are presented.

  9. The Path to Baltimore's "Best Prospect" Jobs without a College Degree: Career Credentialing Programs at Baltimore's Community Colleges. The Abell Report. Volume 28, No. 2

    Science.gov (United States)

    Hopkins, Barbara L.

    2015-01-01

    Only one in five graduates of Baltimore City Public Schools matriculates to a four-year college; the vast majority enroll in community college or look for a full-time job. Baltimore graduates and job-seekers need postsecondary training that works. "The Path to Baltimore's 'Best Prospect' Jobs without a College Degree: Career Credentialing…

  10. Learning how to recover from job stress: effects of a recovery training program on recovery, recovery-related self-efficacy, and well-being.

    Science.gov (United States)

    Hahn, Verena C; Binnewies, Carmen; Sonnentag, Sabine; Mojza, Eva J

    2011-04-01

    This quasi-experimental study evaluated the effects of a recovery training program on recovery experiences (psychological detachment from work, relaxation, mastery experiences, and control during off-job time), recovery-related self-efficacy, and well-being outcomes. The training comprised two sessions held one week apart. Recovery experiences, recovery-related self-efficacy, and well-being outcomes were measured before the training (T1) and one week (T2) and three weeks (T3) after the training. A training group consisting of 48 individuals and a waitlist control group of 47 individuals were compared (N = 95). Analyses of covariance revealed an increase in recovery experiences at T2 and T3 (for mastery only at T2). Recovery-related self-efficacy and sleep quality increased at T2 and T3, perceived stress and state negative affect decreased at T3. No training effects were found for emotional exhaustion.

  11. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience showed significant correlation with job satisfaction. The study also suggested some.

  12. The China Studies Programs of U.B.C.'s Center for Continuing Education

    Science.gov (United States)

    Woodsworth, K. C.

    1970-01-01

    Program will cover Contemporary Chinese History, Society, and Politics; Chinese Language; Doing Business with China; A China Educational Travel Program. The program combines professional and general public areas. (NL)

  13. Pancreatic β cell identity requires continual repression of non–β cell programs

    Science.gov (United States)

    Gutiérrez, Giselle Domínguez; Bender, Aaron S.; Cirulli, Vincenzo; Mastracci, Teresa L.; Kelly, Stephen M.; Tsirigos, Aristotelis; Kaestner, Klaus H.

    2016-01-01

    Loss of β cell identity, the presence of polyhormonal cells, and reprogramming are emerging as important features of β cell dysfunction in patients with type 1 and type 2 diabetes. In this study, we have demonstrated that the transcription factor NKX2.2 is essential for the active maintenance of adult β cell identity as well as function. Deletion of Nkx2.2 in β cells caused rapid onset of a diabetic phenotype in mice that was attributed to loss of insulin and downregulation of many β cell functional genes. Concomitantly, NKX2.2-deficient murine β cells acquired non–β cell endocrine features, resulting in populations of completely reprogrammed cells and bihormonal cells that displayed hybrid endocrine cell morphological characteristics. Molecular analysis in mouse and human islets revealed that NKX2.2 is a conserved master regulatory protein that controls the acquisition and maintenance of a functional, monohormonal β cell identity by directly activating critical β cell genes and actively repressing genes that specify the alternative islet endocrine cell lineages. This study demonstrates the highly volatile nature of the β cell, indicating that acquiring and sustaining β cell identity and function requires not only active maintaining of the expression of genes involved in β cell function, but also continual repression of closely related endocrine gene programs. PMID:27941248

  14. Pancreatic β cell identity requires continual repression of non-β cell programs.

    Science.gov (United States)

    Gutiérrez, Giselle Domínguez; Bender, Aaron S; Cirulli, Vincenzo; Mastracci, Teresa L; Kelly, Stephen M; Tsirigos, Aristotelis; Kaestner, Klaus H; Sussel, Lori

    2017-01-03

    Loss of β cell identity, the presence of polyhormonal cells, and reprogramming are emerging as important features of β cell dysfunction in patients with type 1 and type 2 diabetes. In this study, we have demonstrated that the transcription factor NKX2.2 is essential for the active maintenance of adult β cell identity as well as function. Deletion of Nkx2.2 in β cells caused rapid onset of a diabetic phenotype in mice that was attributed to loss of insulin and downregulation of many β cell functional genes. Concomitantly, NKX2.2-deficient murine β cells acquired non-β cell endocrine features, resulting in populations of completely reprogrammed cells and bihormonal cells that displayed hybrid endocrine cell morphological characteristics. Molecular analysis in mouse and human islets revealed that NKX2.2 is a conserved master regulatory protein that controls the acquisition and maintenance of a functional, monohormonal β cell identity by directly activating critical β cell genes and actively repressing genes that specify the alternative islet endocrine cell lineages. This study demonstrates the highly volatile nature of the β cell, indicating that acquiring and sustaining β cell identity and function requires not only active maintaining of the expression of genes involved in β cell function, but also continual repression of closely related endocrine gene programs.

  15. Update on cardiothoracic surgery resident job opportunities.

    Science.gov (United States)

    Cooke, David T; Kerendi, Faraz; Mettler, Brett A; Boffa, Daniel J; Mehall, John R; Merrill, Walter H; Higgins, Robert S D

    2010-06-01

    Concerns regarding ample employment opportunities for graduating cardiothoracic surgery residents may affect perceptions of the field and recruitment into residency programs. We present the results of the Thoracic Surgery Residents Association/Thoracic Surgery Directors Association (TSRA/TSDA) 2008 Resident Survey, and compare them with the 2007 TSRA/TSDA survey and the 2006 interim report of the Society of Thoracic Surgeons Task Force on Job Opportunities. In April 2008, the TSRA/TSDA conducted an anonymous survey, linked to the cardiothoracic surgery resident online In-training Exam, with questions germane to resident job seeking and perceptions of the specialty. Results were compared with resident surveys from 2007 and 2006. Response rates for the 2008 and 2007 surveys were 100%, and 54.2% for 2006. Of graduating residents looking for employment, 61.6% had one or more job offers, compared with 64.6% and 83.5% from the 2007 and 2006 surveys, respectively. Of the respondents completing their job search, 24.5% entered private practice and 26.3% academia, compared with 12.1% and 30.1%, respectively, in the 2007 survey. Overall, 57.7% of all respondents had more than $50,000 education-related debt, compared with 54.2% of 2007 respondents. However, 71.5% of all 2008 respondents would recommend cardiothoracic surgery to a potential trainee, compared with 63.7% and 46.0% from 2007 and 2006 survey respondents, respectively. The 2008 survey suggests that although the majority of respondents found employment on completing residency, the percentage is less than 65%, reinforcing a need for formal networking programs or changes in residency training. Despite continued limited employment opportunities, resident impressions of cardiothoracic surgery have improved from 2006 to 2008. 2010 The Society of Thoracic Surgeons. Published by Elsevier Inc. All rights reserved.

  16. Using an intervention mapping framework to develop an online mental health continuing education program for pharmacy staff.

    Science.gov (United States)

    Wheeler, Amanda; Fowler, Jane; Hattingh, Laetitia

    2013-01-01

    Current mental health policy in Australia recognizes that ongoing mental health workforce development is crucial to mental health care reform. Community pharmacy staff are well placed to assist people with mental illness living in the community; however, staff require the knowledge and skills to do this competently and effectively. This article presents the systematic planning and development process and content of an education and training program for community pharmacy staff, using a program planning approach called intervention mapping. The intervention mapping framework was used to guide development of an online continuing education program. Interviews with mental health consumers and carers (n = 285) and key stakeholders (n = 15), and a survey of pharmacy staff (n = 504) informed the needs assessment. Program objectives were identified specifying required attitudes, knowledge, skills, and confidence. These objectives were aligned with an education technique and delivery strategy. This was followed by development of an education program and comprehensive evaluation plan. The program was piloted face to face with 24 participants and then translated into an online program comprising eight 30-minute modules for pharmacists, 4 of which were also used for support staff. The evaluation plan provided for online participants (n ≅ 500) to be randomized into intervention (immediate access) or control groups (delayed training access). It included pre- and posttraining questionnaires and a reflective learning questionnaire for pharmacy staff and telephone interviews post pharmacy visit for consumers and carers. An online education program was developed to address mental health knowledge, attitudes, confidence, and skills required by pharmacy staff to work effectively with mental health consumers and carers. Intervention mapping provides a systematic and rigorous approach that can be used to develop a quality continuing education program for the health workforce

  17. The Effects of Job Type and Industry on the Income of Male and Female MBAs.

    Science.gov (United States)

    Olson, Josephine E.; And Others

    1987-01-01

    A questionnaire was completed by 1,297 graduates of Master of Business Administration (MBA) programs at the University of Pittsburgh. Questions collected data on job status, salary, sex, and years of work. Results show that female MBAs earn less than their male peers from the beginning, and the trend continues. (CH)

  18. The program of continuous improvements in factory in Juzbado; El programa de mejora continua en la Fabrica de Juzbado

    Energy Technology Data Exchange (ETDEWEB)

    Prieto, M.

    2015-07-01

    This articles describes the historical development of the continuous improvement program at Juzbado Factory, since its beginning to nowadays. The evolution throughout the ideas of Total Quality, ISO, EFQM, Six Sigma, and so on, leading to the present situation in which all these tools and methodologies live together is shown. all this has led to a philosophy and business culture focused on safety, quality and continuous improvement. (Author)

  19. "Carol I" Central University Library Continuous Training Program through Documentary Visits. A Documentary Visit to Cotroceni Museum

    Directory of Open Access Journals (Sweden)

    Emanuela Florea-Paraipan

    2016-01-01

    Full Text Available In this essay we aim to emphasize the role of documentary visits in continuous training programs of library professionals. As alternative form of continuous training, the "Carol I" Central University Library runs an annual program of documentary visits to Bucharest museums, in order to identify from the historical, biographical, literary, artistic and scientific perspective, the manner in which evolved Romanian spirituality nationally and beyond. As a form of initial training for national inheritance understanding, the professional visits to cultural institutions allows the discovery of the categories of collections, the structure and their pedagogical value in learning, teaching and training.

  20. Job Orders (Ordres de mission)

    CERN Document Server

    Organisation & Procedures, FI Department, Tel. 73905

    2005-01-01

    Please note that individual job orders and continuous job orders (valid for one calendar year, i.e. from 1st January to 31st December) must henceforth be completed via EDH and approved by the Department Leader concerned (or the person appointed by him via EDHAdmin). Once approved, the form must be printed and kept for the duration of the mission by the driver to whom the job order is issued. You will find the icon for this document on the EDH Desktop, as well as on-line help on how to use it. In emergencies, paper copies of individual job orders (SCEM 54.50.20.168.5) may be issued outside normal working hours by the Fire Brigade (Meyrin Site, Building 65). Organisation & Procedures, FI Department, Tel. 73905 Relations with the Host States Service, Tel. 72848

  1. Perceptions about Continuing Dental Education Program among Private Dental Practitioners in Davangere City, Karnataka, India - A Cross SectionalSurvey

    Directory of Open Access Journals (Sweden)

    Anjan Giriraju

    2013-01-01

    Full Text Available Objectives: To assess perceptions of private dental practitioners regarding Continuing Dental Education (CDE program in Davangere city. Materials & Method: A total of 104 private dental practitioners participated in the survey, of which 40 dentists were only private practitioners and 73 dentists were private practitioners as well as academicians. A closed ended questionnaire was administered to all the private dental practitioners of Davangere city. Results: All the private dental practitioners in the survey were aware about what is CDE program. Majority of the practitioners felt there is need to make attendance to CDE program compulsory and also renew the practice registration based on the credit point acquired by attending CDE program. Majority of practitioners preferred attending free and sponsored CDE programs and also felt attending CDE program kept them abreast with current knowledge enabling them to provide evidence based care. Majority of practitioners preferred to attend CDE programs related to clinical applications and recent advances provided through online and through workshops/hands on. Factors like cost, topic of the program and distance from home played major role in deciding the attendance of private dental practitioners to CDE program. Conclusions: Dental practitioners have positive attitude regarding CDE program. Practitioners opine CDE program can update their knowledge and enable them to provide evidence based care.

  2. Sorting by skill over the course of job search

    OpenAIRE

    Marianna Kudlyak; Damba Lkhagvasuren; Roman Sysuyev

    2012-01-01

    We use novel high-frequency panel data on individuals' job applications from an online job posting engine to study (1) whether at the beginning of search job seekers with different levels of education (skill) apply to different jobs, and (2) how search behavior changes as search continues. First, we find that there is sorting by skill at the beginning of search. Second, as search continues, job seekers apply to different types of jobs than at the beginning of search. In particular, assuming t...

  3. Ethical sensitivity, burnout, and job satisfaction in emergency nurses.

    Science.gov (United States)

    Palazoğlu, Cansu Atmaca; Koç, Zeliha

    2017-01-01

    Rising levels of burnout and decreasing job satisfaction can inhibit healthcare professionals from providing high-quality care due to a corresponding decrease in their ethical sensitivity. This study aimed to determine the relationship between the level of ethical sensitivity in emergency service nurses and their levels of burnout and job satisfaction. This research employed a descriptive and cross-sectional design. Participants and research context: This study was conducted with a sample of 236 nurses, all of whom worked in emergency service between 24 July 2015 and 28 April 2016. Data were collected using the Moral Sensitivity Questionnaire, Maslach Burnout Inventory, and Minnesota Job Satisfaction Scale. Ethical considerations: This study was approved by the Institutional Ethics Review Board of Ondokuz Mayıs University. There was a weak and negative correlation (r = -0.158, p = 0.015) between Moral Sensitivity Questionnaire and Maslach Burnout Inventory scores. There was also a weak and negative correlation (r = -0.335, p Burnout Inventory and Minnesota Job Satisfaction Scale scores. Decreased job satisfaction and increased burnout levels among emergency service nurses might result in them indulging in improper practices, frequently facing ethical problems, and a decrease in the overall quality of service in hospitals. In order for emergency service nurses to recognize ethical problems and make the most accurate decisions, a high level of ethical sensitivity is critical. In this respect, it is suggested that continuing education after graduation and training programs should be organized.

  4. Motivational aspects that influence the elderly to enroll on and continue participating in physical exercise programs

    Directory of Open Access Journals (Sweden)

    Carmen Freyre

    2007-03-01

    Full Text Available Currently, there is a growing demand for physical exercise in programs promoting health; however, the elderly are still under-represented in such programs. This study aims to identify, classify and discuss social, cultural and educational factors relating to the health and quality of life of the elderly, establishing relationships with the motives for which they join and adhere to regular physical exercise programs in public areas. This was a field study employing descriptive quantitative and qualitative methodology and for which 120 participants from two physical exercise programs in Recife were interviewed. The results indicate that the most important motives for participation were as follows: to improve health (84.2%, to improve physical performance (70.8%, to adopt a healthy lifestyle (62.5%, to reduce stress (60.8%, to comply with doctor’s orders (56.7%, to recover from injury (55%, to improve self-image (50.8% and to enhance self-esteem and relax (47.5%. The most important motives for continuing to attend such programs were: to improve posture (75%; to promote a feeling of wellbeing (74.2%; to keep fi t (70.8%; to experience pleasure (66.7%; to become stronger and be motivated by the instructor (62.5%; to experience a feeling of well-being produced by the social environment (60%; and to experience self-realization and receive attention from the instructor (57.5%. For the men (35.1%, the habit of performing physical exercise in their youth had no bearing on their joining such programs. On the basis of these indicators, universities can make a valuable contribution by offering socio-educational health-related projects encouraging the elderly population to avoid a sedentary lifestyle. RESUMO Atualmente, a busca pela prática de exercícios físicos em programas para promoção de saúde vem crescendo; porém a procura pelos idosos é insuficiente. Esta investigação identifica, classifica e discute os aspectos socioculturais e educativos

  5. 78 FR 53149 - Medicare and Medicaid Programs: Continued Approval of American Osteopathic Association/Healthcare...

    Science.gov (United States)

    2013-08-28

    ... Approval of American Osteopathic Association/Healthcare Facilities Accreditation Program (AOA/HFAP's.... SUMMARY: This final notice announces our decision to approve American Osteopathic Association/Healthcare... determined by CMS. The American Osteopathic Association/Healthcare Facilities Accreditation Program's (AOA...

  6. 77 FR 4688 - National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the...

    Science.gov (United States)

    2012-01-31

    ... the NSLP and/or School Breakfast Program to establish, by school year (SY) 2008-2009, a system to... effects, distributive impacts, and equity). Executive Order 13563 emphasizes the importance of quantifying... breakfast and lunch programs. 7 CFR Part 272 Alaska, Civil rights, Claims, Food stamps, Grant programs...

  7. Transitioning Former Military Medics to Civilian Health Care Jobs: A Novel Pilot Program to Integrate Medics Into Ambulatory Care Teams for High-Risk Patients.

    Science.gov (United States)

    Watts, Brook; Lawrence, Renée H; Schaub, Kimberley; Lea, Erin; Hasenstaub, Mary; Slivka, Judy; Smith, Todd I; Kirsh, Susan

    2016-11-01

    Despite their medical training, record of military service, and the unmet needs within the health care sector, numerous challenges face veterans who seek to leverage their health care skills for employment after leaving the military. Creative solutions are necessary to successfully leverage these skills into jobs for returning medics that also meet the needs of health care systems. To achieve this goal, we created a novel ambulatory care health technician position on the basis of existing literature and modeled after a program which incorporates former military medics in emergency departments. Through a quality improvement approach, a position description, interview process, training program with clinical competencies, and team integration plan were developed and implemented. To date, two medics have been hired, successfully trained on relevant skill sets, and are currently caring for medical outpatients (under the supervision of licensed clinical personnel) as crucial interdisciplinary team members. Taken together, a multifaceted approach is required to effectively harness military medics' skills and experiences to meet identified health delivery needs. Reprint & Copyright © 2016 Association of Military Surgeons of the U.S.

  8. Preparing Teacher Leaders: Perceptions of the Impact of a Cohort-Based, Job Embedded, Blended Teacher Leadership Program

    Science.gov (United States)

    Ross, Dorene; Adams, Alyson; Bondy, Elizabeth; Dana, Nancy; Dodman, Stephanie; Swain, Colleen

    2011-01-01

    This qualitative study was designed to examine teachers' and principals' perceptions of the impact of a graduate program designed to prepare teacher leaders. Impact was investigated through interviews with 20 graduates and 6 principals. Using Mezirow's concept of transformational learning, the study documents perceived transformation of teachers'…

  9. Overcoming job stress

    Science.gov (United States)

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  10. Gender differences in job quality and job satisfaction among doctors in rural western China.

    Science.gov (United States)

    Miao, Yang; Li, Lingui; Bian, Ying

    2017-12-28

    Few studies about gender differences in job quality and job satisfaction among medical professionals have been carried out in China. So the objectives of this study were to examine whether and to what extent gender differences existed in job quality and job satisfaction of doctors in rural western China. From 2009 to 2011, a total of 1472 doctors from 103 selected county-level health care facilities in rural western China were recruited into the study. Information about the doctors' demographic characteristics, job quality, and job satisfaction was collected through a designed questionnaire. Besides examining gender differences in single dimensions of job quality and job satisfaction, principal component analysis was used to construct a composite job quality index to measure the differences in the comprehensive job quality, and exploratory factor analysis was applied to evaluate the differences in the overall job satisfaction. Chi-square test was used to calculate differences between proportions, and t-test was used to compare differences between means. Among the doctors, there were 705 males and 767 females (ratio 1:1.09). Male doctors had significantly higher monthly salaries, longer working hours, more times of night shifts per month, longer continuous working hours, and longer years of service at current facilities, and marginally significantly higher hourly wage and longer years of service in current professions. However, female doctors showed greater overall job qualities. Significant and marginally significant gender differences were only found in satisfaction with remuneration compared to workload, the chance of promotion and working environment. But female showed greater satisfaction in the overall job satisfaction and the factor including sub-aspects of working environment, remuneration compared to workload, the chance of promotion, utilization of subjective initiative, and sense of achievement. Gender differences in job quality and job satisfaction did

  11. CATALOG OF CONTINUING LEGAL EDUCATION PROGRAMS IN THE UNITED STATES, MARCH 1967-OCTOBER 1967, CLE CATALOG 4.

    Science.gov (United States)

    WOLKIN, PAUL A.

    THE FOURTH ISSUE OF THE CLE CATALOG LISTS PROGRAMS SCHEDULED FOR SPRING AND SUMMER OF 1967, AND NEW CONTINUING LEGAL EDUCATION PUBLICATIONS. AGENCIES REPORTED ON 203 COURSES IN 33 STATES. COURSES ARE LISTED BY STATE AND INDEXED BY SUBJECT AND CHRONOLOGY. SUCH TOPICS AS TAXES, PERSONAL INJURY, ESTATE PLANNING, FAMILY LAW, LABOR LAW, CRIMINAL LAW,…

  12. F-35 Joint Strike Fighter: Continued Oversight Needed as Program Plans to Begin Development of New Capabilities

    Science.gov (United States)

    2016-04-01

    Report to Congressional Committees April 2016 GAO-16-390 United States Government Accountability Office United States Government... Accountability Office Highlights of GAO-16-390, a report to congressional committees April 2016 F-35 JOINT STRIKE FIGHTER Continued Oversight...program, transparency will be limited. Therefore, it will be difficult for Congress to hold it accountable for achieving its cost, schedule, and

  13. A Survey of Knowledge and Attitudes towards Martial Arts: Recommendations for a Recruitment Program in Continuing Education.

    Science.gov (United States)

    Schaer, Barbara; Neal, Kathy

    A study examined the level of knowledge about and the types of attitudes toward martial arts. The primary objective of the study was to gather information that could be used in designing a recruitment program for a continuing education course in martial arts. A survey instrument was administered to 60 males and 52 females between the ages of 15…

  14. The Role of Continuous Education Programs Organized by Saudi Universities in Literacy--A Case Study of King Saud University

    Science.gov (United States)

    Al Rawaf, Haya Saad Abdulla; Fattah, Azza Khalil Abdel; Megeid, Fadia Yousif Abdel; Nazmy, Rania Mohammed Aziz; Alarifi, Sarah Nasser; Al Sulaihm, Hind Sulaiman

    2017-01-01

    This study aims at highlighting the role of Continuous Education Programs at the Saudi Universities in Religious, Social, and Health Literacy; King Saud University was taken as an example. To achieve the goals of the study two questionnaires were distributed among two samples from King Saud University; (101) of students, and (9) of continuous…

  15. Building a French for Business and Technology Program Abroad: Giving Students an Edge in an Expanding Global Job Market

    OpenAIRE

    Lemarchand, Lionel J.

    2010-01-01

    The reality of globalization has made international programs more significant than ever before. Students from all over the world are accessing an increasingly competitive world market. Understanding other cultures in the social sense and in the business culture sense is crucial not only for their own benefits but also for their careers. This article describes how to develop an “Abroad Business and Technology Program” and presents the principal components that can insure its success. It also s...

  16. 78 FR 42871 - Final Extension of Project Period and Waiver; Rehabilitation Continuing Education Program for the...

    Science.gov (United States)

    2013-07-18

    ...) and continuing education (CE) provided to State vocational rehabilitation (VR) agencies and their...) and continuing education (CE) for State VR agencies and agency partners that cooperate with State VR... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF EDUCATION 34...

  17. 78 FR 71619 - Medicare and Medicaid Programs; Continued Approval of American Osteopathic Association/Healthcare...

    Science.gov (United States)

    2013-11-29

    ... Approval of American Osteopathic Association/Healthcare Facilities Accreditation Program's Critical Access.... SUMMARY: This final notice announces our decision to approve the American Osteopathic Association...

  18. Responsive BScN Programming at Nipissing University: The Continuing Education of Ontario Nurses

    Science.gov (United States)

    Fitzgerald, Scott; Beattie, Beverley; Carter, Lorraine; Caswell, Wenda

    2014-01-01

    Nipissing University in North Bay, Ontario, is currently the only post-secondary institution in that province to offer a part-time Baccalaureate of Science in Nursing (BScN) program for Registered Practical Nurses (RPNs) through a blended learning model. This program represents a "bridge" from the nurse's college diploma and offers a…

  19. 75 FR 17745 - Tribal Management Grant Program; Announcement Type: New and Competing Continuation Discretionary...

    Science.gov (United States)

    2010-04-07

    ... Assistance Number(s): 93.228. Key Dates: Program Requirements Session: April 21-22 and May 5-6, 2010. Grant..., 2010. Receipt Date for Final Tribal Resolution: October 1, 2010. Review Date: October 4-8, 2010...-638, as amended. This program is described at 93.228 in the Catalog of Federal Domestic Assistance...

  20. Developing Memory Clinics in Primary Care: An Evidence-Based Interprofessional Program of Continuing Professional Development

    Science.gov (United States)

    Lee, Linda; Weston, W. Wayne; Hillier, Loretta M.

    2013-01-01

    Introduction: Primary care is challenged to meet the needs of patients with dementia. A training program was developed to increase capacity for dementia care through the development of Family Health Team (FHT)-based interprofessional memory clinics. The interprofessional training program consisted of a 2-day workshop, 1-day observership, and 2-day…

  1. 15 CFR 923.133 - Procedure for conducting continuing reviews of approved State CZM programs.

    Science.gov (United States)

    2010-01-01

    ... approved CZM program; (B) The management agency is effectively playing a leadership role in coastal issues..., DEPARTMENT OF COMMERCE OCEAN AND COASTAL RESOURCE MANAGEMENT COASTAL ZONE MANAGEMENT PROGRAM REGULATIONS... performance of coastal States with respect to coastal management. Each review shall include a written...

  2. Endocrine surgery fellowship graduates past, present, and future: 8 years of early job market experiences and what program directors and trainees can expect.

    Science.gov (United States)

    Krishnamurthy, Vikram D; Gutnick, Jesse; Slotcavage, Rachel; Jin, Judy; Berber, Eren; Siperstein, Allan; Shin, Joyce J

    2017-01-01

    Given the increasing number of endocrine surgery fellowship graduates, we investigated if expectations and job opportunities changed over time. American Association of Endocrine Surgeons (AAES) fellowship graduates, surgery department chairs, and physician recruiters were surveyed. Univariate analysis was performed with JMP Pro 12 software. We identified 141 graduates from 2008-2015; survey response rate was 72% (n = 101). Compared to earlier graduates, fewer academic opportunities were available for the recent graduates who intended to join them (P = .001). Unlike earlier graduates, recent graduates expected to also perform elective general surgery, which ultimately represented a greater percentage of their practices (both P job offers decreased. Overall, 84% of graduates matched their intended practice type and 98% reported being satisfied. Reponses from graduates, department chairs, and physician recruiters highlighted opportunities to improve mentor involvement, job search strategies, and online job board utilization. The endocrine surgery job market has diversified resulting in more graduates entering nonacademic practices and performing general surgery. This rapid evolution supports future analyses of the job market and opportunities for job creation. Almost every graduate reported job satisfaction, which encourages graduates to consider joining both academic and nonacademic practices equally. Copyright © 2016 Elsevier Inc. All rights reserved.

