WorldWideScience

Sample records for program job continuity

  1. Labor and Population Program. Job Continuity Among New Mothers

    National Research Council Canada - National Science Library

    2000-01-01

    .... By protecting the right of new mothers to return to their previous jobs, maternity-leave statutes seek to help women benefit more from on-the-job training and to reduce the wage gap between mothers...

  2. Promoting Continuing Education Programs.

    Science.gov (United States)

    Hendrickson, Gayle A.

    This handbook is intended for use by institutions in marketing their continuing education programs. A section on "Devising Your Strategy" looks at identifying a target audience, determining the marketing approach, and developing a marketing plan and promotional techniques. A discussion of media options looks at the advantages and…

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

    Science.gov (United States)

    Benders, Jos; Bleijerveld, Hans; Schouteten, Roel

    2017-10-01

    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 in a nursing department, using the job demands-resources model. We found that two job demands improved, and none of the job resources. Job engagement did not change significantly, while the burnout risk decreased slightly. Overall, the nurses felt the impact to be small yet the changes were in a positive direction. CI can thus be used to improve nurses' working lives and, by restructuring the work processes, the quality of care. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  4. 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.

  5. 20 CFR 638.502 - Job Corps basic education program.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Job Corps basic education program. 638.502... education program. The Job Corps Director shall prescribe or provide for basic education curricula to be... coordination with regional offices, shall review and approve the basic education program at each center. Center...

  6. From Franchise to Programming: Jobs in Cable Television.

    Science.gov (United States)

    Stanton, Michael

    1985-01-01

    This article takes a look at some of the key jobs at every level of the cable industry. It discusses winning a franchise, building and running the system, and programing and production. Job descriptions include engineer, market analyst, programers, financial analysts, strand mappers, customer service representatives, access coordinator, and studio…

  7. 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...

  8. Pengaruh Learning Climate Terhadap Job Performance Melalui Career Related Continuous Learning

    OpenAIRE

    Anggiani, Sarfilianty

    2017-01-01

    This research objective is to identify and to analyze the relatioship of Learning climatehas an influence on Job Performance through the Career Related Continuous Learning. The result of the study showed that Learning climate influenced Job Performance through the career related continuous learning. Managerial implication and the recommendation for future study are provided.

  9. 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…

  10. 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.

  11. 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...

  12. The relationships among nurses' job characteristics and attitudes toward web-based continuing learning.

    Science.gov (United States)

    Chiu, Yen-Lin; Tsai, Chin-Chung; Fan Chiang, Chih-Yun

    2013-04-01

    The purpose of this study was to explore the relationships between job characteristics (job demands, job control and social support) and nurses' attitudes toward web-based continuing learning. A total of 221 in-service nurses from hospitals in Taiwan were surveyed. The Attitudes toward Web-based Continuing Learning Survey (AWCL) was employed as the outcome variables, and the Chinese version Job Characteristic Questionnaire (C-JCQ) was administered to assess the predictors for explaining the nurses' attitudes toward web-based continuing learning. To examine the relationships among these variables, hierarchical regression was conducted. The results of the regression analysis revealed that job control and social support positively associated with nurses' attitudes toward web-based continuing learning. However, the relationship of job demands to such learning was not significant. Moreover, a significant demands×job control interaction was found, but the job demands×social support interaction had no significant relationships with attitudes toward web-based continuing learning. Copyright © 2013 Elsevier Ltd. All rights reserved.

  13. Association between Continuing Education and Job Satisfaction of Nurses Employed in Long-Term Care Facilities.

    Science.gov (United States)

    Robertson, Ethel M.; Higgins, Leslie; Rozmus, Cathy; Robinson, James P.

    1999-01-01

    Continuing-education participation and job satisfaction of 85 licensed practical nurses and 25 registered nurses in long-term care were compared. There were no differences between full- and part-time staff. Nurses with higher family incomes participated more frequently. Registered nurses participated more and had greater job satisfaction. (SK)

  14. 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....

  15. Continuous Improvement in State Funded Preschool Programs

    Science.gov (United States)

    Jackson, Sarah L.

    2012-01-01

    State funded preschool programs were constantly faced with the need to change in order to address internal and external demands. As programs engaged in efforts towards change, minimal research was available on how to support continuous improvement efforts within the context unique to state funded preschool programs. Guidance available had…

  16. 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...

  17. Are Job Search Programs a Promising Tool? : A Microeconometric Evaluation for Austria

    OpenAIRE

    Weber, Andrea Maria; Hofer, Helmut

    2004-01-01

    In Austria job search programs were introduced on a large scale in 1999. These programs aim at activating unemployed at an early stage and bringing them back to work by training job search related skills. We evaluate the impact of active labour market programs in Austria on individual unemployment durations, and allow program effects to vary between job search programs and formal training programs. We use the timing-of-events method which estimates the program effect as a shift in the transit...

  18. 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...

  19. 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...

  20. 25 CFR 26.3 - What is the purpose of the Job Placement and Training Program?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false What is the purpose of the Job Placement and Training... 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...

  1. 20 CFR 670.975 - How is the performance of the Job Corps program assessed?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is the performance of the Job Corps..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is the performance of the Job Corps program assessed? The performance of the Job...

  2. Development and implementation of on-the-job training programs

    International Nuclear Information System (INIS)

    1986-10-01

    The purpose of an effective on-the-job training (OJT) program is to ensure that nuclear power station personnel possess the required job-related knowledge and skills. Effective OJT consists of four elements: 1) the objectives, 2) the standards, 3) trainer/evaluator, 4) documentation. Once appropriate objectives and standards are established, training on each task or grouping of like tasks is conducted in two distinct steps; the trainee is taught, and the trainee is evaluated. The teaching step may be accomplished by trainee self-study, observation, discussion, simulation, and/or performance under the supervision of a qualified job incumbent or trainer. The evaluation step is typically a 'checkout' in which the trainee performs or simulates a task under the scrutiny of an evaluator and/or discusses the task if necessary. Both the teaching and evaluation steps are essential to effective OJT programs. The results of these steps are then documented to satisfy training record requirements and to provide input to the formal qualification process as appropriate. An example program that addresses the major elements of OJT has been attached

  3. 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...

  4. Welfare to Work: Effectiveness of Tribal JOBS Programs Unknown. Briefing Report to Congressional Committees.

    Science.gov (United States)

    General Accounting Office, Washington, DC. Div. of Human Resources.

    This report presents the results of a study of the Job Opportunities and Basic Skills Training (JOBS) programs operated by Indian tribes and Alaska Native organizations. Congress established the JOBS program to give recipients of Aid to Families with Dependent Children (AFDC) the education, training, work experience, and supportive services they…

  5. 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

  6. 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.

  7. Formal on-the-job training programs at power generating stations

    Energy Technology Data Exchange (ETDEWEB)

    Hoch, R.R. [HGS, Inc., Ellicott City, MD (United States)

    1996-11-01

    On-the-Job Training (OJT) should be utilized for all posts in the stations. OJT for entry level positions should include training in many mundane areas that are often overlooked such as record keeping (log sheets and log books), proper communications and how to conduct himself or herself on the watch, during either emergency or routine situations. A separate OJT Program should be provided to prepare personnel to qualify for promotion to the next level. (Depending on any common agreements or bargaining unit contracts, OJT Programs can also be used to pre-qualify candidates for promotion to the next level.) By allowing the trainee to retain all OJT Program materials, it will also be available to him or her for continued reference or remedial training. (When an OJT Program is first instituted, it may be validated by issuing it to incumbent personnel and, subsequent, incorporating their comments or corrections.) This paper describes a formal OJT program.

  8. 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.

  9. 34 CFR 675.34 - Multi-Institutional job location and development programs.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Multi-Institutional job location and development... Location and Development Program § 675.34 Multi-Institutional job location and development programs. (a) An... location programs for its students with other participating institutions. (b) The agreement described in...

  10. Tying it all together--The PASS to Success: a comprehensive look at promoting job retention for workers with psychiatric disabilities in a supported employment program.

    Science.gov (United States)

    Dorio, JoAnn

    2004-01-01

    Job initiation rates are steadily improving for people with severe and persistent mental illnesses. Yet, job retention rates, especially for those individuals who historically have had difficulty maintaining employment, continue to concern vocational rehabilitation professionals. In this paper, the author develops and refines her ideas that were presented in a previous research paper titled "Differences in Job Retention in a Supported Employment Program, Chinook Clubhouse." A more complete model, "The PASS to Success," is suggested by incorporating existing research with the author's revised work. Components of the model (Placement, Attitude, Support, Skills), can be used to predict vocational success and promote job retention.

  11. 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

  12. Continuous reformulations for zero-one programming problems

    OpenAIRE

    Marianna De Santis; Francesco Rinaldi

    2010-01-01

    In this work, we study continuous reformulations of zero-one programming problems. We prove that, under suitable conditions, the optimal solutions of a zero-one programming problem can be obtained by solving a specific continuous problem.

  13. The impact of work-life balance on employees' job satisfaction and turnover intention: the moderating role of continuance commitment

    OpenAIRE

    Aslani, Farshad; Fayyazi, Marjan

    2015-01-01

    Work-life imbalance has several negative impacts on employees' attitudes and behaviors and consequently influences organizations' performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees' job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction - turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionn...

  14. 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.

  15. 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...

  16. 34 CFR 692.30 - How does a State administer its community service-learning job program?

    Science.gov (United States)

    2010-07-01

    ...-learning job program? 692.30 Section 692.30 Education Regulations of the Offices of the Department of... Administer Its Community Service-Learning Job Program? § 692.30 How does a State administer its community service-learning job program? (a)(1) Each year, a State may use up to 20 percent of its allotment for a...

  17. Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1

    Science.gov (United States)

    Pierce, Charles H.; Risley, Todd R.

    1974-01-01

    In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements. PMID:4436168

  18. THE INDIANA ENTERPRISE ZONE PROGRAM: FISCAL IMPACT OF A JOB CREATION TAX CREDIT

    OpenAIRE

    Low, Sarah A.

    2004-01-01

    This paper estimated the fiscal impact of a job creation tax credit, a proposed incentive for establishments participating in the Indiana enterprise zone program. State unemployment insurance files were utilized with GIS to obtain enterprise zone data. Labor demand and labor supply were estimated. Job creation due to the credit was calculated from empirical results.

  19. 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…

  20. 20 CFR 670.400 - Who is eligible to participate in the Job Corps program?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Who is eligible to participate in the Job Corps program? 670.400 Section 670.400 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment, Eligibility...

  1. 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.

  2. 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.

  3. 76 FR 9213 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

    Science.gov (United States)

    2011-02-17

    ... history instead of only one year. The Jobs Act also provides that this refinancing program is not... year period was either deferred or more than 30 days past due. Any delinquency in payment of the loan...

  4. Pawtucket R.I. Group Selected for EPA Environmental Workforce Development and Job Training Program Grant

    Science.gov (United States)

    Groundwork Rhode Island, a Pawtucket-based organization, was one of 17 groups selected today by the U.S. Environmental Protection Agency (EPA) to share $3.3 million to operate environmental job training programs for local citizens.

  5. Randomized comparison of a multidisciplinary job-retention vocational rehabilitation program with usual outpatient care in patients with chronic arthritis at risk for job loss.

    Science.gov (United States)

    de Buck, Petronella D M; le Cessie, Saskia; van den Hout, Wilbert B; Peeters, Andreas J; Ronday, Herman K; Westedt, Marie-Louise; Breedveld, Ferdinand C; Vliet Vlieland, Theodora P M

    2005-10-15

    Work disability is a major consequence of inflammatory rheumatic conditions. Evidence regarding the effectiveness of interventions aimed at the prevention or reduction of work disability in rheumatic diseases is limited. We conducted a randomized controlled trial to investigate the effectiveness of a multidisciplinary job-retention vocational rehabilitation (VR) program in patients with a rheumatic condition who were at risk for job loss. A total of 140 patients with a chronic rheumatic condition were randomly assigned to either a multidisciplinary job-retention VR program (n = 74) or usual outpatient care (UC) (n = 66). Patients in the VR group were assessed and guided by a multidisciplinary team, whereas patients in the UC group received care as initiated by their rheumatologist, supplemented with written information. The main outcome measure was the occurrence of job loss (complete work disability or unemployment); additional outcome measures included job satisfaction, pain, functional status, emotional status, and quality of life. There was no difference between the 2 groups regarding the proportion of patients having lost their job at any time point, with 24% and 23% of the patients in the VR and UC groups, respectively, having lost their job after 24 months. Over the total period of 24 months, patients in the VR group had a significantly greater improvement of the fatigue visual analog scale and of emotional status (all P values job-retention VR program did not reduce the risk of job loss but improved fatigue and mental health in patients with chronic rheumatic diseases at risk for job loss.

  6. 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...

  7. The influence of intrinsic and extrinsic job values on turnover intention among continuing care assistants in Nova Scotia.

    Science.gov (United States)

    Dill, Donna M; Keefe, Janice M; McGrath, Daniel S

    2012-01-01

    This article examines the influence that intrinsic and extrinsic job values have on the turnover intention of continuing care assistants (CCAs) who work either in home care or facility-based care in Nova Scotia (n = 188). Factor analysis of job values identified three latent job values structures: "compensation and commitment," "flexibility and opportunity," and "positive work relationships." Using binary logistic regression, we examined the predictive utility of these factors on two indices of turnover intention. Regression results indicate that, in general, job values constructs did not significantly predict turnover intention when controlling for demographics and job characteristics. However, a trend was found for the "positive work relationships" factor in predicting consideration of changing employers. In addition, CCAs who work in facility-based care were significantly more likely to have considered leaving their current employer. With projected increases in the demand for these workers in both home and continuing care, more attention is needed to identify and address factors to reduce turnover intention.

  8. 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)

  9. 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.

  10. 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…

  11. Continuous Risk Management: A NASA Program Initiative

    Science.gov (United States)

    Hammer, Theodore F.; Rosenberg, Linda

    1999-01-01

    NPG 7120.5A, "NASA Program and Project Management Processes and Requirements" enacted in April, 1998, requires that "The program or project manager shall apply risk management principles..." The Software Assurance Technology Center (SATC) at NASA GSFC has been tasked with the responsibility for developing and teaching a systems level course for risk management that provides information on how to comply with this edict. The course was developed in conjunction with the Software Engineering Institute at Carnegie Mellon University, then tailored to the NASA systems community. This presentation will briefly discuss the six functions for risk management: (1) Identify the risks in a specific format; (2) Analyze the risk probability, impact/severity, and timeframe; (3) Plan the approach; (4) Track the risk through data compilation and analysis; (5) Control and monitor the risk; (6) Communicate and document the process and decisions.

  12. Blueprint for prescriber continuing education program.

    Science.gov (United States)

    2012-06-01

    On October 25, 2011, the Center for Drug Evaluation and Research (CDER) of the Food and Drug Administration (FDA) posted online this Blueprint for Prescriber Continuing Education, labeled "final," relating to extended-release and long-acting opioids. The pending FDA Risk Evaluation Management Strategy (REMS) requires prescriber education. This document provides guidance to sponsors of these dosage forms in developing the prescvriber education component of their REMS. This report was posted online by the federal agency on October 25, 2011 at: http://www.fda.gov/downloads/drugs/drugsafety/informationbydrugclass/ucm277916.pdf. It is in the public domain.

  13. The Continuing Education and Renewal of Employee Assistance Program Counselors.

    Science.gov (United States)

    Beale, Andrew V.

    1984-01-01

    Surveyed 65 Virginia employee assistance program counselors to assess their continuing education needs. Results showed 86 percent of the respondents would participate in formal continuing education programs if they were available. Preferences emphasized prevention and intervention rather than assessment and referral. (JAC)

  14. 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...

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

    NARCIS (Netherlands)

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

    2011-01-01

    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.

  16. The Moderating Role of Self-Regulated Learning in Job Characteristics and Attitudes towards Web-Based Continuing Learning in the Airlines Workplace

    Science.gov (United States)

    Lin, Xiao-fan; Liang, Jyh-Chong; Tsai, Chin-Chung; Hu, Qintai

    2018-01-01

    With the increasing importance of adult and continuing education, the present study aimed to examine the factors that influence continuing web-based learning at work. Three questionnaires were utilised to investigate the association of the job characteristics from Karasek et al.'s (1998) job demand-control-support model and the self-regulated…

  17. Web Based Information System for Job Training Activities Using Personal Extreme Programming (PXP)

    Science.gov (United States)

    Asri, S. A.; Sunaya, I. G. A. M.; Rudiastari, E.; Setiawan, W.

    2018-01-01

    Job training is one of the subjects in university or polytechnic that involves many users and reporting activities. Time and distance became problems for users to reporting and to do obligations tasks during job training due to the location where the job training took place. This research tried to develop a web based information system of job training to overcome the problems. This system was developed using Personal Extreme Programming (PXP). PXP is one of the agile methods is combination of Extreme Programming (XP) and Personal Software Process (PSP). The information system that has developed and tested which are 24% of users are strongly agree, 74% are agree, 1% disagree and 0% strongly disagree about system functionality.

  18. 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...

  19. 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.

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

    OpenAIRE

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

    2016-01-01

    Abstract Background 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. Methods Participants were managers of a private company and a private psyc...

  1. 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 affect satisfaction with distance continuing education programs.

  2. Strategic Market Planning in Conglomerate Continuing Education Programs.

    Science.gov (United States)

    Pappas, James P.

    1987-01-01

    The author tells how very large, multidivision continuing education programs can use their size as a marketing advantage. Some advantages include (1) superior service, (2) an image of high quality, (3) the bandwagon effect, and (4) stronger buying power. (CH)

  3. Cigarette continuity programs and social support for smoking.

    Science.gov (United States)

    Sumner, W; Dunaway, M; Dillman, D G

    1998-01-01

    To describe smokers' participation in cigarette continuity programs and the prevalence and structure of cooperative teams of smokers. Cross-sectional survey of smoking histories and continuity-program participation by individuals and their family members in a convenience sample of 176 current smokers at the University of Kentucky Chandler Medical Center, Lexington. Fisher exact test or chi2 tests were used to compare proportions. One of 3 smokers collected coupons for a continuity program. Three quarters of the collectors redeemed their own coupons, and one quarter gave coupons to another collector. Coupon collectors reported an average team size of more than 2 members. One fifth of collectors were teammates with another generation of family members, and one quarter of collectors aged 24 to 35 years were teammates with their children. Smokers were often aware of their relatives' coupon-collecting habits. Continuity programs have been a popular means of reinforcing smoking, especially within families and groups of friends. Continuity programs are novel in encouraging smoking and brand loyalty between generations. Continuity-program participants need to be aware of the risk of promoting smoking initiation by their children. Health advocates could use similar strategies to promote smoking cessation and prevention within families and other social groups.

  4. Reconsidering vocational interests for personnel selection: the validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions.

    Science.gov (United States)

    Van Iddekinge, Chad H; Putka, Dan J; Campbell, John P

    2011-01-01

    Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection.

  5. An Analysis of the Demographic, Educational, and Employment Characteristics of Participants in the Continuing Education Program of the Medical Library Association, Denver, Colorado, June 1968 *

    Science.gov (United States)

    Rees, Alan M.; Rothenberg, Lesliebeth

    1970-01-01

    A survey was performed to elicit details about attendees of the continuing education program given in Denver at the 1968 MLA Annual Meeting. Factors considered included sex, age, geographic distribution, professional mobility, educational background, current jobs, and interest in further continuing education. PMID:5439905

  6. An analysis of the demographic, educational, and employment characteristics of participants in the continuing education program of the Medical Library Association, Denver, Colorado, June 1968.

    Science.gov (United States)

    Rees, A M; Rothenberg, L

    1970-04-01

    A survey was performed to elicit details about attendees of the continuing education program given in Denver at the 1968 MLA Annual Meeting. Factors considered included sex, age, geographic distribution, professional mobility, educational background, current jobs, and interest in further continuing education.

  7. Hospital Job Skills Enhancement Program: A Workplace Literacy Project. Final Evaluation Report.

    Science.gov (United States)

    Nurss, Joanne R.

    A workplace literacy program was designed to improve the literacy skills of entry-level workers in the housekeeping, food service, and laundry departments of Grady Memorial Hospital in Atlanta. Classes were held twice per week for 36 weeks at the hospital on job time. Literacy was defined as reading, writing, oral communication, and problem…

  8. 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…

  9. 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)

  10. 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);…

  11. Continuous quality improvement program for hip and knee replacement.

    Science.gov (United States)

    Marshall, Deborah A; Christiansen, Tanya; Smith, Christopher; Squire Howden, Jane; Werle, Jason; Faris, Peter; Frank, Cy

    2015-01-01

    Improving quality of care and maximizing efficiency are priorities in hip and knee replacement, where surgical demand and costs increase as the population ages. The authors describe the integrated structure and processes from the Continuous Quality Improvement (CQI) Program for Hip and Knee Replacement Surgical Care and summarize lessons learned from implementation. The Triple Aim framework and 6 dimensions of quality care are overarching constructs of the CQI program. A validated, evidence-based clinical pathway that measures quality across the continuum of care was adopted. Working collaboratively, multidisciplinary experts embedded the CQI program into everyday practices in clinics across Alberta. Currently, 83% of surgeons participate in the CQI program, representing 95% of the total volume of hip and knee surgeries. Biannual reports provide feedback to improve care processes, infrastructure planning, and patient outcomes. CQI programs evaluating health care services inform choices to optimize care and improve efficiencies through continuous knowledge translation. © The Author(s) 2014.

  12. 45 CFR 287.125 - What supportive and job retention services may be provided under the NEW Program?

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 2 2010-10-01 2010-10-01 false What supportive and job retention services may be provided under the NEW Program? 287.125 Section 287.125 Public Welfare Regulations Relating to Public... Operations § 287.125 What supportive and job retention services may be provided under the NEW Program? The...

  13. 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.

  14. Exploring social support and job satisfaction among associate degree program directors in California.

    Science.gov (United States)

    Mintz-Binder, Ronda D; Fitzpatrick, Joyce J

    2009-01-01

    A troubling trend noted in California has been an increase in the number of open positions for program directors of associate degree registered nursing (ADRN) programs. Positions remain open for extended periods of time, and the number of qualified applicants for such positions is insufficient. The loss of and ensuing slow replacement of ADRN program directors can put these programs in jeopardy of student admission suspension, or, worse yet, closure by the state nursing board. In this exploratory study, variables of social support and job satisfaction were studied. Variables were found to be limited opportunities for peer interaction, expressed discontent, and retention concerns. A significant positive relationship between job satisfaction and social support was noted. Recommendations for future research are offered.

  15. The program of continuous improvements in factory in Juzbado

    International Nuclear Information System (INIS)

    Prieto, M.

    2015-01-01

    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)

  16. Effect of Distributive Justice on The Relationship between The Forms of Benefit Program and Job Commitment

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2009-03-01

    Full Text Available This study was conducted to examine the moderating effect of distributive justice in the relationship between the forms of benefits program and job commitment. A survey research method was used to gather 150 usable questionnaires from employees who have worked in Malaysian federal government linked companies in Sarawak (MFGLS. The outcomes of testing moderating model using a hierarchical regression analysis showed two major findings: (1 distributive justice had not increased the effect of physical and safety benefits (i.e., health care, insurance, loan and claim on job commitment, and (2 distributive justice had increased the effect of self-satisfaction benefits (i.e., promotion opportunity and training on job commitment. This result confirms that distributive justice does act as a partial moderating variable in the benefit program models of the organizational sector sample. In addition, the implications of this study to benefit system theory and practice, methodological and conceptual limitations, and directions for future research are also discussed. Keywords: Forms of Benefits Program, Distributive Justice and Job Commitment

  17. 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.

  18. "Business Continuity and Information Security Maintenance" Masters’ Training Program

    OpenAIRE

    Miloslavskaya , Natalia; Senatorov , Mikhail; Tolstoy , Alexandr; Zapechnikov , Sergei

    2013-01-01

    Part 1: WISE 8; International audience; The experience of preparing for the "Business Continuity and Information Security Maintenance" (BC&ISM) Masters’ program implementation and realization at the "Information Security of Banking Systems" Department of the National Research Nuclear University MEPhI (NRNU MEPhI, Moscow, Russia) is presented. Justification of the educational direction choice for BC&ISM professionals is given. The model of IS Master being trained on this program is described. ...

  19. CEBAF [Continuous Electron Beam Accelerator Facility] scientific program

    International Nuclear Information System (INIS)

    Gross, F.

    1986-01-01

    The principal scientific mission of the Continuous Electron Beam Facility (CEBAF) is to study collective phenomena in cold (or normal) nucler matter in order to understand the structure and behavior of macroscopic systems constructed from nuclei. This document discusses in broad popular terms those issues which the CEBAF experimental and theoretical program are designed to address. Specific experimental programs currently planned for CEBAF are also reivewed. 35 refs., 19 figs

  20. 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 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...

  1. A Gerontology Practitioner Continuing Education Certificate Program: Lessons Learned

    Science.gov (United States)

    Englehardt, Jacqueline; Hash, Kristina M.; Mankowski, Mariann; Harper-Dorton, Karen V.; Pilarte, Ann E.

    2016-01-01

    This article discusses the results of a school of social work survey assessing the geriatric training needs of social workers and other professionals in aging and the need for a gerontology practitioner's continuing education (CE) certificate program. A total of 391 professionals, the majority of whom were social workers, participated in an online…

  2. Implications of Continuous Quality Improvement for Program Evaluation and Evaluators.

    Science.gov (United States)

    Mark, Melvin M.; Pines, Edward

    1995-01-01

    Explores the implications that continuous quality improvement (CQI) programs are likely to have for evaluation. CQI, often known as total quality management, offers a structured approach to the analysis of an organization's processes and improvement that should provide advantages to evaluators once they have gained experience with the approach.…

  3. Closing the Loop on a Continuous Program Improvement Process

    Science.gov (United States)

    Booth, Vickie; Booth, Larry

    2010-01-01

    The WebBSIT, a Bachelor of Science in Information Technology, is a fully online degree offered through a consortium of five University System of Georgia institutions. This paper begins by summarizing the change management system developed for continuous program improvement. Analysis of data should drive improvement, closing the loop. The balance…

  4. 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

  5. 20 CFR 670.430 - What entities conduct outreach and admissions activities for the Job Corps program?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What entities conduct outreach and admissions activities for the Job Corps program? 670.430 Section 670.430 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Recruitment...

  6. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  7. 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.

  8. Programs and resources for control of job stress in the Federal workplace

    Science.gov (United States)

    Joice, Wendell

    1993-01-01

    A couple of weeks ago, the American Psychological Association and the National Institute of Occupational Safety and Health held a conference in Washingtion, D.C. entitled 'Stress in the 90's'. At this conference the Office of Personnel Management (OPM) conducted a session on 'Programs and Resources for the Control of Job Stress in the Federal Workplace'. I am going to present an overview of that three-hour session and some related information from the conference. My discussion covers stress terminology and models, selected programs and resources, evaluation research, some concerns about our progress, and plans to expand our efforts at OPM.

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

    International Nuclear Information System (INIS)

    Kharshafdjian, G.; Fisher, C.; Beres, T.; Brooks, S.; Forbes, S.; Krause, M.; McAuley, K.; Wendorf, M.

    2006-01-01

    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)

  10. 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)

  11. 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.

  12. Continuous improvement program in ENUSA: personnel participation and six sigma

    International Nuclear Information System (INIS)

    Montes Navarro, J.

    1998-01-01

    Since the beginning of its activities ENUSA has been a company committed with the quality of its products and services. To talk about quality is something inherent in ENUSA's daily work ENUSA's position in the market depends on its capacity to satisfy customers expectations with the best products and services, as a result of an efficient management of its processes. The word quality in its broadest sense, means that any activity can be improved. ENUSA has implemented a continuous improvement program as part of its company change project. That program consists of six basic steps: 1.- Managers commitment. 2.- Organization for continuous improvement. 3.- Quality goals. 4.- Training and informing. 5.- Personnel participation. 6.- Methodology. ENUSA has introduced these six steps during 1997-98 period. It is important to point out the commitment degree at all the company levels, focusing the organization to the continuous improvement in a multifunctional way, following the business processes: - Board of Directors - Quality Steering Committee - Quality Improvement Groups (GMC) - Quality Operative Groups (GOC) - Suggestions Mailboxes The following GMC's have been set up and are operative. - Manufacturing GMC - Supplies GMC - Installation GMC - Design GMC - Quality System GM - Projects GMC - Administrative GMC These GMC's have established thirty-six Quality Operative Groups which carry out the improvement projects. The methodology chosen by ENUSA is known as ''SIX SIGMA''. Six sigma programs have proved their huge power in big companies as MOTOROLA and, recently, GE being recognized in all the quality fields. It is, by itself, a change program in which a quality improvement methods is structured with an excellent view of processes, products and services. (Author)

  13. Compression planning for continuous improvement in quality programs

    International Nuclear Information System (INIS)

    Willis, Y.A.; Hood, F.C.