  3. Crowd-Sourcing with K-12 citizen scientists: The Continuing Evolution of the GLOBE Program

    Science.gov (United States)

    Murphy, T.; Wegner, K.; Andersen, T. J.

    2016-12-01

    Twenty years ago, the Internet was still in its infancy, citizen science was a relatively unknown term, and the idea of a global citizen science database was unheard of. Then the Global Learning and Observations to Benefit the Environment (GLOBE) Program was proposed and this all changed. GLOBE was one of the first K-12 citizen science programs on a global scale. An initial large scale ramp-up of the program was followed by the establishment of a network of partners in countries and within the U.S. Now in the 21st century, the program has over 50 protocols in atmosphere, biosphere, hydrosphere and pedosphere, almost 140 million measurements in the database, a visualization system, collaborations with NASA satellite mission scientists (GPM, SMAP) and other scientists, as well as research projects by GLOBE students. As technology changed over the past two decades, it was integrated into the program's outreach efforts to existing and new members with the result that the program now has a strong social media presence. In 2016, a new app was launched which opened up GLOBE and data entry to citizen scientists of all ages. The app is aimed at fresh audiences, beyond the traditional GLOBE K-12 community. Groups targeted included: scouting organizations, museums, 4H, science learning centers, retirement communities, etc. to broaden participation in the program and increase the number of data available to students and scientists. Through the 20 years of GLOBE, lessons have been learned about changing the management of this type of large-scale program, the use of technology to enhance and improve the experience for members, and increasing community involvement in the program.

  4. Effect of programmed intermittent epidural boluses and continuous epidural infusion on labor analgesia and obstetric outcomes: a randomized controlled trial.

    Science.gov (United States)

    Ferrer, Leopoldo E; Romero, David J; Vásquez, Oscar I; Matute, Ednna C; Van de Velde, Marc

    2017-11-01

    Continuous epidural infusion and programmed intermittent epidural boluses are analgesic techniques routinely used for pain relief in laboring women. We aimed to assess both techniques and compare them with respect to labor analgesia and obstetric outcomes. After Institutional Review Board approval, 132 laboring women aged between 18 and 45 years were randomized to epidural analgesia of 10 mL of a mixture of 0.1% bupivacaine plus 2 µg/mL of fentanyl either by programmed intermittent boluses or continuous infusion (66 per group). Primary outcome was quality of analgesia. Secondary outcomes were duration of labor, total drug dose used, maternal satisfaction, sensory level, motor block level, presence of unilateral motor block, hemodynamics, side effects, mode of delivery, and newborn outcome. Patients in the programmed intermittent epidural boluses group received statistically less drug dose than those with continuous epidural infusion (24.9 vs 34.4 mL bupivacaine; P = 0.01). There was no difference between groups regarding pain control, characteristics of block, hemodynamics, side effects, and Apgar scores. Our study evidenced a lower anesthetic consumption in the programmed intermittent boluses group with similar labor analgesic control, and obstetric and newborn outcomes in both groups.

  5. Development and Implementation of a Continuing Medical Education Program in Canada: Knowledge Translation for Renal Cell Carcinoma (KT4RCC).

    Science.gov (United States)

    Lavallée, Luke T; Fitzpatrick, Ryan; Wood, Lori A; Basiuk, Joan; Knee, Christopher; Cnossen, Sonya; Mallick, Ranjeeta; Witiuk, Kelsey; Vanhuyse, Marie; Tanguay, Simon; Finelli, Antonio; Jewett, Michael A S; Basappa, Naveen; Lattouf, Jean-Baptiste; Gotto, Geoffrey T; Al-Asaaed, Sohaib; Bjarnason, Georg A; Moore, Ronald; North, Scott; Canil, Christina; Pouliot, Frédéric; Soulières, Denis; Castonguay, Vincent; Kassouf, Wassim; Cagiannos, Ilias; Morash, Chris; Breau, Rodney H

    2017-08-04

    An in-person multidisciplinary continuing medical education (CME) program was designed to address previously identified knowledge gaps regarding quality indicators of care in kidney cancer. The objective of this study was to develop a CME program and determine if the program was effective for improving participant knowledge. CME programs for clinicians were delivered by local experts (uro-oncologist and medical oncologist) in four Canadian cities. Participants completed knowledge assessment tests pre-CME, immediately post-CME, and 3-month post-CME. Test questions were related to topics covered in the CME program including prognostic factors for advanced disease, surgery for advanced disease, indications for hereditary screening, systemic therapy, and management of small renal masses. Fifty-two participants attended the CME program and completed the pre- and immediate post-CME tests. Participants attended in Ottawa (14; 27%), Toronto (13; 25%), Québec City (18; 35%), and Montréal (7; 13%) and were staff urologists (21; 40%), staff medical oncologists (9; 17%), fellows (5; 10%), residents (16; 31%), and oncology nurses (1; 2%). The mean pre-CME test score was 61% and the mean post-CME test score was 70% (p = 0.003). Twenty-one participants (40%) completed the 3-month post-CME test. Of those that completed the post-test, scores remained 10% higher than the pre-test (p value 0.01). Variability in test scores was observed across sites and between French and English test versions. Urologists had the largest specialty-specific increase in knowledge at 13.8% (SD 24.2, p value 0.02). The kidney cancer CME program was moderately effective in improving provider knowledge regarding quality indicators of kidney cancer care. These findings support continued use of this CME program at other sites.

  6. A view of the global conservation job market and how to succeed in it.

    Science.gov (United States)

    Lucas, Jane; Gora, Evan; Alonso, Alfonso

    2017-12-01

    The high demand for conservation work is creating a need for conservation-focused training of scientists. Although many people with postsecondary degrees in biology are finding careers outside academia, many programs and mentors continue to prepare students to follow-in-the-footsteps of their professors. Unfortunately, information regarding how to prepare for today's conservation-based job market is limited in detail and scope. This problem is complicated by the differing needs of conservation organizations in both economically developed and developing regions worldwide. To help scientists identify the tools needed for conservation positions worldwide, we reviewed the current global conservation job market and identified skills required for success in careers in academia, government, nonprofit, and for-profit organizations. We also interviewed conservation professionals across all conservation sectors. Positions in nonprofit organizations were the most abundant, whereas academic jobs were only 10% of the current job market. The most common skills required across sectors were a strong disciplinary background, followed by analytical and technical skills. Academic positions differed the most from other types of positions in that they emphasized teaching as a top skill. Nonacademic jobs emphasized the need for excellent written and oral communication, as well as project-management experience. Furthermore, we found distinct differences across job locations. Positions in developing countries emphasized language and interpersonal skills, whereas positions in countries with advanced economies focused on publication history and technical skills. Our results were corroborated by the conservation professionals we interviewed. Based on our results, we compiled a nondefinitive list of conservation-based training programs that are likely to provide training for the current job market. Using the results of this study, scientists may be better able to tailor their training to

  7. The facilitators’ point of view regarding the primary health care planning as a continuing education program

    Directory of Open Access Journals (Sweden)

    Kênia Lara Silva

    2012-09-01

    Full Text Available This is a qualitative study that aims at analyzing the Primary Health Care Strategic Planning in a continuing education process, as well as the professional’s formation to work as facilitators in it. Data was obtained through interviews with 11 nurses that had acted as the plan’s facilitators in a municipality within Belo Horizonte. The results indicate that the experience as facilitators allowed them to reflect on the work process and this practice contributed to the incorporation of new tools to the primary health care system. The participants reported the difficulties faced when conducting the experience and the gap in the professionals’ formation to act in the PHC and to put into practice the processes of continuing education on a day to day basis. In conclusion, the Planning represents an important continuing education strategy and it is significance to transform processes and practices in the primary health care service.

  8. Integrated Job Scheduling and Network Routing

    DEFF Research Database (Denmark)

    Gamst, Mette; Pisinger, David

    2013-01-01

    We consider an integrated job scheduling and network routing problem which appears in Grid Computing and production planning. The problem is to schedule a number of jobs at a finite set of machines, such that the overall profit of the executed jobs is maximized. Each job demands a number...... of resources which must be sent to the executing machine through a network with limited capacity. A job cannot start before all of its resources have arrived at the machine. The scheduling problem is formulated as a Mixed Integer Program (MIP) and proved to be NP-hard. An exact solution approach using Dantzig......, interior point stabilization is used to decrease the number of columns generated in the branch-and-price algorithm. The algorithm is experimentally evaluated on job scheduling instances for a Grid network. The Dantzig- Wolfe algorithm with stabilization is clearly superior, being able to solve large...

  9. Job Prospects for Civil Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    Government programs and renewed industrial activity have combined with stable enrollments to create bright job prospects for civil engineers. Areas with good opportunities include highway reconstruction and rehabilitation, water-resource management, and new factory construction. The subspecialty of structural engineering has a growing need in…

  10. Job Sharing: One District's Experience.

    Science.gov (United States)

    Lantz, Mahlon L.

    1983-01-01

    Describes responses of principals, teachers, and parents to a job sharing program instituted to reduce impact of staff layoffs. Principals were satisfied overall; teachers believed that students benefited from interaction with two instructors; and a majority of parents felt likewise. (TE)

  11. 32 CFR 196.520 - Job classification and structure.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Job classification and structure. 196.520 Section 196.520 National Defense Department of Defense (Continued) OFFICE OF THE SECRETARY OF DEFENSE... Activities Prohibited § 196.520 Job classification and structure. A recipient shall not: (a) Classify a job...

  12. 45 CFR 2555.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Job classification and structure. 2555.520 Section 2555.520 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND... Activities Prohibited § 2555.520 Job classification and structure. A recipient shall not: (a) Classify a job...

  13. Measuring and Managing Variables for Continuing Education Programs in a University Setting: An Econometric Model.

    Science.gov (United States)

    Wolf, Jacke; Waldron, Mark W.

    An econometric model is suggested for managing continuing education units in Canadian universities. The value of such a model would be to unify the various factors that are often considered in fragments in traditional ways of studying the problems of such units. Many difficulties exist in using such a model to discuss educational management, but…

  14. How to Setup a Continuous Experimental Teaching System: Case Study on the Tourism Management Program

    Science.gov (United States)

    Hu, Jun; Zhang, Mu; Huang, Xiang

    2014-01-01

    Chinese higher tourism education witnesses 32-year continuous innovation and exploration since the reform and opening policies. And it has gained many successful experiences in the aspects of talents cultivation mentality, nurture target, subject construction, curriculum arrangement and training module. However, it suffers the shortage of tourism…

  15. 32 CFR 199.20 - Continued Health Care Benefit Program (CHCBP).

    Science.gov (United States)

    2010-07-01

    ... Privilege Card”; (iii) A front and back copy of a DD Form 1173, “Uniformed Services Identification and... under 10 U.S.C. 1145(a)) ends. (e) CHCBP benefits—(1) In general. Except as provided in paragraph (e)(2... continuation health care benefit for the Department of Defense and the other Uniformed Services (e.g., NOAA...

  16. Practice Audit in Gastroenterology (Page Program: A Novel Approach to Continuing Professional Development

    Directory of Open Access Journals (Sweden)

    David Armstrong

    2006-01-01

    Full Text Available BACKGROUND: Practice audit is an important component of continuing professional development that may more readily be undertaken if it were less complex. This qualitative study assessed the use of personal digital assistants to facilitate data collection and review.

  17. Application of a contextual instructional framework in a continuing professional development training program for physiotherapists in Rwanda.

    Science.gov (United States)

    Dunleavy, Kim; Chevan, Julia; Sander, Antoinette P; Gasherebuka, Jean Damascene; Mann, Monika

    2017-03-22

    Continuing professional development is an important component of capacity building in low resource countries. The purpose of this case study is to describe the use of a contextual instructional framework to guide the processes and instructional design choices for a series of continuing professional development courses for physiotherapists in Rwanda. Four phases of the project are described: (1) program proposal, needs assessment and planning, (2) organization of the program and instructional design, (3) instructional delivery and (4) evaluation. Contextual facilitating factors and needs informed choices in each phase. The model resulted in delivery of continuing professional development to the majority of physiotherapists in Rwanda (n = 168, 0.48 rural/0.52 urban) with participants reporting improvement in skills and perceived benefit for their patients. Environmental and healthcare system factors resulted in offering the courses in rural and urban areas. Content was developed and delivered in partnership with Rwandan coinstructors. Based on the domestic needs identified in early courses, the program included advocacy and leadership activities, in addition to practical and clinical instruction. The contextual factors (environment, healthcare service organization, need for rehabilitation and status and history of the physiotherapy profession) were essential for project and instructional choices. Facilitating factors included the established professional degree and association, continuing professional development requirements, a core group of active professionals and an existing foundation from other projects. The processes and contextual considerations may be useful in countries with established professional-level education but without established postentry-level training. Implications for Rehabilitation Organizations planning continuing professional development programs may benefit from considering the context surrounding training when planning, designing and

  18. Continuous improvement programs as processes for organizational learning: A case study of a company in the food products industry.

    OpenAIRE

    André Luiz Fischer; Natacha Bertoia Da Silva

    2010-01-01

    This article intends to show the relationships between quality practices and the process of organizational learning. When we look at the literature about programs of continuous improvement we see that theoreticians consider that the process of organizational learning is a superior stage in the quality culture adopted by companies. To investigate this possibility, we put together a series of indicators taken from classic authors who have written about organizational learning. Adopting a multip...

  19. Continuous improvement programs as processes for organizational learning: a case study of a company in the food products industry

    OpenAIRE

    Fischer, André Luiz

    2010-01-01

    This article intends to show the relationships between quality practices and the process of organizational learning. When we look at the literature about programs of continuous improvement we see that theoreticians consider that the process of organizational learning is a superior stage in the quality culture adopted by companies. To investigate this possibility, we put together a series of indicators taken from classic authors who have written about organizational learning. Adopting a multip...

  20. Effect of a focused and directed continuing education program on prehospital skill maintenance in key resuscitation areas.

    Science.gov (United States)

    De Lorenzo, Robert A; Abbott, Cynthia A

    2007-10-01

    US Army Medics (formerly MOS 91B) received training similar to EMT-B level but were not required to be certified. Medics additionally received training in such skills as intravenous (i.v.) line insertion and fluid resuscitation. Continuing education, although encouraged, was not required. The objective of this study was to determine the effectiveness of a focused and directed psychomotor skills continuing education program in maintaining skills performance over a 6-month period in four key resuscitation areas. The education effect was the focus of the analysis. The study population was a convenience sample of medics with 1-4 years experience assigned to field units at Ft. Hood, TX. Subjects received a pretest evaluation of skills performance in four key areas using standard NREMT skill sheets. Scores on skill evaluations represent the percentage of steps correctly performed. After pretest evaluations, subjects were required to complete a comprehensive and focused continuing education program that emphasized skill practice. After the 6-month pretest, a post-test was conducted. Pre- and post-test scores for each student were matched. A one-tailed Student's t-test was used to compare results before and after the intervention, with statistical significance set at p skills of i.v. insertion, airway management, patient assessment, and bleeding control was 79 +/- 11, 73 +/- 14, 44 +/- 22, and 57 +/- 13, respectively. The post-test performance for these same skills increased (p education program that emphasizes skill practice in key resuscitation areas can improve skills performance.

  1. Relationship Of Core Job Characteristics To Job Satisfaction And ...

    African Journals Online (AJOL)

    In order to clarify the conceptual and empirical distinction between job satisfaction and job involvement constructs, this study investigates the relationship between construction workers core job characteristics, job satisfaction and job involvement. It also investigates the mediating role of job satisfaction between core job ...

  2. Effectiveness of job search interventions: a meta-analytic review.

    Science.gov (United States)

    Liu, Songqi; Huang, Jason L; Wang, Mo

    2014-07-01

    The current meta-analytic review examined the effectiveness of job search interventions in facilitating job search success (i.e., obtaining employment). Major theoretical perspectives on job search interventions, including behavioral learning theory, theory of planned behavior, social cognitive theory, and coping theory, were reviewed and integrated to derive a taxonomy of critical job search intervention components. Summarizing the data from 47 experimentally or quasi-experimentally evaluated job search interventions, we found that the odds of obtaining employment were 2.67 times higher for job seekers participating in job search interventions compared to job seekers in the control group, who did not participate in such intervention programs. Our moderator analysis also suggested that job search interventions that contained certain components, including teaching job search skills, improving self-presentation, boosting self-efficacy, encouraging proactivity, promoting goal setting, and enlisting social support, were more effective than interventions that did not include such components. More important, job search interventions effectively promoted employment only when both skill development and motivation enhancement were included. In addition, we found that job search interventions were more effective in helping younger and older (vs. middle-aged) job seekers, short-term (vs. long-term) unemployed job seekers, and job seekers with special needs and conditions (vs. job seekers in general) to find employment. Furthermore, meta-analytic path analysis revealed that increased job search skills, job search self-efficacy, and job search behaviors partially mediated the positive effect of job search interventions on obtaining employment. Theoretical and practical implications and future research directions are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  3. Using Continuous Improvement in Online Program Design: DMAIC as a Tool for Assurance of Learning Assessments

    Science.gov (United States)

    Carnovale, Steven; Allen, Cliff; Pullman, Madeleine; Wong, Daniel

    2016-01-01

    The integration of technology into education has forced radical innovations to traditional instructional delivery models. Given its prevalence, a thorough understanding of pedagogical best practices associated with the design and implementation of such programs is critical. Furthermore, the need for an institutional commitment to assessment and a…

  4. Elementary School-Located Influenza Vaccine Programs: Key Stakeholder Experiences from Initiation to Continuation

    Science.gov (United States)

    Williams, Valerie; Rousculp, Matthew D.; Price, Mark; Coles, Theresa; Therrien, Michelle; Griffin, Jane; Hollis, Kelly; Toback, Seth

    2012-01-01

    This study examined the initiation and logistics, funding, perceived barriers and benefits, and disruption of school activities by school-located influenza vaccination (SLIV) programs conducted during the 2008-2009 influenza season. Seventy-two interviews using a structured protocol were conducted with 26 teachers, 16 school administrators, and 30…

  5. Interprofessional Education in Canadian Nursing Programs and Implications for Continuing Education

    Science.gov (United States)

    Donato, Emily; Lightfoot, Nancy; Carter, Lorraine; MacEwan, Leigh

    2016-01-01

    In 2010, the Canadian Association of Schools of Nursing, the accrediting body for nursing programs in Canada, became part of the Accreditation of Interprofessional Health Education initiative. In turn, interprofessional education (IPE) is now a requirement in nursing curricula. Although the requirement is formally in place, how it is achieved…

  6. 78 FR 7387 - Continuation of Farm Service Agency 2008 Farm Bill Programs

    Science.gov (United States)

    2013-02-01

    ...; telephone: (202) 720- 3175. Persons with disabilities who require alternative means for communication... addition to periodic general signups, producers may enroll environmentally sensitive land through CRP's.... Participants in Federal farm programs that have farm land identified as highly erodible or as a wetland must...

  7. Blind Babies Program Not Effectively Implemented: Continued Funding by State Cannot Be Justified. OPPAGA Special Review.

    Science.gov (United States)

    Florida State Legislature, Tallahassee. Office of Program Policy Analysis and Government Accountability.

    This report presents an evaluation of Florida's Blind Babies Program, which provides community-based, early intervention education to visually impaired or blind children from birth through age 5 and to their parents, families, and caregivers. The evaluation found that: (1) the Division of Blind Services had not developed an adequate accountability…

  8. 77 FR 43084 - Multiple Award Schedule (MAS) Program Continuous Open Season-Operational Change

    Science.gov (United States)

    2012-07-23

    ... Federal Agencies. What else should GSA consider in making this decision? 2. How much advance notice should GSA provide before making a decision for temporary closure? What business factors drive the amount of... in three key program areas: Small business viability, operational efficiency, and cost control. The...

  9. 76 FR 9789 - Office of Urban Indian Health Programs; Announcement Type: Limited Competition, Continuation...

    Science.gov (United States)

    2011-02-22

    ... benefits at lower costs. Medicare Part D is streamlined and improved to better connect people with their... therapy intervention counseling sessions, symptoms, incidence skills measure, peer and historical trauma... Indian Affairs (BIA) Relocation/Employment Assistance Programs (BIA Relocation) which enticed Indian...

  10. Motivational Factors and Predictors for Attending a Continuing Education Program for Older Adults

    Science.gov (United States)

    Cachioni, Meire; Nascimento Ordonez, Tiago; Lima da Silva, Thais Bento; Tavares Batistoni, Samila Sathler; Sanches Yassuda, Mônica; Caldeira Melo, Ruth; Rodrigues da Costa Domingues, Marisa Accioly; Lopes, Andrea

    2014-01-01

    The objectives were to describe the stated motives of participants who enrolled in a program at the Open University for the Elderly (UnATI, in Portuguese), identify correlations between the stated motives and sociodemographic data, and find a set of predictors related to the listed motives. A total of 306 middle-aged and elderly adults aged 50 or…

  11. Student Attraction, Persistence and Retention in STEM Programs: Successes and Continuing Challenges

    Science.gov (United States)

    Sithole, Alec; Chiyaka, Edward T.; McCarthy, Peter; Mupinga, Davison M.; Bucklein, Brian K.; Kibirige, Joachim

    2017-01-01

    Low student enrollment and high attrition rates in Science, Technology, Engineering, and Mathematics (STEM) education are major challenges in higher education. Many STEM entrants end-up switching their majors to non-STEM fields, perform poorly relative to their peers in other programs, and/or drop out of college without earning any academic…

  12. Impact of a Continuing Health Education Inservice Program on Teachers' Competencies.

    Science.gov (United States)

    Chen, William; And Others

    1990-01-01

    An intensive weekend workshop for teachers focusing on foundations of health education, drug education, emotional health, and human sexuality demonstrated that a well-planned and implemented in-service training program can effectively improve teachers' competency in health education. (JD)

  13. 78 FR 63984 - Medicare and Medicaid Programs: Application From the Joint Commission for Continued Approval of...

    Science.gov (United States)

    2013-10-25

    ... Medicare or Medicaid programs. Section 1865(b)(3)(A) of the Social Security Act (the Act) requires that... certain requirements are met. Sections 1861(o) and 1891 of the Social Security Act (the Act), establish... and approval of a national accrediting organization's requirements consider, among other factors, the...

  14. Self-Leadership Change Project: The Continuation of an Ongoing Experiential Program

    Science.gov (United States)

    Phillips, James I.; Kern, Dave; Tewari, Jitendra; Jones, Kenneth E.; Beemraj, Eshwar Prasad; Ettigi, Chaitra Ashok

    2017-01-01

    Purpose: The self-leadership change project (SLCP) is an ongoing program for senior level students at a regional university designed to provide hands-on experience in building self-management skills, which is considered a pre-requisite by many leaders and scholars (e.g. Drucker, 1996; Schaetti et al., 2008). The paper aims to discuss this issue.…

  15. A continued program of planetary study at the University of Texas McDonald Observatory

    Science.gov (United States)

    Trafton, L.

    1991-01-01

    The program conducts solar system research in support of NASA missions and of general astronomical interest. Investigations of composition, physical characteristics and changes in solar system bodies are conducted primarily using the facilities of McDonald Observatory. Progress, accomplishments, and projected accomplishments are discussed.

  16. Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

    Science.gov (United States)

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu

    2015-04-01

    To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.

  17. Learning to do diversity work: A model for continued education of program organizers

    OpenAIRE

    Dounas-Frazer, Dimitri R.; Hyater-Adams, Simone A.; Reinholz, Daniel L.

    2016-01-01

    Physics and physics education in the United States suffer from severe (and, in some cases, worsening) underrepresentation of Black, Latina/o, and Native people of all genders and women of all races and ethnicities. This underrepresentation is a symptom with multiple causes and myriad potential solutions. In this paper, we describe an approach to addressing the causes of underrepresentation through physics students' collective and continued education about racism, sexism, other dimensions of m...

  18. Selection and scheduling of jobs with time-dependent duration ...

    African Journals Online (AJOL)

    In this paper two mathematical programming models, both with multiple objective functions, are proposed to solve four related categories of job scheduling problems. All four of these categories have the property that the duration of the jobs is dependent on the time of implementation and in some cases the preceding job.

  19. THE CREATION AND DEVELOPMENT OF JOB IN NIGERIA: ENTREPRENEURSHIP ENLIGHTENMENT

    OpenAIRE

    Money, Udih

    2016-01-01

    This paper is an opinion one that examined the significant role of entrepreneurship enlightenment in the creation and development of job in Nigeria. Entrepreneurship enlightenment that is continuous and reaching the citizens will help in the creation and development of job. It is viewed that entrepreneurship enlightenment is a giant stride towards creation and development of job in Nigeria. This paper also touches the challenges facing entrepreneurship development and job creation in Nigeria....

  20. Outcomes of continuous process improvement of a nutritional care program incorporating TTR measurement.

    Science.gov (United States)

    Mears, Elia

    2002-12-01

    Early assessment of protein calorie malnutrition (PCM) can improve the outcome for hospitalized patients by allowing the initiation of nutrition support if required. In addition, monitoring nutritional status during the hospital stay can identify a decline in or improvement of PCM so that alterations to treatment regimens can be made if needed. The visceral protein albumin is the traditional laboratory indicator of PCM. In the past decade another protein has been lauded as a superior marker that can be used in conjunction. We undertook several studies to test the effectiveness of TTR as an aid in nutritional assessment. We found TTR to be a sensitive measure of nutritional status, allowing for earlier assessment and intervention, thus reducing length of stay and other hospital associated costs. Based on these findings, our hospital generated and implemented a multidisciplinary nutrition care program. Transthyretin is an integral portion of this program; levels are determined on admission and repeated twice weekly until discharge.

  1. Preparing Astronomy Majors for the Job Market of the New Millennium

    Science.gov (United States)

    Migenes, Victor

    2000-08-01

    In the past few years the American Physical Society (APS) has conducted a number of surveys among the graduate student population in the US and also among young researchers. The purpose was to get an idea of the career expectations of the students and how these are met later on in their life. Two of the conclusions were: (1) students want to work in a research environment, preferably academic, and (2) graduate and undergraduate programs are not preparing them well for the different challenges and goals found in industry, the private sector and national laboratories. Jobs in academia, especially tenured positions, have been difficult to obtain forcing many students to give up on their goals after one or two postdoctoral positions. Some have found jobs in other sectors but others feel frustrated that their careers have not met their expectations and are poorly `prepared' for other options. In the areas of Physics and Astronomy there is not much of a job market without graduate studies. So most students must continue graduate work, in these or other fields, in order to compete well in the job market. Graduate and undergraduate programs must become more responsible for the present state of affairs and for implementing improvements. This can be done by broadening the scope of the present programs so that a student is better prepared to face the challenges of other job opportunities. We present here a BSc program designed by astronomers and physicists, at the University of Guanajuato, to try to address some of these concerns and better prepare the students for either continuing with graduate studies or finding employment in an ever-changing job market.