    1992-01-01

    This paper describes Compression Planning, an innovative approach for planning in groups. This participative and structured approach is especially suitable for technical and highly regulated organizations. Compression Planning was applied to the first organization-wide effort at training integration for regulatory compliance, at Battelle Pacific Northwest Laboratory (PNL), a multi-program national laboratory. The planning process was judged as measurably superior to PNL's customary planning. Within 10 days a training policy was issued and an action plan drafted. The participants produced a report identifying and prioritizing 33 key training issues; began to data gather and solicit input from personnel Lab-wide, producing a 2-volume training inventory; and formulated 14 recommendations for implementation. Two years later the plan is still evolving, as PNL training continues to develop, consistent with Continuous Improvement Process objectives

  14. The impact of health-management training programs in Latin America on job performance

    Directory of Open Access Journals (Sweden)

    Díaz-Monsalve Sonia Janeth

    2004-01-01

    Full Text Available A study was undertaken in Mexico, Colombia, and El Salvador to determine the impact of a management training program on health managers' job performance. A quasi-experimental design was used where in the baseline study an intervention group of 85 district health managers in the three countries was compared with a control group of 71 managers who did not receive the training program. After the implementation of an 18-month training program (which included 5-day training workshops and a series of tasks to be carried out between the workshops, the outcome in terms of improved job performance (i.e. use of predefined management techniques was measured through twelve management performance indicators. The data collection tools were two questionnaires, participant observation in managers' workplaces, focus group discussions, staff interviews, and document analysis. In Mexico, the control group showed 8.3 times weaker management performance compared to the intervention group; in Colombia the value was 3.6 and in El Salvador 2.4. Factors associated with a successful training outcome were: (a training techniques, (b strengthening of enabling factors, and (c reinforcement mechanisms.

  15. Use of Job Task Analysis (JTA) in the development of craft training programs

    International Nuclear Information System (INIS)

    Gonyeau, J.A.; Long, R.E.

    1985-01-01

    Northern States Power Company is making a major effort to develop performance based training. It is finding the use of JTA data very helpful in the revision of its maintenance craft training programs. The technique being used involves a group of interns from the Training and Development Program of the University of Minnesota. These interns are largely graduate students, but with no nuclear and little mechanical/electrical experience. A Job Analysis for each discipline was used to: guide the following task analysis, determine program content, evaluate existing OJT check lists, and to define the four crafts used for mechanical maintenance. From the Job Analysis, a Training Task List was developed and correlated to training materials. The analysis of the tasks on the Training Task List is proceeding. Taxonomies of systems or subjects are compared to existing lesson plans. These taxonomies are useful when writing new lesson plans. The taxonomies are an excellent start for the development of enabling objectives. A Nine-Step Plan is being followed in the application of JTA data to the development and refinement of performance based training

  16. 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.

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

    Directory of Open Access Journals (Sweden)

    Asuka Sakuraya

    2016-10-01

    Full Text Available Abstract Background 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. Methods 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. Results 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. Conclusions 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. Trial registration UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

  18. [Reducing occupational burnout and enhancing job performance in new nurses: the efficacy of "last mile" programs].

    Science.gov (United States)

    Wu, Hsiu-Mei; Liu, Pei-Fen; Ho, Hsueh-Hua; Chen, Ping-Ling; Chao, Hui-Lin; Chen, Hsiao-Lien

    2012-08-01

    New nurses undergo a stressful and challenging transition process in the nursing workplace. Lack of patient care knowledge and skills and work adaption difficulties lead to a high turnover rate that drains essential new talent away from the nursing profession and further exacerbates professional staffing shortages in the healthcare sector. The "last mile" program is a program developed jointly by a nursing school and hospital as a mechanism to bridge classroom learning to clinical practice and smooth the transition of nursing students into nursing professionals. The purpose of this study was to understand the effect of the "last mile" program on job performance and occupational burnout among new nurses. We conducted a quasi-experimental study in 2009 on a convenience sample of new nurses in a medical center. Participants were assigned into two groups, namely those enrolled in the last mile program (n = 29) and those not enrolled in the program (n = 94). Research team members and several collaborative universities developed the last mile program used in this study; Seven experts established content validity; The last mile program included 84 hours of lecture courses and 160 hours of clinical practice. Data was collected using the nursing job performance scale developed in 2007 by Greenslade and Jimmieson and translated ÷ back translated into an equivalent Chinese version. Exploratory factor analysis showed all items aggraded into 8 factors, which could be divided into task performance and contextual performance concept categories. Task performance concepts included: social support, information, coordination of care, and technical care; Contextual performance concepts included: interpersonal support, job-task support, volunteering for additional duties and compliance. The Cronbach's α for the 8 factors were .70-.95. The occupational burnout inventory included the 4 subscales of personal burnout, work-related burnout, client-related burnout, and over

  19. Automatic programming via iterated local search for dynamic job shop scheduling.

    Science.gov (United States)

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

    2015-01-01

    Dispatching rules have been commonly used in practice for making sequencing and scheduling decisions. Due to specific characteristics of each manufacturing system, there is no universal dispatching rule that can dominate in all situations. Therefore, it is important to design specialized dispatching rules to enhance the scheduling performance for each manufacturing environment. Evolutionary computation approaches such as tree-based genetic programming (TGP) and gene expression programming (GEP) have been proposed to facilitate the design task through automatic design of dispatching rules. However, these methods are still limited by their high computational cost and low exploitation ability. To overcome this problem, we develop a new approach to automatic programming via iterated local search (APRILS) for dynamic job shop scheduling. The key idea of APRILS is to perform multiple local searches started with programs modified from the best obtained programs so far. The experiments show that APRILS outperforms TGP and GEP in most simulation scenarios in terms of effectiveness and efficiency. The analysis also shows that programs generated by APRILS are more compact than those obtained by genetic programming. An investigation of the behavior of APRILS suggests that the good performance of APRILS comes from the balance between exploration and exploitation in its search mechanism.

  20. 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.

  1. Evaluating the Quantity and Quality of Continuing medical education Programs from the Viewpoint of General Medical Practitioners, Ilam Province

    Directory of Open Access Journals (Sweden)

    Mohsen Fatahi

    2015-07-01

    Full Text Available Background and purpose: The purpose of this research was to evaluate the quantity and quality of continuing medical education programs from the viewpoint of general medical practitioners in Ilam province.Methods: The research method was descriptive survey and the statistic sample was a group of 61 general medical practitioners who have been working in Ilam during 2010-2011 and were chosen by simple random sampling method. The data collection tool was a questionnaire with 50 items and reliability coefficient obtained using Cronbach's alpha which was 88%.Results: The findings showed that there is a meaningful/significant relationship between CME (Continuing Medical Education/retraining programs and improving GPs (General Practitioner clinical skills with reliability of 99% and this relationship is direct and positive (r=0.502. It means that increasing the quality and quantity of these programs has positive effect on improving general practitioners’ clinical skills. There was no meaningful/significant relationship between the method of teaching and GPs satisfaction (r=0.160. It means most of these practitioners were not satisfied with using training equipment, teaching methods, teachers' knowledge and manners. Also, there was no meaningful/significant relationship between teaching times and educational materials and GPs satisfaction (r=0.73 .It shows that the rate of GPs satisfaction from teaching times and educational materials is very low and there is little coherence between them. But there was a meaningful/significant relationship between GPs job requirements and educational materials with reliability of 95% (r=0.326. It means presenting suitable teaching materials and content related to GPs jobs requirements led to increase GPs desire to attend educational classes .There was no meaningful/significant relationship between time dedicated to each topic and improving GPs skills (r=0.096. So, findings indicate that there is no coincidence between

  2. A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program.

    Science.gov (United States)

    Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

    A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

  3. 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…

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

    Science.gov (United States)

    2013-03-15

    ... (RCEP) for the Technical Assistance and Continuing Education Centers (TACE Centers); Proposed Extension... (RCEP) for the Technical Assistance and Continuing Education Centers (TACE Centers), the Secretary... with disabilities through enhanced technical assistance (TA) and continuing education (CE) for State...

  5. Utilizing job/task analysis to establish content validity in the design of training programs

    Energy Technology Data Exchange (ETDEWEB)

    Nay, W.E.

    1988-01-01

    The decade of the 1980's has been a turbulent time for the Department of Energy. With concern mounting about the terrorist threat, a wave of congressional inquiries and internal inspections crossed the nation and engulfed many of the nuclear laboratories and facilities operated by DOE contractors. A typical finding was the need to improve, and increase, the training of the protective force. The immediate reaction resulted in a wide variety of responses, with most contractors feeling safer with too much, rather than not enough training. As soon as the initial pressures to upgrade subsided, a task force was established to evaluate the overall training needs. Representatives from the contractor facilities worked together to conduct a job analysis of the protective force. A generic task inventory was established, and validated at the different sites. This list has been invaluable for determining the tasks, conditions, and standards needed to develop well stated learning objectives. The enhanced training programs are being refined to ensure job content validity based on the data collected.

  6. La Hague Continuous Improvement Program: Enhancement of the Vitrification Throughput

    International Nuclear Information System (INIS)

    Petitjean, V.; De Vera, R.; Hollebecque, J.F.; Tronche, E.; Flament, T.; Pereira Mendes, F.; Prod'homme, A.

    2006-01-01

    The vitrification of high-level liquid waste produced from nuclear fuel reprocessing has been carried out industrially for over 25 years by AREVA/COGEMA, with two main objectives: containment of the long lived fission products and reduction of the final volume of waste. At the 'La Hague' plant, in the 'R7' and 'T7' facilities, vitrified waste is obtained by first evaporating and calcining the nitric acid feed solution-containing fission products in calciners. The product-named calcinate- is then fed together with glass frit into induction-heated metallic melters to produce the so-called R7/T7 glass, well known for its excellent containment properties. Both facilities are equipped with three processing lines. In the near future the increase of the fuel burn-up will influence the amount of fission product solutions to be processed at R7/T7. As a consequence, in order to prepare these changes, it is necessary to feed the calciner at higher flow-rates. Consistent and medium-term R and D programs led by CEA (French Atomic Energy Commission, the AREVA/COGEMA's R and D and R and T provider), AREVA/COGEMA (Industrial Operator) and AREVA/SGN (AREVA/COGEMA's Engineering), and associated to the industrial feed back of AREVA/COGEMA operations, have allowed continuous improvement of the process since 1998: - The efficiency and limitation of the equipment have been studied and solutions for technological improvements have been proposed whenever necessary, - The increase of the feeding flow-rate has been implemented on the improved CEA test rig (so called PEV, Evolutional Prototype of Vitrification) and adapted by AREVA/SGN for the La Hague plant using their modeling studies; the results obtained during this test confirmed the technological and industrial feasibility of the improvements achieved, - After all necessary improved equipments have been implemented in R7/T7 facilities, and a specific campaign has been performed on the R7 facility by AREVA/COGEMA. The flow-rate to the

  7. 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.

  8. 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).

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

    Directory of Open Access Journals (Sweden)

    Azman Bin Ismail

    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.

  10. A Comparison of Centralized and Decentralized Inservice Education Programs: Teacher Involvement, Program Characteristics, and Job Satisfaction.

    Science.gov (United States)

    Perez, Roberto

    Inservice programs that are likely to accomplish their objectives are characterized by: (1) differentiated training experiences; (2) teachers in active roles; (3) an emphasis on demonstration, supervised trials, and feedback; (4) sharing and mutual assistance; (5) activities linked to a general effort of the school; (6) teachers who choose goals…

  11. Effects of an Employee Wellness Program on Physiological Risk Factors, Job Satisfaction, and Monetary Savings in a South Texas University

    Science.gov (United States)

    Hamilton, Jacqueline

    2009-01-01

    An experimental study was conducted to investigate the effects of an Employee Wellness Program on physiological risk factors, job satisfaction, and monetary savings in a South Texas University. The non-probability sample consisted of 31 employees from lower income level positions. The employees were randomly assigned to the treatment group which…

  12. Technology Training for Older Job-Seeking Adults: The Efficacy of a Program Offered through a University-Community Collaboration

    Science.gov (United States)

    Taha, Jessica; Czaja, Sara J.; Sharit, Joseph

    2016-01-01

    Many older adults who lose their jobs face challenges in finding new employment due to fundamental limitations in their technology skills. While training could give them the skills they need, older workers often have less access to training programs than younger workers. This study examined the feasibility of using an e-learning training program…

  13. 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…

  14. 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.

  15. 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 training reinforcement group (n=42), during which incentives were contingent on attendance and performance; or an abstinence and training reinforcement group (n=43), during which incentives were contingent on attendance and performance, but access was granted only if participants demonstrated abstinence from alcohol. abstinence and training reinforcement and training reinforcement participants advanced further in training and attended more hours than no-reinforcement participants. Monetary incentives were effective in promoting engagement and achievement in a job-skills training program for individuals who often do not take advantage of training programs. © Society for the Experimental Analysis of Behavior.

  16. 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.

  17. Process Evaluation and Continuous Improvement in Community Youth Programs

    Directory of Open Access Journals (Sweden)

    Jennifer V. Trachtenberg

    2008-06-01

    Full Text Available A method of using process evaluation to provide improvement plans in order to promote community youth programs is described. The core elements of this method include the following: (1 collection and analysis of baseline data, (2 feedback provided to programs describing their strengths and limitations, (3 programs provided with assistance in preparing improvement plans in regard to their baseline data, and (4 follow-up evaluation assessed program changes based on their improvement plans and baseline data. A case study of an inner-city neighborhood youth center is used to demonstrate this method.

  18. 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

    2018-02-01

    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.

  19. Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

    Science.gov (United States)

    Barker, Kathryn Chang

    The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

  20. The Relation of Source Credibility and Message Frequency to Program Evaluation and Self-Confidence of Students in a Job Shadowing Program

    Science.gov (United States)

    Linnehan, Frank

    2004-01-01

    Using a pre- and post-test design, this study examined the relation of an adult's credibility and message frequency to the beliefs of female high school students participating in a job-shadowing program. Hypotheses were based on the Elaboration Likelihood Model of attitude formation and change. Findings indicate that credibility of the adult…

  1. Job Sharing in Education.

    Science.gov (United States)

    Davidson, Wilma; Kline, Susan

    1979-01-01

    The author presents the advantages of job sharing for all school personnel, saying that education is particularly adaptable to this new form of employment. Current job sharing programs in Massachusetts, California, and New Jersey schools are briefly discussed. (SJL)

  2. Community college: Two-year and continuing education programs

    International Nuclear Information System (INIS)

    Greene, L.R.

    1989-01-01

    In response to educational needs in the waste management industry that were expressed by companies located in Oak Ridge and Knoxville, Tennessee, Roane State Community College has developed an associate degree program in environmental health technology as well as related noncredit programs offered by the Waste Management Training Center. The degree program contains three options: health physics, industrial hygiene, and waste management technologies. Roane State's involvement in these programs was a direct response to the US Department of Energy's (DOE's) model concept. This model brings together the resources of the DOE, regulatory agencies, private industry, higher education, and various contractors to resolve waste disposal and waste cleanup problems. Firms such as International Technology, Scientific Ecology Group, and Bechtel National enhanced Roane State's awareness of the nature of some of the environmental problems these and many other firms are working to resolve

  3. A trial of a job-specific workers' health surveillance program for construction workers: study protocol

    NARCIS (Netherlands)

    Boschman, J.S.; van der Molen, H.F.; van Duivenbooden, C.; Sluiter, J.K.; Frings-Dresen, M.H.W.

    2011-01-01

    Dutch construction workers are offered periodic health examinations. This care can be improved by tailoring this workers health surveillance (WHS) to the demands of the job and adjust the preventive actions to the specific health risks of a worker in a particular job. To improve the quality of the

  4. 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.

  5. A trial of a job-specific workers' health surveillance program for construction workers: study protocol.

    Science.gov (United States)

    Boschman, Julitta S; van der Molen, Henk F; van Duivenbooden, Cor; Sluiter, Judith K; Frings-Dresen, Monique H W

    2011-09-29

    Dutch construction workers are offered periodic health examinations. This care can be improved by tailoring this workers health surveillance (WHS) to the demands of the job and adjust the preventive actions to the specific health risks of a worker in a particular job. To improve the quality of the WHS for construction workers and stimulate relevant job-specific preventive actions by the occupational physician, we have developed a job-specific WHS. The job-specific WHS consists of modules assessing both physical and psychological requirements. The selected measurement instruments chosen, are based on their appropriateness to measure the workers' capacity and health requirements. They include a questionnaire and biometrical tests, and physical performance tests that measure physical functional capabilities. Furthermore, our job-specific WHS provides occupational physicians with a protocol to increase the worker-behavioural effectiveness of their counselling and to stimulate job-specific preventive actions. The objective of this paper is to describe and clarify our study to evaluate the behavioural effects of this job-specific WHS on workers and occupational physicians. The ongoing study of bricklayers and supervisors is a nonrandomised trial to compare the outcome of an intervention (job-specific WHS) group (n = 206) with that of a control (WHS) group (n = 206). The study includes a three-month follow-up. The primary outcome measure is the proportion of participants who have undertaken one or more of the preventive actions advised by their occupational physician in the three months after attending the WHS. A process evaluation will be carried out to determine context, reach, dose delivered, dose received, fidelity, and satisfaction. The present study is in accordance with the TREND Statement. This study will allow an evaluation of the behaviour of both the workers and occupational physician regarding the preventive actions undertaken by them within the scope of a job

  6. A trial of a job-specific workers' health surveillance program for construction workers: study protocol

    Directory of Open Access Journals (Sweden)

    Sluiter Judith K

    2011-09-01

    Full Text Available Abstract Background Dutch construction workers are offered periodic health examinations. This care can be improved by tailoring this workers health surveillance (WHS to the demands of the job and adjust the preventive actions to the specific health risks of a worker in a particular job. To improve the quality of the WHS for construction workers and stimulate relevant job-specific preventive actions by the occupational physician, we have developed a job-specific WHS. The job-specific WHS consists of modules assessing both physical and psychological requirements. The selected measurement instruments chosen, are based on their appropriateness to measure the workers' capacity and health requirements. They include a questionnaire and biometrical tests, and physical performance tests that measure physical functional capabilities. Furthermore, our job-specific WHS provides occupational physicians with a protocol to increase the worker-behavioural effectiveness of their counselling and to stimulate job-specific preventive actions. The objective of this paper is to describe and clarify our study to evaluate the behavioural effects of this job-specific WHS on workers and occupational physicians. Methods/Design The ongoing study of bricklayers and supervisors is a nonrandomised trial to compare the outcome of an intervention (job-specific WHS group (n = 206 with that of a control (WHS group (n = 206. The study includes a three-month follow-up. The primary outcome measure is the proportion of participants who have undertaken one or more of the preventive actions advised by their occupational physician in the three months after attending the WHS. A process evaluation will be carried out to determine context, reach, dose delivered, dose received, fidelity, and satisfaction. The present study is in accordance with the TREND Statement. Discussion This study will allow an evaluation of the behaviour of both the workers and occupational physician regarding the

  7. 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

  8. 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...

  9. 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…

  10. The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors.

    Science.gov (United States)

    Hoert, Jennifer; Herd, Ann M; Hambrick, Marion

    2018-05-01

    The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. A cross-sectional survey design was used. Four worksites with a range of wellness programs were selected for this study. Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior ( P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F 7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P stress (β = -.27, t = -6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Results from the study suggest that employees' perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

  11. A continuing program for technology transfer to the apparel industry

    Science.gov (United States)

    Clingman, W. H.

    1971-01-01

    A six month program has been carried out to investigate various mechanisms for transferring technology to industry. This program has focused on transfer to the apparel industry through the Apparel Research Foundation. The procedure was to analyze the problem, obtain potentially relevant aerospace technology, and then transfer this technology to the industry organization. This was done in a specific case. Technology was identified relevant to stitchless joining, and this technology was transferred to the Apparel Research Foundation. The feasibility and ground rules for carrying out such activities on a broader scale were established. A specific objective was to transfer new technology from the industry organization to the industry itself. This required the establishment of an application engineering program. Another transfer mechanism tested was publication of solutions to industry problems in a format familiar to the industry. This is to be distinguished from circulating descriptions of new technology. Focus is on the industry problem and the manager is given a formula for solving it that he can follow. It was concluded that this mechanism can complement the problem statement approach to technology transfer. It is useful in achieving transfer when a large amount of application engineering is not necessary. A wide audience is immediately exposed to the technology. On the other hand, the major manufacturing problems which require a sophisticated technical solution integrating many innovations are less likely to be helped.

  12. 46 CFR 71.50-31 - Continued participation in the Alternative Hull Examination (AHE) program.

    Science.gov (United States)

    2010-10-01

    ... 46 Shipping 3 2010-10-01 2010-10-01 false Continued participation in the Alternative Hull... the Alternative Hull Examination (AHE) program. (a) To continue to participate in the AHE Program, vessel operators must conduct an annual hull condition assessment. At a minimum, vessel operators must...

  13. Continuing training program in radiation protection in biological research centers

    International Nuclear Information System (INIS)

    Escudero, R.; Hidalgo, R.M.; Usera, F.; Macias, M.T.; Mirpuri, E.; Perez, J.; Sanchez, A.

    2008-01-01

    specific training program in radiation protection to meet the different needs of all workers in a biological research center. This program aims to ensure compliance with the relevant national legislation and to minimize the possibility of radiological incidents and accidents in this kind of center. This study has involved contributions from six nationally and internationally recognized Spanish biological research centers that have active training programs in radiation protection, and the design of the program presented here has been informed by the teaching experience of the training staff involved. The training method is based on introductory and refresher courses for personnel in direct contact with the radioactive facility and also for indirectly associated personnel. The courses will include guideline manuals (print or electronic), training through seminars or online materials, and also personnel evaluation, visits to the radioactive facility or practical training as required. The introductory courses are intended for newly incorporated personnel. The refresher courses are fundamentally designed to accommodate possible changes to national legal regulations, working conditions or the in-house radiological protection controls. Maintenance and instrumentation workers, cleaners, administrative personnel, etc. who are associated with the radioactive facility indirectly. These workers are affected by the work in the radioactive facility to varying degrees, and they therefore also require information and training in radiological protection tailored to their level of interaction with the installation. The aim of this study was to design a specific training program in radiation protection to meet the different needs of all workers in a biological research center. This program aims to ensure compliance with the relevant national legislation and to minimize the possibility of radiological incidents and accidents in this kind of center. This study has involved contributions from

  14. 46 CFR 115.660 - Continued participation in the Alternative Hull Examination (AHE) Program.

    Science.gov (United States)

    2010-10-01

    ... 46 Shipping 4 2010-10-01 2010-10-01 false Continued participation in the Alternative Hull... MORE THAN 49 PASSENGERS INSPECTION AND CERTIFICATION Hull and Tailshaft Examinations § 115.660 Continued participation in the Alternative Hull Examination (AHE) Program. (a) To continue to participate in...

  15. 46 CFR 176.660 - Continued participation in the Alternative Hull Examination (AHE) Program.

    Science.gov (United States)

    2010-10-01

    ... 46 Shipping 7 2010-10-01 2010-10-01 false Continued participation in the Alternative Hull... (CONTINUED) SMALL PASSENGER VESSELS (UNDER 100 GROSS TONS) INSPECTION AND CERTIFICATION Hull and Tailshaft Examinations § 176.660 Continued participation in the Alternative Hull Examination (AHE) Program. (a) To...

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

    Science.gov (United States)

    2013-07-08

    ... National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the Healthy... Continuous Improvement Plans Required by the Healthy, Hunger-Free Kids Act of 2010'' on February 22, 2013... performance benchmarks and to develop and implement continuous improvement plans if they fail to do so. The...

  17. 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.

  18. 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.

  19. 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.

  20. 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.

  1. Advocating for Continuing Nursing Education in a Pediatric Hospital: The Prince Scholar and Sabbatical Programs.

    Science.gov (United States)

    Sperhac, Arlene M.; Goodwin, Laura D.

    2000-01-01

    A 5-year evaluation revealed positive outcomes of two nursing continuing education programs: a sabbatical program providing funding for completion of education/research projects and a nursing scholar program funding professional development. Knowledge and skills increased and the hospital practice environment was improved. (SK)

  2. Pain assessement and management in surgical cancer patients: pilot and evaluation of a continuing education program.

    NARCIS (Netherlands)

    Francke, A.L.; Huijer-Abu Saad, H.; Grypdonck, M.

    1995-01-01

    In a pilot study, a continuing education program on pain assessment and management was implemented and evaluated. Questionnaires were completed by the nurse participants at the beginning, the end, and 2 months after the end of the pilot program. After the pilot program, participants reported having

  3. 78 FR 7387 - Continuation of 2008 Farm Bill-Dairy Forward Pricing Program

    Science.gov (United States)

    2013-02-01

    ...] Continuation of 2008 Farm Bill--Dairy Forward Pricing Program AGENCY: Agricultural Marketing Service, USDA... the Dairy Forward Pricing Program contained in the Food, Conservation and Energy Act of 2008 (the 2008... associations of producers may enter into forward price contracts under the Dairy Forward Pricing Program...

  4. Relationship between Training Programs being Offered in State and Federal Penal Institutions and the Unfilled Job Openings in the Major Occupations in the United States.

    Science.gov (United States)

    Torrence, John Thomas

    Excluding military installations, training programs in state and federal penal institutions were surveyed, through a mailed checklist, to test the hypotheses that (1) training programs in penal institutions were not related to the unfilled job openings by major occupations in the United States, and (2) that training programs reported would have a…

  5. Jobs for the Disadvantaged: Local Programs That Work. A First Friday Report.

    Science.gov (United States)

    Rutenberg, Taly

    In the absence of Federal job initiatives, over 14 million people cannot find full or part-time work. According to a report issued by the Full Employment Action Council and the National Committee for Full Employment, they are casualties of shifts in the economy and of deficit spending that favors the affluent and the military over the poor and the…

  6. Improving Job Performance of Neighborhood Youth Corps Aides in an Urban Recreation Program

    Science.gov (United States)

    Pierce, Charles H.; Risley, Todd R.

    1974-01-01

    Neighborhood Youth Corps (NYC) aides were paid on the basis of proportion of tasks completed on a simple checklist of job performance rather than on simply being physically present. This procedure was found to be effective for increasing the level of work performance. (EH)

  7. Community College Faculty Recruitment Practices: The Effects of Applicant Gender, Instructional Programs, and Job Attributes.

    Science.gov (United States)

    Winter, Paul A.

    1998-01-01

    Describes a study that applied marketing and advertising theory to recruit community-college business faculty. The reactions of male and female target applicants to recruitment advertisements and job descriptions were assessed, with differences found between the two groups. Discusses results, and implications for practice, theory and research. (36…

  8. 76 FR 63151 - Small Business Jobs Act: 504 Loan Program Debt Refinancing

    Science.gov (United States)

    2011-10-12

    ... 2010, which authorizes projects approved for financing under Title V of the Small Business Investment...). See 76 FR 9213. This provision of the Jobs Act temporarily authorizes projects approved for financing... the Refinancing Project. Such financing will be available only if the amount of cash that will be...

  9. 42 CFR 432.30 - Training programs: General requirements.

    Science.gov (United States)

    2010-10-01

    ... SERVICES (CONTINUED) MEDICAL ASSISTANCE PROGRAMS STATE PERSONNEL ADMINISTRATION Training Programs... of the program; (2) Be related to job duties performed or to be performed by the persons trained; and (3) Be consistent with the program objectives of the agency. ...

  10. A program to reduce coronary heart disease risk by altering job stresses. Final Report, 1 Aug. 1971 - 30 Sep. 1973 - Ph.D. Thesis

    Science.gov (United States)

    Campbell, D. B.

    1973-01-01

    This study reports the design, implementation, and evaluation of a program attempting to reduce job stress by improving person-environment fit with respect to job aspects such as work load, responsibility, and interpersonal relationships. In order to assess the effects of the program, measures of both stress and strain were collected at three points in time--just prior to the program, immediately after the program, and three months after completion of the program. Measures of strain included systolic and diastolic blood pressure, determinations of glucose, cholesterol, and uric acid in the plasma, job satisfaction, and job related self-esteem. The findings were interpreted in light of both program incidents within specific experimental groups and general aspects of the program common to the experimental groups. Additional analyses indicated that both good person-environment fit with respect to participation predicts to good fit with respect to other job aspects over a three month interval and that stress causes strain, rather than the reverse.

  11. The upward trend is continuing. Booming wind power creates hundreds of new jobs; Aufwind haelt weiter an. Windkraft-Boom schafft hunderte neue Arbeitsplaetze

    Energy Technology Data Exchange (ETDEWEB)

    Hinsch, C.

    1999-08-01

    During the first half of 1999, installers of wind energy systems erected more than 600 wind turbines in all parts of Germany with a total capacity of approximately 515 megawatts. The upward trend of the last years is thus continuing. It shows in the employment sector, too: manufacturers alone created more than 500 new jobs during the first half year. A mid-term valuation is given. (orig.) [German] Im ersten Halbjahr 1999 errichteten die Windkraft-Monteure bundesweit ueber 600 Windturbinen mit einer Gesamtleistung von rund 515 Megawatt. Damit setzt sich der Aufschwung der letzten Jahre fort. Das zeigt sich auch bei der Beschaeftigung: Allein die Hersteller stellten im ersten Halbjahr ueber 500 neue Mitarbeiter ein. Eine Halbzeitbilanz wird praesentiert. (orig.)

  12. Our Continuing Program of Optical Color Measurements of Centaurs and KBOs

    Science.gov (United States)

    Romanishin, W.; Tegler, S. C.; Consolmagno, G. J.

    2012-05-01

    We report on our continuing program of BVR color measurement of Centaurs and KBOs. Most of our measurements have been made with the Vatican Advanced Technology Telescope (VATT). We report of new colors obtained through October 2011.

  13. COMPARISON BETWEEN MIXED INTEGER PROGRAMMING WITH HEURISTIC METHOD FOR JOB SHOP SCHEDULING WITH SEPARABLE SEQUENCE-DEPENDENT SETUPS

    Directory of Open Access Journals (Sweden)

    I Gede Agus Widyadana

    2001-01-01

    Full Text Available The decisions to choose appropriate tools for solving industrial problems are not just tools that achieve optimal solution only but it should consider computation time too. One of industrial problems that still difficult to achieve both criteria is scheduling problem. This paper discuss comparison between mixed integer programming which result optimal solution and heuristic method to solve job shop scheduling problem with separable sequence-dependent setup. The problems are generated and the result shows that the heuristic methods still cannot satisfy optimal solution.

  14. 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...). 199.20 Section 199.20 National Defense Department of Defense (Continued) OFFICE OF THE SECRETARY OF DEFENSE (CONTINUED) MISCELLANEOUS CIVILIAN HEALTH AND MEDICAL PROGRAM OF THE UNIFORMED SERVICES (CHAMPUS...

  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. Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

    Science.gov (United States)

    Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

    2013-01-01

    When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

  17. Keeping the "continuous" in continuous quality improvement: exploring perceived outcomes of CQI program use in community pharmacy.

    Science.gov (United States)

    Boyle, Todd A; Bishop, Andrea C; Duggan, Kellie; Reid, Carolyn; Mahaffey, Thomas; MacKinnon, Neil J; Mahaffey, Amelia

    2014-01-01

    Given the significant potential of continuous quality improvement (CQI) programs in enhancing overall levels of patient safety, community pharmacies in North America are under increasing pressure to have a formal and documented CQI program in place. However, while such initiatives may seem great on paper, in practice the outcomes of such programs to community pharmacy practice remain unclear. To explore the perceived outcomes identified by community pharmacies that adopted and actively used a standardized (i.e., common across pharmacies) CQI program for at least 1 year and to develop a framework for how such outcomes were achieved. A multi-site study of SafetyNET-Rx, a standardized and technologically sophisticated (e.g., online reporting of medication errors to a national database) CQI program, involving community pharmacies in Nova Scotia, Canada, was performed. During the summer and fall of 2011, 22 interviews were conducted with the CQI facilitators in 12 Nova Scotia community pharmacies; equally split between independent/banners and corporate chains. Of the CQI facilitators, 14 were pharmacists, while the remaining eight were pharmacy technicians. Thematic analysis following the procedures presented by Braun and Clarke was adopted to identify and explore the major outcomes. Results of the thematic analysis highlighted a number of perceived outcomes from the use of a standardized CQI program in community pharmacies, specifically: (1) perceived reduction in the number of medication errors that were occurring in the pharmacy, (2) increased awareness/confidence of individual actions related to dispensing, (3) increased understanding of the dispensing and related processes/workflow, (4) increased openness to talking about medication errors among pharmacy staff, and (5) quality and safety becoming more entrenched in the workflow (e.g., staff is more aware of their roles and responsibilities in patient safety and confident that the dispensing processes are safe and

  18. Effects of a continuing education program on nurses' pain assessment practices.

    NARCIS (Netherlands)

    Francke, A.L.; Luiken, J.B.; Schepper, A.M.E. de; Huijer Abu-Saad, H.; Grypdonck, M.

    1997-01-01

    Surgical nurses from five Dutch general hospitals participated in a continuing education program on pain assessment and management. A pretest-posttest controlled intervention study revealed that the program led to an increase in the quality of activities relevant to taking pain histories. Although

  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. Sugar daddy. Most Americans know Medicare as the health insurance program for the elderly, but to providers, it's a jobs program, a capital financier and a safety net.

    Science.gov (United States)

    Hallam, K; Gardner, J

    1999-11-08

    Most Americans know Medicare as the health insurance program that covers the elderly. But to providers it's much more that. The program pays for medical education, finances capital projects and subsidizes care for the indigent. Should Medicare continue making those add-on payments? Is that the program's mission? The debate is intensifying.

  1. Penn State continuing education program on low-level radioactive waste disposal and management: lessons learned

    International Nuclear Information System (INIS)

    Vincenti, J.R.

    1985-01-01

    Since November of 1983, The Pennsylvania State University, Institute for Research on Land and Water Resources has provided the citizens of the Commonwealth of Pennsylvania with information on low-level radioactive waste disposal and management through a continuing education program called the PIER (Public Involvement and Education on Radiation) Program. This paper will review the form, function, and development of this continuing education program and some of the lessons learned in providing citizens of the Commonwealth with information in both formal and informal educational settings

  2. Factors influencing overweight children's commencement of and continuation in a resistance training program

    Directory of Open Access Journals (Sweden)

    McGuigan Michael R

    2010-11-01

    Full Text Available Abstract Background In light of the child overweight and obesity problem in Australia, resistance training programs have been trialled as an innovative way of assisting children increase lean body mass and reduce body fat. The purpose of this study was to investigate the factors influencing overweight children's participation in a resistance training trial program. Method Parent-child pairs who participated in the trial program were invited to take part in a follow-up individual interview to discuss their program experiences. In total, 22 semi-structured interviews were conducted with 11 parent-child pairs. Results The factors found to be most relevant to program commencement among parents were a desire for their child to lose weight and gain confidence, the proximity of the venue, and no cost for participation. For children, the most relevant factors were the opportunity to build strength and improve fitness and having supportive parents who facilitated program initiation. The factors most relevant to continuation for parents were the quality of the program management, being able to stay for the sessions, the child's improved weight status, coordination, and confidence, and no cost for participation. Weight loss and improved confidence were also motivators for continuation among the children, along with pleasant social interaction with peers and trainers and ongoing parental support. Conclusion Different factors variably influence program commencement and program continuation in both parents and children. This has important implications for future interventions that aim to successfully recruit and retain intervention participants.

  3. A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program. Year 2 Report.

    Science.gov (United States)

    Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

    A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

  4. A Study of the Significant Factors That Affect the Job Placement Rates of Students Who Have Completed a HERO Program. Year Summary Report.

    Science.gov (United States)

    Instructional Development and Evaluation Associates, Inc., Berkeley, MI.

    A three-year study examined the significant factors that affect the job placement rates of students completing a Home Economics Related Occupations (HERO) program. Other purposes of the study were to develop and pilot test a model that could be used to determine factors related to student placement in a variety of vocational education programs and…

  5. Job Satisfaction and Retention of Community Nutrition Educators: The Importance of Perceived Value of the Program, Consultative Supervision, and Work Relationships

    Science.gov (United States)

    Dickin, Katherine L.; Dollahite, Jamie S.; Habicht, Jean-Pierre

    2010-01-01

    Objective: To investigate how paraprofessional Community Nutrition Educators' (CNEs') perceptions of work context relate to job satisfaction and intention to leave the position. Design: Cross-sectional statewide survey of program personnel. Setting: Expanded Food and Nutrition Education Program (EFNEP) sites (n = 32) serving low- income families…

  6. Influence of the washing program on the blood processing performance of a continuous autotransfusion device.

    Science.gov (United States)

    Yoon, Chiyul; Noh, Seungwoo; Lee, Jung Chan; Ko, Sung Ho; Ahn, Wonsik; Kim, Hee Chan

    2014-03-01

    The continuous autotransfusion system has been widely used in surgical operations. It is known that if oil is added to blood, and this mixture is then processed by an autotransfusion device, the added oil is removed and reinfusion of fat is prevented by the device. However, there is no detailed report on the influence of the particular washing program selected on the levels of blood components including blood fat after continuous autotransfusion using such a system. Fresh bovine blood samples were processed by a commercial continuous autotransfusion device using the "emergency," "quality," and "high-quality" programs, applied in random order. Complete blood count (CBC) and serum chemistry were analyzed to determine how the blood processing performance of the device changes with the washing program applied. There was no significant difference in the CBC results obtained with the three washing programs. Although all of the blood lipids in the processed blood were decreased compared to those in the blood before processing, the levels of triglyceride, phospholipid, and total cholesterol after processing via the emergency program were significantly higher than those present after processing via the quality and high-quality programs. Although the continuous autotransfusion device provided consistent hematocrit quality, the levels of some blood lipid components showed significant differences among the washing programs.

  7. Employing continuous quality improvement in community-based substance abuse programs.

    Science.gov (United States)

    Chinman, Matthew; Hunter, Sarah B; Ebener, Patricia

    2012-01-01

    This article aims to describe continuous quality improvement (CQI) for substance abuse prevention and treatment programs in a community-based organization setting. CQI (e.g., plan-do-study-act cycles (PDSA)) applied in healthcare and industry was adapted for substance abuse prevention and treatment programs in a community setting. The authors assessed the resources needed, acceptability and CQI feasibility for ten programs by evaluating CQI training workshops with program staff and a series of three qualitative interviews over a nine-month implementation period with program participants. The CQI activities, PDSA cycle progress, effort, enthusiasm, benefits and challenges were examined. Results indicated that CQI was feasible and acceptable for community-based substance abuse prevention and treatment programs; however, some notable resource challenges remain. Future studies should examine CQI impact on service quality and intended program outcomes. The study was conducted on a small number of programs. It did not assess CQI impact on service quality and intended program outcomes. Practical implications- This project shows that it is feasible to adapt CQI techniques and processes for community-based programs substance abuse prevention and treatment programs. These techniques may help community-based program managers to improve service quality and achieve program outcomes. This is one of the first studies to adapt traditional CQI techniques for community-based settings delivering substance abuse prevention and treatment programs.

  8. MPH program adaptability in a competitive marketplace: the case for continued assessment.

    Science.gov (United States)

    Caron, Rosemary M; Tutko, Holly

    2010-06-01

    In the last several years, the number of Master of Public Health (MPH) programs has increased rapidly in the US. As such, MPH programs, particularly smaller-sized ones, need to critically examine how their programs are meeting the needs and preferences of local public health practitioners. To assist in this necessity, the University of New Hampshire conducted a comprehensive educational assessment of its effectiveness as a smaller-sized, accredited MPH program. The aim of the assessment was to review the MPH program from the perspective of all stakeholders and then to agree on changes that would contribute to the fulfillment of the program's mission, as well as improve program quality and reach. The program's stakeholders examined the following components: policy development and implementation; target audience; marketing strategies; marketplace position; delivery model; curriculum design; and continuing education. Though assessment activities explored a wide array of program attributes, target audience, curriculum design, and delivery strategy presented significant challenges and opportunities for our smaller MPH Program to remain competitive. The effort put forth into conducting an in-depth assessment of the core components of our program also allowed for a comparison to the increasing number of MPH programs developing regionally. Since public health practice is changing and the education of public health practitioners must be adaptable, we propose that a routine assessment of an institution's MPH program could not only meet this need but also assist with keeping smaller, unbranded MPH programs competitive in a burgeoning marketplace.

  9. 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.

  10. 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.

  11. Work plan for the Oak Ridge National Laboratory groundwater program: Continuous groundwater collection

    International Nuclear Information System (INIS)

    1995-08-01

    The continuous collection of groundwater data is a basic and necessary part of Lockeheed Martin Energy Systems' ORNL Environmental Restoration Area-Wide Groundwater Program. Continuous groundwater data consist primarily of continually recorded groundwater levels, and in some instances, specific conductivity, pH, and/or temperature measurements. These data will be collected throughout the ORNL site. This Work Plan (WP) addresses technical objectives, equipment requirements, procedures, documentation requirements, and technical instructions for the acquisition of the continuous groundwater data. Intent of this WP is to provide an approved document that meets all the necessary requirements while retaining the flexibility necessary to effectively address ORNL's groundwater problems

  12. A continuous quality improvement program to focus a college of pharmacy on programmatic advancement.

    Science.gov (United States)

    Hall, Philip D; Dipiro, Joseph T; Rowen, Randall C; McNair, David

    2013-08-12

    To enhance the achievement of a college of pharmacy's goals for education, research, and service missions by implementing an excellence program based on the Studer Group model for continuous quality improvement. The Studer model was combined with university strategic planning for a comprehensive quality-improvement program that was implemented over 5 years. The program included identifying and measuring key performance indicators, establishing specific "pillar" goals, aligning behaviors with goals and values, and training leaders. Assessment of key performance indicators over 5 years demonstrated progress toward achieving college goals for student and faculty satisfaction, research funding, numbers of students seeking formal postgraduate training, and private giving. Implementation of a continuous quality-improvement program based on the Studer program enabled the college to focus on and meet its yearly and strategic goals for all components of its mission.

  13. 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

  14. Defense Infrastructure: Continuing Challenges in Managing DOD Lodging Programs as Army Moves to Privatize Its Program

    National Research Council Canada - National Science Library

    Holman, Barry W; Kennedy, Michael; Dickey, Claudia; Lenane, Kate; Sarapu, Leslie; Silvers, Julie; Weissman, Cheryl

    2006-01-01

    The Department of Defense (DoD) transient lodging programs were established to provide quality temporary facilities for authorized personnel, and to reduce travel costs through lower rates than commercial hotels...

  15. Does personality influence job acquisition and tenure in people with severe mental illness enrolled in supported employment programs?

    Science.gov (United States)

    Fortin, Guillaume; Lecomte, Tania; Corbière, Marc

    2017-06-01

    When employment difficulties in people with severe mental illness (SMI) occur, it could be partly linked to issues not specific to SMI, such as personality traits or problems. Despite the fact that personality has a marked influence on almost every aspect of work behavior, it has scarcely been investigated in the context of employment for people with SMI. We aimed to evaluate if personality was more predictive than clinical variables of different competitive work outcomes, namely acquisition of competitive employment, delay to acquisition and job tenure. A sample of 82 people with a SMI enrolled in supported employment programs (SEP) was recruited and asked to complete various questionnaires and interviews. Statistical analyses included logistic regressions and survival analyses (Cox regressions). Prior employment, personality problems and negative symptoms are significantly related to acquisition of a competitive employment and to delay to acquisition whereas the conscientiousness personality trait was predictive of job tenure. Our results point out the relevance of personality traits and problems as predictors of work outcomes in people with SMI registered in SEP. Future studies should recruit larger samples and also investigate these links with other factors related to work outcomes.

  16. Continuous, environmental radon monitoring program at the Yucca Mountain Site Characterization Project

    International Nuclear Information System (INIS)

    Liu, N.; Sorensen, C.D.; Tung, C.H.; Orchard, C.R.

    1995-01-01

    A continuous, environmental radon monitoring program has been established in support of the Department of Energy's (DOE) Yucca Mountain Site Characterization Project (YMP). The monitoring program is to characterize the natural radon emissions at the YMP site, to understand the existing radon concentrations in the environmental background, and to assess and control the potential work exposure. Based upon a study of the monitoring results, this paper presents a preliminary understanding of the magnitudes, characteristics, and exposure levels of radon at the YMP site

  17. Effectiveness of a 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

    2018-03-27

    This study aimed to examine the effectiveness of a 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 a PA program at moderate intensity for 60 min/session, 3 sessions/week for 12 weeks. Those in the control group (n = 38) received no PA program and 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. The PA program effectively reduced the number of risk factors for metabolic syndrome and body fat percentage, and improved physical fitness such as flexibility, muscular strength and endurance and cardiorespiratory endurance. The intervention also significantly decreased levels of serum triglyceride, total cholesterol and low-density lipoprotein cholesterol. Significant positive effects on work control, interpersonal relationships at work, global job satisfaction and quality of life were also demonstrated. This study showed that a PA program can be helpful in improving physical, physiological and psychological outcomes for overweight and sedentary employees in high-tech industries.

  18. 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.

  19. Social Services programs for social inclusion through employment: facing challenges of transverslity, multidimensionality and creation of job opportunities

    Directory of Open Access Journals (Sweden)

    Lucía Martínez-Virto

    2017-12-01

    Full Text Available In a context without employment and with high labour precarity it is necessary to rethink the activation commitments linked to the inclusion policies of social services. The main goal of this paper is to debate about the limitations, potentialities and differences in terms of inclusion capacity, about 9 socio labour programs of social services. The analysis identifies three key outcomes: the need of collaboration between social services and employment departments, the importance of creating employment opportunities for people at risk of social exclusion and guaranty the multidimensionality of the intervention. Especially in a context of high unemployment and low quality jobs. These results highlight the need to reconsider the care system that, in line of European recommendations, must focus on social investment policies.

  20. Job-Keeping and Revitalization. The Career Life Assessment Skills Series, Booklet Seven. A Program to Meet Adult Developmental Needs.

    Science.gov (United States)

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this four-part booklet examines factors that affect job satisfaction and success. After introductory material noting today's tight job market, Part I lists the qualities employers want employees to have and then discusses: (1) job survival tactics, such as remaining knowledgeable of the…

  1. Job Campaign Strategies. The Career Life Assessment Skills Series, Booklet Three. A Program to Meet Adult Developmental Needs.

    Science.gov (United States)

    Curtin, Bernadette M.; Hecklinger, Fred J.

    As part of a series on career and life planning for adults, this four-part booklet discusses job search strategies, resume writing, and job interviews. Part I discourages conventional job-hunting techniques (i.e., visiting employment agencies, researching want ads, going through company personnel offices, and sending resumes and cover letters in…

  2. Chlamydia prevalence among women and men entering the National Job Training Program: United States, 2003-2007.

    Science.gov (United States)

    Satterwhite, Catherine Lindsey; Tian, Lin H; Braxton, Jimmy; Weinstock, Hillard

    2010-02-01

    To analyze 5-year prevalence trends in Chlamydia trachomatis infections among high-risk young men and women aged 16 to 24 years entering the National Job Training Program, where universal screening is required. Entrance exams conducted in over 100 National Job Training Program centers from 2003 to 2007 were considered. Women provided cervical specimens tested using either a DNA hybridization probe (PACE 2, Gen-Probe, San Diego, CA) or a strand displacement amplification test (SDA, BD ProbeTec ET, Becton-Dickinson, Sparks, MD). In the absence of a pelvic exam, urine specimens were tested using SDA. PACE 2 testing was performed predominately from 2002 to 2005; from 2005 to 2007, SDA was used. All male testing was conducted using SDA on urine specimens. Chlamydia prevalence trends were assessed for women and men, using logistic regression models. Adjusted odds ratios (AOR), 95% confidence intervals (CI), and P-values were calculated. Approximately 15,000 women and 30,000 men were screened annually for chlamydia. Among both sexes, adjusted prevalence declined significantly from 2003 to 2007. In 2003, crude prevalence among women was 9.9%; in 2007, prevalence was 13.7%. However, after controlling for covariates, including increasingly sensitive tests, the model indicated a significant declining prevalence trend (AOR: 0.95, CI: 0.93-0.97, 4.6% decrease in odds per year). Among men, crude prevalence in 2003 was 8.4%; in 2007, prevalence was 8.3%; after controlling for possible confounding, a significant decline in prevalence was also detected (AOR: 0.98, CI: 0.96-0.99, 1.9% decrease in odds per year). In a relatively stable, high-risk population of young women and men, adjusted chlamydia prevalence declined from 2003 to 2007. Test technology plays a critical role in interpreting rates and should be considered whenever chlamydia rates are examined.

  3. Impact of a Sustained Job-Embedded Professional Development Program on Classroom Technology Integration

    Science.gov (United States)

    Grashel, Mark A.

    2014-01-01

    The purpose of this single case study was to examine a grant-funded program of professional development (PD) at a small rural high school in Ohio. Evidence has shown that the current model of technology professional development in-service sessions has had little impact on classroom technology integration. This PD program focused on 21st Century…

  4. 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.

  5. 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.

  6. 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…

  7. Disruptive Technologies: A Credible Threat to Leading Programs in Continuing Medical Education?

    Science.gov (United States)

    Christensen, Clayton M.; Armstrong, Elizabeth G.

    1998-01-01

    Disruptive technologies are simple convenient innovations that have triggered failures of some well-managed companies. They may threaten continuing medical-education programs so focused on leading-edge technology they lose sight of the very different educational needs of growing numbers of health care providers, who are turning to consultants, the…

  8. 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…

  9. A Faculty Development Program for Change and Growth. [and] Leadership Institute for Continuing Professional Education.

    Science.gov (United States)

    Wheeler, Daniel W.; Queeney, Donna S.

    1993-01-01

    The purpose of the Nebraska University Program for Renewal of Faculty is to foster systematic, planned change benefiting the individual and the institution. Penn State and Harvard Universities initiated the Leadership Institute for Continuing Professional Education to enable participants to discuss issues common to professional continuing…

  10. Seismic qualification program plan for continued operation at DOE-SRS nuclear material processing facilities

    International Nuclear Information System (INIS)

    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.IA requirements. In addition, many of the facilities were built more than 30 years ago, well before DOE standards for design were issued. The Westinghouse Savannah River Company (WSRC) his 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

  11. Continuity of operations planning in college athletic programs: The case for incorporating Federal Emergency Management Guidelines.

    Science.gov (United States)

    Hall, Stacey A; Allen, Brandon L; Phillips, Dennis

    2016-01-01

    College athletic departments have a responsibility to provide a safe environment for student-athletes; however, most colleges do not have a crisis management plan that includes procedures for displaced student-athletes or alternate facilities to perform athletic events. Continuity of operations planning ensures athletic programs are equipped to maintain essential functions during, or shortly after, a disruption of operations due to possible hazards. Previous studies have identified a lack of emergency preparedness and continuity planning in college athletic departments. The purpose of this article is to illustrate in detail one approach to disaster planning for college athletic departments, namely the Federal Emergency Management Agency (FEMA) continuity of operations framework. By adhering to FEMA guidelines and promoting a best practices model, athletic programs can effectively plan to address potential hazards, as well as protect the organization's brand, image, and financial sustainability after a crisis event.

  12. Jobs for Two Million Workers.

    Science.gov (United States)

    VocEd, 1982

    1982-01-01

    The outlook for jobs in the computer industry is excellent for people with appropriate training. The shortage of computer personnel is expected to continue, resulting in higher wages, more job mobility, increasing job security and generally greater opportunities for two million Americans by 1990. (CT)

  13. An corrigendum on the paper : Solving the job-shop scheduling problem optimally by dynamic programming (Computers and Operations Research 39(12) (2968–2977) (S0305054812000500) (10.1016/j.cor.2012.02.024))

    NARCIS (Netherlands)

    van Hoorn, Jelke J.; Nogueira, Agustín; Ojea, Ignacio; Gromicho Dos Santos, Joaquim Antonio

    2017-01-01

    In [1] an algorithm is proposed for solving the job-shop scheduling problem optimally using a dynamic programming strategy. This is, according to our knowledge, the first exact algorithm for the Job Shop problem which is not based on integer linear programming and branch and bound. Despite the

  14. 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…

  15. 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.

  16. 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.

  17. Economic Impact of a Peritoneal Dialysis Continuous Quality Improvement Program in Colombia.

    Science.gov (United States)

    Makhija, Dilip U; Walton, Surrey M; Mora, Juan P; Sanabria, Rafael M

    2017-01-01

    ♦ BACKGROUND: There is little information regarding the financial burden of peritonitis and the economic impact of continuous quality improvement (CQI) programs in peritoneal dialysis (PD) patients. The objectives of this study were to measure the costs of peritonitis, and determine the net savings of a PD CQI program in Colombia. ♦ METHODS: The Renal Therapy Services (RTS) network in Colombia, along with Coomeva EPS, provided healthcare resource utilization data for PD patients with and without peritonitis between January 2012 and December 2013. Propensity score matching and regression analysis were performed to estimate the incremental cost of peritonitis. Patient months at risk, episodes of peritonitis pre- and post-CQI, and costs of CQI were obtained. Annual net savings of the CQI program were estimated based on the number of peritonitis events prevented. ♦ RESULTS: The incremental cost of a peritonitis episode was $250. In an 8-year period, peritonitis decreased from 1,837 episodes per 38,596 patient-months in 2006 to 841 episodes per 50,910 patient-months in 2014. Overall, the CQI program prevented an estimated 10,409 episodes of peritonitis. The cost of implementing the CQI program was $147,000 in the first year and $119,000 annually thereafter. Using a five percent discount rate, the net present value of the program was $1,346,431, with an average annual net savings of $207,027. The return on investment (i.e. total savings-program cost/program cost) of CQI was 169%. ♦ CONCLUSION: Continuous quality improvement initiatives designed to reduce rates of peritonitis have a strong potential to generate cost savings. Copyright © 2017 International Society for Peritoneal Dialysis.

  18. 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

  19. 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…

  20. Stress on the Job: How Family Literacy Program Directors Perceive Occupational Stress

    Science.gov (United States)

    Sandlin, Jennifer A.; Chen, Chia-Yin

    2007-01-01

    Little research has examined stress among family literacy administrators, although studies in other contexts reveal occupational stress can lead to illness, distress, and organizational problems. This article presents findings from a recent study of stress among family literacy program directors in Texas. Findings reveal family literacy program…

  1. 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…

  2. Job satisfaction and retention of community nutrition educators: the importance of perceived value of the program, consultative supervision, and work relationships.

    Science.gov (United States)

    Dickin, Katherine L; Dollahite, Jamie S; Habicht, Jean-Pierre

    2010-01-01

    To investigate how paraprofessional Community Nutrition Educators' (CNEs') perceptions of work context relate to job satisfaction and intention to leave the position. Cross-sectional statewide survey of program personnel. Expanded Food and Nutrition Education Program (EFNEP) sites (n = 32) serving low- income families in New York. CNEs delivering EFNEP (n = 115). CNE job satisfaction and intention to leave. Multivariate regression analysis predicting work attitudes from perceived work context, CNE personality traits, and characteristics of CNEs, supervisors, and programs. Despite low satisfaction with pay, overall job satisfaction was high and intention to leave was low. Satisfaction was positively related to CNEs' perceptions of program value, work relationships, and having a voice in relevant decisions (adjusted R(2) = 0.60). Intention to leave was negatively related to perceptions of program value and supervision and satisfaction with pay (adjusted R(2) = 0.36), but the latter relationship was found only among more educated CNEs. CNEs' satisfaction and intention to leave were strongly associated with perceptions of program value, work relationships, and consultative management. Intrinsically motivating work, often viewed as the domain of professionals, is critical for the morale and retention of paraprofessional nutrition educators. Copyright 2010 Society for Nutrition Education. Published by Elsevier Inc. All rights reserved.

  3. 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 meas...

  4. 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...

  5. 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.

  6. 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 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 2002-7, which identify the start-ups and which 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 previous studies. Our findings show that while start-ups are responsible for the entire overall net job creation, incumbents account for more than a third of net job creation within...

  7. Development of Regulatory Audit Programs for Wolsong Unit 1 Continued Operation

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Hong Key; Nho, Seung Hwan; Song, Myung Ho [Korea Institute of Nuclear Safety, Daejeon (Korea, Republic of)

    2012-05-15

    Wolsong Unit 1 (PHWR type) design life expires on November 20, 2010. In relation to it, KHNP submitted its application to get approval of the MEST on December 30, 2009 and KINS is under review to confirm the appropriateness of continued operation. For the comprehensive review of Wolsong Unit 1 continued operation, KINS has developed the review guidelines for PHWR type reactor including a total of 39 aging management program (AMP) items and 7 time limited aging analysis (TLAA) items. Evaluations or calculations to verify the integrity of nuclear components are required for plant specific AMP and TLAA items as well as the ones specified in the guidelines. In this paper, audit calculation programs developed for KINS staff use in reviewing applicant's submitted evaluation results are presented

  8. 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.

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

    OpenAIRE

    Wilbur, Kerry

    2016-01-01

    Background: Distance-based continuing education opportunities are increasingly embraced by health professionals worldwide. Methods: 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 reflecti...

  10. 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.

  11. 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.