  2. FY17 Environmental Workforce Development and Job Training (EWDJT) Grants

    Science.gov (United States)

    This notice announces the availability of funds and solicits proposals from eligible entities, including nonprofit organizations, to deliver Environmental Workforce Development and Job Training programs.

  3. [A contraceptive social marketing (CSM) program needs continuity of management: the Asociacion Demografica Salvadorena (ADS) in 1983].

    Science.gov (United States)

    Kraus, G

    1984-01-01

    The Association Demografica Salvadorena (ADS) learned an important lesson during 1983--a contraceptive social markeing (CSM) program needs continuity of management to ensure that all components remain inegrated and all actions are coordinated within the organization. Ever since in early 1983, ADS has not had an executive specifically assigned to run the CSM project and make the important month-by-month, tactical decisions that keep a program's activities focused on meeting sales goals. Instead, executive tasks were delegated on an ad hoc basis to ADS' administrative staff. Fortunately, the program's administrative design was well-developed, and ADS' dedicated personnel were able to effectively accomplish the daily business of keeping records and getting products out to retailers. Advertising, promotion and product development suffered, however. So the new executive or general manager will need to examine these areas 1st. Although El Salvador's CSM operates in unstable social and economic conditions, and despite a dramatic fall in condom sales last year, the ADS can still do much to increase its couple years of protection at costs significantly lower than those of clinic and community-based distribution systems. Research done thus far indicates a substantial demand for ADS products. Consequently, while not set in ideal conditions, physical distribution and marketing functions can be accomplished. But, as the ADS has discovered, even with a strong leader like Dr. Gustavo Argueta, CSM enterprises do not function automatically. Producing projected sales goals depends on the continuity of "hands-on" management. full text

  4. Feasibility of a web-based continuing medical education program in dermatology: the DermoFAD experience in Italy.

    Science.gov (United States)

    Naldi, Luigi; Manfrini, Roberto; Martin, Leigh; Deligant, Christian; Dri, Pietro

    2006-01-01

    Web-based systems are increasingly being considered for medical education. A draft legislation on distance-learning programs was licensed in Italy by the National Commission for Continuous Education in November 2003. A series of pilot studies were developed, among these the DermoFAD project, based on five simulated clinical cases of acne and a systematic appraisal of the evidence for their clinical management. From July 1 to August 27, 2004, a total of 500 medical doctors participated in a free of charge evaluation program of the project. Users were distributed all over Italy. Two hundred and eighty-one (56.2%) were primary care physicians, 83 (16.6%) dermatologists, and 136 (27.2%) other medical specialists. A wide range of connecting times was observed. The pass rate of each individual case, at first attempt, ranged from 44 to 77%. When asked to assess the overall distance-learning experience, 98% of the doctors considered it to be enjoyable. A total of 2,152 continuing medical education (CME) credits were awarded. Over 50% of the users stated they would still use the system if they had to pay for it. Our experience shows that distance learning is feasible and is well accepted by physicians. The DermoFAD program was an efficient means of delivering CME to the Italian medical community at large.

  5. CANM, a program for numerical solution of a system of nonlinear equations using the continuous analog of Newton's method

    Science.gov (United States)

    Abrashkevich, Alexander; Puzynin, I. V.

    2004-01-01

    A FORTRAN program is presented which solves a system of nonlinear simultaneous equations using the continuous analog of Newton's method (CANM). The user has the option of either to provide a subroutine which calculates the Jacobian matrix or allow the program to calculate it by a forward-difference approximation. Five iterative schemes using different algorithms of determining adaptive step size of the CANM process are implemented in the program. Program summaryTitle of program: CANM Catalogue number: ADSN Program summary URL:http://cpc.cs.qub.ac.uk/summaries/ADSN Program available from: CPC Program Library, Queen's University of Belfast, Northern Ireland Licensing provisions: none Computer for which the program is designed and others on which it has been tested: Computers: IBM RS/6000 Model 320H, SGI Origin2000, SGI Octane, HP 9000/755, Intel Pentium IV PC Installation: Department of Chemistry, University of Toronto, Toronto, Canada Operating systems under which the program has been tested: IRIX64 6.1, 6.4 and 6.5, AIX 3.4, HP-UX 9.01, Linux 2.4.7 Programming language used: FORTRAN 90 Memory required to execute with typical data: depends on the number of nonlinear equations in a system. Test run requires 80 KB No. of bits in distributed program including test data, etc.: 15283 Distribution format: tar gz format No. of lines in distributed program, including test data, etc.: 1794 Peripherals used: line printer, scratch disc store External subprograms used: DGECO and DGESL [1] Keywords: nonlinear equations, Newton's method, continuous analog of Newton's method, continuous parameter, evolutionary differential equation, Euler's method Nature of physical problem: System of nonlinear simultaneous equations F i(x 1,x 2,…,x n)=0,1⩽i⩽n, is numerically solved. It can be written in vector form as F( X)= 0, X∈ Rn, where F : Rn→ Rn is a twice continuously differentiable function with domain and range in n-dimensional Euclidean space. The solutions of such systems of

  6. 20 CFR 669.140 - How does the Division of Seasonal Farmworker Programs (DSFP) assist the MSFW grantee...

    Science.gov (United States)

    2010-04-01

    ....140 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR NATIONAL FARMWORKER JOBS PROGRAM UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Purpose and Definitions § 669.140 How... continuous improvement in the employment outcomes of farmworkers. ...

  7. Learning to do diversity work: A model for continued education of program organizers

    CERN Document Server

    Dounas-Frazer, Dimitri R; Reinholz, Daniel L

    2016-01-01

    Physics and physics education in the United States suffer from severe (and, in some cases, worsening) underrepresentation of Black, Latina/o, and Native people of all genders and women of all races and ethnicities. This underrepresentation is a symptom with multiple causes and myriad potential solutions. In this paper, we describe an approach to addressing the causes of underrepresentation through physics students' collective and continued education about racism, sexism, other dimensions of marginalization, as well as models of allyship and social change. Specifically, we focus on the efforts of undergraduate students, graduate students, and postdocs who are members of a student-run diversity-oriented organization in a physics department at a large, selective, predominantly white university with high research activity. This group's education was accomplished through quarterly Diversity Workshops. Here we report on six Diversity Workshops that were co-designed and facilitated by the authors. We describe the co...

  8. General practice on-the-job training in Chinese urban community: a qualitative study on needs and challenges.

    Science.gov (United States)

    Zhao, Yali; Chen, Rui; Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

    2014-01-01

    On-the-job training is an important strategy for general practitioners to deliver appropriately community health services in China. The development of basic professional competence for general practitioners is the main goal of on-the-job training program. The aim of this study was to explore the needs of and the challenges to on-the-job training for general practitioners, and to provide advices for policy-makers to carry out this program more effectively. We conducted 3 nominal group techniques, 17 in-depth interviews and 3 focus groups to identify the status of, needs of and challenges to on-the-job training for general practitioners in Liaoning, Ningxia, and Fujian provinces from September 2011 until December 2011. Audiotapes and transcripts were analyzed to identify major themes. Content analysis of the data was completed from January 2012 to March 2012. Basic theoretical knowledge and clinical skills were the main needs for general practitioners during on-the-job training. The challenges during training included the time contradiction between work and training, deficiencies of qualified preceptors, and lack of training funds. Participants gave recommendations how to resolve the above problems. In order to improve the outcomes of general practice on-the-job training, it is necessary for government officials to resolve the contradiction between work and training, train preceptors continuously, and increase financial support in the training program.

  9. Domestic Job Shortage or Job Maldistribution? A Geographic Analysis of the Current Radiation Oncology Job Market.

    Science.gov (United States)

    Chowdhary, Mudit; Chhabra, Arpit M; Switchenko, Jeffrey M; Jhaveri, Jaymin; Sen, Neilayan; Patel, Pretesh R; Curran, Walter J; Abrams, Ross A; Patel, Kirtesh R; Marwaha, Gaurav

    2017-09-01

    To examine whether permanent radiation oncologist (RO) employment opportunities vary based on geography. A database of full-time RO jobs was created by use of American Society for Radiation Oncology (ASTRO) Career Center website posts between March 28, 2016, and March 31, 2017. Jobs were first classified by region based on US Census Bureau data. Jobs were further categorized as academic or nonacademic depending on the employer. The prevalence of job openings per 10 million population was calculated to account for regional population differences. The χ 2 test was implemented to compare position type across regions. The number and locations of graduating RO during our study period was calculated using National Resident Matching Program data. The χ 2 goodness-of-fit test was then used to compare a set of observed proportions of jobs with a corresponding set of hypothesized proportions of jobs based on the proportions of graduates per region. A total of 211 unique jobs were recorded. The highest and lowest percentages of jobs were seen in the South (31.8%) and Northeast (18.5%), respectively. Of the total jobs, 82 (38.9%) were academic; the South had the highest percentage of overall academic jobs (35.4%), while the West had the lowest (14.6%). Regionally, the Northeast had the highest percentage of academic jobs (56.4%), while the West had the lowest (26.7%). A statistically significant difference was noted between regional academic and nonacademic job availability (P=.021). After we accounted for unit population, the Midwest had the highest number of total jobs per 10 million (9.0) while the South had the lowest (5.9). A significant difference was also observed in the proportion of RO graduates versus actual jobs per region (P=.003), with a surplus of trainees seen in the Northeast. This study presents a quantitative analysis of the RO job market. We found a disproportionately small number of opportunities compared with graduates trained in the Northeast, as well

  10. FY 2014 Continuation of Solicitation for the Office of Science Financial Assistance Program

    Energy Technology Data Exchange (ETDEWEB)

    Saundry, Peter [National Council for Science and the Environment, Washington, DC (United States)

    2014-04-01

    On January 28-30, 2014, the National Council for Science and the Environment (NCSE) hosted its 14th National Confrerence and Global Forum on Science, Policy and the Environment: Building Climate Solutions. The conference was held at the Hyatt Regency Crystal City near the Washington, DC National Airport. The conference engaged over 1,100 key individuals from a variety of fields, including natural and social sciences, humanities and engineering and government and policy, as well as business and civil society. They developed actionable partnerships, strategies and tactics that advanced solutions minimizing the impacts of anthropogenic climate change. The conference was organized around the two major areas where climate actions are necessary: [1] The Built Environment; and, [2] Agriculture and Natural Resources. This “multi-sector approach” of the conference enables participants to work across traditional boundaries of discipline, science, policy and application by engaging a diverse team of scientists, public- and private-sector program managers, and policy-makers. The confernce was two and a half days long. During this time, over 200 speakers presented in 8 keynote addresses, 7 plenary roundtable discussions, 30 symposia and 23 workshops. The goal of the workshops was to generate additional action through development of improved strategies, tools, and partnerships. During the workshops, participants developed actionable outcomes, committed to further collaboration and implementation, and outlined follow-up activities for post-conference. A list of recommendations from the workshop follows this summary. NCSE’s annual conference has become a signature event for the organization, recognized for its notable presenters, innovative programming, and outcome-oriented approach. Each year, over 1,100 participants attend the event, representing federal agencies, higher education institutions, state and local governments, non-governmental and civic organizations

  11. The Librarian's Contribution to Continuing Medical Education.

    Science.gov (United States)

    Gerber, Andrew L

    2017-01-01

    At many hospitals, including Robert Wood Johnson (RWJ) University Hospital Rahway, librarians facilitate continuing medical education (CME) programs, sometimes working in that capacity as much as in their traditional librarian functions such as reference, research, cataloging, and bibliographic instruction. This column traces the relationship between the two aspects of the RWJ Rahway's CME coordinator and health sciences librarian's job to demonstrate that, because of their duties and skills, medical librarians can meaningfully contribute to hospitals' CME programs. The worlds of librarianship and CME are further connected by the same goal: the dissemination of information.

  12. Robust Adaptive Dynamic Programming of Two-Player Zero-Sum Games for Continuous-Time Linear Systems.

    Science.gov (United States)

    Fu, Yue; Fu, Jun; Chai, Tianyou

    2015-12-01

    In this brief, an online robust adaptive dynamic programming algorithm is proposed for two-player zero-sum games of continuous-time unknown linear systems with matched uncertainties, which are functions of system outputs and states of a completely unknown exosystem. The online algorithm is developed using the policy iteration (PI) scheme with only one iteration loop. A new analytical method is proposed for convergence proof of the PI scheme. The sufficient conditions are given to guarantee globally asymptotic stability and suboptimal property of the closed-loop system. Simulation studies are conducted to illustrate the effectiveness of the proposed method.

  13. Evaluating Workplace English Language Programs

    Science.gov (United States)

    Ekkens, Kristin; Winke, Paula

    2009-01-01

    Companies across the United States provide workplace English classes to non-native-English-speaking employees to increase productivity, retention, and on-the-job safety. Institutions that financially support the programs often require evidence of learning through standardized tests as a prerequisite for continued funding. However, the tests…

  14. Learning to Do Diversity Work: A Model for Continued Education of Program Organizers

    Science.gov (United States)

    Dounas-Frazer, Dimitri R.; Hyater-Adams, Simone A.; Reinholz, Daniel L.

    2017-09-01

    Physics and physics education in the United States suffer from severe (and, in some cases, worsening) underrepresentation of Black, Latinx, and Native American people of all genders and women of all races and ethnicities. In this paper, we describe an approach to facilitating physics students' collective and continued education about such underrepresentation; its connections to racism, sexism, and other dimensions of marginalization; and models of allyship that may bring about social change within physics. Specifically, we focus on the efforts of undergraduate students, graduate students, and postdocs who are members of a student-run diversity-oriented organization in the physics department at the University of Colorado Boulder (CU), a large, selective, predominantly White public university with high research activity. This group's education was accomplished through quarterly Diversity Workshops. Here we report on six Diversity Workshops that were co-designed and facilitated by the authors. We describe the context, motivation, and goals of the workshops, the theories underlying their design and implementation, and their content. In addition, we discuss workshop attendance and suggest strategies for maintaining high attendance in the future. Because the details of our workshops were tailored to the specific needs and interests of a particular student organization, our workshop agendas may not be widely applicable beyond our local context. Nevertheless, our model, design principles, and facilitation strategies may be transferable to other contexts and provide inspiration to other diversity-oriented student groups.

  15. Mobility into favourable jobs

    NARCIS (Netherlands)

    Maurice Gesthuizen; Jaco Dagevos

    2005-01-01

    Original title: Arbeidsmobiliteit in goede banen. Hundreds of thousands of employees change jobs each year. Why do they do this, and what benefits do they derive from it? Many employees are not in the right jobs. Job dissatisfaction is found to be a key reason for labour mobility. These

  16. Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Aries Susanty

    2013-01-01

    Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

  17. Job strain and psychological distress among employed pregnant Thai women: role of social support and coping strategies.

    Science.gov (United States)

    Sanguanklin, Natthananporn; McFarlin, Barbara L; Finnegan, Lorna; Park, Chang Gi; Giurgescu, Carmen; White-Traut, Rosemary; Engstrom, Janet L

    2014-08-01

    Most Thai women continue to work throughout their pregnancy; however, little is known about job strain and its relation to psychological distress. This study aimed to examine: (1) the direct effects of job strain, perceived workplace support, perceived family support, and coping strategies on psychological distress and (2) the moderating effect of perceived workplace support, perceived family support, and coping strategies on the relationship between job strain and psychological distress. Lazarus and Folkman's transactional model of stress and coping guided this cross-sectional study. Full-time employed pregnant women (N = 300) were recruited from three antenatal clinics in Thailand. Thai versions of the following instruments were used: the State-Anxiety Inventory and Center for Epidemiological Studies-Depression Scale (psychological distress), the Job Content Questionnaire (job strain and perceived workplace support), the Medical Outcome Study Social Support Survey (perceived family support), and the Ways of Coping Checklist-Revised (coping strategies). Job strain with other predictors explained 54% of the variance in psychological distress. In the separate hierarchical multiple linear regression models, two types of coping strategies, seeking social support and wishful thinking, moderated the effects of job strain on psychological distress. Perceived family support had a direct effect in reducing psychological distress. Job strain is a significant contributor to psychological distress. The average levels of seeking social support and wishful thinking were most beneficial in moderating the negative impact of job strain on psychological distress. Since perceived workplace and family support did not have moderating effects, stress management programs for decreasing the levels of job strain should be developed.

  18. Job Recruitment.

    Science.gov (United States)

    School Of Medicine, University Of California Davis

    2016-10-15

    The University of California Davis, School of Medicine, Department of Dermatology is recruiting for a full-time position at the Associate or Full Professor level in the Clinical X Series or Health Sciences Clinical Professor (HSCP) Series. The successful candidate is nominated to be the holder of the Frederick G. Novy, Jr. M.D Endowed Professorship. Appointees to the ClinX series are expected to conduct independent research. Both series require significant participation in teaching and University/public service.The holder of the Frederick G. Novy, Jr. M.D. Endowed Professorship will be a nationally recognized scholar and clinician whose role would emphasize clinical education and, potentially, clinical research. A history of lecturing at national forums would be expected of the Novy Professorship holder. He /She will serve in a leadership capacity for educational issues in the department including a strong involvement with the dermatology residency program and medical student curriculum in the area of dermatology.Administrative responsibility within the Dermatology Clinic, which sees over 32,000 patient visits a year, is possible, based on departmental need. The Novy Professor will have oversight of the Volunteer Clinical Faculty Program, Grand Rounds, Novy Lecture Series, and community interactions. This person would undertake clinical, educational, scholarly, and publication commitments and would play an active role in the Department, the Medical School, UC Davis Health System, and the community.Required candidate qualifications include: an M.D. or D.O. degree, board certification or eligibility in Dermatology, eligibility for medical licensure in the state of California, an established track record of original research publications, and a record of teaching and patient care in the area of skin diseases. Demonstrated leadership experience and abilities, the ability to adhere to policies and procedures are required. The ability to work cooperatively and

  19. Barriers in the implementation of interprofessional continuing education programs--a qualitative study from Germany.

    Science.gov (United States)

    Altin, Sibel V; Tebest, Ralf; Kautz-Freimuth, Sibylle; Redaelli, Marcus; Stock, Stephanie

    2014-10-21

    Insufficient communication and coordination is one of the most problematic issues in German health care delivery leading to detrimental effects on health care outcomes. As a consequence interprofessional continuing education (CIPE) is gathering momentum in German health policy and health care practice aiming to enhance service quality and patient safety. Nevertheless, there is limited evidence on the course of implementation and the perceived effectiveness/acceptance of CIPE in German health care. This paper describes the objectives and formal characteristics of CIPE trainings and maps important determinants influencing the success of CIPE implementation from the perspective of providers offering CIPE trainings for German health care professionals. Forty-nine training institutions offering CIPE for health care professionals were identified by a structured web search including the websites of German medical education associations and public/private training institutions. Directors and managers of the identified institutions were invited to participate in a semi-structured interview. The interview guideline was developed using the SPSS method by Helferich and colleges. Interviews were analyzed using the summarizing content analysis developed by Mayring resulting in a paradigm that contextualizes hindering factors regarding the implementation of CIPE in the German health care system. Overall, 19 of the identified institutions agreed to participate with one director/manager per institution resulting in a response rate of almost 38.8%. The included institutions offer n = 85 CIPE trainings for health care professionals. Trainings offered mainly address the enhancement of domain, social and personal competencies of the participating health care professionals and follow three main objectives comprising better care of severely ill patients, improvement of patient safety by sustained risk management as well as a more patient centered care. Implementation of CIPE in

  20. Removing Inefficiencies in the Nation's Job Training Programs. Hearing before the Subcommittee on Higher Education and Workforce Training, Committee on Education and the Workforce, U.S. House of Representatives, One Hundred Twelfth Congress, First Session (May 11, 2011). Serial Number 112-21

    Science.gov (United States)

    US House of Representatives, 2011

    2011-01-01

    This hearing reviewed ways individuals can make federal job training programs more efficient and effective. Such programs are critical to fostering a competitive workforce and assisting unemployed citizens. However, serious concerns about program fragmentation and potential duplication exist that could result in significant waste. This Committee…

  1. 25 CFR 26.33 - How do I show I need job training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false How do I show I need job training? 26.33 Section 26.33 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.33 How do I show I need job training? The need for Job Placement and...

  2. What is Taught on Firearm Safety in Undergraduate, Graduate, and Continuing Medical Education? A Review of Educational Programs.

    Science.gov (United States)

    Puttagunta, R; Coverdale, T R; Coverdale, J

    2016-10-01

    Because there have been no published formal reviews on teaching of firearm safety, we set out to systematically locate and review the literature on curricula that educated physicians and other health care providers, residents across specialties, and medical students on how to counsel on firearm safety. We searched for all papers with outcomes that described firearm safety training programs for healthcare providers and trainees. Studies were identified through PubMed, Scopus, Google Scholar, PsychInfo, EMBASE, and MedEdPortal databases and electronically searched using combinations of words from general topic areas of firearms, learners, and education. We found four programs that met inclusion criteria. These targeted a narrow range of learners including medical students, pediatric residents, practicing pediatricians, and nurse practitioners. Teaching methods included lectures, case-based learning, group discussions, and audiotape training. There were two randomized controlled trials, one cohort design, and one posttest design. One of the randomized controlled trials was an office-based high quality multisite national study, although the focus of teaching was not on firearm safety alone. All studies used different outcomes, and only one study validated the outcome measures. There were no studies targeting psychiatrists or psychiatry residents. These results underscore a priority for developing firearm safety education programs in undergraduate, graduate, and continuing medical education settings.

  3. Job-Structure and Job-Related Information

    OpenAIRE

    川上, 善郎

    1981-01-01

    The requirements of job-related information in many domain, such as personnel selection, placement, training, personnel appraisal, job evaluation, job design etc, have developed many techniques of job analysis.In this paper, several approaches to analyze the job characteristics are reviewed; (a) conventional approach, (b) worker-oriented approach, and (c) perceived job characteristics approach.In addition, new direction of job-related information is discussed.

  4. Are healthcare middle management jobs extreme jobs?

    Science.gov (United States)

    Buchanan, David A; Parry, Emma; Gascoigne, Charlotte; Moore, Cíara

    2013-01-01

    The purpose of this paper is to explore the incidence of "extreme jobs" among middle managers in acute hospitals, and to identify individual and organizational implications. The paper is based on interviews and focus groups with managers at six hospitals, a "proof of concept" pilot with an operations management team, and a survey administered at five hospitals. Six of the original dimensions of extreme jobs, identified in commercial settings, apply to hospital management: long hours, unpredictable work patterns, tight deadlines with fast pace, broad responsibility, "24/7 availability", mentoring and coaching. Six healthcare-specific dimensions were identified: making life or death decisions, conflicting priorities, being required to do more with fewer resources, responding to regulatory bodies, the need to involve many people before introducing improvements, fighting a negative climate. Around 75 per cent of hospital middle managers have extreme jobs. This extreme healthcare management job model was derived inductively from a qualitative study involving a small number of respondents. While the evidence suggests that extreme jobs are common, further research is required to assess the antecedents, incidence, and implications of these working practices. A varied, intense, fast-paced role with responsibility and long hours can be rewarding, for some. However, multi-tasking across complex roles can lead to fatigue, burnout, and mistakes, patient care may be compromised, and family life may be adversely affected. As far as the authors can ascertain, there are no other studies exploring acute sector management roles through an extreme jobs lens.

  5. 10 CFR 5.520 - Job classification and structure.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Job classification and structure. 5.520 Section 5.520 Energy NUCLEAR REGULATORY COMMISSION NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS OR... Education Programs or Activities Prohibited § 5.520 Job classification and structure. A recipient shall not...

  6. Adapting Job Analysis Methodology to Improve Evaluation Practice

    Science.gov (United States)

    Jenkins, Susan M.; Curtin, Patrick

    2006-01-01

    This article describes how job analysis, a method commonly used in personnel research and organizational psychology, provides a systematic method for documenting program staffing and service delivery that can improve evaluators' knowledge about program operations. Job analysis data can be used to increase evaluators' insight into how staffs…

  7. Continuation calculus

    Directory of Open Access Journals (Sweden)

    Bram Geron

    2013-09-01

    Full Text Available Programs with control are usually modeled using lambda calculus extended with control operators. Instead of modifying lambda calculus, we consider a different model of computation. We introduce continuation calculus, or CC, a deterministic model of computation that is evaluated using only head reduction, and argue that it is suitable for modeling programs with control. It is demonstrated how to define programs, specify them, and prove them correct. This is shown in detail by presenting in CC a list multiplication program that prematurely returns when it encounters a zero. The correctness proof includes termination of the program. In continuation calculus we can model both call-by-name and call-by-value. In addition, call-by-name functions can be applied to call-by-value results, and conversely.

  8. VA Benefits: Increasing Outreach and Measuring Outcomes Would Improve the Post-9/11 GI Bill On-the-Job Training and Apprenticeship Programs

    Science.gov (United States)

    2015-11-01

    with dog tag tassels—further emphasizes higher education to the exclusion of other types of GI Bill benefits . VA’s GI Bill Comparison Tool also uses...VA BENEFITS Increasing Outreach and Measuring Outcomes Would Improve the Post- 9/11 GI Bill On-the- Job Training and...2. REPORT TYPE 3. DATES COVERED 00-00-2015 to 00-00-2015 4. TITLE AND SUBTITLE VA Benefits : Increasing Outreach and Measuring Outcomes Would

  9. Continuous Modeling Technique of Fiber Pullout from a Cement Matrix with Different Interface Mechanical Properties Using Finite Element Program

    Directory of Open Access Journals (Sweden)

    Leandro Ferreira Friedrich

    Full Text Available Abstract Fiber-matrix interface performance has a great influence on the mechanical properties of fiber reinforced composite. This influence is mainly presented during fiber pullout from the matrix. As fiber pullout process consists of fiber debonding stage and pullout stage which involve complex contact problem, numerical modeling is a best way to investigate the interface influence. Although many numerical research works have been conducted, practical and effective technique suitable for continuous modeling of fiber pullout process is still scarce. The reason is in that numerical divergence frequently happens, leading to the modeling interruption. By interacting the popular finite element program ANSYS with the MATLAB, we proposed continuous modeling technique and realized modeling of fiber pullout from cement matrix with desired interface mechanical performance. For debonding process, we used interface elements with cohesive surface traction and exponential failure behavior. For pullout process, we switched interface elements to spring elements with variable stiffness, which is related to the interface shear stress as a function of the interface slip displacement. For both processes, the results obtained are very good in comparison with other numerical or analytical models and experimental tests. We suggest using the present technique to model toughening achieved by randomly distributed fibers.

  10. Improving Dairy Organizational Communication from the Veterinarian's Perspective: Results of a Continuing Veterinary Medical Education Pilot Program.