  12. The association between event learning and continuous quality improvement programs and culture of patient safety.

    Science.gov (United States)

    Mazur, Lukasz; Chera, Bhishamjit; Mosaly, Prithima; Taylor, Kinley; Tracton, Gregg; Johnson, Kendra; Comitz, Elizabeth; Adams, Robert; Pooya, Pegah; Ivy, Julie; Rockwell, John; Marks, Lawrence B

    2015-01-01

    To present our approach and results from our quality and safety program and to report their possible impact on our culture of patient safety. We created an event learning system (termed a "good catch" program) and encouraged staff to report any quality or safety concerns in real time. Events were analyzed to assess the utility of safety barriers. A formal continuous quality improvement program was created to address these reported events and make improvements. Data on perceptions of the culture of patient safety were collected using the Agency for Health Care Research and Quality survey administered before, during, and after the initiatives. Of 560 good catches reported, 367 could be ascribed to a specific step on our process map. The calculated utility of safety barriers was highest for those embedded into the pretreatment quality assurance checks performed by physicists and dosimetrists (utility score 0.53; 93 of 174) and routine checks done by therapists on the initial day of therapy. Therapists and physicists reported the highest number of good catches (24% each). Sixty-four percent of events were caused by performance issues (eg, not following standardized processes, including suboptimal communications). Of 31 initiated formal improvement events, 26 were successfully implemented and sustained, 4 were discontinued, and 1 was not implemented. Most of the continuous quality improvement program was conducted by nurses (14) and therapists (7). Percentages of positive responses in the patient safety culture survey appear to have increased on all dimensions (p continuous quality improvement programs can be successfully implemented and that there are contemporaneous improvements in the culture of safety. Copyright © 2015 American Society for Radiation Oncology. Published by Elsevier Inc. All rights reserved.

  13. 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.

  14. Chlamydia prevalence trends among women and men entering the National Job Training Program from 1990 through 2012.

    Science.gov (United States)

    Learner, Emily R; Torrone, Elizabeth A; Fine, Jason P; Pence, Brian W; Powers, Kimberly A; Miller, William C

    2018-01-26

    Evaluating chlamydia prevalence trends from sentinel surveillance is important for understanding population disease burden over time. However, prevalence trend estimates from surveillance data may be misleading if they do not account for changes in risk profiles of individuals who are screened (case mix) and changing performance of the screening tests used. We analyzed chlamydia screening data from a sentinel surveillance population of 389,555 young women (1990-2012) and 303,699 young men (2003-2012) entering the US National Job Training Program. This period follows the introduction of national chlamydia screening programs designed to prevent transmission and reduce population disease burden. After ruling out bias due to case mix, we used an expectation-maximization based maximum likelihood approach to account for measurement error from changing screening tests, and generated minimally-biased long-term chlamydia prevalence trend estimates among youth and young adults in this sentinel surveillance population. Adjusted chlamydia prevalence among women was high throughout the study period, but fell from 20% in 1990 to 12% in 2003, and remained between 12% and 14% through 2012. Adjusted prevalence among men was steady throughout the study period at approximately 7%. For both women and men, adjusted prevalence was highest among Black and American Indian youth and young adults, and in the Southern and Midwestern regions of the US throughout the study period. Our minimally-biased trend estimates provide support for an initial decrease in chlamydia prevalence among women soon after the introduction of national chlamydia screening programs. Constant chlamydia prevalence in more recent years suggests that screening may not be sufficient to further reduce chlamydia prevalence among high-risk youth and young adults.

  15. Safety implications of standardized continuous quality improvement programs in community pharmacy.

    Science.gov (United States)

    Boyle, Todd A; Ho, Certina; Mackinnon, Neil J; Mahaffey, Thomas; Taylor, Jeffrey M

    2013-06-01

    Standardized continuous quality improvement (CQI) programs combine Web-based technologies and standardized improvement processes, tools, and expectations to enable quality-related events (QREs) occurring in individual pharmacies to be shared with pharmacies in other jurisdictions. Because standardized CQI programs are still new to community pharmacy, little is known about how they impact medication safety. This research identifies key aspects of medication safety that change as a result of implementing a standardized CQI program. Fifty-three community pharmacies in Nova Scotia, Canada, adopted the SafetyNET-Rx standardized CQI program in April 2010. The Institute for Safe Medication Practices (ISMP) Canada's Medication Safety Self-Assessment (MSSA) survey was administered to these pharmacies before and 1 year into their use of the SafetyNET-Rx program. The nonparametric Wilcoxon signed-rank test was used to explore where changes in patient safety occurred as a result of SafetyNETRx use. Significant improvements occurred with quality processes and risk management, staff competence, and education, and communication of drug orders and other information. Patient education, environmental factors, and the use of devices did not show statistically significant changes. As CQI programs are designed to share learning from QREs, it is reassuring to see that the largest improvements are related to quality processes, risk management, staff competence, and education.

  16. 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.

  17. SCOPE of Pain: An Evaluation of an Opioid Risk Evaluation and Mitigation Strategy Continuing Education Program.

    Science.gov (United States)

    Alford, Daniel P; Zisblatt, Lara; Ng, Pamela; Hayes, Sean M; Peloquin, Sophie; Hardesty, Ilana; White, Julie L

    2016-01-01

    Due to the high prevalence of prescription opioid misuse, the US Food and Drug Administration (FDA) mandated a Risk Evaluation and Mitigation Strategy (REMS) requiring manufacturers of extended-release/long-acting (ER/LA) opioid analgesics to fund continuing education based on a FDA Blueprint. This article describes the Safe and Competent Opioid Prescribing Education (SCOPE of Pain) program, an ER/LA opioid analgesic REMS program, and its impact on clinician knowledge, confidence, attitudes, and self-reported clinical practice. Participants of the 3-h SCOPE of Pain training completed pre-, immediate post- and 2-month post-assessments. The primary target group (n = 2,850), and a subset (n = 476) who completed a 2-month post-assessment, consisted of clinicians licensed to prescribe ER/LA opioid analgesics, who care for patients with chronic pain and who completed the 3-h training between February 28, 2013 and June 13, 2014. Immediately post-program, there was a significant increase in correct responses to knowledge questions (60% to 84%, P ≤ 0.02) and 87% of participants planned to make practice changes. At 2-months post-program, there continued to be a significant increase in correct responses to knowledge questions (60% to 69%, P ≤ 0.03) and 67% reported increased confidence in applying safe opioid prescribing care and 86% reported implementing practice changes. There was also an improvement in alignment of desired attitudes toward safe opioid prescribing. The SCOPE of Pain program improved knowledge, attitudes, confidence, and self-reported clinical practice in safe opioid prescribing. This national REMS program holds potential to improve the safe use of opioids for the treatment of chronic pain. Published by Oxford University Press on behalf of the American Academy of Pain Medicine. 2016. This work is written by US Government employees and is in the public domain in the US.

  18. Continuity of care in dermatology residency programs in the United States.

    Science.gov (United States)

    Loh, Tiffany; Vazirnia, Aria; Afshar, Maryam; Dorschner, Robert; Paravar, Taraneh

    2017-05-15

    As established by the AccreditationCouncil for Graduate Medical Education (ACGME),dermatology residents in the United States must participate in continuity clinic. This requirement may be achieved through multiple means, allowing for program variation. To better assess continuity clinic's role in resident learning, more data on this component of graduate medical education is needed. An anonymous online survey was distributed via the American Board of Dermatology list serv to all U.S. dermatology residents. Continuity clinic organization, setting, frequency, and patient and preceptor characteristics were assessed; resident satisfaction and learning were compared. Of 231 responses, 7.8% reported continuity clinic daily, 77.1% weekly, 9.1% every other week, 3.0%monthly, 0.4% once every several months, and 2.2%only during certain blocks. Of the clinics reported,80.1% were "resident-run with attending" and 11.3%were attending-run. The rest were "resident-run with no attending" (0.9%), both resident and attending run(3.0%), or "other" (4.8%). Trainees in resident-run clinics (with attendings) reported greater continuity of care than those in attending-run clinics (p<0.001).Residents reported better teaching with attending presence during patient encounters than when attendings were present only if concerns were raised(p<0.01).

  19. Effects of a worker participatory program for improving work environments on job stressors and mental health among workers: a controlled trial.

    Science.gov (United States)

    Kobayashi, Yuka; Kaneyoshi, Akiko; Yokota, Atsuko; Kawakami, Norito

    2008-01-01

    The Mental Health Action Checklist for a Better Workplace Environment (MHACL) is a tool for a worker participatory approach to improve work environments for worker mental health. The present study investigated the effects of an organizational intervention using the MHACL on reducing job stressors and the psychological distress of workers of a manufacturing enterprise in Japan with a controlled study design. Nine of 45 departments participated in a work environment improvement program, including planning workshops, implementation and monitoring, between July and December 2005 (intervention group, n=321). The remaining 36 departments served as the control group (n=750). Outcomes (job stressors, worksite support, psychological distress, etc.), measured using the Brief Job Stress Questionnaire, as well as sick leave days taken from the company record, were recorded before and six months after the program for both groups. Among women, skill underutilization, supervisor and coworker support, psychological distress, and job satisfaction changed more favorably in the intervention group than in the control group (pparticipation in the planning workshops and among departments with a 50% or higher rate of implemented vs. planned actions. A worker participatory organizational intervention using the MHACL seems effective for promoting mental health among Japanese white-collar women.

  20. 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...

  1. 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...

  2. A continuing success - The United States Foreign Research Reactor Spent Nuclear Fuel Acceptance Program

    International Nuclear Information System (INIS)

    Mustin, Tracy P.; Clapper, Maureen; Reilly, Jill E.

    2000-01-01

    The United States Department of Energy, in consultation with the Department of State, adopted the Nuclear Weapons Nonproliferation Policy Concerning Foreign Research Reactor Spent Nuclear Fuel in May 1996. To date, the Foreign Research Reactor (FRR) Spent Nuclear Fuel (SNF) Acceptance Program, established under this policy, has completed 16 spent fuel shipments. 2,651 material test reactor (MTR) assemblies, one Slowpoke core containing less than 1 kilogram of U.S.-origin enriched uranium, 824 Training, Research, Isotope, General Atomic (TRIGA) rods, and 267 TRIGA pins from research reactors around the world have been shipped to the United States so far under this program. As the FRR SNF Acceptance Program progresses into the fifth year of implementation, a second U.S. cross country shipment has been completed, as well as a second overland truck shipment from Canada. Both the cross country shipment and the Canadian shipment were safely and successfully completed, increasing our knowledge and experience in these types of shipments. In addition, two other shipments were completed since last year's RERTR meeting. Other program activities since the last meeting included: taking pre-emptive steps to avoid license amendment pitfalls/showstoppers for spent fuel casks, publication of a revision to the Record of Decision allowing up to 16 casks per ocean going vessel, and the issuance of a cable to 16 of the 41 eligible countries reminding their governments and the reactor operators that the U.S.-origin uranium in their research reactors may be eligible for return to the United States under the Acceptance Program and urging them to begin discussions on shipping schedules. The FRR SNF program has also supported the Department's implementation of the competitive pricing policy for uranium and resumption of shipments of fresh uranium for fabrication into assemblies for research reactors. The United States Foreign Research Reactor Spent Nuclear Fuel Acceptance Program continues

  3. Financial Analysis of an Intensive Pediatric Continuous Positive Airway Pressure Program.

    Science.gov (United States)

    Riley, E Brooks; Fieldston, Evan S; Xanthopoulos, Melissa S; Beck, Suzanne E; Menello, Mary Kate; Matthews, Edward; Marcus, Carole L

    2017-02-01

    Continuous positive airway pressure (CPAP) is effective in treating obstructive sleep apnea in children, but adherence to therapy is low. Our center created an intensive program that aimed to improve adherence. Our objective was to estimate the program's efficacy, cost, revenue and break-even point in a generalizable manner relative to a standard approach. The intensive program included device consignment, behavioral psychology counseling, and follow-up telephone calls. Economic modeling considered the costs, revenue and break-even point. Costs were derived from national salary reports and the Pediatric Health Information System. The 2015 Medicare reimbursement schedule provided revenue estimates. Prior to the intensive CPAP program, only 67.6% of 244 patients initially prescribed CPAP appeared for follow-up visits and only 38.1% had titration polysomnograms. In contrast, 81.4% of 275 patients in the intensive program appeared for follow-up visits (p break-even points would need to be 1.29-2.08 times higher to cover the costs. An intensive CPAP program leads to substantially higher follow-up and CPAP titration rates, but costs are higher. While affordable at our institution due to the local payer mix and revenue, Medicare reimbursement levels would not cover estimated costs. This study highlights the need for enhanced funding for pediatric CPAP programs, due to the special needs of this population and the long-term health risks of suboptimally treated obstructive sleep apnea. © Sleep Research Society 2016. Published by Oxford University Press on behalf of the Sleep Research Society. All rights reserved. For permissions, please e-mail journals.permissions@oup.com.

  4. A Nonlinear Programming and Artificial Neural Network Approach for Optimizing the Performance of a Job Dispatching Rule in a Wafer Fabrication Factory

    Directory of Open Access Journals (Sweden)

    Toly Chen

    2012-01-01

    Full Text Available A nonlinear programming and artificial neural network approach is presented in this study to optimize the performance of a job dispatching rule in a wafer fabrication factory. The proposed methodology fuses two existing rules and constructs a nonlinear programming model to choose the best values of parameters in the two rules by dynamically maximizing the standard deviation of the slack, which has been shown to benefit scheduling performance by several studies. In addition, a more effective approach is also applied to estimate the remaining cycle time of a job, which is empirically shown to be conducive to the scheduling performance. The efficacy of the proposed methodology was validated with a simulated case; evidence was found to support its effectiveness. We also suggested several directions in which it can be exploited in the future.

  5. Impulsive Control for Continuous-Time Markov Decision Processes: A Linear Programming Approach

    Energy Technology Data Exchange (ETDEWEB)

    Dufour, F., E-mail: dufour@math.u-bordeaux1.fr [Bordeaux INP, IMB, UMR CNRS 5251 (France); Piunovskiy, A. B., E-mail: piunov@liv.ac.uk [University of Liverpool, Department of Mathematical Sciences (United Kingdom)

    2016-08-15

    In this paper, we investigate an optimization problem for continuous-time Markov decision processes with both impulsive and continuous controls. We consider the so-called constrained problem where the objective of the controller is to minimize a total expected discounted optimality criterion associated with a cost rate function while keeping other performance criteria of the same form, but associated with different cost rate functions, below some given bounds. Our model allows multiple impulses at the same time moment. The main objective of this work is to study the associated linear program defined on a space of measures including the occupation measures of the controlled process and to provide sufficient conditions to ensure the existence of an optimal control.

  6. Hamiltonian-Driven Adaptive Dynamic Programming for Continuous Nonlinear Dynamical Systems.

    Science.gov (United States)

    Yang, Yongliang; Wunsch, Donald; Yin, Yixin

    2017-08-01

    This paper presents a Hamiltonian-driven framework of adaptive dynamic programming (ADP) for continuous time nonlinear systems, which consists of evaluation of an admissible control, comparison between two different admissible policies with respect to the corresponding the performance function, and the performance improvement of an admissible control. It is showed that the Hamiltonian can serve as the temporal difference for continuous-time systems. In the Hamiltonian-driven ADP, the critic network is trained to output the value gradient. Then, the inner product between the critic and the system dynamics produces the value derivative. Under some conditions, the minimization of the Hamiltonian functional is equivalent to the value function approximation. An iterative algorithm starting from an arbitrary admissible control is presented for the optimal control approximation with its convergence proof. The implementation is accomplished by a neural network approximation. Two simulation studies demonstrate the effectiveness of Hamiltonian-driven ADP.

  7. 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.

  8. 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" .

  9. 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

  10. 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.

  11. 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.

  12. Program Support and Value of Training in Mentors' Satisfaction and Anticipated Continuation of School-Based Mentoring Relationships

    Science.gov (United States)

    McQuillin, Samuel D.; Straight, Gerald G.; Saeki, Elina

    2015-01-01

    In this study, we tested a theoretical model of training practices in school-based mentoring by comparing the differences between two mentoring programs on mentor-reported program support, value of training, relationship satisfaction, and plans to continue mentoring. The two mentoring programs that we compared were conducted at the same school and…

  13. PROTECTING CHILDREN FROM ENVIRONMENTAL THREATS - A CONTINUING EDUCATION PROGRAM FOR NURSES OF THE AMERICAN NURSES FOUNDATION/ASSOCIATION

    Science.gov (United States)

    The American Nurses Association/Foundation will develop online, in print and pre conference continuing education (CE) children's environmental health protection programs to meet the objective of the program. The first CE program is on school environments, the second on home and ...

  14. Using electronic clinical practice audits as needs assessment to produce effective continuing medical education programming.

    Science.gov (United States)

    Klein, Doug; Staples, John; Pittman, Carmen; Stepanko, Cheryl

    2012-01-01

    The traditional needs assessment used in developing continuing medical education programs typically relies on surveying physicians and tends to only capture perceived learning needs. Instead, using tools available in electronic medical record systems to perform a clinical audit on a physician's practice highlights physician-specific practice patterns. The purpose of this study was to test the feasibility of implementing an electronic clinical audit needs assessment process for family physicians in Canada. A clinical audit of 10 preventative care interventions and 10 chronic disease interventions was performed on family physician practices in Alberta, Canada. The physicians used the results from the audit to produce personalized learning needs, which were then translated into educational programming. A total of 26 family practices and 4489 patient records were audited. Documented completion rates for interventions ranged from 13% for ensuring a patient's tetanus vaccine is current to 97% of pregnant patients receiving the recommended prenatal vitamins. Electronic medical record-based needs assessments may provide a better basis for developing continuing medical education than a more traditional survey-based needs assessment. This electronic needs assessment uses the physician's own patient outcome information to assist in determining learning objectives that reflect both perceived and unperceived needs.

  15. Modelling job support, job fit, job role and job satisfaction for school of nursing sessional academic staff.

    Science.gov (United States)

    Cowin, Leanne S; Moroney, Robyn

    2018-01-01

    Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.

  16. 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.

  17. 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

  18. 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.

  19. Evaluation of a guided continuous quality improvement program in community pharmacies.

    Science.gov (United States)

    Chinthammit, Chanadda; Rupp, Michael T; Armstrong, Edward P; Modisett, Tara; Snead, Rebecca P; Warholak, Terri L

    2017-01-01

    The importance of creating and sustaining a strong culture of patient safety has been recognized as a critical component of safe medication use. This study aims to assess changes in attitudes toward patient safety culture and frequency of quality-related event (QRE) reporting after guided implementation of a continuous quality improvement (CQI) program in a panel of community pharmacies in the United States (U.S.). Twenty-one community pharmacies volunteered to participate in the project and were randomly assigned to intervention or control groups. Pharmacy staff in the intervention group received guided training to ensure full implementation of a CQI program while those in the control group partially implemented the program. Pharmacy staff in both groups completed retrospective pre-post safety culture questionnaires and reported medication errors and near misses that occurred in their practices. Rasch analysis was applied to assess questionnaire validity and reliability and to confirm if the ordinal level data approximated interval level measures. Paired t-tests and repeated measure analysis of covariance tests were subsequently used to compare observed changes in the attitudes of subjects and frequency of QREs reporting in intervention and control groups. Sixty-nine employees completed the questionnaire, a 43.9% response rate. Improvement in attitudes toward patient safety was statistically significant in the intervention group in six domains: staff, training, and skill ( p  = 0.017); patient counseling ( p  = 0.043); communication about mistakes ( p  continuous improvement ( p  < 0.001); and overall patient safety perceptions ( p  = 0.033). No significant differences were observed in QRE reporting rates between intervention and control groups. However, differences were observed in the types of QREs reported (e.g., incorrect safety cap) and the point in the prescription processing workflow where a QRE was detected (e.g., partner check station, and drug

  20. 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.

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

    Directory of Open Access Journals (Sweden)

    Kerry Wilbur

    2016-06-01

    Full Text Available Background: Distance-based continuing education opportunities are increasingly embraced by health professionals worldwide. Methods: 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. Results: Findings indicated a number of course elements for modification to enhance the structure, dialog, and autonomy of the student learning experience. Conclusion: Our process was an important exercise in quality assurance and is worthwhile for other health disciplines developing and delivering distance-based content to pursue.

  2. 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.

  3. Fitting timeseries by continuous-time Markov chains: A quadratic programming approach

    International Nuclear Information System (INIS)

    Crommelin, D.T.; Vanden-Eijnden, E.

    2006-01-01

    Construction of stochastic models that describe the effective dynamics of observables of interest is an useful instrument in various fields of application, such as physics, climate science, and finance. We present a new technique for the construction of such models. From the timeseries of an observable, we construct a discrete-in-time Markov chain and calculate the eigenspectrum of its transition probability (or stochastic) matrix. As a next step we aim to find the generator of a continuous-time Markov chain whose eigenspectrum resembles the observed eigenspectrum as closely as possible, using an appropriate norm. The generator is found by solving a minimization problem: the norm is chosen such that the object function is quadratic and convex, so that the minimization problem can be solved using quadratic programming techniques. The technique is illustrated on various toy problems as well as on datasets stemming from simulations of molecular dynamics and of atmospheric flows

  4. A program in medium energy nuclear physics. Progress report and continuation proposal October 1, 1995

    International Nuclear Information System (INIS)

    Berman, B.L.; Dhuga, K.S.

    1995-01-01

    This progress report and continuation proposal summarizes our achievements for the period from July 1, 1994 to September 30, 1995 and requests continued funding for our program in experimental medium-energy nuclear physics. The focus of our program remains the understanding of the short-range part of the strong interaction in the nuclear medium. In the past year we have focused our attention ever more sharply on experiments with real tagged photons, and we have successfully defended two new experimental proposals: Photofission of Actinide and Preactinide Nuclei at SAL and Photoproduction of the ρ Meson from the Proton with Linearly Polarized Photons at CEBAF. (We are co-spokespersons on two previously approved Hall-B experiments at CEBAF, Photoreactions on 3 He and Photoabsorption and Photofission of Nuclei.) As part of the team that is instrumenting the Photon Tagger for Hall B; we report excellent progress on the focal-plane detector array that is being built at our Nuclear Detector Laboratory, as well as progress on our plans for instrumentation of a tagged polarized-photon beam using coherent bremsstrahlung. Also, we shall soon receive a large computer system (from the SSC) which will form the basis for our new Data Analysis Center, which, like the Nuclear Detector Laboratory, will be operated under the auspices of The George Washington University Center for Nuclear Studies. Finally, during the past year we have published six more papers on the results of our measurements of pion scattering at LAMPF and of electron scattering at NIKHEF and Bates, and we can report that nearly all of the remaining papers documenting this long series of measurements are in the pipeline

  5. 78 FR 12221 - National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the...

    Science.gov (United States)

    2013-02-22

    ... that the rule does a good job implementing statutory requirements and provides a sensible approach to... some States, under pressure to meet the benchmarks, may purposely relax their matching criteria in... a State uses district- or local-level matching, it might choose to use this same method for its non...

  6. Continuous high-temperature surveillance instrumentation for Dresden-2 hydrogen water chemistry program

    International Nuclear Information System (INIS)

    Fleming, M.F.; Mitchell, R.A.; Nelson, J.L.

    1987-01-01

    The objective of this program (under EPRI Contract RP1930-11) is to install and operate a high-temperature surveillance instrumentation system capable of monitoring the length of cracks in boiling water reactor (BWR) piping during plant operation. The ability to measure crack growth in BWR power plant piping welds is important to rapidly identify the effectiveness of repairs (such as the Hydrogen Water Chemistry Program). The feasibility of a system capable of continuous ultrasonic instrumentation at 600 0 F (288 0 C) was successfully demonstrated at the Dresden-2 suction line known as N1B. This intergranular stress corrosion cracking (IGSCC) surveillance instrumentation is sound in principal, because it survived on N1B for a time period of more than nine months from April 1985 to January 1986 (the last time data were recorded). The redesigned low-profile transducer system used for this system operated successfully for the same nine-month time period. This low profile transducer fits in the two-inch space normally occupied by insulation. As a result of poor routing of the coaxial cables running from the low-profile transducer to the electrical feed-throughs between the drywell and containment, these cables melted. Other instrument cables nearby were not damaged

  7. 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.

  8. A Job-Linked Literacy Program for SPC: Are We Talking about Worker Training, Work Reorganization, or More Equitable Workplaces?

    Science.gov (United States)

    Sarmiento, Tony; Schurman, Susan

    Unions and employers currently operate in an environment that does not support investment in skill development. However, competitiveness demands that both work and the way workers are educated and trained be radically restructured. In high-performance workplaces, participatory labor-management approaches to job-linked basic skills development are…

  9. Effects of Active Labor Market Programs on the Transition Rate from Unemployment into Regular Jobs in the Slovak Republic

    NARCIS (Netherlands)

    Lubyova, M.; van Ours, J.C.

    1998-01-01

    The system of active labor market policies (ALMP) in the Slovak Republic consists to a large extent of the creation of socially purposeful and publicly useful jobs and of retraining of unemployed workers. So far, the effects of these types of active labor market policies have hardly been analyzed.

  10. Randomized Trial of the Availability, Responsiveness and Continuity (ARC) Organizational Intervention for Improving Youth Outcomes in Community Mental Health Programs

    Science.gov (United States)

    Glisson, Charles; Hemmelgarn, Anthony; Green, Philip; Williams, Nathaniel J.

    2013-01-01

    Objectives: The primary objective of the study was to assess whether the Availability, Responsiveness and Continuity (ARC) organizational intervention improved youth outcomes in community based mental health programs. The second objective was to assess whether programs with more improved organizational social contexts following the 18-month ARC…

  11. A Community-Based Continuing Care Program for the Elderly Disabled. An Evaluation of Planned Intermittent Hospital Readmission

    Science.gov (United States)

    Robertson, Duncan; And Others

    1977-01-01

    Utilizing flexible community-supporting services integrated with a hospital-based program of planned intermittent relief of the patients' supporters, patients (N=50) were maintained in the community at an average cost of 79.5 hospital bed days per patient per annum. The Continuing Care Program is an alternative to institutionalization. (Author)

  12. 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.

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

    International Nuclear Information System (INIS)

    Naus, D.J.; Oland, C.B.; Ellingwood, B.R.

    1994-01-01

    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

  14. The Effect Working Environment, Job Characteristic and Job Motivation to Job Satisfaction at Lecture Jambi Universitas

    OpenAIRE

    Rosmiati, Rosmiati; Ekawarna, Ekawarna; Haryanto, Eddy

    2017-01-01

    The objective of this research is to obtain information on the effect of working environment, job Characteristic and job motivation to job satisfaction. The population of this research is the Lecture Jambi University. The total number of the research sample was 273 Official Member of Lecture Jambi University and they were taken randomly. Data analysis technique was used path analisys with SPSS and LISREL program.The formulation of this research are: 1) Is the work environment (X1) directly in...

  15. Accreditation of Medical Education Programs: Moving From Student Outcomes to Continuous Quality Improvement Measures.

    Science.gov (United States)

    Blouin, Danielle; Tekian, Ara

    2018-03-01

    Accreditation of undergraduate medical education programs aims to ensure the quality of medical education and promote quality improvement, with the ultimate goal of providing optimal patient care. Direct linkages between accreditation and education quality are, however, difficult to establish. The literature examining the impact of accreditation predominantly focuses on student outcomes, such as performances on national examinations. However, student outcomes present challenges with regard to data availability, comparability, and contamination.The true impact of accreditation may well rest in its ability to promote continuous quality improvement (CQI) within medical education programs. The conceptual model grounding this paper suggests accreditation leads medical schools to commit resources to and engage in self-assessment activities that represent best practices of CQI, leading to the development within schools of a culture of CQI. In line with this model, measures of the impact of accreditation on medical schools need to include CQI-related markers. The CQI orientation of organizations can be measured using validated instruments from the business and management fields. Repeated determinations of medical schools' CQI orientation at various points throughout their accreditation cycles could provide additional evidence of the impact of accreditation on medical education. Strong CQI orientation should lead to high-quality medical education and would serve as a proxy marker for the quality of graduates and possibly for the quality of care they provide.It is time to move away from a focus on student outcomes as measures of the impact of accreditation and embrace additional markers, such as indicators of organizational CQI orientation.

  16. Application of international videoconferences for continuing medical education programs related to laparoscopic surgery.

    Science.gov (United States)

    Huang, Ke-Jian; Cen, Gang; Qiu, Zheng-Jun; Jiang, Tao; Cao, Jun; Fu, Chun-Yu

    2014-02-01

    Continuing medical education (CME) is an effective way for practicing physicians to acquire up-to-date clinical information. We conducted four CME seminars in 2007-2010 endorsed by the Chinese Medical Association Council on Medical Education. Overseas telelectures and live case demonstrations were introduced in each seminar via telemedicine based on a digital video transport system. Network stability and packet loss were recorded. An anonymous mini-questionnaire was conducted to evaluate the satisfaction of attendees regarding the image and sound quality, content selection, and overall evaluation. Four telelectures and five live case demonstrations were successfully conducted. Stability of the network was maintained during each videoconference. High-quality videos of 720 × 480 pixels at the rate of 30 frames per second were shown to the entire group of attendees. The time delay between Shanghai and Fukuoka, Japan, was only 0.3 s, and the packet loss was 0%. We obtained 129 valid responses to the mini-questionnaire from a total of 146 attendees. The majority of the attendees were satisfied with the quality of transmitted images and voices and with the selected contents. The overall evaluation was ranked as excellent or good. Videoconferences are excellent channels for CME programs associated with laparoscopic training.