    Science.gov (United States)

    Moore, Dale A; Sischo, William M; Kurtz, Suzanne; Siler, Julie D; Pereira, Richard V; Warnick, Lorin D; Davis, Margaret A

    2016-01-01

    The increasing size and complexity of US dairy farms could make it more difficult for a veterinary practitioner to effectively communicate protocol recommendations for prevention or treatment on the farm. A continuing education workshop was set up based on the results of research on dairy organizational communication on dairy farms, which resulted in a tool to assess dairy communication structure and flow. The workshop specifically focused on communication structure and whom to talk to when implementing health care changes in calf rearing. In addition, modern methods of veterinary-client communication knowledge and skills were provided. Primary outcomes of the workshops were to obtain feedback from participants about research findings and the communication model, to improve awareness about the complexity of communication structures on dairy farms, and to change participants' knowledge and skills associated with on-farm communication by providing communication theory and skills and an approach to evaluate and improve dairy organizational communication. Of the 37 participants completing the pre-program assessment, most recognized a need for themselves or their practice to improve communication with clients and farm employees. After the program, most participants were confident in their new communication skills and would consider using them. They highlighted specific new ideas they could apply in practice, such as conducting a "communication audit." The results from the assessment of this communication workshop, focused on dairy veterinarians, highlighted the need for communication training in this sector of the profession and practitioners' desire to engage in this type of training.

  11. Job stress and job involvement of professionals and ...

    African Journals Online (AJOL)

    Job stress and job involvement of professionals and paraprofessionals in academic libraries: A case study of University of Ibadan, Nigeria and Obafemi Awolowo ... between job stress and job involvement of library professionals and Para profe ssionals, no significant difference in job involvement of professionals and Para ...

  12. Marketing the Job Training Partnership Act.

    Science.gov (United States)

    Markowicz, Arlene, Ed.; And Others

    1984-01-01

    This quarterly contains 11 bulletins that profile marketing campaigns for the Job Training Partnership Act (JTPA) that have been implemented successfully in local programs throughout the United States. For each program, the description provides information on the operator, funding, results, time span, background, marketing/public relations…

  13. Estimating Equilibrium Effects of Job Search Assistance

    DEFF Research Database (Denmark)

    Gautier, Pieter; Muller, Paul; van der Klaauw, Bas

    that the nonparticipants in the experiment regions find jobs slower after the introduction of the activation program (relative to workers in other regions). We then estimate an equilibrium search model. This model shows that a large scale role out of the activation program decreases welfare, while a standard partial...... microeconometric cost-benefit analysis would conclude the opposite....

  14. The Outlook for Computer Professions: 1985 Rewrites the Program.

    Science.gov (United States)

    Drake, Larry

    1986-01-01

    The author states that graduates of junior college programs who learn COBOL will continue to find jobs, but employers will increasingly seek college graduates when filling positions for computer programers and systems analysts. Areas of growth for computer applications (services, military, data communications, and artificial intelligence) are…

  15. Job evaluation in worker fitness determination.

    Science.gov (United States)

    Rodgers, S H

    1988-01-01

    To assess work fitness on a placement exam requires detailed assessment of repetitive manual capabilities specific for the job, ability to withstand static loading of the back and other muscle groups in the working position, and tolerance of the heat and humidity conditions of the work environment. Less specific tests, such as aerobic capacity stress tests, grip strength, and back examination may not accurately reflect the demands of repetitive job activities and, therefore, may not satisfy the legal requirements of Title VII. Only occasionally will a job analysis lead to the establishment of a concrete capacity standard against which a potential worker's fitness or risk for injury can be measured in the physician's office. The most valuable contributions of a careful, quantitative job analysis are likely to be the identification of particular anatomic structures (e.g., joints and muscles) that will be subjected to high stress and a clear understanding of the job so that reasonable accommodation of the worker or modifications of the job and workplace can be considered. In summary, the following observations can be made: 1. Intensity of effort, continuous duration of effort, and frequency of repetition are the key factors for evaluating the physical demands on muscle groups during work. 2. Intensity of effort can be estimated by using psychophysical scaling techniques and by obtaining ratings from several people. 3. Timing the effort and recovery times for specific muscle groups during a task of interest can be used to quantify the possible fatigue. It will also provide information about ways to improve the task to bring it within the capabilities of more people. 4. Total workload is most easily evaluated by using estimation methods or lists of comparable jobs and then performing a time-weighted calculation of the full shift's work requirements. The workload should be related to the aerobic capacities of the active muscles. 5. Environmental heat and humidity reduce

  16. Higher Education and the Professional Job Market

    Directory of Open Access Journals (Sweden)

    Alejandro Mungaray Lagarda

    2001-05-01

    Full Text Available The paper deals with the relationship between the professional job market and institutions of higher education, within the framework of socioeconomic globalization and regional decentralization processes. The discussion focuses on how this relationship generates flaws in the market due to the role played by higher education as an intermediary between job applicants and those offering employment and professional opportunities; and due also to the fact that higher education institutions have their own objectives, which differ from those of the market. The article states the need to acknowledge and overcome the limitations which the concentration of income imposes on Latin American students’ access to this educational level and their continuance in it. The paper also stresses the need for a closer connection between academic and job practices through curricular changes and the certification of knowledge that will be useful on the job. This would allow a better correlation with the productive sector, in that it would improve the absorption of graduates.

  17. Determinants of job satisfaction among radiation therapy faculty.

    Science.gov (United States)

    Swafford, Larry G; Legg, Jeffrey S

    2009-01-01

    Job satisfaction is one of the most significant predictors of employee retention in a variety of occupational settings, including health care and education. A national survey of radiation therapy educators (n = 90) has indicated that respondents are not satisfied with their jobs based on data collected using the Minnesota Satisfaction Questionnaire (MSQ). To predict the factors associated with job satisfaction or dissatisfaction, the authors used a nine-item questionnaire derived from the MSQ. Educators were grouped according to their job satisfaction scores, and multiple discriminant analysis was used to determine which factors were predictive of satisfaction among groups of educators. Statistical results indicate that ability utilization, institutional support, compensation, personnel, and job characteristics were key determinants of job satisfaction among radiation therapy educators. These results may better inform faculty and administration of important factors that can promote job satisfaction and retain faculty in radiation therapy education programs.

  18. Job characteristics as determinants of job satisfaction and labour mobility

    OpenAIRE

    Cornelißen, Thomas

    2006-01-01

    This paper investigates the effects of detailed job characteristics on job satisfaction, job search and quits using data from the German Socio-Economic Panel (GSOEP) in a fixed effects framework. Using a factor analysis, seventeen job characteristics are reduced to seven factors that describe different aspects of a job, which are qualified as status, physical strain, autonomy, advancement opportunities, social relations at the work place, work time and job security. The effects of these facto...

  19. Scheduling jobs that arrive over time

    Energy Technology Data Exchange (ETDEWEB)

    Phillips, C. [Sandia National Labs., Albuquerque, NM (United States); Stein, C. [Dartmouth Coll., Hanover, NH (United States); Wein, J. [Polytechnic Univ., Brooklyn, NY (United States). Dept. of Computer Science

    1995-04-06

    A natural and basic problem in scheduling theory is to provide good average quality of service to a stream of jobs that arrive over time. In this paper we consider the problem of scheduling n jobs that are released over time in order to minimize the average completion time of the set of jobs. In contrast to the problem of minimizing average completion time when all jobs are available at time 0, all the problems that we consider are NP-hard, and essentially nothing was known about constructing good approximations in polynomial time. We give the first constant-factor approximation algorithms for several variants of the single and parallel machine model. Many of the algorithms are based on interesting algorithmic and structural relationships between preemptive and nonpreemptive schedules and linear programming relaxations of both. Many of the algorithms generalize to the minimization of average weighted completion time as well.

  20. Turnover intentions in a call center: The role of emotional dissonance, job resources, and job satisfaction.

    Science.gov (United States)

    Zito, Margherita; Emanuel, Federica; Molino, Monica; Cortese, Claudio Giovanni; Ghislieri, Chiara; Colombo, Lara

    2018-01-01

    Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center. The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance.

  1. Job control and coworker support improve employee job performance.

    Science.gov (United States)

    Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa

    2010-01-01

    We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.

  2. Job crafting: Towards a new model of individual job redesign

    Directory of Open Access Journals (Sweden)

    Maria Tims

    2010-12-01

    Full Text Available Orientation: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs.Research purpose: The purpose of the study was to fit job crafting in job design theory.Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences.Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting.Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand.Practical/managerial implications: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics.Contribution/value-add: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.

  3. A Partnership Model for Better Jobs: A View from the Field

    Science.gov (United States)

    Austin, Colin

    2005-01-01

    This paper provides an overview of MDC's Connecting People to Jobs program, which uses a partnership approach to move people into living-wage jobs. The paper includes lessons learned and recommendations for grantmakers. (Contains 11 footnotes.)

  4. The collaborative process developed among pre- and in-service teachers within a continuing teacher education program

    Directory of Open Access Journals (Sweden)

    Maísa Helena Brum

    2015-07-01

    Full Text Available Current paper discusses the collaborative process developed between a pre- and an in-service teacher of English Language within a continuing teacher education program at a public school in Santa Maria, Rio Grande do Sul State, Brazil. The collaborative research investigation (MAGALHÃES; FIDALGO, 2008 focused on the interactions established between the participants in the development of English Language classes, which were prepared based on the concept of language as social practice (MOTTA-ROTH, 2008 for Grade Five students of the primary school, taking into account students’ needs and specificities. Lessons were recorded and transcriptions became the corpus of the research. The analysis revealed the collaborative process through the incorporation by the participants of traditional  pre-established roles: a leading role undertaken by the in-service teacher, and a supporting role performed by the pre-service teacher, due to their hierarchical position within the apprenticeship and trainee system. However, the analysis also showed that the supporting role by the pre-service teacher enhanced a more dialogical collaborative process to the English classes, since her teaching contributions increased students’ participation and stimulated their production in the activities proposed.

  5. Off-the-job microsurgical training on dry models: Siberian experience.

    Science.gov (United States)

    Belykh, Evgenii; Byvaltsev, Vadim

    2014-01-01

    Microsurgical training has become an obligatory part of many neurosurgical training programs. To assess the cost and effectiveness of acquiring and maintaining microneurosurgical skills by training on an off-the-job basis using dry models. A dry off-the-job microneurosurgical training module was set up. Training exercises involved microdissection in a deep operation field, suturing and tying on gauze, untying, pushing of thread end, and microanastomosis. The time to complete the task and success rate were evaluated. The total cost of all necessary equipment and expendables for the training module was US$910. Fifteen residents participated in the continuous off-the-job training. The average time taken to perform the anastomosis decreased after the month of training from 90 to 20 minutes. Authors revealed that at 2 months, the total time and time to complete anastomosis increased significantly for the participants who discontinued practice after the first month, compared with those who just practiced suturing on gauze after the first month (P job training showed to be readily available and can be helpful for microsurgical training in the low-income regions of the world. Our data suggest that microsurgical training should be continuous and repetitive. Simulation training may benefit from models for repetitive training of relevant technical part-skills. Copyright © 2014 Elsevier Inc. All rights reserved.

  6. From Policy to Training: The Conundrum of Green Jobs

    Science.gov (United States)

    Rose, Amy D.

    2013-01-01

    This journal issue about green jobs resulted from a preconference held at the 2011 American Association for Adult and Continuing Education Conference in Indianapolis, Indiana. Interested in exploring the ways that green jobs training is being approached in the United States, this preconference seemed like an excellent way to introduce two new…

  7. 45 CFR 618.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Job classification and structure. 618.520 Section 618.520 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION... classification and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

  8. The God of Job

    Directory of Open Access Journals (Sweden)

    Leonard Mare

    2012-02-01

    Full Text Available God is often portrayed extremely negatively in the Old Testament. For example, in the Book of Nahum God is pictured as being responsible for the most horrifying violence imaginable. This negative portrayal of God is also found in the Book of Job. God is responsible for the suffering that his righteous servant Job, has to endure. He is even manipulated by the satan to allow him free reign in attacking Job. God even acknowledges that the misery and pain inflicted on Job, was for no reason. Job�s children are killed in order for God to prove a point, and in his response to Job�s suffering, he doesn�t even address the issue of Job�s suffering. This is a picture of a very cruel, vicious God. This article investigates the negative, disturbing images of God in the Book of Job. Are these images of God who God really is, or is the God of Job a literary construct of the author? The focus of this study is on the prologue and epilogue to the book, as well as the speeches of God in Job 38�41.

  9. The Participants' viewpoint of continuing medical education courses of Shahre-Kord Medical University

    Directory of Open Access Journals (Sweden)

    Khadlvi R

    2003-04-01

    Full Text Available Background: Continuing education is one of the most effective methods to empower the employees for challenges they face on their jobs. Dramatic advances in medicine, rapid cultural and social changes, increasing cost of health care, development of diagnostic technology and a transition in the pattern of diseases, highlight the necessity of continuing education in all medical groups. Purpose: To evaluate the effectiveness of continuing medical education (CME programs in Shahr-Kord Medical Universityfrom 1996-2001. Methods: This cross-sectional study is based on the questionnaires available in Continuing Education Office, which werefilled by the participants in CMEprograms. Results: In the past five years, 44 CMEprograms were conducted in this university (18planned program programs, 13 seminars, 6 conferences, 5 workshops, and 2 symposiums. Symposiums and workshops were the most appreciated programs. Of 3357participants, 1712 (50.9%filled the questionnaire. Of these participants, 73% believed that CME programs have strengthened their previous knowledge, 64% noted that the contents of theseprograms were consistent with their job needs and 61% believed that CME programs have encouraged professional self-study. Despite the improvement of Shahr-Kord Medical University ranking among 8 peer universities, the participants' satisfaction had a declining trend. Conclusion: Providing up-to-date scientific and practical information and considering adult learning theory, especially performing need assessment before conducting educational programs, will improve the quality of CME programs. Keywords: CONTINUING MEDICAL EDUCATION, EVALUATION

  10. Evaluation of a Continuing Professional Development program for first year student pharmacists undergoing an Introductory Pharmacy Practice Experience

    Directory of Open Access Journals (Sweden)

    Toyin Tofade, MS, PharmD, BCPS, CPCC, Pharmacotherapy Director, Wake Area Health Education Center and Clinical Associate Professor, Division of Pharmacy Practice and Experiential Education

    2011-01-01

    Full Text Available Objectives: The purpose of the study was to evaluate a live and online training program for first year pharmacy students in implementing Continuing Professional Development (CPD principles (Reflect, Plan, Act, and Evaluate, writing SMART learning objectives, and documenting learning activities prior to and during a hospital introductory professional practice experience.Design: Cohort Study. Setting: Introductory professional practice experience. Participants: First year (PY1 students at the University of North Carolina Eshelman School of Pharmacy. Intervention: Live training or online training to introduce the concept of Continuing Professional Development in practice. Main Outcomes: Implementation of CPD principles through 1 completed pre-rotation education action plans with specific, measurable, achievable, relevant and time-bound (SMART learning objectives; and 2 completed learning activity worksheets post-rotation indicating stimuli for learning, resources used and accomplished learning. objectives; and 3 documented suggestions and content feedback for future lectures and pharmaceutical care lab experiences. Results: Out of the whole cohort (N=154, 14 (87.5% live (in person trainees and 122 (88% online trainees submitted an education action plan. Objectives were scored using a rubric on a scale of 1-5. A rating of 5 means “satisfactory”, 3 means “work in progress” and 1 means “unacceptable”. There were significant differences between the mean live trainee scores and the mean online trainee scores for the following respective section comparisons: Specific 4.7 versus 3.29 (p<0.001; Measurable 3.9 versus 2.05 (p<0.001; number of objectives 3.6 versus 4.6 (p<0.001; and average grade 92.9 versus 77.7 (p<0.001. Of the 396 learning activity worksheets reviewed, 75% selected discussion with peers and/or health providers as a stimulus for learning. Students reported spending an average of 50.2 hours completing the learning objectives. All

  11. Assessment of job satisfaction, job stress and psychological health ...

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... Background: The relationship that exists between job stress and job satisfaction has been investigated across several professional groups. Aim: The study assessed the job satisfaction, perception of job stress and psychological morbidity among journalists in a state in the Southern part of Nigeria. Methods: ...

  12. Whose Job Goes Abroad? International Outsourcing and Individual Job Separations

    DEFF Research Database (Denmark)

    Munch, Jakob R.

    2010-01-01

    This paper focuses on the adjustment costs of globalisation by studying the effects of international outsourcing on individual transitions out of jobs in the Danish manufacturing sector for the period 1990-2003. A competing risks duration model that distinguishes between job-to-job and job...

  13. The Job Training and Job Satisfaction Survey Technical Manual

    Science.gov (United States)

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

  14. Assessment of job satisfaction, job stress and psychological health ...

    African Journals Online (AJOL)

    Background: The relationship that exists between job stress and job satisfaction has been investigated across several professional groups. Aim: The study assessed the job satisfaction, perception of job stress and psychological morbidity among journalists in a state in the Southern part of Nigeria. Methods: The ...

  15. Is It All Worth It? The Experiences of New PhDs on the Job Market, 2007-10

    Science.gov (United States)

    McFall, Brooke Helppie; Murray-Close, Marta; Willis, Robert J.; Chen, Uniko

    2015-01-01

    The authors describe job market experiences of new PhD economists, 2007-10. Using information from PhD programs' job candidate Web sites and original surveys, they present information about job candidates' characteristics, preferences, and expectations; how job candidates fared at each stage of the market; and predictors of outcomes at…

  16. Job sharing for women pharmacists in academia

    National Research Council Canada - National Science Library

    Rogers, Kelly C; Finks, Shannon W

    2009-01-01

    ... unique arrangements for female academic pharmacists who wish to work part-time. Job sharing is an example of a flexible alternative work arrangement that can be successful for academic pharmacists who wish to continue in a part-time capacity...

  17. Job Sharing for Women Pharmacists in Academia

    National Research Council Canada - National Science Library

    Kelly C Rogers; Shannon W Finks

    2009-01-01

    ... unique arrangements for female academic pharmacists who wish to work part-time. Job sharing is an example of a flexible alternative work arrangement that can be successful for academic pharmacists who wish to continue in a part-time capacity...

  18. Identification of Workplace Dress by Low-Income Job Seekers

    Science.gov (United States)

    Saiki, Diana

    2013-01-01

    The author examined how low-income job seekers participating in a workplace dress program identified traditional business and business casual dress. Seventy low-income job seekers identified clothing items as traditional business (e.g., suits, ties), similar to identifications made by professionals and image consultants in previous literature.…

  19. 44 CFR 19.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Job classification and structure. 19.520 Section 19.520 Emergency Management and Assistance FEDERAL EMERGENCY MANAGEMENT AGENCY... Education Programs or Activities Prohibited § 19.520 Job classification and structure. A recipient shall not...

  20. Getting a Job is Only Half the Battle: Maternal Job Loss and Child Classroom Behavior in Low-Income Families.

    Science.gov (United States)

    Hill, Heather D; Morris, Pamela A; Castells, Nina; Walker, Jessica Thornton

    2011-01-01

    This study uses data from an experimental employment program and instrumental variables (IV) estimation to examine the effects of maternal job loss on child classroom behavior. Random assignment to the treatment at one of three program sites is an exogenous predictor of employment patterns. Cross-site variation in treatment-control differences is used to identify the effects of employment levels and transitions. Under certain assumptions, this method controls for unobserved correlates of job loss and child well-being, as well as measurement error and simultaneity. IV estimates suggest that maternal job loss sharply increases problem behavior but has neutral effects on positive social behavior. Current employment programs concentrate primarily on job entry, but these findings point to the importance of promoting job stability for workers and their children.

  1. Illusions of Job Segregation.

    Science.gov (United States)

    Scanlan, James P.

    1988-01-01

    Discusses the use of statistical analysis to identify patterns of discrimination in employment. Analyzes the effects of job segregation on women and minorities at the American Telephone and Telegraph Company. (FMW)

  2. Human Factors Job Aid

    Science.gov (United States)

    1996-12-09

    The purpose of this Human Factors Job Aid is to serve as a desk reference for : human factors integration during system acquisition. The first chapter contains : an overview of the FAA human factors process in system acquisitions. The : remaining eig...

  3. Management job ads

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2014-01-01

    jobs by discursively constructing job ads that appeal to both sexes. This argument is part of the broader field of corporate social responsibility, corporate citizenship, and stakeholder management, which involves discussions of the obligations of corporations to acknowledge and mitigate......The article asks whether it is not the responsibility of corporations to address the issue of women being underrepresented in Danish management jobs. In other words, it is argued that corporations should be encouraged to engage more actively in the recruitment of both men and women for management...... the increasingly widespread impact that their activities have on communities and social structures. The article emphasises the need for more active engagement on the part of corporations by analysing the discursive construction of preferred candidates in a small sample of Danish management job ads. By means...

  4. "Ruralizing" Presidential Job Advertisements

    Science.gov (United States)

    Leist, Jay

    2007-01-01

    Rural community college presidential job advertisements that focus on geography, politics, and culture can improve the likelihood of a good fit between the senior leader and the institution. (Contains 2 figures.)

  5. Steve Jobs: Nobel Laureate

    National Research Council Canada - National Science Library

    Garry Jacobs

    2013-01-01

    .... The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological...

  6. Process Evaluation of a School-Based Education Program about Organ Donation and Registration, and the Intention for Continuance

    Science.gov (United States)

    Reubsaet, A.; Reinaerts, E. B. M.; Brug, J.; van Hooff, J. P.; van den Borne, H. W.

    2004-01-01

    This paper describes the process evaluation of an organ donation education program for high school students aged 15-18 years of which the effectiveness was established. The program consisted of three components: a video with group discussion, an interactive computer-tailored program and a registration training session. A cross-sectional survey was…

  7. Jobs and welfare in Mozambique

    DEFF Research Database (Denmark)

    Jones, Sam; Tarp, Finn

    , this study focuses on labour market trends. We ask: (a) what has happened to jobs in Mozambique over the past 15 years; (b) what has been the link between jobs and development outcomes; and (c) where should policymakers focus to create more good jobs? We conclude that jobs policy must seek to raise...

  8. Job satisfaction of older workers

    NARCIS (Netherlands)

    Maassen van den Brink, H.; Groot, W.J.N.

    1999-01-01

    Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job

  9. The effects of restorative care training on caregiver job satisfaction.

    Science.gov (United States)

    Walker, Bonnie L; Harrington, Susan S

    2013-01-01

    The job satisfaction of assisted living facility staff was examined as part of an evaluation study of a restorative care training program. Participants completed a job satisfaction survey at registration (before the training) and again at follow-up 3 months after registration (1 month after the conclusion of the training). Researchers examined the effects of training on job satisfaction. Researchers found a high level of job dissatisfaction at registration. At follow-up, responses were more positive on most of the items suggesting a slight but significant change to a more positive attitude toward their jobs. Improving staff job satisfaction in the assisted living environment is an important goal and needs further investigation. Providing staff with inservice training may be one way to help nurse educators achieve that goal.

  10. Career Planning Workshop offers advice on landing a job

    Science.gov (United States)

    Fiske, Peter S.

    As part of a continuing program on career planning and job hunting skills for geoscientists, AGU sponsored a career workshop at the Fall 1994 meeting in San Francisco. Over 100 attended the 2-hour seminar led by Peter Fiske, a post-doc at Lawrence Livermore National Laboratory, and Al Levin, assistant director of graduate counseling and programs at Stanford University's Career Planning and Placement Center. The purpose of the seminar was to help Ph.D.s identify the transferable skills they possess and to outline the basic steps in making the often difficult transition to a new career outside of research science. According to Fiske and Levin, scientists tend to start their career change by searching for specific jobs and organizations they think might be a good match for their technical training and tend to assume that a technical position is the only good match for them. In fact, research-trained scientists possess a number of transferable skills that are valued in a wide variety of work environments, such as good communication, organizational, and team work skills, and independence.

  11. Changing Trends in LIS Job Advertisements

    Science.gov (United States)

    Wise, Sharyn; Henninger, Maureen; Kennan, Mary Anne

    2011-01-01

    The study reported in this paper is part of a larger program of studies designed to review and renew the curricula of Library and Information Science (LIS) and the broader Information Management (IM) courses. This paper analysed job advertisements as readily accessible indicators of the knowledge, skills, and competencies required of IPs by…

  12. Effectiveness of on-the-job training

    NARCIS (Netherlands)

    van der Klink, Marcel; Streumer, Jan

    2002-01-01

    Investigates the effectiveness of on-the-job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were

  13. Home Visitor Job Satisfaction and Turnover.

    Science.gov (United States)

    Buchbinder, Sharon B.; Duggan, Anne K.; Young, Elizabeth; Fuddy, Loretta; Sia, Cal

    This paper summarizes findings of a 3-year study of the job satisfaction and turnover of home visitors, both professional and paraprofessional, in programs which link families-at-risk for impaired functioning to medical home care and other resources. Specifically, the study examined: (1) home visitor personal characteristics that influence…

  14. Accreditation council for graduate medical education (ACGME annual anesthesiology residency and fellowship program review: a "report card" model for continuous improvement

    Directory of Open Access Journals (Sweden)

    Long Timothy R

    2010-02-01

    Full Text Available Abstract Background The Accreditation Council for Graduate Medical Education (ACGME requires an annual evaluation of all ACGME-accredited residency and fellowship programs to assess program quality. The results of this evaluation must be used to improve the program. This manuscript describes a metric to be used in conducting ACGME-mandated annual program review of ACGME-accredited anesthesiology residencies and fellowships. Methods A variety of metrics to assess anesthesiology residency and fellowship programs are identified by the authors through literature review and considered for use in constructing a program "report card." Results Metrics used to assess program quality include success in achieving American Board of Anesthesiology (ABA certification, performance on the annual ABA/American Society of Anesthesiology In-Training Examination, performance on mock oral ABA certification examinations, trainee scholarly activities (publications and presentations, accreditation site visit and internal review results, ACGME and alumni survey results, National Resident Matching Program (NRMP results, exit interview feedback, diversity data and extensive program/rotation/faculty/curriculum evaluations by trainees and faculty. The results are used to construct a "report card" that provides a high-level review of program performance and can be used in a continuous quality improvement process. Conclusions An annual program review is required to assess all ACGME-accredited residency and fellowship programs to monitor and improve program quality. We describe an annual review process based on metrics that can be used to focus attention on areas for improvement and track program performance year-to-year. A "report card" format is described as a high-level tool to track educational outcomes.

  15. Design of a continuous quality improvement program to prevent falls among community-dwelling older adults in an integrated healthcare system

    Directory of Open Access Journals (Sweden)

    Yano Elizabeth M

    2009-11-01

    Full Text Available Abstract Background Implementing quality improvement programs that require behavior change on the part of health care professionals and patients has proven difficult in routine care. Significant randomized trial evidence supports creating fall prevention programs for community-dwelling older adults, but adoption in routine care has been limited. Nationally-collected data indicated that our local facility could improve its performance on fall prevention in community-dwelling older people. We sought to develop a sustainable local fall prevention program, using theory to guide program development. Methods We planned program development to include important stakeholders within our organization. The theory-derived plan consisted of 1 an initial leadership meeting to agree on whether creating a fall prevention program was a priority for the organization, 2 focus groups with patients and health care professionals to develop ideas for the program, 3 monthly workgroup meetings with representatives from key departments to develop a blueprint for the program, 4 a second leadership meeting to confirm that the blueprint developed by the workgroup was satisfactory, and also to solicit feedback on ideas for program refinement. Results The leadership and workgroup meetings occurred as planned and led to the development of a functional program. The focus groups did not occur as planned, mainly due to the complexity of obtaining research approval for focus groups. The fall prevention program uses an existing telephonic nurse advice line to 1 place outgoing calls to patients at high fall risk, 2 assess these patients' risk factors for falls, and 3 triage these patients to the appropriate services. The workgroup continues to meet monthly to monitor the progress of the program and improve it. Conclusion A theory-driven program development process has resulted in the successful initial implementation of a fall prevention program.

  16. Job satisfaction, intent to stay, and recommended job improvements: the palliative nursing assistant speaks.

    Science.gov (United States)

    Head, Barbara A; Washington, Karla T; Myers, John

    2013-11-01

    There are few studies specifically focused on the job satisfaction of hospice and palliative nursing assistants (NAs). The goal of this study was to ascertain factors contributing to NAs' job satisfaction and intent to remain with their current employer, garner suggestions for improving NA jobs, and inform hospice and palliative care providers concerned about retaining qualified, satisfied NAs. A nonexperimental, cross-sectional survey design was used to collect data from a broad sample of NAs employed in hospice and palliative care settings between December 2010 and May 2011. This study found hospice and palliative NAs to be satisfied and committed to their jobs, which most viewed as long-term careers. However, organizations committed to recruitment and retention of committed and satisfied NAs would do well to ensure high-quality NA supervision, include NAs as valued team members, encourage positive work relationships, work to reduce problems identified by NAs as interfering with their work, and continue efforts to increase NA compensation.

  17. Coordination Frictions and Job Heterogeneity: A Discrete Time Analysis

    DEFF Research Database (Denmark)

    Kennes, John; Le Maire, Christian Daniel

    This paper develops and extends a dynamic, discrete time, job to worker matching model in which jobs are heterogeneous in equilibrium. The key assumptions of this economic environment are (i) matching is directed and (ii) coordination frictions lead to heterogeneous local labor markets. We de- rive...... a number of new theoretical results, which are essential for the empirical application of this type of model to matched employer-employee microdata. First, we o¤er a robust equilibrium concept in which there is a continu- ous dispersion of job productivities and wages. Second, we show that our model can...... be readily solved with continuous exogenous worker heterogene- ity, where high type workers (high outside options and productivity) earn higher wages in high type jobs and are hired at least as frequently to the better job types as low type workers (low outside options and productivity). Third, we...

  18. 20 CFR 670.710 - What placement services are provided for Job Corps students?

    Science.gov (United States)

    2010-04-01

    ... Corps students? 670.710 Section 670.710 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Placement and Continued Services § 670.710 What placement services are provided for Job Corps students? (a) Job Corps placement...

  19. Job Satisfaction through Organizational Citizenship Behaviour: A Case of University Teachers of Pakistan

    Science.gov (United States)

    Abdullah, Nauman; Akhtar, Mahr Muhammad Saeed

    2016-01-01

    Teachers' job satisfaction leads to job continuity, which in turn affects teacher performance as well as the effectiveness of their institutions. The purpose of this study was to identify if there was a relationship between the Organizational Citizenship Behavior (OCB) and Job Satisfaction (JS) of teachers since discretionary behaviours have a…

  20. 38 CFR 21.296 - Selecting a training establishment for on-job training.

    Science.gov (United States)

    2010-07-01

    ... establishment for on-job training. 21.296 Section 21.296 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF... establishment for on-job training. (a) Additional criteria for selecting a training establishment. In addition... to provide on-job training to disabled veterans; (2) Provide continuous training for each veteran...

  1. Technological Proficiency as a Key to Job Security. Trends and Issues Alert No. 6.

    Science.gov (United States)

    Imel, Susan

    Although not all current jobs require basic computer skills, technological advances in society have created new jobs and changed the ways many existing jobs are performed. Clearly, workers who are proficient in technology have a greater advantage in the current workplace and the need for technologically proficient workers will only continue to…

  2. Distance Learning Skills and Responsibilities: A Content Analysis of Job Announcements 1996-2010

    Science.gov (United States)

    Rebmann, Kristen Radsliff; Molitor, Simone; Rainey, Bonnie

    2012-01-01

    Archived job advertisements from the "International Federation of Library Associations and Institutions (IFLA) LIBJOBS" mailing list (1996-2010) were examined using content analysis. Findings suggest that distance learning (DL) skillsets as job qualifications emerged in the late 1990's and continue to be relevant today. Jobs with DL…

  3. The radiology job market: analysis of the ACR jobs board.

    Science.gov (United States)

    Prabhakar, Anand M; Oklu, Rahmi; Harvey, H Benjamin; Harisinghani, Mukesh G; Rosman, David A

    2014-05-01

    The aim of this study was to assess the status of the radiology job market as represented by the ACR Jobs Board from October 2010 to June 2013. With the assistance of the ACR, data from the ACR Jobs Board from October 2010 through June 2013, including the numbers of monthly new job seekers, new job postings, and job posting clicks, were gathered and used to calculate a monthly competitive index, defined as the ratio of new job seekers to new job postings. During the study period, the mean number of new job seekers was 168 per month, which was significantly greater than the 84 average new job postings for any given month (P = .0002). There was no significant difference between 2011 and 2012 with regard to the number of new job seekers or job postings. Over the time period assessed, more new job seekers registered in October and November 2010, August to November 2011, and October and November 2012. These periods were also associated with the highest competitive index values. There were less job seekers in the winter and spring of 2011, 2012, and 2013, periods associated with lower competitive index values. ACR Jobs Board activity, measured by job posting clicks, was significantly higher in 2012 than in 2011 (P Jobs Board, there were consistently more new job seekers than job postings throughout the study period, and fall is the period in the year most associated with the highest competitive index for radiologist employment. Copyright © 2014 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  4. Job match and income distributions

    Science.gov (United States)

    Li, Honggang; Wang, Dahui; Chen, Xianggui

    2004-10-01

    This paper studies the income distributions from the view of job match. By numerical simulation, we present different income distributions cases with different degrees of job match. In particular, we analyze the probability distribution of individual income, and we also discuss the economic efficiency and economic equality in different job match cases. Our basic results are that different job matchs can change income distributions, and good job matchs can not only improve economic efficiency but also aggravate economic inequality.

  5. An Evaluation of Immediate Outcomes and Fidelity of a Drug Abuse Prevention Program in Continuation High Schools: Project towards No Drug Abuse (TND)

    Science.gov (United States)

    Lisha, Nadra E.; Sun, Ping; Rohrbach, Louise A.; Spruijt-Metz, Donna; Unger, Jennifer B.; Sussman, Steve

    2012-01-01

    The present study provides an implementation fidelity, process, and immediate outcomes evaluation of Project Towards No Drug Abuse (TND), a drug prevention program targeting continuation high school youth (n = 1426) at risk for drug abuse. A total of 24 schools participated in three randomized conditions: TND Only, TND and motivational…

  6. Continuation of Solicitation for the Office of Science Financial Assistance Program - Notice DE-FG01-04ER04-01

    CERN Document Server

    2003-01-01

    "The Office of Science (SC) of the Department of Energy (DOE) hereby announces its continuing interest in receiving grant applications for support of work in the following program areas: Basic Energy Sciences, High Energy Physics, Nuclear Physics, Advanced Scientific Computing Research, Fusion Energy Sciences, Biological and Environmental Research, and Energy Research Analyses".

  7. A Multisite Program Evaluation of Families and Schools Together (FAST): Continued Evidence of a Successful Multifamily Community-Based Prevention Program

    Science.gov (United States)

    Crozier, Mary; Rokutani, Laurie; Russett, Jill L.; Godwin, Emilie; Banks, George E.

    2010-01-01

    Strong school and family ties have long shown success in influencing positive child development and lasting academic success. While a multitude of programs exist to help facilitate the school-family connection, one program in particular, Families and Schools Together, or FAST, stands out as an effective prevention program that is suitable for a…

  8. Development and Evaluation of a Continuing Education Program for Nursing Technicians at a Pediatric Cardiac Intensive Care Unit in a Developing Country.

    Science.gov (United States)

    Borim, Bruna Cury; Croti, Ulisses A; Silveira, Patricia C; De Marchi, Carlos H; Moscardini, Airton C; Hickey, Patricia; Jenkins, Kathy

    2017-11-01

    The nursing profession faces continuous transformations demonstrating the importance of professional continuing education to extend knowledge following technological development without impairing quality of care. Nursing assistants and technicians account for nearly 80% of nursing professionals in Brazil and are responsible for uninterrupted patient care. Extensive knowledge improvement is needed to achieve excellence in nursing care. The objective was to develop and evaluate a continuing education program for nursing technicians at a pediatric cardiac intensive care unit (PCICU) using a virtual learning environment entitled EDUCATE. From July to September 2015, a total of 24 nursing technicians working at the PCICU at a children's hospital located in the northwestern region of São Paulo state (Brazil) fully participated in the continuing education program developed in a virtual learning environment using Wix platform, allowing access to video classes and pre- and post-training theoretical evaluation questionnaires outside the work environment. The evaluation tools recorded participants' knowledge evolution, technological difficulties, educational, and overall rating. Knowledge development was descriptively presented as positive in more than 66.7%. Content and training were considered "excellent" by most participants and 90% showed an interest in the use of technological resources. Technical difficulties were found and quickly resolved by 40% of participants including Internet access, login, and lack of technical expertise. The continuing education program using a virtual learning environment positively contributed to the improvement in theoretical knowledge of nursing technicians in PCICU.

  9. Programas de continuidad de cuidados: el ejemplo del distrito de Chamartín de Madrid Continuity of care programs: the example of Madrid Chamartin district

    Directory of Open Access Journals (Sweden)

    Ana González Rodríguez

    2011-12-01

    Full Text Available Se presenta el programa de continuidad de cuidados del Centro de Salud Mental de Chamartín en Madrid, para ilustrar con una experiencia fuera del ámbito anglosajón donde surgen estos programas, la teoría expuesta en la primera parte acerca del surgimiento, desarrollo y filosofía de los programas de continuidad de cuidados. Se describen los recursos sanitarios, sociales y personales de los que dispone la población a la que va dirigido y la forma de intervención, con el tipo de actuaciones que se realizan. Por último, se señalan algunos riesgos en el desarrollo y mantenimiento de los programas de continuidad de cuidados.The case management program of Chamartin Mental Health Center in Madrid is presented to illustrate with an experience outside the Anglo-Saxon context, where such programs arise, the theory advanced in the first part about the emergence, development and philosophy of continuity of care programs. Finally, some risks in the development and maintenance of continuity of care programs are pointed out. The health, social and staff resources are described, and also the population to be targeted, the form of intervention and the type of actions that are performed. Finally, we point out some risks in the development and maintenance of continuity of care programs.

  10. Does low job satisfaction lead to job mobility?

    DEFF Research Database (Denmark)

    Kristensen, Nicolai; Westergård-Nielsen, Niels Chr.

    This paper seeks to analyse the role of job satisfaction and actual job change behaviour. The analysis is based on the European Community Household Panel (ECHP) data for Danish families 1994-2000. The results show that inclusion of job satisfaction, which is a subjective measure, does improve...... the ability to predict actual quit behaviour: Low overall job satisfaction significantly increases the probability of quit. Various job satisfaction domains are ranked according to their ability to predict quits. Satisfaction with Type of Work is found to be the most important job characteristic while...... satisfaction with Job Security is found to be insignificant. These results hold across age, gender and education sub-groups and are opposed to results for UK, where job security is found to be the most important job domain. This discrepancy between UK and Denmark might be due to differences in unemployment...

  11. 25 CFR 26.34 - What type of job training assistance may be approved?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What type of job training assistance may be approved? 26.34 Section 26.34 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR HUMAN SERVICES JOB PLACEMENT AND TRAINING PROGRAM Training Services § 26.34 What type of job training assistance may be...

  12. 75 FR 78807 - Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    Science.gov (United States)

    2010-12-16

    ... AFFAIRS Agency Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity Under OMB Review AGENCY: Veterans...: a. Other On-The-Job Training and Apprenticeship Training Agreement and Standards, (Training Programs...

  13. 76 FR 17963 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

    Science.gov (United States)

    2011-03-31

    ... Job Placement and Training Services. The information collection is currently authorized by OMB Control... information collection conducted under 25 CFR part 26 to administer the job placement and training program, which provides vocational/technical training, related counseling, guidance, job placement services, and...

  14. 75 FR 80067 - Renewal of Agency Information Collection for Application for Job Placement and Training Services...

    Science.gov (United States)

    2010-12-21

    ... under 25 CFR part 26 to administer the job placement and training program, which provides vocational/technical training, related counseling, guidance, job placement services, and limited financial assistance... for Job Placement and/or Training Assistance. Approval for this collection expires March 31, 2010...

  15. 78 FR 67222 - Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and...

    Science.gov (United States)

    2013-11-08

    ... AFFAIRS Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY... information needed to meet statutory requirements for job training program. DATES: Written comments and...

  16. 75 FR 62188 - Proposed Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement...

    Science.gov (United States)

    2010-10-07

    ... AFFAIRS Proposed Information Collection (Other On-The-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training) Activity: Comment Request AGENCY... information needed to meet statutory requirements for job training program. DATES: Written comments and...

  17. Short-Run Effects of Parental Job Loss on Children's Academic Achievement

    Science.gov (United States)

    Stevens, Ann Huff; Schaller, Jessamyn

    2011-01-01

    We study the relationship between parental job loss and children's academic achievement using data on job loss and grade retention from the 1996, 2001, and 2004 panels of the Survey of Income and Program Participation. We find that a parental job loss increases the probability of children's grade retention by 0.8 percentage points, or around 15%.…

  18. 20 CFR 670.530 - Are Job Corps centers required to maintain a student accountability system?

    Science.gov (United States)

    2010-04-01

    ... accountability system? Yes, each Job Corps center must establish and operate an effective system to account for... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are Job Corps centers required to maintain a... ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program...

  19. Job demands, job control, psychological climate, and job satisfaction: a cognitive dissonance perspective

    OpenAIRE

    Karanika-Murray, M.; Michaelides, George; Wood, S.

    2017-01-01

    Purpose: Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. This study examines the effects of the interaction between job design and psychological climate on job satisfaction.\\ud \\ud Design/approach: Cognitive Dissonance Theory was used to explore the nature of this relationship and its effect on job satisfaction. We hypothesized that psychologic...

  20. Job Hunting, Introduction

    Science.gov (United States)

    Goldin, Ed; Stringer, Susan

    1998-05-01

    The AAS is again sponsoring a career workshop for Astronomers seeking employment. The workshop will cover a wide range of tools needed by a job seeker with a background in astronomy. There are increasingly fewer job opportunities in the academic areas. Today, astronomers need placement skills and career information to compete strongly in a more diversified jobs arena. The workshop will offer practical training on preparing to enter the job market. Topics covered include resume and letter writing as well as how to prepare for an interview. Advice is given on resources for jobs in astronomy, statistics of employment and education, and networking strategies. Workshop training also deals with a diverse range of career paths for astronomers. The workshop will consist of an two approximately three-hour sessions. The first (1-4pm) will be on the placement tools and job-search skills described above. The second session will be for those who would like to stay and receive personalized information on individual resumes, job search problems, and interview questions and practice. The individual appointments with Ed Goldin and Susan Stringer that will take place during the second session (6-9pm) will be arranged on-site during the first session. A career development and job preparation manual "Preparing Physicists for Work" will be on sale at the workshop for \\9.00. TOPICS FOR DISCUSSION: How to prepare an effective resume How to research prospective employers Interviewing skills Networking to uncover employment Job prospects present and future Traditional and non-traditional positions for astronomers This workshop will be presented by Ed Goldin and Susan Stringer of the American Institute of Physics. The cost of the workshop is \\15.00 which includes a packet of resource materials supporting the workshop presentation. Please send your request for attendance by 8 May 1998 to the Executive Office along with a check, payable to the AAS, for the fee. Credit cards will not be

  1. EPA Selects Lawrence, Mass. Group for Brownfields Job Training Grant

    Science.gov (United States)

    Today, EPA announced that the Merrimack Valley Workforce Investment Board, of Lawrence, Mass., was one of 14 organizations nationwide selected to receive funding to operate environmental job training programs for local unemployed residents.

  2. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    Directory of Open Access Journals (Sweden)

    Meerman Martha GM

    2011-05-01

    Full Text Available Abstract Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs and human resource managers (HRM. Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health

  3. Facilitating job retention for chronically ill employees: perspectives of line managers and human resource managers

    Science.gov (United States)

    2011-01-01

    Background Chronic diseases are a leading contributor to work disability and job loss in Europe. Recent EU policies aim to improve job retention among chronically ill employees. Disability and occupational health researchers argue that this requires a coordinated and pro-active approach at the workplace by occupational health professionals, line managers (LMs) and human resource managers (HRM). Little is known about the perspectives of LMs an HRM on what is needed to facilitate job retention among chronically ill employees. The aim of this qualitative study was to explore and compare the perspectives of Dutch LMs and HRM on this issue. Methods Concept mapping methodology was used to elicit and map statements (ideas) from 10 LMs and 17 HRM about what is needed to ensure continued employment for chronically ill employees. Study participants were recruited through a higher education and an occupational health services organization. Results Participants generated 35 statements. Each group (LMs and HRM) sorted these statements into six thematic clusters. LMs and HRM identified four similar clusters: LMs and HRM must be knowledgeable about the impact of chronic disease on the employee; employees must accept responsibility for work retention; work adaptations must be implemented; and clear company policy. Thematic clusters identified only by LMs were: good manager/employee cooperation and knowledge transfer within the company. Unique clusters identified by HRM were: company culture and organizational support. Conclusions There were both similarities and differences between the views of LMs and HRM on what may facilitate job retention for chronically ill employees. LMs perceived manager/employee cooperation as the most important mechanism for enabling continued employment for these employees. HRM perceived organizational policy and culture as the most important mechanism. The findings provide information about topics that occupational health researchers and planners should

  4. Influence of type D personality on job stress and job satisfaction in clinical nurses: the mediating effects of compassion fatigue, burnout, and compassion satisfaction.

    Science.gov (United States)

    Kim, Yeon Hee; Kim, Sung Reul; Kim, Yeo Ok; Kim, Ji Young; Kim, Hyun Kyung; Kim, Hye Young

    2017-04-01

    To test a hypothetical path model evaluating the influence of type D personality on job stress and job satisfaction and to identify the mediating effects of compassion fatigue, burnout, and compassion satisfaction among clinical nurses in South Korea. Personalities susceptible to stress, compassion fatigue, and burnout in clinical nurses have negative effects on the job stress and job satisfaction. A correlational, cross-sectional design was used. A convenience sample of 875 clinical nurses was recruited between December 2014 - February 2015. The structured questionnaires included the Type D personality scale-14, Professional Quality of Life, job stress, job satisfaction, and general characteristics. To test the hypothetical path model, we performed a path analysis by using the AMOS 18·0 program. Based on the path model, type D personality was significantly associated with compassion fatigue, burnout, and compassion satisfaction in our study subjects. Type D personality was significantly associated with job stress and job satisfaction via the effect of burnout, compassion satisfaction, and job stress. Since type D personality is associated with job stress and job satisfaction, identifying personalities vulnerable to stress would help to address job stress and to enhance job satisfaction when nurses have a high level of compassion fatigue and burnout and a low level of compassion satisfaction. The development of interventions that can reduce negative affect and social inhibition of nurses with type D personality and investigation of methods to decrease their compassion fatigue and burnout and to increase compassion satisfaction should be encouraged. © 2016 John Wiley & Sons Ltd.

  5. Therapeutic effect of continuous exercise training program on serum creatinine concentration in men with hypertension: a randomized controlled trial.

    Science.gov (United States)

    Sikiru, L; Okoye, G C

    2014-09-01

    Creatinine (Cr) has been implicated as an independent predictor of hypertension and exercise has been reported as adjunct therapy for hypertension. The purpose of the present study was to investigate the effect of continuous training programme on blood pressure and serum creatinine concentration in black African subjects with hypertension. Three hundred and fifty seven male patients with mild to moderate (systolic blood pressure [SBP] between 140-180 & diastolic blood pressure [DBP] between 90-109 mmHg) essential hypertension were age matched and randomly grouped into continuous & control groups. The continuous group involved in an 8 weeks continuous training (60-79% HR reserve) of between 45 minutes to 60 minutes, 3 times per week, while the control group remain sedentary. SBP, DBP, VO2max, serum Cr, body mass index (BMI), waist hip ratio (WHR) and percent (%) body fat. Analysis of covariance (ANCOVA) and Pearson correlation tests were used in data analysis. Findings of the study revealed significant decreased effects of continuous training programme on SBP, DBP, Cr, BMI, WHR, % body fat and significant increase in VO2max at ptherapeutic role of moderate intensity continuous exercise training as a multi-therapy in the down regulation of blood pressure, serum Cr, body size and body fat in hypertension.

  6. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    We use a detailed employer-employee data set matched with detailed crime information (timing of crime, fines, convictions, crime type) to estimate the impact of job loss on an individual's probability to commit crime. We focus on job losses due to displacement, i.e. job losses in firms losing...... a substantial share of their workers, for workers with at least three years of tenure. Displaced workers are more likely to commit offenses leading to conviction (probation, prison terms) for property crimes and for alcohol-related traffic violations in the two years following displacement. We find no evidence...... that displaced workers' propensity to commit crime is higher than non-displaced workers before the displacement event; but it is significantly higher afterwards. Displacement impacts crime over and above what is explained by earnings losses and weeks of unemployment following displacement....

  7. Satisfação no trabalho e rotatividade dos médicos do Programa de Saúde da Família Job satisfaction and physician turnover in the Family Health Program

    Directory of Open Access Journals (Sweden)

    Claudia Valentina de Arruda Campos

    2008-04-01

    Full Text Available Um dos problemas mais graves identificados na implantação do Programa de Saúde da Família no Brasil é a rotatividade do médico generalista. Já que o modelo se fundamenta no vínculo entre profissionais da equipe e população, a alta rotatividade dos médicos pode comprometer a efetividade do modelo. Pesquisa realizada no município de São Paulo para verificar a existência de correlação entre satisfação no trabalho dos médicos do programa e a rotatividade desses profissionais confirmou a hipótese da existência de correlação negativa. O prestígio da instituição parceira do município na implantação do programa foi o fator mais importante na determinação da rotatividade dos médicos. Outros fatores de satisfação no trabalho que apresentaram correlação com a rotatividade foram: capacitação, distância das unidades de saúde e disponibilidade de materiais e equipamentos para realização das atividades profissionais.One of the greatest problems of the Family Health Program in Brazil is the high turnover of its physicians. Given that the program is based on the relationship between health professionals and citizens, these high rates affect the model's effectiveness. A survey to identify the correlation between job satisfaction and physician turnover in the city of São Paulo, Brazil, confirmed the hypothesis that there is a negative correlation between these indicators. The prestige of the partner institutions is the most important factor in determining the program's physician turnover in São Paulo. Other job satisfaction factors that showed correlation with physician turnover were: training, commuting time, and lack of adequate equipment and materials.

  8. Job satisfaction and intention to quit the job

    DEFF Research Database (Denmark)

    Suadicani, P; Bonde, J P; Olesen, K

    2013-01-01

    Negative psychosocial work conditions may influence the motivation of employees to adhere to their job.......Negative psychosocial work conditions may influence the motivation of employees to adhere to their job....

  9. The Young, the Restless and the Jobless: The Case for a National Jobs Stimulus Program Targeted on America's Young Adults. Public Policy Issues Monograph.

    Science.gov (United States)

    Sum, Andrew; Mangum, Garth; Taggart, Robert

    Although young people across the United States have suffered disproportionately in the recent recession, the economic and social effects of high levels of youth unemployment have received only scant media and political attention and few state or federal dollars. Analyses of successful youth and young adult programs identified seven core principles…

  10. Evaluation of a continuing professional development training program for physicians and physician assistants in hospitals in Laos based on the Kirkpatrick model.

    Science.gov (United States)

    Yoon, Hyun Bae; Shin, Jwa-Seop; Bouphavanh, Ketsomsouk; Kang, Yu Min

    2016-01-01

    Medical professionals from Korea and Laos have been working together to develop a continuing professional development training program covering the major clinical fields of primary care. This study aimed to evaluate the effectiveness of the program from 2013 to 2014 using the Kirkpatrick model. A questionnaire was used to evaluate the reaction of the trainees, and the trainers assessed the level of trainees' performance at the beginning and the end of each clinical section. The transfer (behavioral change) of the trainees was evaluated through the review of medical records written by the trainees before and after the training program. The trainees were satisfied with the training program, for which the average score was 4.48 out of 5.0. The average score of the trainees' performance at the beginning was 2.39 out of 5.0, and rose to 3.88 at the end of each section. The average score of the medical records written before the training was 2.92 out of 5.0, and it rose to 3.34 after the training. The number of patient visits to the district hospitals increased. The continuing professional development training program, which was planned and implemented with the full engagement and responsibility of Lao health professionals, proved to be effective.

  11. Physician job satisfaction related to actual and preferred job size.

    Science.gov (United States)

    Schmit Jongbloed, Lodewijk J; Cohen-Schotanus, Janke; Borleffs, Jan C C; Stewart, Roy E; Schönrock-Adema, Johanna

    2017-05-11

    Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and preferred job size of physicians and to investigate how these and the differences between them influence physicians' job satisfaction. Data were retrieved from a larger, longitudinal study among physicians starting medical training at Groningen University in 1982/83/92/93 (N = 597). Data from 506 participants (85%) were available for this study. We used regression analysis to investigate the influence of job size on physicians' job satisfaction (13 aspects) and ANOVA to examine differences in job satisfaction between physicians wishing to retain, reduce or increase job size. The majority of the respondents (57%) had an actual job size less than 1.0 FTE. More than 80% of all respondents preferred not to work full-time in the future. Respondents' average actual and preferred job sizes were .85 FTE and .81 FTE, respectively. On average, respondents who wished to work less (35% of respondents) preferred a job size reduction of 0.18 FTE and those who wished to work more (12%) preferred an increase in job size of 0.16 FTE. Job size influenced satisfaction with balance work-private hours most (β = -.351). Physicians who preferred larger job sizes were - compared to the other groups of physicians - least satisfied with professional accomplishments. A considerable group of physicians reported a gap between actual and preferred job size. Realizing physicians' preferences as to job size will hardly affect total workforce, but may greatly benefit individual physicians as well as their patients and society. Therefore, it seems time for a shift in work ethic.