  17. Improvement of on-the-job training procedures through utilization of modeling, imitative and other learning techniques. Open file report 2 Jan 80-30 Jun 83

    Energy Technology Data Exchange (ETDEWEB)

    Loustaunau, P.E.; Wetherby, C.; Rosenblatt, R.

    1983-06-30

    This report describes a project in which three structured underground coal mine equipment operator training programs were developed. The project was carried out in two parts. In the first part, a study was conducted to determine how on-the-job training is currently conducted in industry, and to determine the overall effectiveness of current on-the-job training. In addition, the possible application of the principles of social learning theory to on-the-job training was investigated. In the second part, three prototype on-the-job training programs were developed for shuttle car, roof bolter, and continuous miner operations. These programs were carefully structured to eliminate the shortcomings of current industrial on-the-job training identified in the study and incorporated the application of relevant principles of social learning theory. The programs are prototypes that underground coal mine training personnel can use as models to develop their own customized equipment operator training programs.

  18. Job crafting

    NARCIS (Netherlands)

    Demerouti, E.; Bakker, A.B.; Peeters, M.; Jonge, de J.; Taris, T.

    2014-01-01

    The increasing popularity of self-managing teams, re-engineering and other organizational innovations, coupled with the increased flexibility in work arrangements made possible by advances in information technology, has considerably expanded the complexity of professional jobs. Consequently, each

  19. 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...... oriented branding literature, our contribution to this stream of research is twofold: We provide an empirical account of employer branding of a grocery chain, which has repeatedly been voted among the ‘100 best companies to work for’. Second, we outline the role of symbolic compensation that employees...... of employer branding....

  20. 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...

  1. Relationships among work stress, job satisfaction, mental health, and healthy lifestyle behaviors in new graduate nurses attending the nurse athlete program: a call to action for nursing leaders.

    Science.gov (United States)

    Melnyk, Bernadette Mazurek; Hrabe, David P; Szalacha, Laura A

    2013-01-01

    Although nurses are educated to take outstanding care of others, they themselves often have poor health outcomes, including high rates of depression and obesity, which are associated with stressful work environments. Furthermore, a high percentage of new graduate nurses leave their positions in the first year of employment, resulting in exorbitant costs to health care systems. The aim of this study was to determine the relationships among key variables that influence job satisfaction and healthy lifestyle behaviors of new graduate nurses, including workplace stress, work environment, lifestyle beliefs, and mental health. A descriptive correlational design was used with baseline data from 61 new graduate nurses attending the 2-day Nurse Athlete program, a workshop that focuses on nutrition, energy management, and physical activity. Higher levels of workplace stress were associated with higher levels of depression and anxiety as well as lower levels of resiliency, job satisfaction, and healthy lifestyle beliefs. Nurse leaders and managers must invest in creating healthy work environments for new and experienced nurses as well as provide mental health screening, resources, and intervention programs that focus on education and skills-building in health promoting behaviors, including emotional regulation of stress, anxiety, and depression.

  2. 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

  3. Strong Internal Controls at Service Delivery Level Will Help Prevent CETA-Type Fraud and Abuse in Job Training Partnership Act Programs. Report to Senator Sam Nunn, Ranking Minority Member, Permanent Subcommittee on Investigations, Senate Committee on Governmental Affairs.

    Science.gov (United States)

    General Accounting Office, Washington, DC.

    The Government Accounting Office (GAO) conducted an examination of patterns and causes of fraud in Comprehensive Employment and Training Act (CETA) programs to determine how implementation of Job Training Partnership Act (JTPA) programs might be made less vulnerable to exploitation. GAO's investigation found that fraud and abuse in CETA programs…

  4. Job satisfaction at Company Teija Jousi Viikarit

    OpenAIRE

    Grönlund, Mirka

    2011-01-01

    The objective of this study is to find out the level of job satisfaction in Company Teija Jousi Viikarit. One intention is to find out what the factors affecting employees’ job satisfaction are and how to increase the job satisfaction within these fields. Another intention is to provide for the case company a complete job satisfaction survey package, which they can use continuously to keep their employee satisfaction as high as possible. The theoretical framework was based on the factors of j...

  5. 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)

  6. "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.

  7. Monthly streamflow forecasting using continuous wavelet and multi-gene genetic programming combination

    Science.gov (United States)

    Hadi, Sinan Jasim; Tombul, Mustafa

    2018-06-01

    Streamflow is an essential component of the hydrologic cycle in the regional and global scale and the main source of fresh water supply. It is highly associated with natural disasters, such as droughts and floods. Therefore, accurate streamflow forecasting is essential. Forecasting streamflow in general and monthly streamflow in particular is a complex process that cannot be handled by data-driven models (DDMs) only and requires pre-processing. Wavelet transformation is a pre-processing technique; however, application of continuous wavelet transformation (CWT) produces many scales that cause deterioration in the performance of any DDM because of the high number of redundant variables. This study proposes multigene genetic programming (MGGP) as a selection tool. After the CWT analysis, it selects important scales to be imposed into the artificial neural network (ANN). A basin located in the southeast of Turkey is selected as case study to prove the forecasting ability of the proposed model. One month ahead downstream flow is used as output, and downstream flow, upstream, rainfall, temperature, and potential evapotranspiration with associated lags are used as inputs. Before modeling, wavelet coherence transformation (WCT) analysis was conducted to analyze the relationship between variables in the time-frequency domain. Several combinations were developed to investigate the effect of the variables on streamflow forecasting. The results indicated a high localized correlation between the streamflow and other variables, especially the upstream. In the models of the standalone layout where the data were entered to ANN and MGGP without CWT, the performance is found poor. In the best-scale layout, where the best scale of the CWT identified as the highest correlated scale is chosen and enters to ANN and MGGP, the performance increased slightly. Using the proposed model, the performance improved dramatically particularly in forecasting the peak values because of the inclusion

  8. 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

  9. 78 FR 53149 - Medicare and Medicaid Programs: Continued Approval of American Osteopathic Association/Healthcare...

    Science.gov (United States)

    2013-08-28

    ... the requirements at Sec. 482.41(c)(4), AOA/HFAP revised its standards to include the National Fire... Insurance Program; and No. 93.774, Medicare--Supplementary Medical Insurance Program) Dated: July 19, 2013...

  10. Nonmotorized transportation pilot program : continued progress in developing walking and bicycling networks - May 2014

    Science.gov (United States)

    2014-05-01

    In 2005, the United States Congress directed the Federal Highway Administration (FHWA) to develop the Nonmotorized Transportation Pilot Program (NTPP). The program provided over $25 million in contract authority to four pilot communities (Columbia, M...

  11. Job insecurity and health.

    Science.gov (United States)

    McDonough, P

    2000-01-01

    As employers respond to new competitive pressures of global capitalism through layoffs and the casualization of labor, job insecurity affects a growing number of workers. It appears to harm mental health, but less is known about its effects on physical health and health behaviors and the mechanisms through which it may act. The prevailing individual-centered conceptualization of job insecurity as the perception of a threat to job continuity precludes systematic investigation of the social patterning of its health effects. Analysis of data from a 1994 Canadian national probability sample of adults determined that high levels of job insecurity lowered self-rated health and increased distress and the use of medications, but had no impact on heavy drinking. The findings support one possible mechanism of action whereby job insecurity reduces feelings of control over one's environment and opportunities for positive self-evaluation; these psychological experiences, in turn, have deleterious health consequences. There is little evidence of social patterning of this relationship by gender, education, household income, age, marital status, and social support at work.

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

    OpenAIRE

    DM Seegmuller; SE Visagie; HC de Kock; WJ Pienaar

    2007-01-01

    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. Furthermore, some jobs (restricted to subsets of the total pool of jobs) can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemen...

  13. The facilitators and barriers to nurses' participation in continuing education programs: a mixed method explanatory sequential study.

    Science.gov (United States)

    Shahhosseini, Zohreh; Hamzehgardeshi, Zeinab

    2014-11-30

    Since several factors affect nurses' participation in Continuing Education, and that nurses' Continuing Education affects patients' and community health status, it is essential to know facilitators and barriers of participation in Continuing Education programs and plan accordingly. This mixed approach study aimed to investigate the facilitators and barriers of nurses' participation, to explore nurses' perception of the most common facilitators and barriers. An explanatory sequential mixed methods design with follow up explanations variant were used, and it involved collecting quantitative data (361 nurses) first and then explaining the quantitative results with in-depth interviews during a qualitative study. The results showed that the mean score of facilitators to nurses' participation in Continuing Education was significantly higher than the mean score of barriers (61.99 ± 10.85 versus 51.17 ± 12.83; pEducation was related to "Update my knowledge". By reviewing the handwritings in qualitative phase, two main levels of updating information and professional skills were extracted as the most common facilitators and lack of support as the most common barrier to nurses' participation in continuing education program. According to important role Continuing Education on professional skills, nurse managers should facilitate the nurse' participation in the Continues Education.

  14. 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…

  15. Family Friendly Policies and Performance-Based Pay in Companies' Employment Management in Japan : Its Effect on Work Life Balance Satisfaction and Willingness to Job continuity

    OpenAIRE

    菅原, 佑香

    2012-01-01

    The Purpose of this paper is to examine the influence of firm's family friendly policies and also the recent introduction of as performance based wage system on employee's motivation. The motivation was measured in terms of work life balance satisfaction and willingness to continuity to work at the same workplace. To analyze these effects, I used probit model and ordinary least squares (OLS), and two step least squares. The main findings is as follows (1) Introduction of various family friend...

  16. [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

  17. 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,…

  18. 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…

  19. 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…

  20. Motivations and Perceived Benefits of Older Learners in a Public Continuing Education Program: Influence of Gender, Income, and Health

    Science.gov (United States)

    Narushima, Miya; Liu, Jian; Diestelkamp, Naomi

    2013-01-01

    The demographic shift towards an older population combined with the increasing demand for self-reliance and community-based care for the elderly calls for a thorough examination of continuing education programs in local communities as a viable means of promoting successful and active aging. This study examined patterns of older adults' motivations…

  1. Predicting Workplace Transfer of Learning: A Study of Adult Learners Enrolled in a Continuing Professional Education Training Program

    Science.gov (United States)

    Nafukho, Fredrick Muyia; Alfred, Mary; Chakraborty, Misha; Johnson, Michelle; Cherrstrom, Catherine A.

    2017-01-01

    Purpose: The primary purpose of this study was to predict transfer of learning to workplace among adult learners enrolled in a continuing professional education (CPE) training program, specifically training courses offered through face-to-face, blended and online instruction formats. The study examined the predictive capacity of trainee…

  2. The influence of a continuing education program on the image interpretation accuracy of rural radiographers.

    Science.gov (United States)

    Smith, Tony N; Traise, Peter; Cook, Aiden

    2009-01-01

    In regional, rural and remote clinical practice, radiographers work closely with medical members of the acute care team in the interpretation of radiographic images, particularly when no radiologist is available. However, the misreading of radiographs by non-radiologist physicians has been shown to be the most common type of clinical error in the emergency department. Further, in Australia few rural radiographers are specifically trained to interpret and report on images. This study aimed to evaluate the accuracy of a group of rural radiographers in interpreting musculoskeletal plain radiographs, and to assess the effectiveness of continuing education (CE) in improving their accuracy within a short time frame. Following ethics approval, 16 rural radiographers were recruited to the study. At inception a purpose-designed 'test-object' of 25 cases compiled by a radiologist was used to assess image interpretation accuracy. The cases were categorised into three grades of complexity. The radiographers entered their answers on a structured radiographer opinion form (ROF) that had three levels of response - 'general opinion', 'observations' and 'open comment'. Subsequent to base-line testing, the radiographers participated in a CE program aimed at improving their image interpretation skills. After a 4 month period they were re-tested using the same methodology. The ROFs were scored by the radiologist and the pooled results analysed for statistically significant changes at all ROF levels and grades of complexity. While for the small number of less complex grade 1 cases there was no change in image interpretation accuracy, for the more numerous and more complex grade 2 and grade 3 cases there was a statistically significant improvement at the 'general opinion' and 'observation' levels (paired t-test, p radiologist. However, radiographers' ability to use radiological vocabulary needs improvement. The complementary role that exists between radiographers and other members of

  3. Job Satisfaction

    African Journals Online (AJOL)

    Administrator

    Job Satisfaction: Rural Versus Urban Primary Health Care Workers'. Perception in ... doing it well, and being suitably rewarded for one's efforts. Several ... community recognition of their work and improved staff relationship. ..... study found important differences about attractors to ... their work, work-life balance, bureaucracy.

  4. 77 FR 4688 - National School Lunch Program: Direct Certification Continuous Improvement Plans Required by the...

    Science.gov (United States)

    2012-01-31

    ... local educational agencies (LEAs) that participate in the NSLP and/or School Breakfast Program to... performance benchmarks for directly certifying for free school meals those children who are members of... requirements, School breakfast and lunch programs. 7 CFR Part 272 Alaska, Civil rights, Claims, Food stamps...

  5. Federal Programs Supporting Educational Change, Vol. VII: Factors Affecting Implementation and Continuation.

    Science.gov (United States)

    Berman, Paul; And Others

    This report is one of three volumes that describe the second phase of a study that examined the implementation of four federal change agent programs related to education. Phase 2 of the study focused on what happens to local projects in the two largest change agent programs--ESEA Title III and ESEA Title VII--when federal funding stops. This…

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

    Science.gov (United States)

    2013-02-01

    ..., if effective prices are greater than specified target prices during the 2013 marketing year, there... the USDA Target Center at (202) 720-2600 (voice and TDD). SUPPLEMENTARY INFORMATION: ATRA (Pub. L. 112... Program (DPPSP), Dairy Indemnity Payment Program (DIPP), Marketing Assistance Loans (MAL), Loan Deficiency...

  7. Job autonomy and job satisfaction: new evidence

    OpenAIRE

    Taylor, J; Bradley, S; Nguyen, A N

    2003-01-01

    This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, ...

  8. 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.

  9. 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...

  10. 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…

  11. 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...

  12. 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.

  13. Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program

    Science.gov (United States)

    Schultz, Caroline; Seith, David

    2011-01-01

    The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

  14. 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...

  15. 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...

  16. PROGRAM NETWORK FOR CONTINUING EDUCATION TEACHER SPECIAL EDUCATION IN E-LEARNING INSTITUTION COURSE OF ASSISTIVE TECHNOLOGY

    Directory of Open Access Journals (Sweden)

    Danielle Aparecida Nascimento dos Santos

    2012-12-01

    Full Text Available We describe the analysis of a course in distance mode for the use of Assistive Technology promoted through a Continuing Education Program for Teachers in Special Education from the Ministry of Education. Thus, we performed an analysis of documents (notices, references, manual Course: Assistive Technology, Projects and Accessibility: Promoting Inclusion School (Course TA.The course objective is to support the development of theoretical and practical knowledge to the students in attendance target of special educationin public schools.Thus, we believe that the demonstrations participant teachers are scoring on the need to participate in a process of continuous training on Special Education from the perspective of inclusive education.

  17. 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.

  18. Machine Shop Suggested Job and Task Sheets. Part II. 21 Advanced Jobs.

    Science.gov (United States)

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of advanced job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-one advanced machine shop job sheets are included. Some or all of this material is provided for each job: an introductory sheet with aim, checking…

  19. Machine Shop Suggested Job and Task Sheets. Part I. 25 Elementary Jobs.

    Science.gov (United States)

    Texas A and M Univ., College Station. Vocational Instructional Services.

    This volume consists of elementary job and task sheets adaptable for use in the regular vocational industrial education programs for the training of machinists and machine shop operators. Twenty-five simple machine shop job sheets are included. Some or all of this material is provided for each job sheet: an introductory sheet with aim, checking…

  20. A case study in R and D productivity: Helping the program manager cope with job stress and improve communication effectiveness

    Science.gov (United States)

    Bodensteiner, W. D.; Gerloff, E. A.

    1985-01-01

    Certain structural changes in the Naval Material Command which resulted from a comparison of its operations to those of selected large-scale private sector companies are described. Central to the change was a reduction in the number of formal reports from systems commands to headquarters, and the provision of Program Management Assistance Teams (at the request of the program manager) to help resolve project problems. It is believed that these changes improved communication and information-processing, reduced program manager stress, and resulted in improved productivity.

  1. The "Trainer in Your Pocket:" Mobile Phones within a Teacher Continuing Professional Development Program in Bangladesh

    Science.gov (United States)

    Walsh, Christopher S.; Power, Tom; Khatoon, Masuda; Biswas, Sudeb Kumar; Paul, Ashok Kumar; Sarkar, Bikash Chandra; Griffiths, Malcolm

    2013-01-01

    Examples of mobile phones being used with teachers to provide continuing professional development (CPD) in emerging economies at scale are largely absent from the research literature. We outline English in Action's (EIA) model for providing 80,000 teachers with CPD to improve their communicative language teaching in Bangladesh over nine years.…

  2. Articulation Works for Most Community College Transfer Students, But Some Problems Continue. OPPAGA Program Review.

    Science.gov (United States)

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

    The Florida legislature has passed several reforms designed to shorten the time it takes students to obtain their degrees. Although the reforms have produced benefits, some articulation problems continue. The problems include the following: (1) One in five (20%) AA transfer students take a semester or more of lower division courses at a…

  3. 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…

  4. The Feasibility of a Continuous Learning Year Program at Fashion Institute of Technology.

    Science.gov (United States)

    Thomas, George Isaiah

    This feasibility study provides the Fashion Institute of Technology with a number of continuous-learning-year calendar choices, along with several suggestions regarding implementation procedures. The nature of the implementation process and the issues confronting the college administrator who is willing to reschedule the college year to facilitate…

  5. 76 FR 59134 - Medicare and Medicaid Programs; Approval of the Joint Commission's Continued Deeming Authority...

    Science.gov (United States)

    2011-09-23

    ... address the requirement that physician assistants, nurse practitioners, or clinical nurse specialists.... SUMMARY: This notice announces our decision to approve the Joint Commission for continued recognition as a... complaints against accredited facilities. ++ Survey review and decision-making process for accreditation. A...

  6. Re-Culturing Educator Preparation Programs: A Collaborative Case Study of Continuous Improvement

    Science.gov (United States)

    Snow, Jennifer; Dismuke, Sherry; Zenkert, A. J.; Loffer, Carolyn

    2017-01-01

    Teacher educators at one institution of higher education collaborated to reculture systems for a focus on continuous improvement even within mounting accountability pressures. A framework of social network theory allowed for themes to develop around layered interactions of faculty, processes, and professional capital. Findings focused on people,…

  7. Steve Jobs

    OpenAIRE

    Christensen, Julie Sophie; Nielsen, Jonas; Mørk, Maj Keum Ji Helweg; Mammen, Diana; Kristiansen, Mikkel Vestergaard; Welch, Nadia Guldbæk

    2013-01-01

    Apple is perhaps today one of the most successful technological brands on the market. This company has introduced various products to the consumers, which in a relatively short time has managed to establish a world wide trend based on a functional and aesthetic design. In this project, the primary interest lies in how Apple has achieved this kind of success revolved around the late founder Steve Jobs, who undoubtedly appears as one of the central figures in creating the status that Apple has ...

  8. 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

    2018-06-01

    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

  9. FAA Training. Continued Improvements Needed in FAA's Controller Field Training Program. Report to Congressional Requesters.

    Science.gov (United States)

    General Accounting Office, Washington, DC. Resources, Community, and Economic Development Div.

    Having examined the Federal Aviation Administration's (FAA) current program for providing field training to developmental and full-performance-level air traffic controllers, the General Accounting Office (GAO) recommends ensuring that FAA and contractor personnel are providing training consistently and uniformly. Further changes needed to ensure…

  10. 14 CFR 121.374 - Continuous airworthiness maintenance program (CAMP) for two-engine ETOPS.

    Science.gov (United States)

    2010-01-01

    ... problems and verify satisfactory corrective action. The verification program must include ground... desired power or thrust. (v) Inadvertent fuel loss or unavailability, or uncorrectable fuel imbalance in... approved power levels and in all expected environmental conditions without exceeding approved engine limits...

  11. 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…

  12. 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.…

  13. 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…

  14. 77 FR 43084 - Multiple Award Schedule (MAS) Program Continuous Open Season-Operational Change

    Science.gov (United States)

    2012-07-23

    ... (GSA), Federal Acquisition Service (FAS) intends to institute a Demand Based Model (DBM) designed to... will restore and maintain the MAS program's value to Federal agencies as a streamlined acquisition... adding innovative solutions, improving pricing and simplifying the buying experience. DATES: This change...

  15. Continuing Care in High Schools: A Descriptive Study of Recovery High School Programs

    Science.gov (United States)

    Finch, Andrew J.; Moberg, D. Paul; Krupp, Amanda Lawton

    2014-01-01

    Data from 17 recovery high schools suggest programs are dynamic and vary in enrollment, fiscal stability, governance, staffing, and organizational structure. Schools struggle with enrollment, funding, lack of primary treatment accessibility, academic rigor, and institutional support. Still, for adolescents having received treatment for substance…

  16. A Continuous Quality Improvement Airway Program Results in Sustained Increases in Intubation Success.

    Science.gov (United States)

    Olvera, David J; Stuhlmiller, David F E; Wolfe, Allen; Swearingen, Charles F; Pennington, Troy; Davis, Daniel P

    2018-02-21

    Airway management is a critical skill for air medical providers, including the use of rapid sequence intubation (RSI) medications. Mediocre success rates and a high incidence of complications has challenged air medical providers to improve training and performance improvement efforts to improve clinical performance. The aim of this research was to describe the experience with a novel, integrated advanced airway management program across a large air medical company and explore the impact of the program on improvement in RSI success. The Helicopter Advanced Resuscitation Training (HeART) program was implemented across 160 bases in 2015. The HeART program includes a novel conceptual framework based on thorough understanding of physiology, critical thinking using a novel algorithm, difficult airway predictive tools, training in the optimal use of specific airway techniques and devices, and integrated performance improvement efforts to address opportunities for improvement. The C-MAC video/direct laryngoscope and high-fidelity human patient simulation laboratories were implemented during the study period. Chi-square test for trend was used to evaluate for improvements in airway management and RSI success (overall intubation success, first-attempt success, first-attempt success without desaturation) over the 25-month study period following HeART implementation. A total of 5,132 patients underwent RSI during the study period. Improvements in first-attempt intubation success (85% to 95%, p improving RSI intubation performance in a large air medical company.

  17. 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.

  18. Implementing 'Continuous Improvement' in the U.S. Nuclear Regulatory Commission's Decommissioning Program

    International Nuclear Information System (INIS)

    Orlando, D. A.; Buckley, J. T.; Johnson, R. L.; Gillen, D. M.

    2006-01-01

    The United States Nuclear Regulatory Commission's (US NRC's) comprehensive decommissioning program encompasses the decommissioning of all US NRC licensed facilities, ranging from the termination of routine licenses for sealed sources, to the closure of complex materials sites and nuclear power reactor facilities. Of the approximately 200 materials licenses that are terminated each year, most are routine and require little, if any, remediation to meet the US NRC unrestricted release criteria. However, some present technical and policy challenges that require large expenditures of resources, including a few complex materials sites that have requested license termination under the restricted-use provisions of 10 CFR 20.1403. Fiscal constraints to reduce budgeted resources in the decommissioning program, as well as concerns over the time to complete the decommissioning process have led to actions to improve the program and use resources more efficiently. In addition, the US NRC's Strategic Plan requires efforts to identify and implement improvements to US NRC programs in order to improve efficiency, effectiveness, timeliness, and openness, of the US NRC's activities, while maintaining the necessary focus on safety. Decommissioning regulations, and more recently the analysis of several issues associated with implementing those regulations, also have been significant catalysts for improvements in the decommissioning program. Actions in response to these catalysts have resulted in a program focused on the management of complex sites in a comprehensive, consistent, and risk-informed manner, as opposed to the past practice of focusing on sites deemed to be problematic. This paper describes the current status of the decommissioning of US NRC-licensed nuclear facilities, including an overview of recent decommissioning project completion efforts. It provides a detailed summary of past, current, and future improvements in the US NRC decommissioning program including the

  19. 75 FR 53689 - Creation of the Fiscal Year (FY) 2011 “Environmental Workforce Development and Job Training...

    Science.gov (United States)

    2010-09-01

    ... Workforce Development and Job Training Grants Program,'' Formerly Referred to as the ``Brownfields Job... collaborate on workforce development and job training with other programs within OSWER to develop a job... ``Brownfields Job Training Grants Program'' was expanded and will now be referred to as the ``Environmental...

  20. Application of International Videoconferences for Continuing Medical Education Programs Related to Laparoscopic Surgery

    OpenAIRE

    Huang, Ke-Jian; Cen, Gang; Qiu, Zheng-Jun; Jiang, Tao; Cao, Jun; Fu, Chun-Yu

    2014-01-01

    Background: Continuing medical education (CME) is an effective way for practicing physicians to acquire up-to-date clinical information. Materials and Methods: We conducted four CME seminars in 2007–2010 endorsed by the Chinese Medical Association Council on Medical Education. Overseas telelectures and live case demonstrations were introduced in each seminar via telemedicine based on a digital video transport system. Network stability and packet loss were recorded. An anonymous mini-...

  1. How do homeless adults change their lives after completing an intensive job-skills program? A prospective study.

    Science.gov (United States)

    Gray, Heather M; Nelson, Sarah E; Shaffer, Howard J; Stebbins, Patricia; Farina, Andrea Ryan

    2017-09-01

    Among people experiencing homelessness, difficulty securing housing is often compounded by concurrent challenges including unemployment, chronic illness, criminal justice involvement, and victimization. The Moving Ahead Program (MAP) is a vocational rehabilitation program that seeks to help adults facing these challenges to secure competitive employment. We prospectively studied how MAP graduates (N = 97) changed from the beginning of MAP to about six months after graduation. We observed a variety of positive outcomes not just in employment and housing but also in health, substance use, and criminal justice involvement. However, these gains were not universal; for instance, participants were less likely to report positive outcomes at follow-up if they started MAP with a serious mental illness, made relatively small gains in work skills, or did not seek mental health treatment during the six months after they completed MAP. These findings might encourage program staff to devote additional resources toward supporting at-risk students.

  2. A pc program for the fast assessment of long-arc shrouds and continuous-tie arrangements

    International Nuclear Information System (INIS)

    Wan, S.M.; Lam. T.C.T.; Redding, M.L.; Ortolano, R.J.

    1991-01-01

    This paper reports that a computer program LARC (Long-arc Axial Response Calculation) has been successfully developed to achieve the fast assessment for the effectiveness of a proposed long-arc shroud or continuous-tie arrangement, with respect to the axial modes of vibration. The program allows designers/analysts to conveniently perform modal as well as forced harmonic response calculations for various proposed blade group arrangements. Comparisons between responses for different group lengths will indicate the susceptibility of each grouping to strong dynamic response. LARC is a PC-based program with a user-friendly interface and graphic display. Natural frequencies are calculated by an eigenvalue extraction technique. Resonant response, obtained in term s of the axial displacement at the blade tip, will provide analysts with the information necessary to evaluate the potential success of the proposed configuration. Test case results from LARC compare well against results from BLADE

  3. PSIP: Where the Jobs Are.

    Science.gov (United States)

    Brown, Stephen

    1979-01-01

    The Private Sector Initiative Program (PSIP), Title VII of the Comprehensive Employment and Training Act (CETA), is planned to put employment and training back in private business through grants to employers for on-the-job training programs, with private industry councils as links between business and industry and the federal government. (MF)

  4. Real-Time Monitoring and Evaluation of a Visual-Based Cervical Cancer Screening Program Using a Decision Support Job Aid

    Directory of Open Access Journals (Sweden)

    Curtis W. Peterson

    2016-05-01

    Full Text Available In many developing nations, cervical cancer screening is done by visual inspection with acetic acid (VIA. Monitoring and evaluation (M&E of such screening programs is challenging. An enhanced visual assessment (EVA system was developed to augment VIA procedures in low-resource settings. The EVA System consists of a mobile colposcope built around a smartphone, and an online image portal for storing and annotating images. A smartphone app is used to control the mobile colposcope, and upload pictures to the image portal. In this paper, a new app feature that documents clinical decisions using an integrated job aid was deployed in a cervical cancer screening camp in Kenya. Six organizations conducting VIA used the EVA System to screen 824 patients over the course of a week, and providers recorded their diagnoses and treatments in the application. Real-time aggregated statistics were broadcast on a public website. Screening organizations were able to assess the number of patients screened, alongside treatment rates, and the patients who tested positive and required treatment in real time, which allowed them to make adjustments as needed. The real-time M&E enabled by “smart” diagnostic medical devices holds promise for broader use in screening programs in low-resource settings.

  5. Real-Time Monitoring and Evaluation of a Visual-Based Cervical Cancer Screening Program Using a Decision Support Job Aid.

    Science.gov (United States)

    Peterson, Curtis W; Rose, Donny; Mink, Jonah; Levitz, David

    2016-05-16

    In many developing nations, cervical cancer screening is done by visual inspection with acetic acid (VIA). Monitoring and evaluation (M&E) of such screening programs is challenging. An enhanced visual assessment (EVA) system was developed to augment VIA procedures in low-resource settings. The EVA System consists of a mobile colposcope built around a smartphone, and an online image portal for storing and annotating images. A smartphone app is used to control the mobile colposcope, and upload pictures to the image portal. In this paper, a new app feature that documents clinical decisions using an integrated job aid was deployed in a cervical cancer screening camp in Kenya. Six organizations conducting VIA used the EVA System to screen 824 patients over the course of a week, and providers recorded their diagnoses and treatments in the application. Real-time aggregated statistics were broadcast on a public website. Screening organizations were able to assess the number of patients screened, alongside treatment rates, and the patients who tested positive and required treatment in real time, which allowed them to make adjustments as needed. The real-time M&E enabled by "smart" diagnostic medical devices holds promise for broader use in screening programs in low-resource settings.

  6. Building America's Job Skills with Effective Workforce Programs: A Training Strategy to Raise Wages and Increase Work Opportunities. Strategy Paper

    Science.gov (United States)

    Greenstone, Michael; Looney, Adam

    2011-01-01

    This paper discusses the importance of effective training and workforce development programs as part of a broader strategy to increase the competitiveness of American workers. Although rapid technological change and increasing global competition have delivered great economic benefits to the U.S. economy overall, the development of new and more…

  7. Promoting sustainability in quality improvement: an evaluation of a web-based continuing education program in blood pressure measurement.

    Science.gov (United States)

    Block, Lauren; Flynn, Sarah J; Cooper, Lisa A; Lentz, Caroline; Hull, Tammie; Dietz, Katherine B; Boonyasai, Romsai T

    2018-01-10

    The accuracy of blood pressure measurement is variable in office-based settings. Even when staff training programs are effective, knowledge and skills decay over time, supporting the need for ongoing staff training. We evaluated whether a web-based continuing education program in blood pressure measurement reinforced knowledge and skills among clinical staff and promoted sustainability of an existing quality improvement program. Medical assistants and nurses at six primary care clinics within a health system enrolled in a 30-min online educational program designed to refresh their knowledge of blood pressure measurement. A 20-question pre- and post-intervention survey addressed learners' knowledge and attitudes. Direct observation of blood pressure measurement technique before and after the intervention was performed. Differences in responses to pre- and post-module knowledge and attitudes questions and in observation data were analyzed using chi-square tests and simple logistic regression. All 88 clinical staff members participated in the program and completed the evaluation survey. Participants answered 80.6% of questions correctly before the module and 93.4% afterwards (p blood pressure measurement were high at baseline and did not improve significantly. Prior to the intervention, staff adhered to 9 of 18 elements of the recommended technique during at least 90% of observations. Following the program, staff was more likely to explain the protocol, provide a rest period, measure an average blood pressure, and record the average blood pressure, but less likely to measure blood pressure with the arm at heart level and use the right arm. We designed, implemented, and evaluated a web-based educational program to improve knowledge, skills, and attitudes in blood pressure measurement and use of an automated device among nurses and medical assistants in ambulatory care. The program reinforced knowledge related to recommended blood pressure measurement technique

  8. Dynamic Programming Algorithms for Planning and Robotics in Continuous Domains and the Hamilton-Jacobi Equation

    Science.gov (United States)

    2008-09-22

    function essentially binary • Value function measures cost to go – Solution of Eikonal equation – Gradient determines optimal control typical laser...of nodes – Dijkstra’s algorithm is essentially unchanged • Continuous space – Static HJ PDE no longer reduces to the Eikonal equation – Gradient of ϑ...bounded: ||·||1 • If action is bounded in ||·||p, then value function is solution of “ Eikonal ” equation ||ϑ(x)||p* = c(x) in the dual norm p* – p = 1

  9. Talking about the job

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte; Strunck, Jeanne

    2016-01-01

    Talking about the job: The influence of management on leadership discourses Over the past decades, much research has been carried out to detail and analyse the uneven distribution of men and women in management positions (Acker 1990; Billing and Alvesson 2000; Österlind and Haake 2010). In Denmark......, this has been visible in banks and building societies where men would occupy the vast majority of senior positions, and women would be predominant in lower-ranking jobs, making it extremely difficult to climb the career ladder (Ellehave and Søndergaard 2006; Holmgreen 2009; Strunck 2013). One...... of the reasons for this is that gender inequalities continue to exist because they are deeply embedded in social structures and organisational processes, and not least upheld by the male managers whose positions are challenged by women’s entry into management (Schein 2007). In studies, this is referred...

  10. 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.

  11. Regulatory changes and market volatility -- Continuing uncertainties in the reformulated gasoline program

    International Nuclear Information System (INIS)

    Thompson, R.P.

    1995-01-01

    The paper discusses the reformulated gasoline market. After several years of discussions, negotiations, and planning on the parts of the oil industry, EPA, and the New York Mercantile Exchange, the introduction of reformulated gasoline was executed without problems. Ample inventories were in place for distribution in December and January. Then 28 counties in Pennsylvania, 9 in New York, and 2 in Maine made requests to opt-out of the reformulated gasoline program. EPA, 10 days later, allowed this. The paper describes what this inadequate notice of the reversal of regulations had on the futures market and the uncertainties still in the market

  12. 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...

  13. Supporting SMEs in creating jobs

    Directory of Open Access Journals (Sweden)

    Daniela PASNICU

    2018-03-01

    Full Text Available SMEs are the most dynamic sector of the economy, representing a key factor in employment growth. Although SMEs have been severely affected by the economic crisis from 2008, they continue to be a more and more important source of generating jobs, regardless of size class. Given the differentiated contribution of SMEs to job creation as a result of their heterogeneity, the article analyses the dynamics of staff in enterprises by size classes and activities of the national economy. The statistical analysis is followed by a SWOT analysis of policies and tools to support SMEs in creating jobs both with direct action - management, recruitment, training and indirectly action by addressing general business issues. Measures that support the economic growth of SMEs through internationalization, innovation and improved access to finance foster competitiveness and, implicitly, the creation of new jobs.

  14. Using Interprofessional Learning for Continuing Education: Development and Evaluation of the Graduate Certificate Program in Health Professional Education for Clinicians.

    Science.gov (United States)

    Henderson, Saras; Dalton, Megan; Cartmel, Jennifer

    2016-01-01

    Health professionals may be expert clinicians but do not automatically make effective teachers and need educational development. In response, a team of health academics at an Australian university developed and evaluated the continuing education Graduate Certificate in Health Professional Education Program using an interprofessional learning model. The model was informed by Collins interactional expertise and Knowles adult learning theories. The team collaboratively developed and taught four courses in the program. Blended learning methods such as web-based learning, face-to-face workshops, and online discussion forums were used. Twenty-seven multidisciplinary participants enrolled in the inaugural program. Focus group interview, self-report questionnaires, and teacher observations were used to evaluate the program. Online learning motivated participants to learn in a collaborative virtual environment. The workshops conducted in an interprofessional environment promoted knowledge sharing and helped participants to better understand other discipline roles, so they could conduct clinical education within a broader health care team context. Work-integrated assessments supported learning relevance. The teachers, however, observed that some participants struggled because of lack of computer skills. Although the interprofessional learning model promoted collaboration and flexibility, it is important to note that consideration be given to participants who are not computer literate. We therefore conducted a library and computer literacy workshop in orientation week which helped. An interprofessional learning environment can assist health professionals to operate outside their "traditional silos" leading to a more collaborative approach to the provision of care. Our experience may assist other organizations in developing similar programs.

  15. Evaluation of a Specialized Yoga Program for Persons Admitted to a Complex Continuing Care Hospital: A Pilot Study

    Directory of Open Access Journals (Sweden)

    Kathryn Curtis

    2016-01-01

    Full Text Available Introduction. The purpose of this study was to evaluate a specialized yoga intervention for inpatients in a rehabilitation and complex continuing care hospital. Design. Single-cohort repeated measures design. Methods. Participants (N=10 admitted to a rehabilitation and complex continuing care hospital were recruited to participate in a 50–60 min Hatha Yoga class (modified for wheelchair users/seated position once a week for eight weeks, with assigned homework practice. Questionnaires on pain (pain, pain interference, and pain catastrophizing, psychological variables (depression, anxiety, and experiences with injustice, mindfulness, self-compassion, and spiritual well-being were collected at three intervals: pre-, mid-, and post-intervention. Results. Repeated measures ANOVAs revealed a significant main effect of time indicating improvements over the course of the yoga program on the (1 anxiety subscale of the Hospital Anxiety and Depression Scale, F(2,18 = 4.74, p<.05, and ηp2 = .35, (2 Self-Compassion Scale-Short Form, F(2,18 = 3.71, p<.05, and ηp2 = .29, and (3 Magnification subscale of the Pain Catastrophizing Scale, F(2,18 = 3. 66, p<.05, and ηp2 = .29. Discussion. The results suggest that an 8-week Hatha Yoga program improves pain-related factors and psychological experiences in individuals admitted to a rehabilitation and complex continuing care hospital.

  16. 28 CFR 345.83 - Job safety training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Job safety training. 345.83 Section 345... INDUSTRIES (FPI) INMATE WORK PROGRAMS FPI Inmate Training and Scholarship Programs § 345.83 Job safety training. FPI provides inmates with regular job safety training which is developed and scheduled in...

  17. A prospective, randomized, blinded-endpoint, controlled study - continuous epidural infusion versus programmed intermittent epidural bolus in labor analgesia

    Directory of Open Access Journals (Sweden)

    Joana Nunes

    Full Text Available Abstract Background: There is evidence that administration of a programmed intermittent epidural bolus (PIEB compared to continuous epidural infusion (CEI leads to greater analgesia efficacy and maternal satisfaction with decreased anesthetic interventions. Methods: In this study, 166 women with viable pregnancies were included. After an epidural loading dose of 10 mL with Ropivacaine 0.16% plus Sufentanil 10 µg, parturient were randomly assigned to one of three regimens: A - Ropivacaine 0.15% plus Sufentanil 0.2 µg/mL solution as continuous epidural infusion (5 mL/h, beginning immediately after the initial bolus; B - Ropivacaine 0.1% plus Sufentanil 0.2 µg/mL as programmed intermittent epidural bolus and C - Same solution as group A as programmed intermittent epidural bolus. PIEB regimens were programmed as 10 mL/h starting 60 min after the initial bolus. Rescue boluses of 5 mL of the same solution were administered, with the infusion pump. We evaluated maternal satisfaction using a verbal numeric scale from 0 to 10. We also evaluated adverse, maternal and neonatal outcomes. Results: We analyzed 130 pregnants (A = 60; B = 33; C = 37. The median verbal numeric scale for maternal satisfaction was 8.8 in group A; 8.6 in group B and 8.6 in group C (p = 0.83. We found a higher caesarean delivery rate in group A (56.7%; p = 0.02. No differences in motor block, instrumental delivery rate and neonatal outcomes were observed. Conclusions: Maintenance of epidural analgesia with programmed intermittent epidural bolus is associated with a reduced incidence of caesarean delivery with equally high maternal satisfaction and no adverse outcomes.

  18. A prospective, randomized, blinded-endpoint, controlled study - continuous epidural infusion versus programmed intermittent epidural bolus in labor analgesia.

    Science.gov (United States)

    Nunes, Joana; Nunes, Sara; Veiga, Mariano; Cortez, Mara; Seifert, Isabel

    2016-01-01

    There is evidence that administration of a programmed intermittent epidural bolus (PIEB) compared to continuous epidural infusion (CEI) leads to greater analgesia efficacy and maternal satisfaction with decreased anesthetic interventions. In this study, 166 women with viable pregnancies were included. After an epidural loading dose of 10mL with Ropivacaine 0.16% plus Sufentanil 10μg, parturient were randomly assigned to one of three regimens: A - Ropivacaine 0.15% plus Sufentanil 0.2μg/mL solution as continuous epidural infusion (5mL/h, beginning immediately after the initial bolus); B - Ropivacaine 0.1% plus Sufentanil 0.2μg/mL as programmed intermittent epidural bolus and C - Same solution as group A as programmed intermittent epidural bolus. PIEB regimens were programmed as 10mL/h starting 60min after the initial bolus. Rescue boluses of 5mL of the same solution were administered, with the infusion pump. We evaluated maternal satisfaction using a verbal numeric scale from 0 to 10. We also evaluated adverse, maternal and neonatal outcomes. We analyzed 130 pregnants (A=60; B=33; C=37). The median verbal numeric scale for maternal satisfaction was 8.8 in group A; 8.6 in group B and 8.6 in group C (p=0.83). We found a higher caesarean delivery rate in group A (56.7%; p=0.02). No differences in motor block, instrumental delivery rate and neonatal outcomes were observed. Maintenance of epidural analgesia with programmed intermittent epidural bolus is associated with a reduced incidence of caesarean delivery with equally high maternal satisfaction and no adverse outcomes. Copyright © 2015 Sociedade Brasileira de Anestesiologia. Published by Elsevier Editora Ltda. All rights reserved.

  19. Efficacy of an integrated continuing medical education (CME) and quality improvement (QI) program on radiation oncologist (RO) clinical practice

    International Nuclear Information System (INIS)

    Leong, Cheng Nang; Shakespeare, Thomas Philip; Mukherjee, Rahul K.; Back, Michael F.; Lee, Khai Mun; Lu, Jiade Jay; Wynne, Christopher J.; Lim, Keith; Tang, Johann; Zhang Xiaojian

    2006-01-01

    Purpose: There has been little radiation oncologist (RO)-specific research in continuing medical education (CME) or quality improvement (QI) program efficacy. Our aim was to evaluate a CME/QI program for changes in RO behavior, performance, and adherence to department protocols/studies over the first 12 months of the program. Methods and Materials: The CME/QI program combined chart audit with feedback (C-AWF), simulation review AWF (SR-AWF), reminder checklists, and targeted CME tutorials. Between April 2003 and March 2004, management of 75 patients was evaluated by chart audit with feedback (C-AWF) and 178 patients via simulation review audit (SR-AWF) using a validated instrument. Scores were presented, and case management was discussed with individualized educational feedback. RO behavior and performance was compared over the first year of the program. Results: Comparing the first and second 6 months, there was a significant improvement in mean behavior (12.7-13.6 of 14, p = 0.0005) and RO performance (7.6-7.9 of 8, p = 0.018) scores. Protocol/study adherence significantly improved from 90.3% to 96.6% (p = 0.005). A total of 50 actions were generated, including the identification of learning needs to direct CME tutorials, the systematic change of suboptimal RO practice, and the alteration of deficient management of 3% of patients audited during the program. Conclusion: An integrated CME/QI program combining C-AWF, SR-AWF, QI reminders, and targeted CME tutorials effectively improved targeted RO behavior and performance over a 12-month period. There was a corresponding increase in departmental protocol and study adherence

  20. Integrating Photovoltaic Systems into Low-Income Housing Developments: A Case Study on the Creation of a New Residential Financing Model and Low-Income Resident Job Training Program, September 2011 (Brochure)

    Energy Technology Data Exchange (ETDEWEB)

    Dean, J.; Smith-Dreier, C.; Mekonnen, G.; Hawthorne, W.

    2011-09-01

    This case study covers the process of successfully integrating photovoltaic (PV) systems into a low-income housing development in northeast Denver, Colorado, focusing specifically on a new financing model and job training. The Northeast Denver Housing Center (NDHC), working in cooperation with Del Norte Neighborhood Development Corporation, Groundwork Denver, and the National Renewable Energy Laboratory (NREL), was able to finance the PV system installations by blending private equity funding with utility rebates, federal tax credits, and public sector funding. A grant provided by the Governor's Energy Office allowed for the creation of the new financing model. In addition, the program incorporated an innovative low-income job training program and an energy conservation incentive program.

  1. 78 FR 67222 - Proposed Information Collection Activity; Comment Request: Other On-the-Job Training and...

    Science.gov (United States)

    2013-11-08

    ... Activity; Comment Request: Other On-the-Job Training and Apprenticeship Training Agreement and Standards and Employer's Application To Provide Job Training AGENCY: Veterans Benefits Administration... requirements for job training program. DATES: Written comments and recommendations on the proposed collection...

  2. Parameter identification using optimization techniques in the continuous simulation programs FORSIM and MACKSIM

    International Nuclear Information System (INIS)

    Carver, M.B.; Austin, C.F.; Ross, N.E.

    1980-02-01

    This report discusses the mechanics of automated parameter identification in simulation packages, and reviews available integration and optimization algorithms and their interaction within the recently developed optimization options in the FORSIM and MACKSIM simulation packages. In the MACKSIM mass-action chemical kinetics simulation package, the form and structure of the ordinary differential equations involved is known, so the implementation of an optimizing option is relatively straightforward. FORSIM, however, is designed to integrate ordinary and partial differential equations of abritrary definition. As the form of the equations is not known in advance, the design of the optimizing option is more intricate, but the philosophy could be applied to most simulation packages. In either case, however, the invocation of the optimizing interface is simple and user-oriented. Full details for the use of the optimizing mode for each program are given; specific applications are used as examples. (O.T.)

  3. 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

  4. A cross-sectional study of facilitators and barriers of Iranian nurses' participation in continuing education programs.

    Science.gov (United States)

    Hamzehgardeshi, Zeinab; Shahhosseini, Zohreh

    2013-12-27

    Continuing education is one of the modern strategies to maintain and elevate knowledge and professional skills of nurses which in turn elevate the health status of society. Since several factors affect nurses' participation in continuing education, it's essential to know promoters and obstacles in this issue and plan accordingly. In this cross-sectional study, 361 Iranian nurses who were recruited by convenience sampling method completed an anonymous, self-administered questionnaire from October 2012 to April 2013. Topics covered the participants' attitudes towards facilitators and barriers of their participation in continuing education. Mean and standard deviation of participants ' age were 37.14±7.58 years and 93.94% were female. The maximum score of facilitators and barriers to nurses' participation in continuing education were related to "Update my knowledge" and "Work commitments" respectively. The results showed among Iranian nurses, the mean score of personal and structural barriers was significantly higher than the mean score of interpersonal ones (F=2122.66, peducation programs by enforcement of facilitators and reducing barriers focusing on the personal and structural barriers.

  5. Continuing Evaluation of S'COOL, an Educational Outreach Project Focused on NASA's CERES Program

    Science.gov (United States)

    Chambers, L. H.; Costulis, P. K.; Young, D. F.; Detweiler, P. T.; Sepulveda, R.; Stoddard, D. B.

    2002-12-01

    The Students' Cloud Observations On-Line (S'COOL) project began in early 1997 with 3 participating teachers acting as test sites. In the nearly 6 years since then, S'COOL has grown by leaps and bounds. Currently over 1250 sites in 61 countries are registered to participate. On the face of it, this seems like a huge success. However, to ensure that this effort continues to be useful to educators, we continue to use a variety of evaluation methods. S'COOL is a modest outreach effort associated with the Clouds and the Earth's Radiant Energy System (CERES) instrument of NASA's Earth Observing System. For most of its existence S'COOL has been run on the part-time efforts of a couple of CERES scientists, one or two web and database specialists, and a teacher-in-residence. Total funding for the project has never exceeded \\$300,000 per year, including everyone's time. Aside from the growth in registered participants, the number of cloud observations is also tracked. 6,500 were submitted in the past year, averaging about 20 per actively participating class, for a total of over 15,000 observations to date. S'COOL participation has always been at the discretion of the teacher; we do not require a set number of observations. Due to various difficulties with CERES data processing, only about 1,000 satellite matches to the observations are currently in the S'COOL database. However, examination of these matches has already provided some useful information about the problem of cloud detection from space. Less objective information is provided by extensive surveys of teachers attending our summer teacher workshops (run for 4 years and reaching 78 teachers so far), the on-line EDCATS survey run by NASA HQ which we ask our teachers to fill out annually, and day-to-day interaction with teachers - whether participants, conference attendees, or other interested educators. A new survey instrument is being designed (the last participant survey was in Fall 2000) and will be administered

  6. 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.

  7. 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.

  8. 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.

  9. 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

  10. 25 CFR 26.11 - What type of Job Placement and 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 Placement and Training assistance may be... JOB PLACEMENT AND TRAINING PROGRAM General Applicability § 26.11 What type of Job Placement and... supplemental assistance that supports job placement or training activities (see subpart B of this part for Job...

  11. Implementation of a continuous quality improvement program reduces the occurrence of peritonitis in PD.

    Science.gov (United States)

    Wang, Jianwen; Zhang, Hao; Liu, Jun; Zhang, Ke; Yi, Bin; Liu, Yan; Liu, Jishi; Zhang, Xianming; Ji, Ying

    2014-08-01

    To investigate the causes of peritonitis in patients with peritoneal dialysis (PD) using continuous quality improvement (CQI) to develop effective interventions and reduce the occurrence of peritonitis. A quality control team consisting of 10 members, including the department head, four nephrologists and four nurses, all specialized in PD care, and the head nurse, was established at the Peritoneal Dialysis Center of the Third Xiangya Hospital of Central South University. All patients with peritonitis occurring between 1 July 2010 and 31 December 2011 (pre-CQI period) were analyzed and compared with data obtained between January 2012 (implementation of CQI) and March 2013 to investigate possible causes of peritonitis and to develop corresponding interventions. Fishbone analysis, including laboratory parameters, was carried out monthly. Gastrointestinal tract dysfunction, nonstandard procedures and malnutrition were found to be the top three risk factors for peritonitis. Gastrointestinal tract dysfunction was the likely cause of peritonitis in 42.8% of the subjects before CQI and 36.0% after CQI (p<0.05). Nonstandard procedures were the cause of peritonitis in 33.3% of the subjects before CQI and 24.0% after CQI (p<0.05). The overall incidence of peritonitis reduced from once every 40.1 patient months before the CQI to once every 70.8 patient months after CQI (p<0.05). The incidence of Gram-positive bacteria peritonitis reduced from once every 96.9 patients per month before CQI to once every 209.1 patient months after CQI (p<0.05), whereas the incidence of Gram-negative bacteria peritonitis reduced from once every 234.2 patient months before CQI to once every 292.8 patient months after CQI. CQI can effectively reduce the occurrence of PD-related peritonitis.

  12. 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 ...

  13. Physicians' Job Satisfaction.

    African Journals Online (AJOL)

    AmL

    doctors and retention of the existing doctors, in addition to the ... an employee's well-being Examples of job resources are job ..... increase physician job satisfaction for ensuring the .... both pay and benefits physicians at private hospitals.

  14. Second Job Entrepreneurs.

    Science.gov (United States)

    Gruenert, Jeffrey C.

    1999-01-01

    Data from the Current Population Survey reveal characteristics of second-job entrepreneurs, occupations in which these workers hold their second jobs, and the occupational and earnings relationships between their second and primary jobs. (Author)

  15. Job burnout.

    Science.gov (United States)

    Maslach, C; Schaufeli, W B; Leiter, M P

    2001-01-01

    Burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy. The past 25 years of research has established the complexity of the construct, and places the individual stress experience within a larger organizational context of people's relation to their work. Recently, the work on burnout has expanded internationally and has led to new conceptual models. The focus on engagement, the positive antithesis of burnout, promises to yield new perspectives on interventions to alleviate burnout. The social focus of burnout, the solid research basis concerning the syndrome, and its specific ties to the work domain make a distinct and valuable contribution to people's health and well-being.

  16. Coordination Frictions and Job Heterogeneity

    DEFF Research Database (Denmark)

    Kennes, John; le Maire, Christian Daniel

    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...... 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...... of these results preserve the essential tractability of the baseline model with aggregate shocks. Therefore, we o¤er a parsimonious, general equilibrium framework in which to study the process by which the contin- uous dispersion of wages and productivities varies over the business cycle for a large population...

  17. Impact of the 2013 National Rollout of CMS Competitive Bidding Program: The Disruption Continues.

    Science.gov (United States)

    Puckrein, Gary A; Hirsch, Irl B; Parkin, Christopher G; Taylor, Bruce T; Xu, Liou; Marrero, David G

    2018-05-01

    Use of glucose monitoring is essential to the safety of individuals with insulin-treated diabetes. In 2011, the Centers for Medicare & Medicaid Services (CMS) implemented the Medicare Competitive Bidding Program (CBP) in nine test markets. This resulted in a substantial disruption of beneficiary access to self-monitoring of blood glucose (SMBG) supplies and significant increases in the percentage of beneficiaries with either reduced or no acquisition of supplies. These reductions were significantly associated with increased mortality, hospitalizations, and costs. The CBP was implemented nationally in July 2013. We evaluated the impact of this rollout to determine if the adverse outcomes seen in 2011 persisted. This longitudinal study followed 529,627 insulin-treated beneficiaries from 2009 through 2013 to assess changes in beneficiary acquisition of testing supplies in the initial nine test markets (TEST, n = 43,939) and beneficiaries not affected by the 2011 rollout (NONTEST, n = 485,688). All Medicare beneficiary records for analysis were obtained from CMS. The percentages of beneficiaries with partial/no SMBG acquisition were significantly higher in both the TEST (37.4%) and NONTEST (37.6%) groups after the first 6 months of the national CBP rollout, showing increases of 48.1% and 60.0%, respectively (both P < 0.0001). The percentage of beneficiaries with no record for SMBG acquisition increased from 54.1% in January 2013 to 62.5% by December 2013. Disruption of beneficiary access to their prescribed SMBG supplies has persisted and worsened. Diabetes testing supplies should be excluded from the CBP until transparent, science-based methodologies for safety monitoring are adopted and implemented. © 2017 by the American Diabetes Association.

  18. Democratic Republic of Congo Jobs Diagnostic

    OpenAIRE

    Aterido, Reyes; Gonzalez, Alvaro; Merotto, Dino; Petracco, Carly; Sanchez-Reaza, Javier

    2018-01-01

    The economy of the Democratic Republic of Congo is not creating sufficient jobs for its young and rapidly growing workforce. Although the Congolese economy has experienced fast growth and poverty has declined, further reducing poverty will require more dynamic job creation and continued reductions in fertility rates. The current youth bulge and potential demographic dividend will open a un...

  19. Job Sharing: Is It for You?

    Science.gov (United States)

    Schumann, Linda

    1994-01-01

    A teacher of deaf children describes her experience with job sharing at both the intermediate grade and preschool levels. The important role played by the full-time teacher's aide in providing continuity as well as the importance of communication are emphasized. Guidelines and answers to common questions regarding job sharing are offered. (DB)

  20. Job and Work Design

    OpenAIRE

    Van den Broeck, Anja; Parker, Sharon K.

    2017-01-01

    Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Kar...

  1. Tracking Residents Through Multiple Residency Programs: A Different Approach for Measuring Residents' Rates of Continuing Graduate Medical Education in ACGME-Accredited Programs.

    Science.gov (United States)

    Byrne, Lauren M; Holt, Kathleen D; Richter, Thomas; Miller, Rebecca S; Nasca, Thomas J

    2010-12-01

    Increased focus on the number and type of physicians delivering health care in the United States necessitates a better understanding of changes in graduate medical education (GME). Data collected by the Accreditation Council for Graduate Medical Education (ACGME) allow longitudinal tracking of residents, revealing the number and type of residents who continue GME following completion of an initial residency. We examined trends in the percent of graduates pursuing additional clinical education following graduation from ACGME-accredited pipeline specialty programs (specialties leading to initial board certification). Using data collected annually by the ACGME, we tracked residents graduating from ACGME-accredited pipeline specialty programs between academic year (AY) 2002-2003 and AY 2006-2007 and those pursuing additional ACGME-accredited training within 2 years. We examined changes in the number of graduates and the percent of graduates continuing GME by specialty, by type of medical school, and overall. The number of pipeline specialty graduates increased by 1171 (5.3%) between AY 2002-2003 and AY 2006-2007. During the same period, the number of graduates pursuing additional GME increased by 1059 (16.7%). The overall rate of continuing GME increased each year, from 28.5% (6331/22229) in AY 2002-2003 to 31.6% (7390/23400) in AY 2006-2007. Rates differed by specialty and for US medical school graduates (26.4% [3896/14752] in AY 2002-2003 to 31.6% [4718/14941] in AY 2006-2007) versus international medical graduates (35.2% [2118/6023] to 33.8% [2246/6647]). The number of graduates and the rate of continuing GME increased from AY 2002-2003 to AY 2006-2007. Our findings show a recent increase in the rate of continued training for US medical school graduates compared to international medical graduates. Our results differ from previously reported rates of subspecialization in the literature. Tracking individual residents through residency and fellowship programs provides

  2. Epistemological obstacles on the concepts of limit and continuity in courses of differential calculus in engineering programs

    Directory of Open Access Journals (Sweden)

    Cesar Augusto Hernandez-Suarez

    2017-07-01

    Full Text Available Many investigations have been carried out with the objective of identifying the difficulties that students have in the learning process of the different mathematical concepts. Some studies have highlighted that the process of teaching mathematical knowledge by teachers in secondary and secondary education in Colombia, has been limited to a minimalist expression of algebraic processes that in no way contribute to the understanding and appropriation of these concepts of origin abstract. Students who enter the various engineering programs in the university must immediately face a Differential Calculus course, which will demand from the student a whole series of competences around the numerical, variational and spatial thoughts. It is in this scenario where we seek to identify the epistemological obstacles presented by the students of the Faculty of Engineering programs at the beginning of the academic training process at the UFPS. An instrument was designed that incorporates a series of activities that use diverse registers of semiotic representation tending to determine the level of appropriation that the students have around the concepts of limit and continuity. From the findings it is highlighted that students assume the concepts of limit and continuity as equals.