  12. Job Searchers, Job Matches and the Elasticity of Matching

    OpenAIRE

    Broersma, L.; Ours, J.C. van

    1998-01-01

    This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about employed job searchers and job searchers from outside the labour market. In this paper, we specify and estimate matching functions where the flow corresponds to the correct stock. We use several a...

  13. Job Strain in Physical Therapists

    Science.gov (United States)

    Campo, Marc A.; Weiser, Sherri; Koenig, Karen L.

    2009-01-01

    Background: Job stress has been associated with poor outcomes. In focus groups and small-sample surveys, physical therapists have reported high levels of job stress. Studies of job stress in physical therapy with larger samples are needed. Objective: The purposes of this study were: (1) to determine the levels of psychological job demands and job control reported by physical therapists in a national sample, (2) to compare those levels with national norms, and (3) to determine whether high demands, low control, or a combination of both (job strain) increases the risk for turnover or work-related pain. Design: This was a prospective cohort study with a 1-year follow-up period. Methods: Participants were randomly selected members of the American Physical Therapy Association (n=882). Exposure assessments included the Job Content Questionnaire (JCQ), a commonly used instrument for evaluation of the psychosocial work environment. Outcomes included job turnover and work-related musculoskeletal disorders. Results: Compared with national averages, the physical therapists reported moderate job demands and high levels of job control. About 16% of the therapists reported changing jobs during follow-up. Risk factors for turnover included high job demands, low job control, job strain, female sex, and younger age. More than one half of the therapists reported work-related pain. Risk factors for work-related pain included low job control and job strain. Limitations: The JCQ measures only limited dimensions of the psychosocial work environment. All data were self-reported and subject to associated bias. Conclusions: Physical therapists’ views of their work environments were positive, including moderate levels of demands and high levels of control. Those therapists with high levels of demands and low levels of control, however, were at increased risk for both turnover and work-related pain. Physical therapists should consider the psychosocial work environment, along with other

  14. Will the Measurement Robots Take Our Jobs? An Update on the State of Automated M&V for Energy Efficiency Programs

    Energy Technology Data Exchange (ETDEWEB)

    Granderson, Jessica [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Touzani, Samir [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Taylor, Cody [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States); Fernandes, Samuel [Lawrence Berkeley National Lab. (LBNL), Berkeley, CA (United States)

    2017-07-28

    Trustworthy savings calculations are critical to convincing regulators of both the cost-effectiveness of energy efficiency program investments and their ability to defer supply-side capital investments. Today’s methods for measurement and verification (M&V) of energy savings constitute a significant portion of the total costs of energy efficiency programs. They also require time-consuming data acquisition. A spectrum of savings calculation approaches is used, with some relying more heavily on measured data and others relying more heavily on estimated, modeled, or stipulated data. The rising availability of “smart” meters and devices that report near-real time data, combined with new analytical approaches to quantifying savings, offers potential to conduct M&V more quickly and at lower cost, with comparable or improved accuracy. Commercial energy management and information systems (EMIS) technologies are beginning to offer M&V capabilities, and program administrators want to understand how they might assist programs in quickly and accurately measuring energy savings. This paper presents the results of recent testing of the ability to use automation to streamline some parts of M&V. Here in this paper, we detail metrics to assess the performance of these new M&V approaches, and a framework to compute the metrics. We also discuss the accuracy, cost, and time trade-offs between more traditional M&V, and these emerging streamlined methods that use high-resolution energy data and automated computational intelligence. Finally we discuss the potential evolution of M&V and early results of pilots currently underway to incorporate M&V automation into ratepayer-funded programs and professional implementation and evaluation practice.

  15. Economic and Workforce Development Program Annual Report, 2016

    Science.gov (United States)

    California Community Colleges, Chancellor's Office, 2016

    2016-01-01

    The California Community Colleges, through the Economic and Workforce Development Program (EWD), continue to propel the California economy forward by providing students with skills to earn well-paying jobs. At the same time, EWD helps provide California companies with the talent they need to compete on a global scale. This annual report for…

  16. Drug abusers on the job.

    Science.gov (United States)

    Nelson, J E

    1981-06-01

    Drug abusers in the working population range from the functional to the dysfunctional. Functional drug-abusing employees may work as productive members of a company for years without incident or detection. Cases have been documented of long-term heroin addicts with stable 10- and 20-year work histories., Studies of drug addicts in treatment with known work histories reveal that such persons can, and do, hold a broad range of jobs in the work force. In a study by Levy of 95 former addicts with histories of simultaneous employment and undetected drug abuse (including on-the-job use by 91 of the 95 addicts), the following occupations were found: bank teller; mail clerk; secretary; delivery man; stock clerk; college registrar; typist; baker; nurses aide; medical supply clerk; messenger; pharmacy clerk; receptionist; teletype operator; men's clothing salesman; truck driver; busboy; telephone installer; roofer; clothing designer; assembly line worker; waitress; auto mechanic; security officer; postal worker; credit collector; plant manager; and rigger. Reports from CODAP, a Federal statistical system covering drug treatment programs, indicate that about 20% of opiate users admitted to treatment were employed full time at the time of admission. Caplovitz found that the stable worker-addict is more similar in basic characteristics to other workers than to nonworking addicts.

  17. Job anxiety, organizational commitment and job satisfaction: An ...

    African Journals Online (AJOL)

    The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment and over all organizational commitment was found to be significantly related to job satisfaction and (iii) age and experience ...

  18. Job Characteristics, Work Involvement, and Job Performance of Public Servants

    Science.gov (United States)

    Johari, Johanim; Yahya, Khulida Kirana

    2016-01-01

    Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

  19. Relationship Between Job Characteristics And Job Performance Of ...

    African Journals Online (AJOL)

    The agricultural extension agent is a key stakeholder in extension systems. The nature of their work is so important that it has overriding effect on their job performance. This study investigates the relationship between job characteristics and job performance of agricultural extension agents in Imo and Rivers States, Nigeria.

  20. UniEdge: A first year transition program and its continued evolution through a reflective approach. A Practice Report

    Directory of Open Access Journals (Sweden)

    Ann Lefroy

    2014-03-01

    Full Text Available Phillipa Sturgess 14.00 800x600 The shift in Australian higher education policy to widen participation and ensure equity across all student cohorts has led to the need for specific, structured transition programs. The First Year Advisor Network at Murdoch University in Perth, Australia has designed and implemented a transition program for commencing students called UniEdge. The aims of the program are: (1 to help foster a sense of community for first year students; (2 to  make new students aware of the support services available; and (3 to improve the confidence and preparedness of new students. The program has received high praise from students, but rates of attendance have been problematic. By reflecting on student and staff feedback, the program has been adapted over multiple semesters, resulting in increased student attendance and therefore a greater impact on the first year experience at Murdoch University. Normal 0 false false false EN-AU X-NONE X-NONE

  1. Key Factors for a High-Quality Peritoneal Dialysis Program — The Role of the PD Team and Continuous Quality Improvement

    Science.gov (United States)

    Fang, Wei; Ni, Zhaohui; Qian, Jiaqi

    2014-01-01

    The proportion of end-stage renal disease (ESRD) patients on peritoneal dialysis (PD) has increased very fast in China over the last decade. Renji Hospital, affiliated with Shanghai Jiaotong University School of Medicine, is a recognized high-quality PD unit with a high PD utilization rate, excellent patient and technique survival (1-year and 5-year patient survival rate of 93% and 71%, and 1-year and 5-year technique survival of 96% and 82%, respectively), low peritonitis rate and a well-documented good quality of life of the treated patients. We believe that a dedicated and experienced PD team, a structured patient training program, continuous patient support, establishing and utilizing standardized protocols, starting PD with low dialysis dose, monitoring key performance indicators (KPIs), and continuous quality improvement (CQI) are the key factors underlying this successful PD program. PMID:24962961

  2. Ecobuilding and job creation

    CSIR Research Space (South Africa)

    Kolev, M

    2009-02-01

    Full Text Available The current worldwide economic crisis needs strong global leaders who are able to breath new life into the economy in a way that will focus on the need to create jobs as well as stabilise the climate change, increase food production using less water...

  3. Historians' Rocky Job Market

    Science.gov (United States)

    Grafton, Anthony; Townsend, Robert B.

    2008-01-01

    In this article, the authors discuss how the historians' job market is perennially rocky. The history profession had its "golden age" in the 1950s and early 1960s when a generation born in the demographic trench of the Depression entered the market just as the first of the baby boomers began to swell college enrollments. But that moment was…

  4. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to `transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  5. ATLAS Job Transforms

    CERN Document Server

    Stewart, G A; The ATLAS collaboration; Maddocks, H J; Harenberg, T; Sandhoff, M; Sarrazin, B

    2013-01-01

    The need to run complex workflows for a high energy physics experiment such as ATLAS has always been present. However, as computing resources have become even more constrained, compared to the wealth of data generated by the LHC, the need to use resources efficiently and manage complex workflows within a single grid job have increased. In ATLAS, a new Job Transform framework has been developed that we describe in this paper. This framework manages the multiple execution steps needed to 'transform' one data type into another (e.g., RAW data to ESD to AOD to final ntuple) and also provides a consistent interface for the ATLAS production system. The new framework uses a data driven workflow definition which is both easy to manage and powerful. After a transform is defined, jobs are expressed simply by specifying the input data and the desired output data. The transform infrastructure then executes only the necessary substeps to produce the final data products. The global execution cost of running the job is mini...

  6. Better jobs for Asia

    International Development Research Centre (IDRC) Digital Library (Canada)

    perceived skills gaps, to better equip them for the workplace. Yet for many. INTERNATIONAL DEVELOPMENT RESEARCH CENTRE. ILO. □ Counting women into the workforce. □ Strengthening frameworks for fair employment. □ Creating better jobs in ASEAN countries. □ Promoting research leaders in labour issues.

  7. Job prioritization in LHCb

    CERN Document Server

    Castellani, G

    2007-01-01

    LHCb is one of the four high-energy experiments running in the near future at the Large Hadron Collider (LHC) at CERN. LHCb will try to answer some fundamental questions about the asymmetry between matter and anti-matter. The experiment is expected to produce about 2PB of data per year. Those will be distributed to several laboratories all over Europe and then analyzed by the Physics community. To achieve this target LHCb fully uses the Grid to reprocess, replicate and analyze data. The access to the Grid happens through LHCb's own distributed production and analysis system, DIRAC (Distributed Infrastructure with Remote Agent Control). Dirac implements the ‘pull’ job scheduling paradigm, where all the jobs are stored in a central task queues and then pulled via generic grid jobs called Pilot Agents. The whole LHCb community (about 600 people) is divided in sets of physicists, developers, production and software managers that have different needs about their jobs on the Grid. While a Monte Carlo simulation...

  8. Learning about Job Search

    DEFF Research Database (Denmark)

    Altmann, Steffen; Falk, Armin; Jäger, Simon

    strategies and the consequences of unemployment, and motivated them to actively look for new employment. We study the causal impact of the brochure by comparing labor market outcomes of treated and untreated job seekers in administrative data containing comprehensive information on individuals’ employment...

  9. Job Displacement and Crime

    DEFF Research Database (Denmark)

    Bennett, Patrick; Ouazad, Amine

    no significantly increasing trend prior to displacement; and the crime rate of workers who will be displaced is not significantly higher than the crime rate of workers who will not be displaced. In contrast, displaced workers’ probability to commit any crime increases by 0.52 percentage points in the year of job...

  10. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

    Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

  11. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    Conclusion: It is urgent and necessary to improve physician working conditions and their working pattern to ... an employee's well-being Examples of job resources ... physicians. In Kuwait, some physicians quit their hospital posts and then open their own clinics or move to other hospitals with better working conditions.(8).

  12. Where the Jobs Are

    Science.gov (United States)

    Gordon, Rachel Singer

    2004-01-01

    Despite the discussion about the greying of the profession, librarians seem to agree on little but this: the jobs being vacated are generally upper-level and the departure of retiring library managers fails to translate into a glut of entry level spots. This article describes how NextGens should prepare to move into management and other upper…

  13. A green jobs primer.

    Science.gov (United States)

    Hendricks, Bracken; Light, Andrew; Goldstein, Benjamin

    2009-01-01

    The authors ask and answer four basic questions about green jobs and their effect on the economy: what are they, will they pay well, do they come at the cost of losses elsewhere in the economy, and do they result from luck in choosing technological "winners."

  14. Proverbs, Ecclesiastes, Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2007-01-01

    The article consists of a literary reading of three Old Testament wisdom books, Proverbs, Ecclesiastes and the Book of Job. The reading strategies employed are analysis of imagery and intertextual reading. The articles concludes in a presenatation of images of God in wisdom literature....

  15. Youth job market specific features

    Directory of Open Access Journals (Sweden)

    Evgeniya Yu. Zhuravleva

    2011-05-01

    Full Text Available The article considers youth job market peculiarities, its specific features and regulation means, determines theoretical and application tasks of qualitative and quantitative comparison of vocations, which are highly in demand at the job market.

  16. Job satisfaction and job values among beginning nurses: a questionnaire survey.

    Science.gov (United States)

    Daehlen, Marianne

    2008-12-01

    Concepts such as the theory-practice gap and reality shock call attention to the challenges nurses experience in their professional lives. These challenges seem to be particularly acute in the transition from nursing school to work. Based on an assumption that the theories and skills taught in school are not directly applicable to nursing practice, beginning nurses may find that they are not prepared to do the work for which they have trained. Consequently, nurses may experience challenges to their work ideals, and their level of job satisfaction may decline. In addition, major life changes, such as buying a house/apartment, becoming a parent or getting married are likely to occur in the first year after graduation. Consequently, the emphasis on economic rewards may increase in the transition from school to work. To examine the relationship between work ideals, experiences of work and job satisfaction through a vital period in nurses' careers. To compare beginning nurses' job satisfaction, perceived job rewards and values with those of beginning doctors and teachers. Survey data were collected from two cohorts of students in several educational programs in Norway. The survey was repeated among the same respondents, as workers, 3 years after graduation. Almost 3000 students were originally invited to participate. The response rate in the surveys varied from 59% to 80%. Tabular analyses and linear regression models. The results indicate similarities in nurses', doctors' and teachers' preferences for work, but differences in what they obtain. In the transition from school to work, nurses increase their emphasis on high income and job security, and 3 years after graduating, nurses' emphasis on these two job values is higher than that of doctors and teachers. Nurses were fairly satisfied with their present job. In terms of level of job satisfaction and their preferences for work, the transition from school to work for nurses seems less dramatic than initially assumed.

  17. Inductions Buffer Nurses' Job Stress, Health, and Organizational Commitment.

    Science.gov (United States)

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-01-01

    Nurses suffer disproportionate levels of stress and are at risk of sickness-absence and turnover intentions, but there is a lack of research clarifying preventions. This study investigated the impact of inductions (job preparation courses) about mental health for nurses' job stress, general health, and organizational commitment. Data from 6,656 nurses were analyzed using structural equation modeling (SEM), showing that mental health inductions increase nurses' job satisfaction, which reduces their occupational stress and improves their health. SEM showed that these occupational health benefits increase the nurses' commitment to the organization. Job satisfaction (feeling valued, rewarded) also had a direct effect on nurses' intentions to continue working for the organization. Mental health inductions are therefore beneficial beyond job performance: they increase occupational health in the nursing profession.

  18. Cutting Out Continuations

    DEFF Research Database (Denmark)

    Bahr, Patrick; Hutton, Graham

    2016-01-01

    In the field of program transformation, one often transforms programs into continuation-passing style to make their flow of control explicit, and then immediately removes the resulting continuations using defunctionalisation to make the programs first-order. In this article, we show how these two...... transformations can be fused together into a single transformation step that cuts out the need to first introduce and then eliminate continuations. Our approach is calculational, uses standard equational reasoning techniques, and is widely applicable....

  19. The Albany Two-Way Radio Conferences, 1955-1981: a retrospective look at a program providing interactive continuing medical education at a distance.

    Science.gov (United States)

    Tulgan, Henry

    2014-01-01

    Despite early widespread recognition of the necessity of continuing medical education (CME) for practicing physicians and surgeons, medical schools and national medical organizations were slow to mobilize to address the need. One pioneering program, developed by the Albany Medical College in New York, not only provided CME, but did so in a live distance education format that allowed for interaction between the participants and the faculty presenters. The Albany Program commenced in 1955 using what was then state-of-the-art technology; it exemplified principles and practices that can be seen as the precursors for the distance education approaches used to reach physicians today. This short article describes the contributions of the Albany Two-Way Radio Conferences and places them in the context of developments in national organizations and policies in the 20th century. © 2014 The Alliance for Continuing Education in the Health Professions, the Society for Academic Continuing Medical Education, and the Council on Continuing Medical Education, Association for Hospital Medical Education.

  20. Job demands-resources model

    NARCIS (Netherlands)

    A.B. Bakker (Arnold); E. Demerouti (Eva)

    2013-01-01

    markdownabstract* The question of what causes job stress and what motivates people has received a lot of research attention during the past five decades. In this paper, we discuss Job Demands-Resources (JD-R) theory, which represents an extension of the Job Demands-Resources model (Bakker &

  1. [Job satisfaction among Norwegian doctors].

    Science.gov (United States)

    Nylenna, Magne; Aasland, Olaf Gjerløw

    2010-05-20

    Doctors' job satisfaction has been discussed internationally in recent years based on reports of increasing professional dissatisfaction. We have studied Norwegian doctors' job satisfaction and their general satisfaction with life. A survey was conducted among a representative sample of practicing Norwegian doctors in 2008. The validated 10-item Job Satisfaction Scale was used to assess job satisfaction. 1,072 (65 %) doctors responded. They reported a mean job satisfaction of 5.3 on a scale from 1 (very dissatisfied) to 7 (very satisfied). Job satisfaction increased with increasing age. Private practice specialists reported the highest level of job satisfaction (5.8), and general practitioners reported higher job satisfaction (5.5) than hospital doctors (5.1). Among specialty groups, community doctors scored highest (5.6) and doctors in surgical disciplines lowest (5.0). While long working hours was negatively correlated with job satisfaction, the perception of being professionally updated and having part-time affiliation(s) in addition to a regular job were positively correlated with job satisfaction. 52.9 % of doctors reported a very high general satisfaction. Norwegian doctors have a high level of job satisfaction. Satisfaction with life in general is also high and at least in line with that in the Norwegian population.

  2. Job Migration: A Collaborative Effort

    Science.gov (United States)

    Wagoner, Cynthia L.

    2012-01-01

    Music teachers often change jobs several times during their careers. Reasons for job changes vary, but regardless, these changes bring a different set of challenges. Sharing knowledge and learning are part and parcel of collaboration. So what if, as education professionals, music teachers decided to collaborate during job migrations? For all music…

  3. Job satisfaction among recreation practitioners

    Science.gov (United States)

    Erin Parks; Andrew Holdnak

    2002-01-01

    Job satisfaction among recreation professionals can be affected by many working conditions. This study has investigated the impact fourteen variables had on the job satisfaction of recreation practitioners. The sample consisted of 106 responses from members of the Resort and Commercial Recreation Association (RCRA). The results of the regression analysis for job...

  4. Transforming the Knowledge Gap for Local Planning Officials: Impacts of Continuing Education in a Master Citizen Planner Program

    Science.gov (United States)

    Beyea, Wayne; Menon, Rohit; Crawford, Pat

    2016-01-01

    In an era of increasing complexity, the majority of local land-use decisions in the United States are made by volunteer citizen planners. Often these elected or appointed volunteers enter their positions with a passion for their communities but without appropriate background training. The Michigan Citizen Planner Program was developed to address…

  5. Do You See What I See? Understanding Filipino Elderly's Needs, Benefits, and Expectations from an Adult Continuing Education Program

    Science.gov (United States)

    Escolar Chua, Rowena L.; de Guzman, Allan B.

    2014-01-01

    As the elderly population increases, encouraging older adults to participate in lifelong learning has become a priority for many countries. Properly structured lifelong learning programs have consistently yielded numerous benefits to older adults; therefore, careful attention and effort should be exerted to ensure its effectiveness by involving…

  6. The relationshipbetweenjob satisfactionwith general healthand job burnout workers inanautomotive industry

    Directory of Open Access Journals (Sweden)

    2013-02-01

    Material and Method: This study was a descriptive - analytical study conducted among. 120 workers in an automobile manufacturing industry in Tehran.the samples were selected using simple sampling method. Data were collected using, job satisfaction questionnaire Barry field, GHQ-28 and self-evaluation scale questionnaire. The data were analyzed using SPSS software. . Result: In this study 95% of individuals had low job satisfaction and moderated. In addition, 73/6% significant of people were likely to burnout, and 55% were people with mental health disorders. There was Inverse relationship between job satisfaction and general health the whole item. The direct correlation between the variables of general health and burnout, and there was a significant variable. The inverse relationship between job satisfaction and burnout, there was significant. . Conclusion: Given the obvious relationship between burnout and job satisfaction with public health, industry executives need to learn and improve incentive programs to promote employment, human relations and feelings of efficacy and bring into force.

  7. Empowerment and job satisfaction in associate degree nurse educators.

    Science.gov (United States)

    Baker, Sandra L; Fitzpatrick, Joyce J; Griffin, Mary Quinn

    2011-01-01

    The purpose of this study was to examine empowerment, job satisfaction levels, and relationships among 139 associate degree nursing educators.The Conditions of Work Effectiveness II, Psychological Empowerment Scale, and Job Diagnostic Survey were used. Findings indicated that the majority of educators were satisfied with their jobs as nursing faculty and felt empowered in their workplaces. Psychological empowerment demonstrated the strongest positive correlation with job satisfaction. There were no significant differences in empowerment or job satisfaction based on educators' tenure status, educational level, evidence of scholarship, or academic rank. Based on the findings of this study, the authors recommend that deans use resources to provide faculty opportunities to expand their departmental influence and spend more time with students, as well as place faculty in positions that highlight their relevance to the college and nursing program.

  8. Sectoral job training as an intervention to improve health equity.

    Science.gov (United States)

    Tsui, Emma K

    2010-04-01

    A growing literature on the social determinants of health strongly suggests the value of examining social policy interventions for their potential links to health equity. I investigate how sectoral job training, an intervention favored by the Obama administration, might be conceptualized as an intervention to improve health equity. Sectoral job training programs ideally train workers, who are typically low income, for upwardly mobile job opportunities within specific industries. I first explore the relationships between resource redistribution and health equity. Next, I discuss how sectoral job training theoretically redistributes resources and the ways in which these resources might translate into improved health. Finally, I make recommendations for strengthening the link between sectoral job training and improved health equity.

  9. Is There a Downside of Job Accommodations? An Employee Perspective on Individual Change Processes

    Directory of Open Access Journals (Sweden)

    Julia M. Kensbock

    2017-09-01

    Full Text Available By modifying the work environments, work routines, and work tasks of employees with health restrictions, organizations can effectively help them continue to perform their jobs successfully. As such, job accommodations are an effective tool to secure the continued employment of aging workers who develop disabilities across their life span. However, while accommodations tackle health-related performance problems, they might create new challenges on the part of the affected employee. Building on the organizational change and accommodations literatures, we propose a theoretical framework of negative experiences during accommodation processes and apply it to qualitative data from group interviews with 73 manufacturing workers at a German industrial company who were part of the company's job accommodation program. Although problems associated with health-related impairments were mostly solved by accommodation, affected employees with disabilities reported about interpersonal problems and conflicts similar to those that typically occur during organizational change. Lack of social support as well as poor communication and information were raised as criticisms. Furthermore, our findings indicate that discrimination, bullying, and maltreatment appear to be common during accommodation processes. To make accommodation processes more successful, we derive recommendations from the organizational change literature and apply it to the accommodation context. We also emphasize unique characteristics of the accommodation setting and translate these into practical implications.

  10. A View from UMBC: Using Real-Time Labor-Market Data to Evaluate Professional Program Opportunities

    Science.gov (United States)

    Steele, Christopher; Goldberger, Susan; Restuccia, Dan

    2013-01-01

    Continuing and professional education units are faced with the constant need to keep pace with dynamic labor markets when assessing program offerings and content. Real-time labor-market data derived from detailed analysis of online job postings offers a new tool for more easily aligning programs to local labor-market demand. The authors describe a…

  11. Opinion of hospital pharmacy practitioners toward the Continuing Pharmacy Education program: a study from a tertiary care hospital in central Nepal

    Directory of Open Access Journals (Sweden)

    Poudel RS

    2017-09-01

    Full Text Available Ramesh Sharma Poudel,1 Rano Mal Piryani,2 Shakti Shrestha,3 Roshan Chaurasiya,1 Bed Prakash Niure1 1Hospital Pharmacy, Chitwan Medical College Teaching Hospital, Chitwan, Nepal, 2Health Professionals Education and Research Centre, Chitwan Medical College Teaching Hospital, Chitwan, Nepal, 3Department of Pharmacy, Shree Medical and Technical College, Chitwan, Nepal Background: Meeting participants’ needs and matching their preferences are important prerequisites for an effective Continuing Pharmacy Education (CPE program. The objective of this pilot study was to assess the opinion of hospital pharmacy practitioners with respect to the CPE program.Methods: The pretested questionnaires were distributed to 20 pharmacy practitioners working in a pharmacy at a tertiary care hospital in Nepal which asked for their opinions and suggestions with respect to the CPE program. Descriptive statistics were performed using IBM SPSS version 20.Results: Topics related to skills development (75% and recent innovations in pharmacy practice (65% were mostly preferred. Live (in-person presentations (80% and small group discussion (60% were the most suitable methods for delivery. Improving knowledge (75%, improving skills (60% and keeping up-to-date in the latest information (60% were major motivating factors to participate, while lack of time (75% was a major barrier. Approximately 55% of the participants believed that face-to-face interview was a suitable method for evaluating the effectiveness. Allocation of separate time for the program, assessing baseline knowledge and skills of the participants along with delivery of quality materials in an understandable way were the top common suggestions for improving the CPE program.Conclusion: Hospital pharmacy practitioners’ opinions and suggestions were assessed with respect to the CPE program and this was upgraded accordingly to meet their expectations. Keywords: continuing education, opinion, pharmacy, pharmacy

  12. Continuous quality improvement programs provide new opportunities to drive value innovation initiatives in hospital-based radiology practices.

    Science.gov (United States)

    Steele, Joseph R; Schomer, Don F

    2009-07-01

    Imaging services constitute a huge portion of the of the total dollar investment within the health care enterprise. Accordingly, this generates competition among medical specialties organized along service lines for their pieces of the pie and increased scrutiny from third-party payers and government regulators. These market and political forces create challenge and opportunity for a hospital-based radiology practice. Clearly, change that creates or builds greater value for patients also creates sustainable competitive advantage for a radiology practice. The somewhat amorphous concept of quality constitutes a significant value driver for innovation in this scenario. Quality initiatives and programs seek to define and manage this amorphous concept and provide tools for a radiology practice to create or build more value. Leadership and the early adoption of these inevitable programs by a radiology practice strengthens relationships with hospital partners and slows the attrition of imaging service lines to competitors.