  3. Successful continuous injection of coal into gasification and PFBC system operating pressures exceeding 500 psi - DOE funded program results

    Energy Technology Data Exchange (ETDEWEB)

    Saunders, T.; Aldred, D.; Rutkowski, M. [Stamet Inc., North Holywood, CA (United States)

    2006-07-01

    The current US energy program is focussed towards commercialisation of coal-based power and IGCC technologies that offer significant improvements in efficiency and reductions in emissions. For gasification and pressurised fluidized bed combustors to be widely accepted, certain operational components need to be significantly improved. One of the most pressing is provision of reliable, controlled and cost-effective solid fuel feeding into the pressure environment. The US Department of Energy has funded research to develop the unique Stamet 'Posimetric{reg_sign} Solids Pump' to be capable of feeding coal into current gasification and PFBC operating pressures. The research objective is a mechanical rotary device able to continuously feed and meter coal into pressured environments of at least 34 bar (500 psi). The research program comprised an initial design and testing phase to feed coal into 20 bar (300 psi) and a second phase for feeding into 34 bar (500 psi). The first phase target was achieved in December 2003. Following modification and optimization, in January 2005, the Stamet Pump achieved a world-record pressure level for continuous injection of coal of 38 bar (560 psi). Research is now targeting 69 bar (1000 psi). The paper reviews the successful pump design, optimisations and results of the testing. 16 figs., 2 tabs.

  4. Job Prospects for Electrical Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1986-01-01

    Discusses the career outlook for electrical/electronics engineers. Explains that the number of bachelor degree graduates continues to rise, along with average starting salaries. Reveals that although the availability of jobs in the computer industry is leveling off, prospects in the robotics and telecommunication fields are growing. (TW)

  5. 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

  6. Job sharing in clinical nutrition management: a plan for successful implementation.

    Science.gov (United States)

    Visocan, B J; Herold, L S; Mulcahy, M J; Schlosser, M F

    1993-10-01

    While women continue to enter the American work force in record numbers; many experience difficulty in juggling career and family obligations. Flexible scheduling is one option used to ease work and family pressures. Women's changing work roles have potentially noteworthy implications for clinical nutrition management, a traditionally female-dominated profession where the recruitment and retention of valued, experienced registered dietitians can prove to be a human resources challenge. Job sharing, one type of flexible scheduling, is applicable to the nutrition management arena. This article describes and offers a plan for overcoming obstacles to job sharing, including determining feasibility, gaining support of top management, establishing program design, announcing the job share program, and using implementation, monitoring, and fine-tuning strategies. Benefits that can be derived from a successful job share are reduced absenteeism, decreased turnover, enhanced recruitment, improved morale, increased productivity, improved job coverage, and enhanced skills and knowledge base. A case study illustrates one method for achieving job sharing success in clinical nutrition management.

  7. Barriers and facilitators to implementing continuous quality improvement programs in colonoscopy services: a mixed methods systematic review.

    Science.gov (United States)

    Candas, Bernard; Jobin, Gilles; Dubé, Catherine; Tousignant, Mario; Abdeljelil, Anis Ben; Grenier, Sonya; Gagnon, Marie-Pierre

    2016-02-01

    Continuous quality improvement (CQI) programs may result in quality of care and outcome improvement. However, the implementation of such programs has proven to be very challenging. This mixed methods systematic review identifies barriers and facilitators pertaining to the implementation of CQI programs in colonoscopy services and how they relate to endoscopists, nurses, managers, and patients. We developed a search strategy adapted to 15 databases. Studies had to report on the implementation of a CQI intervention and identified barriers or facilitators relating to any of the four groups of actors directly concerned by the provision of colonoscopies. The quality of the selected studies was assessed and findings were extracted, categorized, and synthesized using a generic extraction grid customized through an iterative process. We extracted 99 findings from the 15 selected publications. Although involving all actors is the most cited factor, the literature mainly focuses on the facilitators and barriers associated with the endoscopists' perspective. The most reported facilitators to CQI implementation are perception of feasibility, adoption of a formative approach, training and education, confidentiality, and assessing a limited number of quality indicators. Receptive attitudes, a sense of ownership and perceptions of positive impacts also facilitate the implementation. Finally, an organizational environment conducive to quality improvement has to be inclusive of all user groups, explicitly supportive, and provide appropriate resources. Our findings corroborate the current models of adoption of innovations. However, a significant knowledge gap remains with respect to barriers and facilitators pertaining to nurses, patients, and managers.

  8. Rethinking Professional Study Programs and Continuing Education in the Euro-Mediterranean Region: Action Agenda and Recommendations

    Directory of Open Access Journals (Sweden)

    Karim Moustaghfir

    2013-12-01

    Full Text Available the newcompetitive and changing dynamics made knowledge resources the most strategic assets to create and sustain competitive advantage in today’s business landscape. Businesses and public organizations alike need knowledge workers to streamline their processes, differentiate their product and service offerings, and generate value for their stakeholders. The discrepancy between the demand for such distinctive profiles and the current supply of human resources is causing higher education institutions to rethink their learning practices and the process whereby knowledge resources are developed, applied, and renewed. This article analyzes these dynamics and sheds more light on the changes that are affecting the learning processes with regards to professional study programs and continuing education, particularly in the Euro-Mediterranean region. The article draws up an action agenda to make such programs more valuable emphasizing the role of innovative pedagogical approaches, the importance of instructional design, the adding-value of information technologies, and the required structural and human resource changes at the level of universities’ organizational design. Building on the participants’ input gathered during the Emuni’s 2013 HR&R Conference, the article suggests specific recommendations on how the Euro-Mediterranean universities can play a catalyst role in reshaping, leading, and implementing competitive and targeted professional study programs based on network-based structures and on mapping and leveraging different partners’ distinctive capabilities and core competences.

  9. Disabled Veterans on the Job Front.

    Science.gov (United States)

    Walker, Michael J.

    1978-01-01

    The Disabled Veterans Outreach Program (DVOP) administered by the Department of Labor's Employment and Training Administration arranges training and placement for disabled veterans in local job service offices. These employees then assist in placing other disabled veterans on jobs. Some typical DVOP success stories are described. (MF)

  10. On-the-job-training, job search and job mobility

    OpenAIRE

    Josef Zweimüller; Rudolf Winter-Ebmer

    2003-01-01

    This paper analyzes the impact of formal training on worker mobility. Using data from the Swiss Labor Force Survey, we find that both general and specific training significantly affects on-the-job search activities. The effect of training on actual job mobility differs between searchers and non-searchers. In line with human capital theory, we find that specific (general) training has a negative (positive) impact on job mobility for previous non-searchers. For individuals who have been looking...

  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. 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 resou...... indicate that the algorithm can be used as an actual scheduling algorithm in the Grid or as a tool for analyzing Grid performance when adding extra machines or jobs. © 2012 Wiley Periodicals, Inc.......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...

  14. New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections

    International Nuclear Information System (INIS)

    Gonzalez Rabasa, D.

    2013-01-01

    - 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.

  15. 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…

  16. Job Change: A Practitioner's View.

    Science.gov (United States)

    Lenz, Janet G.; Reardon, Robert C.

    1990-01-01

    Suggests ways that career counselors can use Loughead and Black's "job change thermostat" in working with clients. Program and policy issues include service delivery settings, crisis-oriented versus long-term client needs, individual versus group approaches, staff competence, and availability of resources. (34 references) (SK)

  17. 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)

  18. 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…

  19. 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.

  20. Prevalence of Neisseria gonorrhoeae infections among men and women entering the National Job Training Program--United States, 2004-2009.

    Science.gov (United States)

    Bradley, Heather; Satterwhite, Catherine Lindsey

    2012-01-01

    National notifiable disease data indicate that there were 99 cases of gonorrhea for every 100,000 persons in the United States in 2009, the lowest recorded gonorrhea rate in US history. However, the extent to which declining case reports signify a reduction in prevalence is unknown. Gonorrhea prevalence was estimated among 16- to 24-year-old men and women entering the National Job Training Program (NJTP) between 2004 and 2009. Multivariate logistic regression was used to assess the probability of testing positive for gonorrhea over time. A total of 95,184 men and 91,697 women were screened for gonorrhea upon entry to the NJTP between 2004 and 2009. For women, gonorrhea prevalence increased from 2004 (2.6%) to 2006 (2.9%), then decreased steadily through 2009 (1.8%). For men, prevalence increased from 2004 (1.3%) to 2005 (1.6%), then decreased through 2009 (0.9%). Gonorrhea prevalence among black women decreased from 3.6% in 2004 to 2.5% in 2009 and was 2 to 4 times higher than prevalence among white women. Likewise, prevalence among black men decreased from 2.0% to 1.5% and was 8 to 22 times higher than prevalence among white men. After adjusting for gonorrhea risk factors, the odds of women and men testing positive for gonorrhea decreased by 50% and 40%, respectively, from 2004 to 2009. Declining trends in gonorrhea infection among NJTP entrants are similar to those observed in gonorrhea case report data, suggesting that the decrease in case reports is due to a decrease in prevalence. However, targeted interventions are needed to reduce gonorrhea infections in populations with disproportionate risk.

  1. Application of the time-series approach to assess the temporal trend of racial disparity in chlamydia prevalence in the US National Job Training Program.

    Science.gov (United States)

    Tian, Lin H; Satterwhite, Catherine Lindsey; Braxton, Jim R; Groseclose, Samuel L

    2011-01-15

    The authors applied a time-series approach to assess the temporal trend of racial disparity in chlamydia prevalence between young, socioeconomically disadvantaged blacks and whites entering the US National Job Training Program. Racial disparity was defined as the arithmetic difference between age group-, specimen type-, and region of residence-standardized chlamydia prevalences in blacks and whites. A regression with autoregressive moving average errors model was employed to adjust for serial correlation. Data from 46,849 women (2006-2008) and 136,892 men (2004-2008) were analyzed. Racial disparity significantly decreased among women (by an average of 0.122% per 2-month interval; P < 0.05) but not among men (-0.010%, P = 0.57). Chlamydia prevalence significantly declined for black women (-0.139% per 2-month interval; P = 0.004), black men (-0.045%, P < 0.001), and white men (-0.035%, P = 0.002) but not for white women (-0.028%, P = 0.413). Despite the decreases among black women and black men, the black-white disparities remained high for both sexes; in 2008, the racial disparity was 8.1% (95% confidence interval: 6.8, 9.3) for women and 9.0% (95% confidence interval: 8.4, 9.6) for men. These findings suggest that current chlamydia control efforts may be reaching young black men and women but need to be scaled up or modified to address the excess risk among blacks.

  2. Inter-terminal transfer between port terminals. A continuous mathematical programming model to optimize scheduling and deployment of transport units

    Energy Technology Data Exchange (ETDEWEB)

    Morales Fusco, P.; Pedrielli, G.; Zhou, C.; Hay Lee, L.; Peng Chew, E.

    2016-07-01

    In most large port cities, the challenge of inter-terminal transfers (ITT) prevails due to the long distance between multiple terminals. The quantity of containers requiring movement between terminals as they connect from pre-carrier to on-carrier is increasing with the formation of the mega-alliances. The paper proposes a continuous time mathematical programming model to optimize the deployment and schedule of trucks and barges to minimize the number of operating transporters, their makespan, costs and the distance travelled by the containers by choosing the right combination of transporters and container movements while fulfilling time window restrictions imposed on reception of the containers. A multi-step routing problem is developed where transporters can travel from one terminal to another and/or load or unload containers from a specific batch at each step. The model proves successful in identifying the costless schedule and means of transportation. And a sensibility analysis over the parameters used is provided. (Author)

  3. 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.

  4. Association between job characteristics and plasma fibrinogen in a normal working population: a cross sectional analysis in referents of the SHEEP Study. Stockholm Heart Epidemiology Program.

    Science.gov (United States)

    Tsutsumi, A; Theorell, T; Hallqvist, J; Reuterwall, C; de Faire, U

    1999-06-01

    To explore the association between job characteristics and plasma fibrinogen concentrations. Cross sectional design. The Greater Stockholm area. A total of 1018 men and 490 women aged 45-70 who were randomly selected from the general population during 1992-1994. They were all employed and had no history of myocardial infarction. The self reported job characteristics were measured by a Swedish version of the Karasek demand-control questionnaire. For inferred scoring of job characteristics, psychosocial exposure categories (job control and psychological demands) were assigned by linking each subject's occupational history with a work organisation exposure matrix. Job strain was defined as the ratio between demands and control. In univariate analyses, expected linear trends were found in three of four tests of association between high plasma fibrinogen and low control (the self reported score for women and the inferred score for both sexes), in one of four tests of association between high plasma fibrinogen and high demands (the inferred score for women) and in two of four tests of association between high plasma fibrinogen and job strain (the inferred score for both sexes). Multiple logistic regression analyses showed that men in the inferred job strain group have an increased risk of falling into the increased plasma fibrinogen concentration group (above median level of the distribution) (odds ratio (OR) 1.2; 95% CI 1.0, 1.5) after adjustment for the variables that were associated with plasma fibrinogen in the univariate analyses. In women, low self reported control, high inferred demand, and inferred job strain were significantly associated with increased plasma fibrinogen concentration (OR 1.3; 95% CI 1.0, 1.8, OR 1.5; 95% CI 1.0, 2.2, OR 1.5; 95% CI 1.1, 2.2, respectively). These results indicate that adverse job characteristics may be related to plasma fibrinogen concentrations and this relation is more relevant in female workers. The clearest evidence for

  5. Revisiting Symbiotic Job Scheduling

    OpenAIRE

    Eyerman , Stijn; Michaud , Pierre; Rogiest , Wouter

    2015-01-01

    International audience; —Symbiotic job scheduling exploits the fact that in a system with shared resources, the performance of jobs is impacted by the behavior of other co-running jobs. By coscheduling combinations of jobs that have low interference, the performance of a system can be increased. In this paper, we investigate the impact of using symbiotic job scheduling for increasing throughput. We find that even for a theoretically optimal scheduler, this impact is very low, despite the subs...

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

    Directory of Open Access Journals (Sweden)

    DM Seegmuller

    2007-06-01

    Full Text Available 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. Furthermore, some jobs (restricted to subsets of the total pool of jobs can, to different extents, run in parallel. In addition, not all the jobs need necessarily be implemented during the given time period.

  7. An evaluation of high-dose jobs for ALARA improvement

    International Nuclear Information System (INIS)

    Mun, J. H.; Kim, H. S.

    1997-01-01

    It is well known that about 70 percent of occupational dose have incurred from maintenance jobs at outage period. To reduce occupational dose, first, the high-dose jobs at the outage period should be identified and evaluated. For this, the database program is used, which contains the ORE data of reference plants, Kori Units 3 and 4. As a result, it is found that the jobs related to steam generator are the highest dose jobs in terms of collective ORE dose. From the analysis of the job procedures of those jobs, the ALARA improvements are also derived

  8. Analyzing data flows of WLCG jobs at batch job level

    Science.gov (United States)

    Kuehn, Eileen; Fischer, Max; Giffels, Manuel; Jung, Christopher; Petzold, Andreas

    2015-05-01

    With the introduction of federated data access to the workflows of WLCG, it is becoming increasingly important for data centers to understand specific data flows regarding storage element accesses, firewall configurations, as well as the scheduling of batch jobs themselves. As existing batch system monitoring and related system monitoring tools do not support measurements at batch job level, a new tool has been developed and put into operation at the GridKa Tier 1 center for monitoring continuous data streams and characteristics of WLCG jobs and pilots. Long term measurements and data collection are in progress. These measurements already have been proven to be useful analyzing misbehaviors and various issues. Therefore we aim for an automated, realtime approach for anomaly detection. As a requirement, prototypes for standard workflows have to be examined. Based on measurements of several months, different features of HEP jobs are evaluated regarding their effectiveness for data mining approaches to identify these common workflows. The paper will introduce the actual measurement approach and statistics as well as the general concept and first results classifying different HEP job workflows derived from the measurements at GridKa.

  9. 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.

  10. 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.

  11. Conditions of job performance quality during nuclear reactor maintenance

    International Nuclear Information System (INIS)

    Babos, K.; Takacs, J.

    1991-01-01

    The education and training programs of the maintenance personnel at the Paks Nuclear Power Plant, Hungary are described. In addition to well trained personnel, the conditions of job quality involves the preparation of job by proper check lists and availability of documentation, and the inspection and checking of the accomplishment of job tasks. Such an inspection procedure is proposed. (R.P.) 2 figs

  12. 13 CFR 120.861 - Job creation or retention.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Job creation or retention. 120.861... Company Loan Program (504) Project Economic Development Goals § 120.861 Job creation or retention. A Project must create or retain one Job Opportunity per an amount of 504 loan funding that will be specified...

  13. 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 ...

  14. Job Satisfaction and Job Performance at the Work Place

    OpenAIRE

    Vanden Berghe, Jae Hyung

    2011-01-01

    The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...

  15. The Perceived Value of University-Based, Continuing Education Leadership Development Programs for Administrators in Higher Education: An Intangibles Model of Value Creation

    Science.gov (United States)

    Stone, Geraldine Louise

    2012-01-01

    This study examined the perceived value of leadership development programs (LDPs) provided by continuing education for administrators in colleges and universities. Included in this study were questions about the perceived value of non-credit, credit, and blended (credit and non-credit) programs at the individual, institutional, and higher…

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

    Directory of Open Access Journals (Sweden)

    Yali Zhao

    Full Text Available BACKGROUND: 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. METHODS: 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. RESULTS: 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. CONCLUSIONS: 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.

  17. General Practice On-the-Job Training in Chinese Urban Community: A Qualitative Study on Needs and Challenges

    Science.gov (United States)

    Wang, Bo; Wu, Tao; Huang, Yafang; Guo, Aimin

    2014-01-01

    Background 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. Methods 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. Results 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. Conclusions 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. PMID:24728399

  18. 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.

  19. 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.

  20. On Continuous Distributions and Parameter Estimation in Probabilistic Logic Programs (Over continue verdelingen en het schatten van parameters in probabilistische logische programma's)

    OpenAIRE

    Gutmann, Bernd

    2011-01-01

    In the last decade remarkable progress has been made on combining statistical machine learning techniques, reasoning under uncertainty, and relational representations. The branch of Artificial Intelligence working on the synthesis of these three areas is known as statistical relational learning or probabilistic logic learning.ProbLog, one of the probabilistic frameworks developed, is an extension of the logic programming language Prolog with independent random variables that are defined by an...

  1. 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

    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 Conclusion: Live trainees performed significantly better than online trainees in writing SMART learning objectives. With focused training, students are more capable of implementing principles of CPD.   Type: Original Research

  2. Retention in medication-assisted treatment programs in Ukraine-Identifying factors contributing to a continuing HIV epidemic.

    Science.gov (United States)

    Dumchev, Kostyantyn; Dvoryak, Sergii; Chernova, Olena; Morozova, Olga; Altice, Frederick L

    2017-10-01

    Opioid agonist treatments (OAT) are widely-used, evidence-based strategies for treating opioid dependence and reducing HIV transmission. The positive benefits of OAT are strongly correlated with time spent in treatment, making retention a key indicator for program quality. This study assessed patient retention and associated factors in Ukraine, where OAT was first introduced in 2004. Data from clinical records of 2916 patients enrolled in OAT at thirteen sites from 2005 to 2012 were entered into an electronic monitoring system. Survival analysis methods were used to determine the probability of retention and its correlates. Twelve-month retention was 65.8%, improving from 27.7% in 2005, to 70.9% in 2011. In multivariable analyses, the correlates of retention were receiving medium and high doses of medication (compared to low doses, dropout aHR=0.57 for both medium and high doses), having not been tested for HIV and tuberculosis (compared to not being tested, dropout aHR=4.44 and 3.34, respectively), and among those who were tested-a negative TB test result (compared to receiving a positive test result, dropout aHR=0.67). Retention in Ukrainian OAT programs, especially in recent years, is comparable to other countries. The results confirm the importance of adequate OAT dosing (≥60mg of methadone, ≥8mg of buprenorphine). Higher dosing, however, will require interventions that address negative attitudes toward OAT by patients and providers. Interruption of OAT, in the case developing tuberculosis, should incorporate continuity of OAT for TB patients through integrated care delivery systems. Copyright © 2017 Elsevier B.V. All rights reserved.

  3. 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…

  4. Atypical work and employment continuity

    OpenAIRE

    Addison, John T.; Surfield, Christopher J.

    2009-01-01

    Atypical employment arrangements such as agency temporary work and contracting have long been criticized as offering more precarious and unstable work than regular employment. Using data from two datasets – the CAEAS and the NLSY79 – we determine whether workers who take such jobs rather than regular employment, or the alternative of continued job search, subsequently experience greater or lesser employment continuity. Observed differences between the various working arrangements are starkest...

  5. Continuation calculus

    NARCIS (Netherlands)

    Geron, B.; Geuvers, J.H.; de'Liguoro, U.; Saurin, A.

    2013-01-01

    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

  6. Job and career satisfaction among pharmacy preceptors.

    Science.gov (United States)

    Payakachat, Nalin; Ounpraseuth, Songthip; Ragland, Denise; Murawski, Matthew M

    2011-10-10

    To examine the perceived benefit of job and career satisfaction among pharmacist preceptors and to explore other factors that might influence satisfaction. A cross-sectional self-administered survey instrument was mailed to pharmacists in the South Central region of the United States who had active 2010 licenses to investigate whether being a pharmacist preceptor increases job and career satisfaction. Twenty-three percent of the 363 respondents were active preceptors and 62% of these reported that they had been preceptors at some point in the past. Being an active preceptor was significantly related to increased job satisfaction (p = 0.01) but not to career satisfaction. Having a perceived benefit of continuing education and being professionally challenged at work also were associated with increased job and career satisfaction (p job satisfaction.

  7. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    Toline, B.C.

    1991-01-01

    In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

  8. Effects of Profile, Religiosity and Job Attitude on the Job Performance of the Philippine National Police: The Case of Bulacan Province

    Directory of Open Access Journals (Sweden)

    Romeo D.C. Inasoria

    2014-10-01

    Full Text Available The Philippine National Police in the Province of Bulacan continuously update and enrich themselves to ensure peace and order in the province by reviewing the police operational procedures. Reform programs take place and seek to address the ills of society and the root causes of insurgency. Dynamic program actions are further reinforced by activities and projects towards capability building. Various programs had been develop in order to uplift the moral status of the police. But despite of these undertakings, there are still police officers who engage themselves in corruption and unethical practices. Hence, this research tries to look into a way to understand the relationship between the profile, religiosity, job attitude and job performance of the Philippine National Police in the Province of Bulacan. The respondents of this study consist ofthree hundred and ten (310 Police Non-Commissioned Officers (PNCO assigned in twenty-one (21 Municipal Police Stations,three (3 City Police Stations, the Provincial Head Quarter and provincial Public Safety Company.Using a descriptive-correlation survey method, the researcher believes to find the link between and among the variables. The findings of the study proved that there is a correlation in the profiles, level of religiosity and job attitude of the respondents to job performance Conclusion and recommendation are also presented in the paper.

  9. 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.

  10. 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.

  11. A prospective, randomized, blinded-endpoint, controlled study – continuous epidural infusion versus programmed intermittent epidural bolus in labor analgesia

    Directory of Open Access Journals (Sweden)

    Joana Nunes

    2016-09-01

    Full Text Available Background: There is evidence that administration of a programmed intermittent epidural bolus (PIEB compared to continuous epidural infusion (CEI leads to greater analgesia efficacy and maternal satisfaction with decreased anesthetic interventions. Methods: In this study, 166 women with viable pregnancies were included. After an epidural loading dose of 10 mL with Ropivacaine 0.16% plus Sufentanil 10 μg, parturient were randomly assigned to one of three regimens: A – Ropivacaine 0.15% plus Sufentanil 0.2 μg/mL solution as continuous epidural infusion (5 mL/h, beginning immediately after the initial bolus; B – Ropivacaine 0.1% plus Sufentanil 0.2 μg/mL as programmed intermittent epidural bolus and C – Same solution as group A as programmed intermittent epidural bolus. PIEB regimens were programmed as 10 mL/h starting 60 min after the initial bolus. Rescue boluses of 5 mL of the same solution were administered, with the infusion pump. We evaluated maternal satisfaction using a verbal numeric scale from 0 to 10. We also evaluated adverse, maternal and neonatal outcomes. Results: We analyzed 130 pregnants (A = 60; B = 33; C = 37. The median verbal numeric scale for maternal satisfaction was 8.8 in group A; 8.6 in group B and 8.6 in group C (p = 0.83. We found a higher caesarean delivery rate in group A (56.7%; p = 0.02. No differences in motor block, instrumental delivery rate and neonatal outcomes were observed. Conclusions: Maintenance of epidural analgesia with programmed intermittent epidural bolus is associated with a reduced incidence of caesarean delivery with equally high maternal satisfaction and no adverse outcomes. Resumo: Justificativa: Há evidências de que a administração de um bolus epidural intermitente programado (BEIP comparada à infusão epidural contínua (IEC resulta em maior eficácia da analgesia e da satisfação materna, com redução das intervenções anestésicas. Métodos: Neste estudo, 166

  12. Job Sharing in Geography.

    Science.gov (United States)

    Kay, Jeanne

    1982-01-01

    Job sharing is an employment alternative in which two qualified individuals manage the responsibilities of a single position. Discusses the barriers to and the potential, advantages, disadvantages, pitfalls, and challenges of job sharing. Focuses on job sharing in the geography profession. (Author/JN)

  13. Hybrid job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1995-01-01

    We consider the problem of scheduling jobs in a hybrid job shop. We use the term 'hybrid' to indicate that we consider a lot of extensions of the classic job shop, such as transportation times, multiple resources, and setup times. The Shifting Bottleneck procedure can be generalized to deal with

  14. Practical job shop scheduling

    NARCIS (Netherlands)

    Schutten, Johannes M.J.

    1998-01-01

    The Shifting Bottleneck procedure is an intuitive and reasonably good approximation algorithm for the notoriously difficult classical job shop scheduling problem. The principle of decomposing a classical job shop problem into a series of single-machine problems can also easily be applied to job shop

  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. Tanzania : Productive Jobs Wanted

    OpenAIRE

    World Bank Group

    2014-01-01

    Over the past 18 months, the World Bank has been working on a comprehensive plan to address the challenge of productive jobs in Tanzania. This study represents a step towards a better understanding of how to promote job creation in Tanzania. Indeed, the growth of productive jobs is vital for alleviating poverty and promoting shared prosperity - two important goals of Tanzania's economic st...

  17. A hybrid health service accreditation program model incorporating mandated standards and continuous improvement: interview study of multiple stakeholders in Australian health care.

    Science.gov (United States)

    Greenfield, David; Hinchcliff, Reece; Hogden, Anne; Mumford, Virginia; Debono, Deborah; Pawsey, Marjorie; Westbrook, Johanna; Braithwaite, Jeffrey

    2016-07-01

    The study aim was to investigate the understandings and concerns of stakeholders regarding the evolution of health service accreditation programs in Australia. Stakeholder representatives from programs in the primary, acute and aged care sectors participated in semi-structured interviews. Across 2011-12 there were 47 group and individual interviews involving 258 participants. Interviews lasted, on average, 1 h, and were digitally recorded and transcribed. Transcriptions were analysed using textual referencing software. Four significant issues were considered to have directed the evolution of accreditation programs: altering underlying program philosophies; shifting of program content focus and details; different surveying expectations and experiences and the influence of external contextual factors upon accreditation programs. Three accreditation program models were noted by participants: regulatory compliance; continuous quality improvement and a hybrid model, incorporating elements of these two. Respondents noted the compatibility or incommensurability of the first two models. Participation in a program was reportedly experienced as ranging on a survey continuum from "malicious compliance" to "performance audits" to "quality improvement journeys". Wider contextual factors, in particular, political and community expectations, and associated media reporting, were considered significant influences on the operation and evolution of programs. A hybrid accreditation model was noted to have evolved. The hybrid model promotes minimum standards and continuous quality improvement, through examining the structure and processes of organisations and the outcomes of care. The hybrid model appears to be directing organisational and professional attention to enhance their safety cultures. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

  18. 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…

  19. 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...

  20. 20 CFR 670.505 - What types of training must Job Corps centers provide?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What types of training must Job Corps centers... Operations § 670.505 What types of training must Job Corps centers provide? (a) Job Corps centers must... necessary for those jobs, and as appropriate, recommend changes in the center's vocational training program...