  13. Continued Development of the AF/SGR Tricorder Program for Homeland Security, Military, Public Health, and Medical Operations

    Science.gov (United States)

    2012-05-15

    battery power with solar power back-up capability; 64-gig memory to hold and run the XML and fourth-generation programs required by the Air Force; dual...or node to pass encrypted data; e. Communication satellites would be available; and f. The transmitter and sensors would require solar power...climates and terrains. The Football BGAN Global Internet Suitcase is an automatic interfacing satellite transmitter. The auto-aligning unit

  14. Impact of financial pressure on unemployed job search, job find success and job quality

    NARCIS (Netherlands)

    Gerards, Ruud; Welters, Ricardo

    2016-01-01

    Research shows that financial pressure – implied as a consequence of benefit sanctions or exhaustion – prompts the unemployed to intensify their job search. However, there is less agreement about whether that intensified job search produces better quality job outcomes. Building on Self-Determination

  15. Design and implementation of an integrated, continuous evaluation, and quality improvement system for a state-based home-visiting program.

    Science.gov (United States)

    McCabe, Bridget K; Potash, Dru; Omohundro, Ellen; Taylor, Cathy R

    2012-10-01

    To describe the design and implementation of an evaluation system to facilitate continuous quality improvement (CQI) and scientific evaluation in a statewide home visiting program, and to provide a summary of the system's progress in meeting intended outputs and short-term outcomes. Help Us Grow Successfully (HUGS) is a statewide home visiting program that provides services to at-risk pregnant/post-partum women, children (0-5 years), and their families. The program goals are to improve parenting skills and connect families to needed services and thus improve the health of the service population. The evaluation system is designed to: (1) integrate evaluation into daily workflow; (2) utilize standardized screening and evaluation tools; (3) facilitate a culture of CQI in program management; and, (4) facilitate scientifically rigorous evaluations. The review of the system's design and implementation occurred through a formative evaluation process (reach, dose, and fidelity). Data was collected through electronic and paper surveys, administrative data, and notes from management meetings, and medical chart review. In the design phase, four process and forty outcome measures were selected and are tracked using standardized screening and monitoring tools. During implementation, the reach and dose of training were adequate to successfully launch the evaluation/CQI system. All staff (n = 165) use the system for management of families; the supervisors (n = 18) use the system to track routine program activities. Data quality and availability is sufficient to support periodic program reviews at the region and state level. In the first 7 months, the HUGS evaluation system tracked 3,794 families (7,937 individuals). System use and acceptance is high. A successful implementation of a structured evaluation system with a strong CQI component is feasible in an existing, large statewide program. The evaluation/CQI system is an effective mechanism to drive modest change in management

  16. Causal attributions of job loss among people with psychiatric disabilities.

    Science.gov (United States)

    Lanctôt, Nathalie; Bergeron-Brossard, Prunelle; Sanquirgo, Nathalie; Corbière, Marc

    2013-09-01

    Guided by Weiner's attribution theory (1985), the aim of this study is to describe the reasons given by people with psychiatric disabilities to explain job loss. Using a sample of 126 people with psychiatric disabilities participating in a prospective study design, the authors evaluated the causal attributions pattern to explain job loss. During a 9-month follow-up phone interview, clients of supported employment programs were asked to explain the reasons why they had lost their jobs. The reasons provided were categorized according to type of job loss (voluntarily vs. involuntarily), locus of control (external vs. internal) and controllability (controllable vs. uncontrollable). The results show that 73% of participants had voluntarily ended their jobs. For the majority of participants, the reasons given to explain job loss were related to external and uncontrollable factors. Moreover, men used more external (34.1% vs. 23%) and uncontrollable (68.2% vs. 40%) reasons than women. Severity of symptoms and level of education also affected the attributional pattern. However, self-esteem, psychiatric diagnosis and work centrality did not correlate significantly to the attributional pattern. The results demonstrated that reasons given to explain job loss among people with psychiatric disabilities are mostly external. A more systematic evaluation of environmental factors should be put in place to favor longer job tenure for people with psychiatric disabilities. (PsycINFO Database Record (c) 2013 APA, all rights reserved).

  17. Profile of job coaches in supported employment

    Directory of Open Access Journals (Sweden)

    Esther MERCADO GARCÍA

    2017-02-01

    Full Text Available This study analyzes the figure of the job coach in various Supported Employment services in Spain. A quality-oriented study carried out, based on the case study. Twenty-three semi-structured interviews held with professionals, along with thirtysix participant observations at different stages of Supported Employment. The results show disparity in the profiles associated with various areas of knowledge, as well as a diversity of functions related to the roles performed by the job coach depending on the number of staff taken on. The most significant competencies combined with personal skills and communicative abilities. It recommended that employment programs improve vocational retraining programs to make up for training deficiencies and provide professional skills for intervention in each service.

  18. Science jobs tight

    Science.gov (United States)

    Bell, Peter M.

    In the latest report of the College Placement Council it was noted that a recovery of sorts may be underway for recent graduates in science, engineering, or technology. Based on a survey of 185 placement offices at 160 colleges and universities, the College Placement Survey concluded in its April 1983 report that only one half as many job offers in science, engineering, and technology fields were reported this year, compared with the same time last year. However, although fewer offers were made, more jobs were filled.Petroleum engineering graduates have commanded the highest beginning salaries of all fields this spring. The average salary offered to petroleum engineers in the class of 1983 is $31,044 per year, almost a 2% increase over last year's starting salary for the same discipline. In second place are chemical engineering graduates who are being offered average starting salaries of $27,336 per year, about 1% higher than last year's figure.

  19. A framework for job management in the NorduGrid ARC middleware

    DEFF Research Database (Denmark)

    Jensen, Henrik Thostrup; Kleist, Josva; Ryge Leth, Jesper

    2005-01-01

    This paper presents a framework for managing jobs in the NorduGrid ARC middleware. The system introduces a layer between the user and the grid, and acts as a proxy for the user. Jobs are continuously monitored and the system reacts to changes in their status, by invoking plug-ins to handle...... a certain job status. Unlike other job management systems, our is run on the client side, under the control of the user. This eliminates the need for the user to share a proxy credential, which is needed to control jobs. Furthermore the system can be extended by the user, as it is designed as a framework...

  20. Strengthen the servant leadership to enhance the nurses’ job satisfaction

    Directory of Open Access Journals (Sweden)

    Yun-xia HAO

    2014-11-01

    Full Text Available Objective: Continue to improve and implement the service concept of "taking patients as the center" through enhancing nurses’ job satisfaction. Methods: Strengthen clinic functions of nursing department, which is guided by the demands of clinical nurses. Results: Clinical nurses’ job satisfaction keeps at a high level. Conclusion: Service-oriented mode of nursing management can make the nurses to keep good work experience and satisfaction.

  1. Gender Differences in the Job Attitudes of Accountants

    OpenAIRE

    Jane E. Baird; Robert C. Zelin II; Dale E. Marxen

    1998-01-01

    The cost of losing quality employees can be expensive for companies and firms. Higher rates of turnover for women, particularly in public accounting, have sparked efforts to resolve the problem. To further understanding of the current job attitudes of men and women accountants, over 500 accounting graduates employed in a variety of positions were surveyed. Scales were used to measure the following job attitudes: two types of Organizational Commitment (Affective Commitment and Continuance Comm...

  2. Jobs masonry in LHCb with elastic Grid Jobs

    Science.gov (United States)

    Stagni, F.; Charpentier, Ph

    2015-12-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs’ execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) simulation jobs. With our approach, independently of the time available, LHCbDIRAC will always have the possibility to execute a MC job, whose length will be adapted to the available amount of time: therefore the same job, running on different computing resources with different time limits, will produce different amounts of events. The decision on the number of events to be produced is made just in time at the start of the job, when the capabilities of the resource are known. In order to know how many events a MC job will be instructed to produce, LHCbDIRAC simply requires three values: the CPU-work per event for that type of job, the power of the machine it is running on, and the time left for the job before being killed. Knowing these values, we can estimate the number of events the job will be able to simulate with the available CPU time. This paper will demonstrate that, using this simple but effective solution, LHCb manages to make a more efficient use of

  3. Outcome evaluation of the Palliative care Emphasis program on symptom management and Assessment for Continuous Medical Education: nationwide physician education project for primary palliative care in Japan.

    Science.gov (United States)

    Yamamoto, Ryo; Kizawa, Yoshiyuki; Nakazawa, Yoko; Ohde, Sachiko; Tetsumi, Sato; Miyashita, Mitsunori

    2015-01-01

    Palliative care is an essential part of medicine, but most physicians have had no formal opportunity to acquire basic skills in palliative care. In Japan, the Palliative care Emphasis program on symptom management and Assessment for Continuous Medical Education (PEACE) was launched to provide formal primary palliative care education for all physicians engaged in cancer care. This study sought to determine whether PEACE could improve physicians' knowledge of, practices in, and difficulties with palliative care. In 2011, we conducted questionnaire-based surveys before, just after, and 2 months after completion of the PEACE program in physicians participating in the program at each of 15 designated cancer hospitals in Japan. Knowledge was measured using the palliative care knowledge questionnaire for PEACE (PEACE-Q). Practices and difficulties were evaluated using the Palliative Care self-reported Practice Scale (PCPS) and the Palliative Care Difficulties Scale (PCDS), respectively. Among 223 physicians participating in the program, 85 (38%) answered the follow-up survey. Significant improvements were noted on the PEACE-Q compared with baseline immediately after completion of the program, and this progress was maintained at 2 months (21.7 ± 5.56 versus 29.5 ± 2.10 versus 28.7 ± 3.28, respectively; p palliative care.

  4. Increasing the satisfaction of general practitioners with continuing medical education programs: A method for quality improvement through increasing teacher-learner interaction

    Directory of Open Access Journals (Sweden)

    Fogelman Yacov

    2002-08-01

    Full Text Available Abstract Background Continuing medical education (CME for general practitioners relies on specialist-based teaching methods in many settings. Formal lectures by specialists may not meet the learning needs of practitioners and may cause dissatisfaction with traditional CME. Increasing learner involvement in teaching programs may improve learner satisfaction. Methods A quality improvement program for CME for 18 general practitioners in the Tel Aviv region was designed as a result of dissatisfaction with traditional CME activities. A two-step strategy for change was developed. The CME participants first selected the study topics relevant to them from a needs assessment and prepared background material on the topics. In the second step, specialist teachers were invited to answer questions arising from the preparation of selected topics. Satisfaction with the traditional lecture program and the new participatory program were assessed by a questionnaire. The quality criteria included the relevance, importance and applicability of the CME topic chosen to the participant's practice, the clarity of the presentation and the effective use of teaching aids by the lecturer and the potential of the lecturer to serve as a consultant to the participant. Results The participatory model of CME significantly increased satisfaction with relevance, applicability and interest in CME topics compared to the traditional lecture format. Conclusions Increased learner participation in the selection and preparation of CME topics, and increased interaction between CME teachers and learners results in increased satisfaction with teaching programs. Future study of the effect of this model on physician performance is required.

  5. Job sharing for women pharmacists in academia.

    Science.gov (United States)

    Rogers, Kelly C; Finks, Shannon W

    2009-11-12

    The pharmacist shortage, increasing numbers of female pharmacy graduates, more pharmacy schools requiring faculty members, and a lower percentage of female faculty in academia are reasons to develop unique arrangements for female academic pharmacists who wish to work part-time. Job sharing is an example of a flexible alternative work arrangement that can be successful for academic pharmacists who wish to continue in a part-time capacity. Such partnerships have worked for other professionals but have not been widely adopted in pharmacy academia. Job sharing can benefit the employer through retention of experienced employees who collectively offer a wider range of skills than a single employee. Benefits to the employee include balanced work and family lives with the ability to maintain their knowledge and skills by remaining in the workforce. We discuss the additional benefits of job-sharing as well as our experience in a non-tenure track job-sharing position at the University of Tennessee College of Pharmacy.

  6. Job satisfaction and intention to quit the job.

    Science.gov (United States)

    Suadicani, P; Bonde, J P; Olesen, K; Gyntelberg, F

    2013-03-01

    Negative psychosocial work conditions may influence the motivation of employees to adhere to their job. To elucidate the perception of psychosocial work conditions among Danish hospital employees who would quit their job if economically possible and those who would not. A cross-sectional questionnaire study of hospital employees. The questionnaire gave information on elements of the psychosocial work environment (job demands, job influence, job support, management quality, exposure to bullying), general health status, sick-leave during the preceding year, life style (leisure time physical activity, alcohol intake and smoking habits), age, sex and profession. There were 1809 participants with a response rate of 65%. About a quarter (26%) reported that they would quit their job if economically possible; this rose to 40% among the 17% who considered their health mediocre or bad. In a final logistic regression model, six factors were identified as independently associated with the wish to quit or not: self-assessed health status, meaningfulness of the job, quality of collaboration among colleagues, age, trustworthiness of closest superior(s) and exposure to bullying. Based on these factors it was possible to identify groups with fewer than 15% wishing to quit, and similarly, groups where 50% or more would quit if this was economically possible. Psychosocial work conditions, in particular meaningfulness of the job, were independently associated with intention to quit the job if economically possible and relevant within different job categories.

  7. Effectiveness of on-the-job training

    OpenAIRE

    Van der Klink, Marcel; Streumer, Jan

    2002-01-01

    Investigates the effectiveness of on-the-job training (OJT). Presents a definition of OJT used for this research project which involved two studies: the first in the call centres of a large company, and the second in post offices. Gives the results of the study which indicate the OJT programs were only partially successful in realising training goals. Indicates that self-efficacy, prior experience with tasks, managerial support and workload were the most powerful predictors for training effec...

  8. Barriers and facilitators to the dissemination of DECISION+, a continuing medical education program for optimizing decisions about antibiotics for acute respiratory infections in primary care: A study protocol

    Directory of Open Access Journals (Sweden)

    Gagnon Marie-Pierre

    2011-01-01

    Full Text Available Abstract Background In North America, acute respiratory infections are the main reason for doctors' visits in primary care. Family physicians and their patients overuse antibiotics for treating acute respiratory infections. In a pilot clustered randomized trial, we showed that DECISION+, a continuing medical education program in shared decision making, has the potential to reduce the overuse of antibiotics for treating acute respiratory infections. DECISION+ learning activities consisted of three interactive sessions of three hours each, reminders at the point of care, and feedback to doctors on their agreement with patients about comfort with the decision whether to use antibiotics. The objective of this study is to identify the barriers and facilitators to physicians' participation in DECISION+ with the goal of disseminating DECISION+ on a larger scale. Methods/design This descriptive study will use mixed methods and retrospective and prospective components. All analyses will be based on an adapted version of the Ottawa Model of Research Use. First, we will use qualitative methods to analyze the following retrospective data from the pilot study: the logbooks of eight research assistants, the transcriptions of 15 training sessions, and 27 participant evaluations of the DECISION+ training sessions. Second, we will collect prospective data in semi-structured focus groups composed of family physicians to identify barriers and facilitators to the dissemination of a future training program similar to DECISION+. All 39 family physicians exposed to DECISION+ during the pilot project will be eligible to participate. We will use a self-administered questionnaire based on Azjen's Theory of Planned Behaviour to assess participants' intention to take part in future training programs similar to DECISION+. Discussion Barriers and facilitators identified in this project will guide modifications to DECISION+, a continuing medical education program in shared

  9. 21st Century jobs initiative - building the foundations for a 21st Century economy. Final main report

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-11-01

    The 21st Century Jobs Initiative has been launched in the context of new realities in Washington, D.C., rapid restructuring of the US economy and accelerating changes in the makeup of the East Tennessee economy driven by these and other external economic forces. Continuing downward pressure on Federal budgets for programs that support three key institutions in the region - DOE`s Oak Ridge complex, the Tennessee Valley Authority and research programs of the University of Tennessee - are especially threatening to the region. With a large part of its economy dependent on Federal spending, the area is at risk of troublesome impacts that could ripple out from the Oak Ridge and Knoxville home of these institutions throughout the entire 15-county {open_quotes}Resource Valley.{close_quotes} As these economic forces play out in the region`s economy, important questions arise. How will East Tennessee {open_quotes}earn its living{close_quotes} in the future if the Federal government role in the economy shrinks? What kind of new industries will be formed to replace those at risk due to Federal cutbacks and economic restructuring? Where will the jobs come from for the next generation of job seekers? These are among the questions driving the 21st Century Jobs Initiative, an action-oriented program designed and implemented by local leaders in response to the economic challenges facing East Tennessee. Fortunately, the region`s economy is strong today. Unemployment is at near record lows in most counties. Moreover, leaders are increasingly aware of the threats on the horizon and are already moving to action. And the impacts from the forces at work on the economy will probably come slowly, over the next decade or so. Based on economic research and input from local leaders knowledgeable about the economy, the 21st Century Jobs Initiative has set forth a strategic economic development plan for the region.

  10. Relation of Compassionate Competence to Burnout, Job Stress, Turnover Intention, Job Satisfaction and Organizational Commitment for Oncology Nurses in Korea.

    Science.gov (United States)

    Park, Sun-A; Ahn, Seung-Hee

    2015-01-01

    Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

  11. Workload Control with Continuous Release

    NARCIS (Netherlands)

    Phan, B. S. Nguyen; Land, M. J.; Gaalman, G. J. C.

    2009-01-01

    Workload Control (WLC) is a production planning and control concept which is suitable for the needs of make-to-order job shops. Release decisions based on the workload norms form the core of the concept. This paper develops continuous time WLC release variants and investigates their due date

  12. Psychological Detachment in the Relationship between Job Stressors and Strain

    OpenAIRE

    My Safstrom; Terry Hartig

    2013-01-01

    We investigated the mediating versus moderating role of psychological detachment in the relationship between job stressors and psychological strain. Our sample consisted of 173 university students invested in challenging programs of advanced professional studies, who could find it difficult to detach from work. Hierarchical regression analyses of cross-sectional survey data affirmed the role of psychological detachment as a mediator in the relationship between job demands and perceived stress...

  13. Temporary jobs in Ireland: does class influence job quality?

    OpenAIRE

    Richard Layte; Philip O'Connell; Helen Russell

    2008-01-01

    Fixed term and casual employment have become increasingly common in OECD countries in the last decade. Research suggests that non-permanent contracts are associated with lower job quality. This paper examines differentials in three indicators of job quality in Ireland: hourly wage, probability of training and level of autonomy. The paper also examines four hypotheses on job quality derived from transaction cost and insider-outsider theories which suggest an important interaction between socia...

  14. INVESTIGATION THE RELATIONSHIP BETWEEN JOB TRAITS AND JOB STRESS

    OpenAIRE

    GholamReza Jandagh; Sayed Mojtaba Hosseini Fard; Mohammad Saadatmand; Ismaeil Chezani Sharahi; Mahtab Rajabi

    2011-01-01

    Stress is a highly serious problem in today world which endangers physical and mental health of individuals. Today organization is a location seriously influenced by stress. As a calamity, stress in organizations weakens and destroys operations and also can promote the organization. There are paramount evidences on the destructive effects of job stress on physical and mental health as well as organizational productivity. Job or job traits are factors that highly impact on stress at organizati...

  15. The importance of continuing education for transplant coordination staff.

    Science.gov (United States)

    Tokalak, Ibrahim; Emiroğlu, Remzi; Karakayali, Hamdi; Bilgin, Nevzat; Haberal, Mehmet

    2005-06-01

    Continuous quality improvement activities are necessary to achieve excellence at any institution. The Başkent University Hospitals have implemented continuous in-service training programs to improve all health services provided. Also, continuing medical education programs are being instituted in organ procurement and transplantation centers. In addition to receiving basic orientation and training upon hiring, transplant coordination staff complete forms that detail their current training status, further job training needed, and other courses of interest. The information is used to monitor skill levels, to determine the success of educational programs, and to identify further education that is needed. Our aim is to improve the quality of transplant coordination activities and increase organ donation at the hospitals in our network through effective monitoring and evaluation of continuous in-service training. These training programs enhance staff members' understanding of and participation in procedures related to transplantation and improves the total quality of the transplantation process. In the near future, this training model may be used to improve the donor hospital education program in Turkey.

  16. Changes in leadership styles as a function of a four-day leadership training institute for nurse managers: a perspective on continuing education program evaluation.

    Science.gov (United States)

    Wolf, M S

    1996-01-01

    This study measured changes in knowledge acquisition and application of the Hersey and Blanchard model of leadership styles and leadership style adaptability among 144 registered nurses who participated in a four-day management institute. A pre- and post-institute administration of the LEAD-Self instrument was conducted. Although the findings demonstrated a significant change in the participants' leadership styles, the data revealed that outcomes were not as positive as had been assumed based on participants' self-reports. The discussion of findings reveals the complexity and the necessity of measuring learning outcomes for continuing education program improvement.

  17. Effects of stress on auditors' organizational commitment, job satisfaction, and job performance

    Directory of Open Access Journals (Sweden)

    Abolghasem Masihabadi

    2015-09-01

    Full Text Available This study was designed to measure the effects of job stress on organizational commitment, job satisfaction, and job performance. A total of 170 questionnaires were distributed among auditors in the audit institutions in Tehran and Mashhad. To test the hypotheses, path analysis and structural equation and regression were employed. The results showed that the job stress had a negative effect on organizational commitment and job satisfaction and there was not a negative correlation between job stress and job performance. Job stress via organizational commitment and job satisfaction affected job performance negatively. Also, job stress had a negative impact on job satisfaction via organizational commitment.

  18. An Evaluation of a Continuing Education Program for Family Caregivers of Ventilator-Dependent Children with Spinal Muscular Atrophy (SMA

    Directory of Open Access Journals (Sweden)

    Deborah S. Boroughs

    2017-04-01

    Full Text Available Until 25 years ago, there were limited options for long-term mechanical ventilation of children, and the majority of children were cared for in hospitals. However, with improving technology, the pediatric intensive care unit has moved from the hospital to a home setting, as children with increasingly complex healthcare needs are now often cared for by family members. One of the most complex care conditions involves ventilator and tracheostomy support. Advanced respiratory technologies that augment natural respiratory function prolong the lives of children with respiratory compromise; however, this care often comes with serious risks, including respiratory muscle impairment, respiratory failure, and chronic pulmonary disease. Both non-invasive assisted ventilation and assisted ventilation via tracheostomy can prolong survival into adulthood in many cases; however, mechanical ventilation in the home is a high-stakes, high risk intervention. Increasing complexity of care over time requires perpetual skill training of family caregivers that is delivered and supported by professional caregivers; yet, opportunities for additional training outside of the hospital rarely exist. Recent data has confirmed that repetitive caregiver education is essential for retention of memory and skills in adult learners. This study analyzes the use of continued education and training in the community for family caregivers of ventilator-dependent children diagnosed with spinal muscular atrophy (SMA.

  19. Social protection and public policy for vulnerable populations: an assessment of the Continuous Cash Benefit Program of Welfare in Brazil.

    Science.gov (United States)

    Duarte, Cristina Maria Rabelais; Marcelino, Miguel Abud; Boccolini, Cristiano Siqueira; Boccolini, Patrícia de Moraes Mello

    2017-11-01

    This paper describes the historical development and profile of Continuous Cash Benefit (BPC) applicants, intended for poor elderly and people with disabilities, which, since 2009, uses eligibility criteria based on the International Classification of Functioning, Disability and Health (ICF) of the WHO and is aligned with the UN Convention on the Rights of Persons with Disabilities. The behavior of benefits was determined from the analysis the coefficients of the general and non-judicial grants between 1998 and 2014. The profile was established for the years 2010 and 2014 according to situation of acceptance, age, gender and ICF components. The average annual growth of the coefficient was higher from 2000 to 2010, prior to the adoption of the biopsychosocial eligibility model, and the coefficient of non-judicial grants increased until 2010, falling thereafter. The deferrals acceptance /rejections ratio was higher among children and among those facing severe or total environmental barriers, limitations, constraints and bodily changes. The implementation of the biopsychosocial evaluation model did not cause an increased rate of grants and results evidence the need for flexibility in the eligibility criteria.

  20. Continuous outreach activities performed by a student project team of undergraduates and their program topics in optics and photonics

    Science.gov (United States)

    Hasegawa, Makoto; Tokumitsu, Seika

    2016-09-01

    The out-of-curriculum project team "Rika-Kobo", organized by undergraduate students, has been actively engaged in a variety of continuous outreach activities in the fields of science and technology including optics and photonics. The targets of their activities cover wide ranges of generations from kids to parents and elderly people, with aiming to promote their interests in various fields of science and technologies. This is an out-of-curriculum project team with about 30 to 40 undergraduate students in several grades and majors. The total number of their activities per year tends to reach 80 to 90 in recent years. Typical activities to be performed by the project team include science classes in elementary and/or secondary schools, science classes at other educational facilities such as science museums, and experiment demonstrations at science events. Popular topics cover wide ranges from explanations and demonstrations of nature phenomena, such as rainbow colors, blue sky, sunset color, to demonstration experiments related to engineering applications, such as polarization of light, LEDs, and optical communications. Experimental topics in optics and photonics are especially popular to the audiences. Those activities are very effective to enhance interests of the audiences in learning related knowledges, irrespective of their generations. Those activities are also helpful for the student members to achieve and/or renew scientific knowledges. In addition, each of the activities provides the student members with effective and advantageous Project-Based-Learning (PBL) style experiences including manufacturing experiences, which are advantageous to cultivate their engineering skills.

  1. Improving primary care in British Columbia, Canada: evaluation of a peer-to-peer continuing education program for family physicians

    Directory of Open Access Journals (Sweden)

    MacCarthy Dan

    2012-11-01

    Full Text Available Abstract Background An innovative program, the Practice Support Program (PSP, for full-service family physicians and their medical office assistants in primary care practices was recently introduced in British Columbia, Canada. The PSP was jointly approved by both government and physician groups, and is a dynamic, interactive, educational and supportive program that offers peer-to-peer training to physicians and their office staff. Topic areas range from clinical tools/skills to office management relevant to General Practitioner (GP practices and “doable in real GP time”. PSP learning modules consist of three half-day learning sessions interspersed with 6–8 week action periods. At the end of the third learning session, all participants were asked to complete a pen-and-paper survey that asked them to rate (a their satisfaction with the learning module components, including the content and (b the perceived impact the learning has had on their practices and patients. Methods A total of 887 GPs (response rates ranging from 26.0% to 60.2% across three years and 405 MOAs (response rates from 21.3% to 49.8% provided responses on a pen-and-paper survey administered at the last learning session of the learning module. The survey asked respondents to rate (a their satisfaction with the learning module components, including the content and (b the perceived impact the learning has had on their practices and patients. The psychometric properties (Chronbach’s alphas of the satisfaction and impact scales ranged from .82 to .94. Results Evaluation findings from the first three years of the PSP indicated consistently high satisfaction ratings and perceived impact on GP practices and patients, regardless of physician characteristics (gender, age group or work-related variables (e.g., time worked in family practice. The Advanced Access Learning Module, which offers tools to improve office efficiencies, decreased wait times for urgent, regular and third

  2. Improving primary care in British Columbia, Canada: evaluation of a peer-to-peer continuing education program for family physicians.

    Science.gov (United States)

    MacCarthy, Dan; Kallstrom, Liza; Kadlec, Helena; Hollander, Marcus

    2012-11-09

    An innovative program, the Practice Support Program (PSP), for full-service family physicians and their medical office assistants in primary care practices was recently introduced in British Columbia, Canada. The PSP was jointly approved by both government and physician groups, and is a dynamic, interactive, educational and supportive program that offers peer-to-peer training to physicians and their office staff. Topic areas range from clinical tools/skills to office management relevant to General Practitioner (GP) practices and "doable in real GP time". PSP learning modules consist of three half-day learning sessions interspersed with 6-8 week action periods. At the end of the third learning session, all participants were asked to complete a pen-and-paper survey that asked them to rate (a) their satisfaction with the learning module components, including the content and (b) the perceived impact the learning has had on their practices and patients. A total of 887 GPs (response rates ranging from 26.0% to 60.2% across three years) and 405 MOAs (response rates from 21.3% to 49.8%) provided responses on a pen-and-paper survey administered at the last learning session of the learning module. The survey asked respondents to rate (a) their satisfaction with the learning module components, including the content and (b) the perceived impact the learning has had on their practices and patients. The psychometric properties (Chronbach's alphas) of the satisfaction and impact scales ranged from .82 to .94. Evaluation findings from the first three years of the PSP indicated consistently high satisfaction ratings and perceived impact on GP practices and patients, regardless of physician characteristics (gender, age group) or work-related variables (e.g., time worked in family practice). The Advanced Access Learning Module, which offers tools to improve office efficiencies, decreased wait times for urgent, regular and third next available appointments by an average of 1.2, 3

  3. Job Difficulty Data as an Indicator of Job Complexity,

    Science.gov (United States)

    Military training, *Military personnel, *Research management, * Job analysis, *Aptitudes, Work measurement, Stress (Psychology), Instrumentation, Motivation, Skills, Data acquisition, Sampling, Methodology, Correlation techniques

  4. [Selection of indicators for continuous monitoring of the impact of programs optimizing antimicrobial use in Primary Care].

    Science.gov (United States)

    Fernández-Urrusuno, Rocío; Flores-Dorado, Macarena; Moreno-Campoy, Eva; Montero-Balosa, M Carmen

    2015-05-01

    To determine core indicators for monitoring quality prescribing in Primary Care based on the evidence, and to assess the feasibility of these indicators for monitoring the use of antibiotics. A literature review was carried out on quality indicators for antimicrobial prescribing through an electronic search limited to the period 2001-2012. It was completed with an "ad hoc" search on the websites of public national and international health services. Finally, indicators were chosen by consensus by a multidisciplinary group of professionals dedicated to managing infections from several areas. The feasibility and applicability of these indicators was verified through the reporting and use of data in the prescription database. Twenty two indicators were found. The consensus group selected 16 indicators. Eleven of them measure the specific antimicrobial selection, and 5 are consumption rates. The indicators were successfully applied to the prescription database, being able to make comparisons between different geographical areas and to observe trends in prescriptions. The definition of a basic set of indicators to monitor antibiotic use adapted to local conditions is required. The results of these indicators can be used for feedback to professionals and for evaluating the impact of programs aimed at improving antimicrobial use. Copyright © 2014 Elsevier España, S.L.U. y Sociedad Española de Enfermedades Infecciosas y Microbiología Clínica. All rights reserved.

  5. New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections; Nuevo programa de formacion inicial para el personal de ingenieria en ANAV

    Energy Technology Data Exchange (ETDEWEB)

    Gonzalez Rabasa, D.

    2013-07-01

    - Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

  6. The Entrepreneur's Job

    OpenAIRE

    Volery, Thierry; Müller, Susan; Vonsiemens, Bjoern

    2009-01-01

    Bericht Ernst&Young - (aus dem Vorwort:) "Free time is made, not found. In the manager's job it is forced into the schedule." Dieser von dem kanadischen Managementforscher und Vordenker Henry Mintzberg vor gut 40 Jahren geprägte Satz hat bis heute nicht an Gültigkeit verloren. Noch immer kursieren über die Tätigkeiten von Managern zahlreiche irreführende Legenden. Der klassischen Vorstellung zufolge sind Manager vor allem damit beschäftigt, zu organisieren, zu koordinieren, zu planen un...

  7. Measuring green jobs?

    DEFF Research Database (Denmark)

    Zandersen, Marianne; Martinsen, Louise

    2012-01-01

    The report reviews the different initiatives aiming to measure aspects of “green” sectors, jobs and technologies. The report discusses whether the statistics collected under the present initiatives aimed at measuring these aspects increase insights into the fundamental questions motivating...... the initiatives. An alternative framework is suggested, as it appears fundamentally impossible to make consistent frameworks for a division of the economy into “green” and “non-green” activities. The analysis has been carried out during the period September 2011 – March 2012 by Vista Analysis AS, Gaia Consulting...

  8. [Application of job demands-resources model in research on relationships between job satisfaction, job resources, individual resources and job demands].

    Science.gov (United States)

    Potocka, Adrianna; Waszkowska, Małgorzata

    2013-01-01

    The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p job demands and personal resources [F(3.474) = 3.021; p job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157); 2) when the level of job demands was perceived as medium, employees with high personal resources declared significantly higher job satisfaction than those with low personal resources (p = 0.0001). The JD-R model can be used to investigate job satisfaction. Taking into account fundamental factors of this model, in organizational management there are possibilities of shaping job satisfaction among employees.

  9. Job Future's Bright for the Chefs of Muskingum Tech.

    Science.gov (United States)

    Hoffman, Carl

    1993-01-01

    A two-year culinary arts program at Muskingum College (Zanesville, Ohio) prepares students for jobs in an emerging service-based economy. Students receive intensive classroom instruction and hands-on learning in a high-tech kitchen. Twenty-five full-time and 12 part-time students are completing their first year in the program. (LP)

  10. 20 CFR 670.520 - Are students permitted to hold jobs other than work-based learning opportunities?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Are students permitted to hold jobs other... TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.520 Are students permitted to hold jobs other than work...

  11. 20 CFR 670.545 - How does Job Corps ensure that students receive due process in disciplinary actions?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How does Job Corps ensure that students... TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Program Activities and Center Operations § 670.545 How does Job Corps ensure that students receive due...

  12. 34 CFR 361.32 - Use of profitmaking organizations for on-the-job training in connection with selected projects.

    Science.gov (United States)

    2010-07-01

    ... on-the-job training in connection with selected projects. The State plan must assure that the... purpose of providing, as vocational rehabilitation services, on-the-job training and related programs for... 34 Education 2 2010-07-01 2010-07-01 false Use of profitmaking organizations for on-the-job...

  13. Job replication on multiserver systems

    OpenAIRE

    Kim, Yusik; Righter, Rhonda; Wolff, Ronald

    2009-01-01

    Parallel processing is a way to use resources efficiently by processing several jobs simultaneously on different servers. In a well-controlled environment where the status of the servers and the jobs are well known, everything is nearly deterministic and replicating jobs on different servers is obviously a waste of resources. However, in a poorly controlled environment where the servers are unreliable and/or their capacity is highly variable, it is desirable to design a system tha...

  14. Long-Term Employment and Job Security over the Past 25 Years

    DEFF Research Database (Denmark)

    Kambayashia, Ryo; Kato, Takao

    2017-01-01

    , Japan’s “Lost Decade” had little discernible adverse effect on the job stability of this group of Japanese employees. By contrast, job stability for mid-career hires and youth workers deteriorated in Japan. The authors’ cross-national regression analysis of job loss confirms the consistently more......The authors document and contrast changes (or lack thereof) in job stability over the past 25 years between Japan and the United States. Prime-age male workers with at least five years of tenure in Japan continued to enjoy much higher job stability than did their U.S. counterparts. Most remarkably...... important role that seniority plays in protecting workers from job loss in Japan than in the United States and reveals that this gap in seniority’s influence on job stability between the two countries widened. Overall, it is the U.S. economy with the longest economic expansion, not the Japanese economy...

  15. Mindfulness and compassion-oriented practices at work reduce distress and enhance self-care of palliative care teams: a mixed-method evaluation of an "on the job" program.

    Science.gov (United States)

    Orellana-Rios, Claudia L; Radbruch, Lukas; Kern, Martina; Regel, Yesche U; Anton, Andreas; Sinclair, Shane; Schmidt, Stefan

    2017-07-06

    Maintaining a sense of self-care while providing patient centered care, can be difficult for practitioners in palliative medicine. We aimed to pilot an "on the job" mindfulness and compassion-oriented meditation training for interdisciplinary teams designed to reduce distress, foster resilience and strengthen a prosocial motivation in the clinical encounter. Our objective was to explore the feasibility and effectiveness of this newly developed training. The study design was an observational, mixed-method pilot evaluation, with qualitative data, self-report data, as well as objective data (cortisol) measured before and after the program. Twenty-eight staff members of an interdisciplinary palliative care team participated in the 10-week training conducted at their workplace. Measures were the Perceived Stress Questionnaire, the Maslach Burnout Inventory, the somatic complaints subscale of the SCL-90-R, the Emotion Regulation Skills Questionnaire, the Hospital Anxiety and Depression Scale, and a Goal Attainment Scale that assessed two individual goals. Semi-structured interviews were employed to gain insight into the perceived outcomes and potential mechanisms of action of the training. T-tests for dependent samples were employed to test for differences between baseline and post-intervention. Significant improvements were found in two of three burnout components (emotional exhaustion and personal accomplishment), anxiety, stress, two emotional regulation competences and joy at work. Furthermore, 85% of the individual goals were attained. Compliance and acceptance rates were high and qualitative data revealed a perceived enhancement of self-care, the integration of mindful pauses in work routines, a reduction in rumination and distress generated in the patient contact as well as an enhancement of interpersonal connection skills. An improvement of team communication could also be identified. Our findings suggest that the training may be a feasible, effective and

  16. Steve Jobs: Nobel Laureate

    Directory of Open Access Journals (Sweden)

    Garry Jacobs

    2013-05-01

    Full Text Available The remarkable achievements of one of the world's greatest entrepreneurs offer profound insights into the fundamental nature of economy and essential missing links in prevailing economic theory. The career of Steve Jobs dramatically illustrates the central importance of human capital in modern economy and the almost incalculable contribution that a single individual can make to technological advancement, social innovation and wealth creation, while enhancing the lifestyle of hundreds of millions of people. Jobs demonstrated that the real basis of economic value is providing valuable products and services that fulfill human needs and aspirations, not unregulated markets and financial speculation. His apparent failures point to the dual nature of uncertainty that presides over all human activity - both the ever present threat of error and the untold opportunities hidden behind the veil. Widely regarded as a genius for inventing better products, his greatest commercial achievement has been in recognizing the central importance of services in modern society and fashioning integrated social service systems within which products act as an enabling technology.

  17. Physician job satisfaction related to actual and preferred job size

    NARCIS (Netherlands)

    Schmit Jongbloed, Lodewijk J.; Cohen-Schotanus, Janke; Borleffs, Jan C. C.; Stewart, Roy E.; Schonrock-Adema, Johanna

    2017-01-01

    Background: Job satisfaction is essential for physicians' well-being and patient care. The work ethic of long days and hard work that has been advocated for decades is acknowledged as a threat for physicians' job satisfaction, well-being, and patient safety. Our aim was to determine the actual and

  18. Jobs masonry in LHCb with elastic Grid Jobs

    CERN Document Server

    Stagni, F

    2015-01-01

    In any distributed computing infrastructure, a job is normally forbidden to run for an indefinite amount of time. This limitation is implemented using different technologies, the most common one being the CPU time limit implemented by batch queues. It is therefore important to have a good estimate of how much CPU work a job will require: otherwise, it might be killed by the batch system, or by whatever system is controlling the jobs' execution. In many modern interwares, the jobs are actually executed by pilot jobs, that can use the whole available time in running multiple consecutive jobs. If at some point the available time in a pilot is too short for the execution of any job, it should be released, while it could have been used efficiently by a shorter job. Within LHCbDIRAC, the LHCb extension of the DIRAC interware, we developed a simple way to fully exploit computing capabilities available to a pilot, even for resources with limited time capabilities, by adding elasticity to production MonteCarlo (MC) si...

  19. The relationship between job satisfaction and job loyalty among ...

    African Journals Online (AJOL)

    The purpose of this study was to examine the relationship between job satisfaction and job loyalty among municipal sports officers in South Africa. With the rise in the popularity of sport in South Africa, municipalities throughout the country face the challenge of providing improved sports services. To meet this challenge, ...

  20. Job Searchers, Job Matches and the Elasticity of Matching

    NARCIS (Netherlands)

    Broersma, L.; van Ours, J.C.

    1998-01-01

    This paper stresses the importance of a specification of the matching function in which the measure of job matches corresponds to the measure of job searchers. In many empirical studies on the matching function this requirement has not been fulfilled because it is difficult to find information about

  1. Prolonged job strain and subsequent risk of cancer in women

    DEFF Research Database (Denmark)

    Vesterlund, Gitte K.; Høeg, Beverley L.; Johansen, Christoffer

    2017-01-01

    busyness and speed, and low control in both 1993 and 1999. Information on cancer diagnosis was obtained from the Danish Cancer Registry. Cox proportional hazards models were used to estimate hazard ratios and 95% confidence intervals for overall cancer as well as subgroups of virus immune-related, hormone......Background: The role of psychological stress in cancer risk is continuously debated. Stress at work is the most common form of stress and previous studies have shown inconsistent results regarding cancer risk. In this longitudinal study, we examined the association between prolonged job strain...... across six years and subsequent cancer risk. Methods and materials: We used data from 6571 cancer-free women from the Danish Nurse Cohort aged 45–70 years at inclusion, and self-reported questionnaires on job strain at baseline in 1993 and again in 1999. Prolonged job strain was defined as high job...

  2. Job Descriptions for Cooperative and Distributive Education

    Science.gov (United States)

    Ricci, Frederick A.

    1977-01-01

    Guidelines for writing job descriptions (with consideration given to cooperative and distributive education) are presented. Areas of discussion are procedure for job analysis, questions that gather information for job descriptions, writing the job description, and validity. A sample job description is included. (TA)

  3. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

    Munch, Jakob Roland; Rosholm, Michael; Svarer, Michael

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobilityboth in terms of transition into new local jobs and new jobs outside the local labourmarket. In addition, there is a clear negative...

  4. Home Ownership, Job Duration, and Wages

    DEFF Research Database (Denmark)

    Roland-Munch, Jakob; Svarer, Michael; Rosholm, Michael

    2008-01-01

    We investigate the impact of home ownership on individual job mobility and wages in Denmark. We find that home ownership has a negative impact on job-to-job mobility both in terms of transition into new local jobs and new jobs outside the local labor market. In addition, there is a clear negative...

  5. A meta-analysis of the variables related to job satisfaction among Korean nurses.

    Science.gov (United States)

    Choi, So Eun; Kim, Sang Dol

    2016-08-01

    The shortage of nursing workforce has been a critical and global issue and associated with job satisfaction. To evaluate the strength of the relationships between job satisfaction and organizational commitment, job stress, and turnover intention among Korean nurses. Preferred Reporting Items for Systematic Reviews and Meta-Analyses; Korean Education & Research Information Service, KISS, DB pia, PubMed, and CINAHL databases were searched. The meta-analysis software package, R program (version 3.0.1), was used. Thirty-eight of 1245 screened studies had appropriate data. The overall relationships were high and significant, and increased organizational commitment (WES = .62), decreased turnover intention (WES = -.47), and decreased job stress (WES = -.37) were associated with job satisfaction. The strongest relationship was identified between organizational commitment and job satisfaction. These findings have important implications for improving organizational commitment to increase job satisfaction among nurses.

  6. Perseverative Cognition as an Explanatory Mechanism in the Relation Between Job Demands and Sleep Quality.

    Science.gov (United States)

    Van Laethem, Michelle; Beckers, Debby G J; Geurts, Sabine A E; Garefelt, Johanna; Magnusson Hanson, Linda L; Leineweber, Constanze

    2017-09-12

    The aim of this longitudinal three-wave study was to examine (i) reciprocal associations among job demands, work-related perseverative cognition (PC), and sleep quality; (ii) PC as a mediator in-between job demands and sleep quality; and (iii) continuous high job demands in relation to sleep quality and work-related PC over time. A representative sample of the Swedish working population was approached in 2010, 2012, and 2014, and 2316 respondents were included in this longitudinal full-panel survey study. Structural equation modelling was performed to analyse the temporal relations between job demands, work-related PC, and sleep quality. Additionally, a subsample (N = 1149) consisting of individuals who reported the same level of exposure to job demands during all three waves (i.e. stable high, stable moderate, or stable low job demands) was examined in relation to PC and sleep quality over time. Analyses showed that job demands, PC, and poor sleep quality were positively and reciprocally related. Work-related PC mediated the normal and reversed, direct across-wave relations between job demands and sleep quality. Individuals with continuous high job demands reported significantly lower sleep quality and higher work-related PC, compared to individuals with continuous moderate/low job demands. This study substantiated reciprocal relations between job demands, work-related PC, and sleep quality and supported work-related PC as an underlying mechanism of the reciprocal job demands-sleep relationship. Moreover, this study showed that chronically high job demands are a risk factor for low sleep quality.

  7. Addressing holistic health and work empowerment through a body-mind-spirit intervention program among helping professionals in continuous education: A pilot study.

    Science.gov (United States)

    Ho, Rainbow T H; Sing, Cheuk Yan; Wong, Venus P Y

    2016-01-01

    To examine the effectiveness of a body-mind-spirit (BMS) intervention program in improving the holistic well-being and work empowerment among helping professionals in continuous education. Forty-four helping professionals, who were in their first-year part-time postgraduate study, participated in the present study. All participants attended a 3-day BMS intervention program which emphasized a holistic approach to health and well-being. Ratings on their levels of physical distress, daily functioning, affect, spirituality, and psychological empowerment at work were compared before and immediately after the intervention. Participants reported significantly lower levels of negative affect and physical distress, and were less spiritually disoriented after the intervention. Enhanced levels of daily functioning, positive affect, spiritual resilience, and tranquility were also reported. Results also suggested that participants were empowered at work, and specifically felt more able to make an impact on work outcomes. The 3-day BMS intervention program produced a positive and measurable effect on participants' holistic well-being and empowerment at work. Educators in related fields could incorporate holistic practices into the curriculum to better prepare the future practitioners, leading to better outcomes both to the professionals themselves and their clients or patients.

  8. Asthma history, job type and job changes among US nurses.

    Science.gov (United States)

    Dumas, Orianne; Varraso, Raphaëlle; Zock, Jan Paul; Henneberger, Paul K; Speizer, Frank E; Wiley, Aleta S; Le Moual, Nicole; Camargo, Carlos A

    2015-07-01

    Nurses are at increased risk of occupational asthma, an observation that may be related to disinfectants exposure. Whether asthma history influences job type or job changes among nurses is unknown. We investigated this issue in a large cohort of nurses. The Nurses' Health Study II is a prospective study of US female nurses enrolled in 1989 (ages 24-44 years). Job status and asthma were assessed in biennial (1989-2011) and asthma-specific questionnaires (1998, 2003). Associations between asthma history at baseline (diagnosis before 1989, n=5311) and job type at baseline were evaluated by multinomial logistic regression. The relations of asthma history and severity during follow-up to subsequent job changes were evaluated by Cox models. The analytic cohort included 98 048 nurses. Compared with nurses in education/administration (likely low disinfectant exposure jobs), women with asthma history at baseline were less often employed in jobs with likely high disinfectant exposure, such as operating rooms (odds ratio 0.73 (95% CI 0.63 to 0.86)) and emergency room/inpatient units (0.89 (0.82 to 0.97)). During a 22-year follow-up, nurses with a baseline history of asthma were more likely to move to jobs with lower exposure to disinfectants (HR 1.13 (1.07 to 1.18)), especially among those with more severe asthma (HR for mild persistent: 1.13; moderate persistent 1.26; severe persistent: 1.50, compared with intermittent asthma, p trend: 0.004). Asthma history was associated with baseline job type and subsequent job changes among nurses. This may partly reflect avoidance of tasks involving disinfectant use, and may introduce bias in cross-sectional studies on disinfectant exposure and asthma in nurses. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  9. Job Skills Education Program. Design Specifications

    Science.gov (United States)

    1985-03-01

    second or less. Keyboard The keyboard shall be a full size "typewriter" style, QWERTY or DVORAK arrangement and will contain keys associated with a...include telling time on both types of clocks. Responses can be with numbers from the keyboard and with touch panel or light pen. Error responses should...touch titles and code numbers on the correct document. The computer was selected for its response modes (both touch or light pen) and keyboard

  10. Leadership styles and nursing faculty job satisfaction in Taiwan.

    Science.gov (United States)

    Chen, Hsiu-Chin; Beck, Susan L; Amos, Linda K

    2005-01-01

    To examine nursing faculty job satisfaction and their perceptions of nursing deans' and directors' leadership styles, and to explore how the perceptions of leadership styles relate to faculty job satisfaction in Taiwan. Descriptive, correlational, and cross-sectional study with self-administered questionnaires. The sample was recruited from 18 nursing programs, and 286 questionnaires were returned. Faculty perceived that Taiwan's nursing deans and directors showed more transformational than transactional leadership. Taiwan's nursing faculty were moderately satisfied in their jobs, and they were more satisfied with deans or directors who practiced the transactional leadership style of contingent reward and the transformational style of individualized consideration. A style with negative effect was passive management by exception. Three types of leadership behaviors explained significant variance (21.2%) in faculty job satisfaction in Taiwan, indicating the need for further attention to training and development for effective leadership behaviors.

  11. Psychological Detachment in the Relationship between Job Stressors and Strain.

    Science.gov (United States)

    Safstrom, My; Hartig, Terry

    2013-09-01

    We investigated the mediating versus moderating role of psychological detachment in the relationship between job stressors and psychological strain. Our sample consisted of 173 university students invested in challenging programs of advanced professional studies, who could find it difficult to detach from work. Hierarchical regression analyses of cross-sectional survey data affirmed the role of psychological detachment as a mediator in the relationship between job demands and perceived stress. Detachment also mediated the relationship between job demands and satisfaction with life, although the association disappeared when controlling for negative affectivity. Detachment did not mediate relationships between job demands and cognitive failures. Psychological detachment did not moderate any of the investigated relationships. The study contributes to a view of psychological detachment as less subject to individual differences than to the imposition of stressors in the given context.

  12. A multi-criteria model for maintenance job scheduling

    Directory of Open Access Journals (Sweden)

    Sunday A. Oke

    2007-12-01

    Full Text Available This paper presents a multi-criteria maintenance job scheduling model, which is formulated using a weighted multi-criteria integer linear programming maintenance scheduling framework. Three criteria, which have direct relationship with the primary objectives of a typical production setting, were used. These criteria are namely minimization of equipment idle time, manpower idle time and lateness of job with unit parity. The mathematical model constrained by available equipment, manpower and job available time within planning horizon was tested with a 10-job, 8-hour time horizon problem with declared equipment and manpower available as against the required. The results, analysis and illustrations justify multi-criteria consideration. Thus, maintenance managers are equipped with a tool for adequate decision making that guides against error in the accumulated data which may lead to wrong decision making. The idea presented is new since it provides an approach that has not been documented previously in the literature.

  13. Does workplace health promotion contribute to job stress reduction? Three-year findings from Partnering Healthy@Work

    National Research Council Canada - National Science Library

    Jarman, Lisa; Martin, Angela; Venn, Alison; Otahal, Petr; Sanderson, Kristy

    2015-01-01

    Workplace health promotion (WHP) has been proposed as a preventive intervention for job stress, possibly operating by promoting positive organizational culture or via programs promoting healthy lifestyle...

  14. Job-demand for Learning and Job-related Learning: the Mediating Effect of Job Performance Improvement Initiatives

    OpenAIRE

    Loon, Mark; Bartram, T.

    2007-01-01

    This study examined whether job-performance-improvementinitiatives mediate the relationship between individuals’ job-demand for learning and job-related learning. Data were obtained from 115 full-time\\ud employees in a diverse range of occupations. A partial least squares analysis revealed that job-performance-improvement-initiatives mediate partially the effects of job-demand for learning on job-related learning. Several implications\\ud for future research and policy are drawn from the findi...

  15. Job search and commuting time

    NARCIS (Netherlands)

    Gorter, C.; Berg, van den G.J.

    1996-01-01

    We structurally analyze a job search model for unemployed individuals that allows jobs to have different wage/commuting-time combinations. Thestructural parameter of interest is the willingness to pay for commuting time. We use a unique dataset containing subjective responses on the optimalsearch

  16. Psychosocial risks and job performance

    NARCIS (Netherlands)

    Klein Hesselink, J.; Oeij, P.; Kraan, K.O.

    2014-01-01

    In this article, we concentrate on explaining job performance from the perspective of psychosocial risks in the work environment. Many risks may hinder good job performance. The article does not concentrate on physical (such as, carrying heavy loads) or environmental risks (such as, extreme heat or

  17. BUSINESS ETIQUETTE IN JOB INTERVIEW

    Directory of Open Access Journals (Sweden)

    AGEEVA JULIA VICTOROVNA

    2015-01-01

    Full Text Available The article presents the analysis of job interview transcripts from the perspective of dominant communicant’s (HR manager communicative behavior. The interviewer uses various etiquette forms that facilitate a more productive dialogue and stipulate cooperative strategies and tactics in order to achieve the main goal - to determine whether the job applicant meets the requirements of the employer.

  18. Job search and academic achievement

    NARCIS (Netherlands)

    van der Klaauw, B.; van Vuuren, A.P.

    2010-01-01

    The paper develops a structural model for the labor market behavior of students entering the labor market. We explicitly model the trade-off between devoting effort to studying and to job search. Furthermore, we allow for on-the-job search. The model is estimated using a unique data set of

  19. Job Satisfaction of University Faculty.

    Science.gov (United States)

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  20. Job satisfaction and contingent employment

    NARCIS (Netherlands)

    de Graaf-Zijl, M.

    2012-01-01

    This paper analyses job satisfaction as an aggregate of satisfaction with several job aspects, with special focus on the influence of contingent-employment contracts. Fixed-effect analysis is applied on a longitudinal sample of Dutch employees in four work arrangements: regular, fixed-term, on-call