  1. 20 CFR 627.240 - On-the-job training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false On-the-job training. 627.240 Section 627.240... PROGRAMS UNDER TITLES I, II, AND III OF THE ACT Program Requirements § 627.240 On-the-job training. (a) General—(1) On-the-job training (OJT) means training by an employer in the private or public sector given...

  2. [Perception of Primary Care physicians on the integration with cardiology through continuity of healthcare programs in secondary prevention].

    Science.gov (United States)

    Cosin-Sales, J; Orozco Beltrán, D; Ledesma Rodríguez, R; Barbon Ortiz Casado, A; Fernández, G

    2018-02-17

    To determine the perception of Primary Care (PC) physicians on the integration with cardiology (CA) through continuity of healthcare programs. A cross-sectional and multicentre study was conducted, in which a total of 200 PC physicians from all over Spain completed a qualitative survey that evaluated the level of integration with CA in secondary prevention. Physicians were grouped according to the level of PC-CA integration. The integration between CA and PC was good, but it was better in those centres with a higher integration (74.0% vs. 60.0%; p=.02) and in general, physicians considered that integration had improved (92.0% vs. 73.0%; pintegration. In 55.8%, 63.6%, and 51.3% of hospital discharge reports, indications were given on when to perform the follow-up blood analysis, as well as information about returning to working life and sexual activity, respectively. The most common communication method was the paper-based report (75 vs. 84%; p=NS). The communication between healthcare levels was greater in those Primary Care centres with a higher level of integration, as well as periodicity of the communication and the satisfaction of physicians (80.0% vs. 63.0%; p=.005). The level of integration between PC and CA is, in general, satisfactory, but those centres with a higher level of integration benefit more from a greater communication and satisfaction. Copyright © 2018 Sociedad Española de Médicos de Atención Primaria (SEMERGEN). Publicado por Elsevier España, S.L.U. All rights reserved.

  3. Alternative indicators for monitoring the quality of a continuous intervention program on antibiotic prescribing during changing healthcare conditions.

    Science.gov (United States)

    Bantar, C; Franco, D; Heft, C; Vesco, E; Arango, C; Izaguirre, M; Alcázar, G; Boleas, M; Oliva, M E

    2005-06-01

    We recently published on the impact of a four-phase hospital-wide intervention program designed to optimize the quality of antibiotic use, where a multidisciplinary team (MDT) could modify prescription at the last phase. Because health care quality was changing during the last 5 years (late 1999 to early 2004), we developed certain indicators to monitor the quality of our intervention over time. Different periods were defined as baseline (pre-intervention), initial intervention-active control, pre-crisis control, crisis control, post-crisis control and end of crisis control. Major indicators were rates of prescription modification by the MDT; prescription for an uncertain infection and a novel index formula (RIcarb) to estimate the rationale for carbapenem use. We assessed 2115 antimicrobial prescriptions. Modification of prescription rate was 30% at the beginning and decreased thereafter up to stable levels. Rate of prescriptions ordered for cases of both uncertain infection and unknown source of infection decreased significantly after intervention (i.e. from baseline to active control). In contrast, a doubling of culture-directed prescriptions was observed between these periods. RIcarb values lower and higher than 60% (modal, cut-off) were assumed as carbapenem overuse and underuse, respectively. Overuse was observed at the pre-intervention, while pronounced underuse was shown during the crisis (RIcarb, 45% and 87%, respectively). The present study demonstrates that certain indicators, other than the widely adopted impact outcomes, are a suitable tool for monitoring the quality of a continuous, long-term, active intervention on antimicrobial prescribing practice, especially when applied in a changing healthcare setting.

  4. Job satisfaction among radiation therapy educators.

    Science.gov (United States)

    Swafford, Larry G; Legg, Jeffrey S

    2007-01-01

    Job satisfaction is one of the most consistent variables related to employee retention and is especially relevant considering the shortage of radiation therapists and radiation therapy educators in the United States. To investigate job satisfaction levels among radiation therapy educators certified by the American Registry of Radiologic Technologists and employed in programs accredited by the Joint Review Committee on Education in Radiologic Technology. The long form of the Minnesota Satisfaction Questionnaire (MSQ) was mailed to 158 radiation therapy educators to measure job satisfaction. Overall job satisfaction and subscales were calculated based on MSQ methodology. A total of 90 usable surveys were returned for a 56.9% response rate. With a "general satisfaction" score of 69.64, radiation therapy educators ranked in the lowest 25th percentile of the nondisabled norm scale for job satisfaction. Respondents reported higher degrees of job satisfaction on the moral values, social service and achievement subscales. Lower job satisfaction levels were associated with the company policies and practices, advancement and compensation subscales. Radiation therapy educators report low job satisfaction. Educational institutions must tailor recruitment and retention efforts to better reflect the positive aspects of being a radiation therapy educator. Furthermore, improving retention and recruitment efforts might help offset the current shortages of radiation therapy educators and, ultimately, clinical radiation therapists.

  5. Mechatronics: Skilled Industrial Job Training

    OpenAIRE

    Bill Jones

    2013-01-01

    Currently, skills required for these jobs are available through many avenues, but we have centered our efforts on a program called mechatronics. Mechatronics combines the industrial fields of electronics, fluid power (hydraulic and pneumatic), mechanics, and computer processing (programmable logic controller, or PLC, and microprocessors). Businesses, community resources, legislators, and educators are beginning to work together in Tennessee and in Rutherford County to develop pathways for K-1...

  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. 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…

  8. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    and work experience with job satisfaction. ... were more likely to perceive the appraisal as unfair and inappropriate (Desai and ... Working freedom, salary and fringe benefits are the major factors ..... Men, women and attitudinal commitment:.

  9. 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.

  10. 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.

  11. Factors affecting allied health faculty job satisfaction: a literature review.

    Science.gov (United States)

    Romig, Barbara; O'Sullivan Maillet, Julie; Denmark, Robert M

    2011-01-01

    Evidence in the literature suggests job satisfaction can make a difference in keeping qualified workers on the job, but little research has been conducted focusing specifically on allied health faculty. In order to attract and retain top quality faculty, colleges and universities should understand the variables impacting faculty satisfaction and develop a plan to enhance satisfaction. An integrative literature review (CINHAL, ERIC, Journal of Allied Health, Chronicle of Higher Education, Research in Higher Education, and current books on job satisfaction) of faculty job satisfaction and dissatisfaction produced a variety of publications presenting the key determinants of job satisfaction by allied health faculty in the United States. The purpose of the analysis was to examine the various factors that influence job satisfaction, especially by allied health faculty, in institutions of higher education in the U.S. The procedure used for this analysis consisted of reviewing allied health and higher education faculty studies to identify factors influencing job satisfaction, research questions, sample size reported, instruments used for measurement of job satisfaction, and job satisfaction results. While the theoretical models of allied health and higher education faculty job satisfaction exist separately in the literature, their remarkable similarities permit the prospect of a contemporary framework of the essential components of job satisfaction. Potential opportunities for continuing research on the personal and professional variables impacting job satisfaction of allied health faculty and similar disciplines are presented.

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

    CERN Multimedia

    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".

  13. 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…

  14. 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.

  15. 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.

  16. 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…

  17. The One-Stop Job Shop.

    Science.gov (United States)

    Kiser, Kim

    1998-01-01

    Minnesota's WorkForce Centers are a model of state employment services. The centers assist those in need of initiatives such as dislocated worker programs, welfare-to-work services, services for the blind, employment-and-training programs, veterans' services, and job-search assistance. (JOW)

  18. Dynamic evaluation of job search assistance

    NARCIS (Netherlands)

    Kastoryano, S.; van der Klaauw, B.

    2011-01-01

    This paper evaluates a job search assistance program for unemployment insurance recipients. The assignment to the program is dynamic. We provide a discussion on dynamic treatment effects and identification conditions. In the empirical analyses we use administrative data from a unique institutional

  19. 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....

  20. Welfare Reform: Tribal TANF Allows Flexibility To Tailor Programs, but Conditions on Reservations Make It Difficult To Move Recipients into Jobs. Report to Congressional Requesters.

    Science.gov (United States)

    General Accounting Office, Washington, DC.

    The 1996 Personal Responsibility and Work Opportunity Reconciliation Act gave American Indian and Alaska Native tribes the option to administer Temporary Assistance for Needy Families (TANF) programs either alone or in a tribal consortium. The law also granted tribal TANF programs more flexibility in program design than it gave to state programs.…

  1. Do Job Security Guarantees Work?

    OpenAIRE

    Alex Bryson; Lorenzo Cappellari; Claudio Lucifora

    2004-01-01

    We investigate the effect of employer job security guarantees on employee perceptions of job security. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we find job security guarantees reduce employee perceptions of job insecurity. This finding is robust to endogenous selection of job security guarantees by employers engaging in organisational change and workforce reductions. Furthermore, there is no evidence that increased job security through job...

  2. Job sharing as an employment alternative in group medical practice.

    Science.gov (United States)

    Vanek, E P; Vanek, J A

    2001-01-01

    Although physicians discuss quality-of-life and employment issues with their patients, they often fail to consider flexible scheduling and reduced employment options to lessen their own job stress. We examined one of these options by surveying two community-based, private practice groups with a combined 13-year experience with job sharing. We found that a majority of respondents rated job sharing as successful, and most wanted it to continue. Job sharers derived considerable personal benefit from the arrangement and had significantly more positive attitudes toward work than full-time physicians. Job sharing appeared to have little impact on practice parameters. Dependability, flexibility and willingness to cooperate were the most important attributes in choosing a job-sharing partner. Job sharing is an employment alternative worth exploring to retain physicians in medical group practice.

  3. Job sharing. Part 1.

    Science.gov (United States)

    Anderson, K; Forbes, R

    1989-01-01

    This article is the first of a three part series discussing the impact of nurses job sharing at University Hospital, London, Ontario. This first article explores the advantages and disadvantages of job sharing for staff nurses and their supervising nurse manager, as discussed in the literature. The results of a survey conducted on a unit with a large number of job sharing positions, concur with literature findings. The second article will present the evaluation of a pilot project in which two nurses job share a first line managerial position in the Operating Room. The third article will relate the effects of job sharing on women's perceived general well being. Job sharing in all areas, is regarded as a positive experience by both nurse and administrators.

  4. Exploring job embeddedness' antecedents

    Directory of Open Access Journals (Sweden)

    Ghadeer Mohamed Badr ElDin Aboul-Ela

    2018-04-01

    Full Text Available Employees are the key resources of organizational success. Developing and maintaining job embeddedness is a cornerstone success in the workplace. The purpose of this research study is to analyze selected antecedents of job embeddedness. Role ambiguity, training, and demographics (age groups, gender and education were identified from the extant literature as the selected antecedents for this study. An in-depth statistical analysis of the job embeddedness sub-dimensions was conducted in relation to the selected antecedents. Questionnaires were administered among the employees working in the private banks in Egypt. Results revealed a negative relationship between role ambiguity and job embeddedness, a positive relationship between training and job embeddedness, elder employees held higher level of embeddedness compared to young employees, females possessed higher level of embeddedness compared to males, and no significant differences among the various education levels and job embeddedness.

  5. Job Satisfaction and the Neglected Variable of Job Seniority

    Science.gov (United States)

    Ronen, Simcha

    1978-01-01

    This research investigates the hypotheses that the relationship between job seniority and job satisfaction will resemble a curvilinear function of a U-shaped curve, while age and job level will be linearly related to job satisfaction; and that intrinsic rather than extrinsic aspects of job satisfaction will be the major contributor to the U-shaped…

  6. 5 CFR 831.206 - Continuation of coverage for former Federal employees of the Civilian Marksmanship Program.

    Science.gov (United States)

    2010-01-01

    ... individual's retirement records. (d) The Corporation must withhold from the pay of an individual described by paragraph (a) of this section an amount equal to the percentage withheld from the pay of a Federal employee... support the Civilian Marksmanship Program as of the day before the date of the transfer of the Program to...

  7. 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.

  8. 25 CFR 26.12 - Who provides the Job Placement and Training?

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 1 2010-04-01 2010-04-01 false Who provides the Job Placement and Training? 26.12... AND TRAINING PROGRAM General Applicability § 26.12 Who provides the Job Placement and Training? The... associations or small business establishments with apprenticeship or on-the-job training (OJT) programs leading...

  9. 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.

  10. Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

    Science.gov (United States)

    Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

    2017-02-01

    An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

  11. Development and Implementation of a Training-of-Trainers Program for Continuous Positive Airway Pressure in Neonatal and Pediatric Patients in Five Low- and Middle-Income Countries.

    Science.gov (United States)

    Wilson, Patrick T; Benckert, Megan M; Moresky, Rachel T; Morris, Marilyn C

    2017-10-01

    We describe a pragmatic training-of-trainers program for the use of continuous positive airway pressure (CPAP) for neonatal and pediatric patients. The program is designed for medical professionals working in low- and middle-income countries and involves 2 days of in-class training followed by 1 day of in-service training. The program was created after training in Cambodia, Ghana, Honduras, Kenya and Rwanda and addresses the issues of resource availability, cultural context and local buy-in and partnership in low- and middle-income countries. We hope others will use the training program to increase knowledge and use of CPAP with the ultimate goal of improving neonatal and pediatric survival globally. © The Author [2017]. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

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

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... Aim: The study assessed the job satisfaction, perception of job stress and psychological ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  13. 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 pexercise training as a multi-therapy in the down regulation of blood pressure, serum Cr, body size and body fat in hypertension.

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

    Directory of Open Access Journals (Sweden)

    Margherita Zito

    Full Text Available 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.

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

    Science.gov (United States)

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

    2018-01-01

    Background 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. Method 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 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. Conclusion 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. PMID:29401507

  16. 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.

  17. An Explanatory Study of Lean Practices in Job Shop Production/ Special Job Production/ Discrete Production/ Batch Shop Production Industries

    OpenAIRE

    Lavlesh Kumar Sharma; Ravindra Mohan Saxena

    2014-01-01

    In this paper, the study explores the benefits and advantages of Lean Practices or Lean Thinking in Job shop production/ Special job production/ Discrete production/ Batch shop production industries. The Lean Practices have been applied more compatible in Job shop production than in the continuous/ mass production because of several barriers and hurdles in the industrial context that influence the whole processes again and again, this happens due to the lack of knowledge about...

  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. Measuring Teacher Job Satisfaction: Assessing Invariance in the Teacher Job Satisfaction Scale (TJSS) Across Six Countries

    OpenAIRE

    Pepe, Alessandro; Addimando, Loredana; Veronese, Guido

    2017-01-01

    Work and organizational psychology has long been concerned with measuring job satisfaction in organizational contexts, and this has carried across to the field of education, leading to a research focus on the work-related satisfaction of teachers. Today, a myriad of organizations continue to assess employees’ job satisfaction on a routine basis (Liu, Borg, & Spector, 2004). Unfortunately, a sort of balkanization of the field has resulted in the production of dozens of specific measurement too...

  20. 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.

  1. Job Instruction Training.

    Science.gov (United States)

    Pfau, Richard H.

    Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

  2. Why does the Job Corps increase gender earnings inequality?

    OpenAIRE

    Strittmatter, Anthony

    2016-01-01

    Several studies considering the Job Corps find more positive earnings effects for males than for females. This effect heterogeneity in favor of males contrasts with the results of the majority of other training program evaluations. Applying the translated quantile approach of Bitler, Hoynes, and Domina (2014), I show that an important mechanism behind the surprising findings for the Job Corps operates through existing gender earnings inequality rather than Job Corps trainability differences b...

  3. 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.

  4. 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

  5. The great divide: some worry of a gap between what is being taught in American university undergraduate BME programs and the job market.

    Science.gov (United States)

    Berglund, Jennifer

    2015-01-01

    For decades, BME has been touted worldwide as the rising star in engineering disciplines. The number of technological advancements that can be credited to the field since the 1950s is staggering, ranging from new biomedical diagnostics and therapeutics to sensors, imaging technology, and orthopedics. In the United States, job numbers are on a steady rise and expected to grow by 27% within the next ten years, according to the U.S. Bureau of Labor Statistics. In those terms, "there has never been a better, more exciting time to enter the field," says Bruce Wheeler (Figure 1), former president of the IEEE Engineering in Medicine and Biology Society and a BME professor at the University of Florida in Gainesville.

  6. 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

    2014-06-01

    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. Copyright © 2014 International Society for Peritoneal Dialysis.

  7. Implementation of Total Employee Involvement as Part of a Continuous Improvement Program at a Fortune 500 Company

    Science.gov (United States)

    Carlson, Kathy Lynn

    2012-01-01

    Over the last several decades, Continuous Improvement (CI) type initiatives have been implemented in companies across the United States to improve quality, reduce process variation, eliminate waste and ultimately reduce costs. Approximately five years ago, one particular Fortune 500 company implemented CI in its manufacturing facilities. A key…

  8. 29 CFR 1604.5 - Job opportunities advertising.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Job opportunities advertising. 1604.5 Section 1604.5 Labor Regulations Relating to Labor (Continued) EQUAL EMPLOYMENT OPPORTUNITY COMMISSION GUIDELINES ON DISCRIMINATION BECAUSE OF SEX § 1604.5 Job opportunities advertising. It is a violation of title VII for a help-wanted...

  9. 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...

  10. 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…

  11. The American Jobs Creation Act and its impact on deferred compensation: reassessment from a business perspective.

    Science.gov (United States)

    Johnson, David G

    2005-01-01

    The American Jobs Creation Act (AJCA), which was signed into law in October 2004, will have an impact on almost every deferred compensation program in the United States. This article argues that as companies continue to evaluate the transition alternatives under AJCA and contemplate the necessary changes to the plan program, companies also should consider simultaneously addressing broader issues surrounding nonqualified deferred compensation arrangements. These include ongoing business purpose, financial planning considerations, education of participants, corporate governance considerations and the potential implications to international assignees.

  12. 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....

  13. Job demands-resources model

    OpenAIRE

    Bakker, Arnold; 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 & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and is inspired by job design and job stress theories. JD-R theory explains how job demands and resources have unique and multiplicative e...

  14. Job Security as an Endogenous Job Characteristic

    DEFF Research Database (Denmark)

    Jahn, Elke; Wagner, Thomas

    This paper develops a hedonic model of job security (JS). Workers with hetero-geneous JS-preferences pay the hedonic price for JS to employers, who incur labor-hoarding costs from supplying JS. In contrast to the Wage-Bill Argument, equilibrium unemployment is strictly positive, as workers with w...

  15. Jobs in Public Service. Job Family Series.

    Science.gov (United States)

    Science Research Associates, Inc., Chicago, IL.

    The booklet describes jobs in public service. The introductory chapter provides a definition and overview of public service work. Following chapters describe various levels of public service including: (1) neighborhood workers--letter carriers and postal employees, fire fighters, police officers, service repair workers, and bus drivers; (2) city…

  16. 5 CFR 890.111 - Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program.

    Science.gov (United States)

    2010-01-01

    ... pay of an individual described by paragraph (a) of this section an amount equal to the premiums withheld from the pay of a Federal employee for FEHB coverage and, in accordance with procedures... Department of Defense to support the Civilian Marksmanship Program as of the day before the date of the...

  17. 5 CFR 870.510 - Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program.

    Science.gov (United States)

    2010-01-01

    ... paragraph (a) of this section an amount equal to the premiums withheld from the pay of a Federal employee... procedures established by OPM, pay into the Employees' Life Insurance Fund amounts equal to any agency... Defense to support the Civilian Marksmanship Program as of the day before the date of the transfer of the...

  18. 5 CFR 842.109 - Continuation of coverage for former Federal employees of the Civilian Marksmanship Program.

    Science.gov (United States)

    2010-01-01

    ... with the individual's retirement records. (d) The Corporation must withhold from the pay of an individual described by paragraph (a) of this section an amount equal to the percentage withheld from the pay... by the Department of Defense to support the Civilian Marksmanship Program as of the day before the...

  19. EFFECT OF JOB SKILLS TRAINING ON EMPLOYMENT AND JOB SEEKING BEHAVIORS IN AN AMERICAN INDIAN SUBSTANCE ABUSE TREATMENT SAMPLE.

    Science.gov (United States)

    Foley, K; Pallas, D; Forcehimes, A A; Houck, J M; Bogenschutz, M P; Keyser-Marcus, L; Svikis, D

    2010-10-26

    Employment difficulties are common among American Indian individuals in substance abuse treatment. To address this problem, the Southwest Node of NIDA's Clinical Trials Network conducted a single-site adaptation of its national Job Seekers Workshop study in an American Indian treatment program, Na'Nizhoozhi Center (NCI). 102 (80% men, 100% American Indian) participants who were in residential treatment and currently unemployed were randomized to (1) a three session, manualized program (Job seekers workshop: JSW) or (2) a 40-minute Job Interviewing Video: JIV). Outcomes were assessed at 3-month follow up: 1) number of days to a new taxed job or enrollment in a job-training program, and 2) total hours working or enrolled in a job-training program. No significant differences were found between the two groups for time to a new taxed job or enrollment in a job-training program. There were no significant differences between groups in substance use frequency at 3-month follow-up. These results do not support the use of the costly and time-consuming JSW intervention in this population and setting. Despite of the lack of a demonstrable treatment effect, this study established the feasibility of including a rural American Indian site in a rigorous CTN trial through a community-based participatory research approach.

  20. Job embeddedness and nurse retention.

    Science.gov (United States)

    Reitz, O Ed; Anderson, Mary Ann; Hill, Pamela D

    2010-01-01

    Nurse retention is a different way of conceptualizing the employer-employee relationship when compared with turnover. Job embeddedness (JE), a construct based on retention, represents the sum of reasons why employees remain at their jobs. However, JE has not been investigated in relation to locale (urban or rural) or exclusively with a sample of registered nurses (RNs). The purpose of this study was to determine what factors (JE, age, gender, locale, and income) help predict nurse retention. A cross-sectional mailed survey design was used with RNs in different locales (urban or rural). Job embeddedness was measured by the score on the composite, standardized instrument. Nurse retention was measured by self-report items concerning intent to stay. A response rate of 49.3% was obtained. The typical respondent was female (96.1%), white, non-Hispanic (87.4%), and married (74.9%). Age and JE were predictive of nurse retention and accounted for 26% of the explained variance in intent to stay. Although age was a significant predictor of intent to stay, it accounted for only 1.4% of the variance while JE accounted for 24.6% of the variance of nurse retention (as measured by intent to stay). Older, more "embedded" nurses are more likely to remain employed in their current organization. Based on these findings, JE may form the basis for the development of an effective nurse retention program.

  1. Laptops and the Gender Gap: An Investigation of a High School Core Curriculum Program

    Science.gov (United States)

    Wade, Melanie

    2010-01-01

    Girls and women continue to be underrepresented in high school Advanced Placement computer science courses, undergraduate and graduate computer science programs at colleges and universities, and engineering programs and related careers. This is not to suggest that public schools train students to fulfill specific job needs, yet it is evident that…

  2. Career Advancement and Work Support Services on the Job: Implementing the Fort Worth Work Advancement and Support Center Program. Executive Summary

    Science.gov (United States)

    Schultz, Caroline; Seith, David

    2011-01-01

    The Work Advancement and Support Center (WASC) program in Fort Worth was part of a demonstration that is testing innovative strategies to help increase the income of low-wage workers, who make up a large segment of the U.S. workforce. The program offered services to help workers stabilize their employment, improve their skills, and increase their…

  3. Preparing Low Income Women for Today's Workplace: A Case Study on the Evolution of a Communications Model within a Job Training Program.

    Science.gov (United States)

    Baird, Irene C.; Towns, Kathryn

    PROBE (Potential Reentry Opportunities in Business and Education), a program conducted in Harrisburg and Lebanon, Pennsylvania, incorporated technological training with effective communication skills preparation for single female welfare parents. Goals of the program were to provide 20 single-parent welfare women with marketable computer and…

  4. 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…

  5. 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.

  6. Physician Job Satisfaction across Six Major Specialties

    Science.gov (United States)

    Duffy, Ryan D.; Richard, George V.

    2006-01-01

    A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to job satisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important…

  7. 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.

  8. Job Hazards Analysis Among A Group Of Surgeons At Zagazig ...

    African Journals Online (AJOL)

    ... 75% respectively. Conclusion: Job hazards analysis model was effective in assessment, evaluation and management of occupational hazards concerning surgeons and should considered as part of hospital wide quality and safety program. Key Words: Job Hazard Analysis, Risk Management, occupational Health Safety.

  9. Job Satisfaction among Employee Assistance Professionals: A National Study.

    Science.gov (United States)

    Sweeney, Anthony P.; Hohenshil, Thomas H.; Fortune, Jimmie C.

    2002-01-01

    Study examines job satisfaction in a national sample of employee assistance program (EAP) professionals. Data were collected from 210 EAP professionals through mailed surveys. Results indicate that respondents employed by external EAP organizations were more satisfied with their jobs than those who were employed by internal EAPs. (Contains 20…

  10. 22 CFR 146.520 - Job classification and structure.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Job classification and structure. 146.520... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the... and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

  11. 49 CFR 25.520 - Job classification and structure.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Job classification and structure. 25.520 Section... IN EDUCATION PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the... and structure. A recipient shall not: (a) Classify a job as being for males or for females; (b...

  12. 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...... findings indicate that targeted information provision can be a highly effective policy tool in the labor market.......We conduct a large-scale field experiment in the German labor market to investigate how information provision affects job seekers’ employment prospects and labor market outcomes. Individuals assigned to the treatment group of our experiment received a brochure that informed them about job search...

  13. On Job Rotation

    OpenAIRE

    Metin M. Cosgel; Thomas J. Miceli

    1998-01-01

    A fundamental principle of economics with which Adam Smith begins The Wealth of Nations is the division of labor. Some firms, however, have been pursuing a practice called job rotation, which assigns each worker not to a single and specific task but to a set of several tasks among which he or she rotates with some frequency. We examine the practice of job rotation as a serious alternative to specialization, with three objectives. The first is to consider current and historical examples of job...

  14. 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

  15. 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.

  16. 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…

  17. Job anxiety, organizational commitment and job satisfaction: An ...

    African Journals Online (AJOL)

    Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea. ... 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 ...

  18. The Relationship of Job Involvement, Motivation and Job ...

    African Journals Online (AJOL)

    The study found that job involvement had significant relationship with work motivation and job satisfaction of the respondents. It was also found that work motivation and job satisfaction jointly and individually predict job involvement of the respondents. Nevertheless, it was established that there was significant difference in ...

  19. Job satisfaction and gender differences in job satisfaction of teachers in Serbian primary schools

    Directory of Open Access Journals (Sweden)

    Gligorović Bojana

    2014-01-01

    Full Text Available This paper aims to examine Serbian primary teachers' job satisfaction as well as the differences in job satisfaction between male and female teachers. The participants were 362 teachers from 57 primary schools in Serbia. Nine dimensions of job satisfaction (Pay, Promotion, Supervision, Fringe Benefits, Contingent Rewards, Operating Procedures, Co-Workers, Nature of Work, Communication were measured. The results indicate that from the dimensions of job satisfaction, Serbian primary teachers are most satisfied with the Nature of work, Communication and Supervision, while the major sources of Serbian primary teachers' job dissatisfaction are Fringe benefits, Pay and Operating procedures. When it comes to the gender difference in job satisfaction, T-test analysis shows slightly higher satisfaction among female teachers, while statistically significant difference exists only in two dimensions: Supervision and Nature of work. Serbian policy makers in the field of education as well as school administrators should pay close attention to teachers' job satisfaction and its improvement considering that it is an essential to the continuing growth of school effectiveness.

  20. Integration of Formal Job Hazard Analysis and ALARA Work Practice

    International Nuclear Information System (INIS)

    NELSEN, D.P.

    2002-01-01

    ALARA work practices have traditionally centered on reducing radiological exposure and controlling contamination. As such, ALARA policies and procedures are not well suited to a wide range of chemical and human health issues. Assessing relative risk, identifying appropriate engineering/administrative controls and selecting proper Personal Protective Equipment (PPE) for non nuclear work activities extends beyond the limitations of traditional ALARA programs. Forging a comprehensive safety management program in today's (2002) work environment requires a disciplined dialog between health and safety professionals (e.g. safety, engineering, environmental, quality assurance, industrial hygiene, ALARA, etc.) and personnel working in the field. Integrating organizational priorities, maintaining effective pre-planning of work and supporting a team-based approach to safety management represents today's hallmark of safety excellence. Relying on the mandates of any single safety program does not provide industrial hygiene with the tools necessary to implement an integrated safety program. The establishment of tools and processes capable of sustaining a comprehensive safety program represents a key responsibility of industrial hygiene. Fluor Hanford has built integrated safety management around three programmatic attributes: (1) Integration of radiological, chemical and ergonomic issues under a single program. (2) Continuous improvement in routine communications among work planning/scheduling, job execution and management. (3) Rapid response to changing work conditions, formalized work planning and integrated worker involvement