WorldWideScience

Sample records for resources staff ready

  1. Readiness for organisational change among general practice staff.

    Science.gov (United States)

    Christl, B; Harris, M F; Jayasinghe, U W; Proudfoot, J; Taggart, J; Tan, J

    2010-10-01

    Increasing demands on general practice to manage chronic disease may warrant organisational change at the practice level. Staff's readiness for organisational change can act as a facilitator or barrier to implementing interventions aimed at organisational change. To explore general practice staff readiness for organisational change and its association with staff and practices characteristics. This is a cross-sectional study of practices in three Australian states involved in a randomised control trial on the effectiveness of an intervention to enhance the role of non-general practitioner staff in chronic disease management. Readiness for organisational change, job satisfaction and practice characteristics were assessed using questionnaires. 502 staff from 58 practices completed questionnaires. Practice characteristics were not associated with staff readiness for change. A multilevel regression analysis showed statistically significant associations between staff readiness for organisational change (range 1 to 5) and having a non-clinical staff role (vs general practitioner; B=-0.315; 95% CI -0.47 to -0.16; pchange which addresses the mix of practice staff. Moderately low job satisfaction may be an opportunity for organisational change.

  2. Association between addiction treatment staff professional and educational levels and perceptions of organizational climate and resources.

    Science.gov (United States)

    Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

    2014-01-01

    Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.

  3. Use of Community Readiness Model to Develop and Evaluate a Pilot Culinary Training Program for School Nutrition Staff.

    Science.gov (United States)

    Hildebrand, Deana A; Blevins, Priscilla; Carl, Lillian; Brown, Barbara; Betts, Nancy M; Poe, Tiffany

    2018-02-01

    Use the Community Readiness Model (CRM) to develop and evaluate a contextually appropriate pilot culinary training program for school nutrition staff members. Mixed methods to guide intervention development. Six school districts in rural and urban areas of a southwestern state. School nutrition staff (n = 36; female; 20 years' experience). Pre- and post-training assessments used the CRM. Findings from the pre-assessment were used to develop the pilot culinary training intervention. Readiness to integrate new food preparation methods into existing practices. The researchers used t and Wilcoxon tests to compare overall readiness and dimension scores (P ≤ .05). Thematic analysis was used to identify themes from the discussion component of the assessments. Overall readiness increased from vague awareness to preparation (P = .02). Improved dimensions were knowledge of efforts (P = .004), leadership (P = .05), and knowledge of issues (P = .04). Themes included barriers, leadership, and motivation. The CRM was useful for developing and evaluating a contextually appropriate and effective culinary training program for school nutrition staff. Future efforts should address the provision of additional resources such as on-site chefs, small equipment grants, and engaging school stakeholders. Copyright © 2017 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

  4. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2013-02-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment. Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method. Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations. Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research. Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope. Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  5. Measures for Assessing the Readiness of Back-office Staff

    Directory of Open Access Journals (Sweden)

    Devender Maheshwari

    2012-12-01

    Full Text Available Purpose—Public organizations deploy state-of-the-art technological advancements to facilitate sophisticated services to the citizens, businesses, and employees. The maturity of backoffice staff to adapt, use, and utilize these technological changes at the organizational level is a prerequisite to introduce cutting-edge services. This paper investigates the maturity of backoffice staff and proposes a conceptual framework, measurement constructs, and subsequent measures for the assessment.Methodology/Design/Research—Design methodology focuses on combining research with practice. An initial framework and measurement constructs are developed based on the literature review, which are further investigated by conducting a case study at Inland Revenue, Karachi to test the usability in practice using the directive content analysis qualitative method.Findings—the outcome of measurement reveals that though the proposed framework and measurement constructs i.e. roles; responsibilities; trainings; capacity building; capabilities; and attitude are relevant and useful to assess the back-office staff readiness, the measures to assess the constructs may vary in practice depending on the size, scope, and type of the public organizations.Research limitations/implications—although the proposed measurement constructs and measures proved to be useful for assessing the back-office staff maturity, the relationships among different measures and constructs affecting the staff readiness require further research.Practical implications—the case study was conducted at single public organization, which will be extended to multiple public organizations in practice. The extension will not to allow effective testing of the usability of the proposed conceptual framework and constructs, but will also broaden the benchmarking scope.Originality/Value—back-office staff education is discussed and described in the literature as well practice, but there is hardly any

  6. An analysis of the relationship between staff qualification and export readiness of pharmaceutical companies: the case of iran.

    Science.gov (United States)

    Mohammadzadeh, Mehdi

    2012-01-01

    Export and the readiness to export constitute the first step of international marketing, which are affected by both internal and external factors of firms. One of the most important internal factors is the presence of skilled personnel. The purpose of this study was to define the relationship between staff qualification and encouragment with the readiness level of Iranian pharmacuetical firms for engagement in export marketing. The research was based on a single case study on a basket of seven leading domestic firms. For the bias reduction, questionnaires as well as interviews with managers were used. The performance of the studied factor was lower than the desired level for export readiness and there was much scope for improvement in staff qualifications to achieve such readiness. The results of this research enable small and medium-sized pharmaceutical companies to evaluate their staff qualification levels needed for export readiness and to detect their shortcomings in order to improve them.

  7. 18 CFR 701.76 - The Water Resources Council Staff.

    Science.gov (United States)

    2010-04-01

    ... Council Staff. 701.76 Section 701.76 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION Headquarters Organization § 701.76 The Water Resources Council Staff. The Water Resources Council Staff (hereinafter the Staff) serves the Council and the Chairman in the performance of...

  8. Readiness for Training Disabled Students in Academic Staff of Universities

    Directory of Open Access Journals (Sweden)

    Sorokin N.Y.,

    2018-05-01

    Full Text Available The readiness of the teaching staff of higher educational institutions for teaching and psychological and pedagogical support of students with disabilities is being considered. We emphasize that the personnel of the educational organization need special competence to work with persons with disabilities of various nosological groups. The issues of creating an accessible environment in the university were studied, the readiness of teachers to apply special educational technologies in the training of students with disabilities, to develop teaching and methodological materials; the ability to establish pedagogically appropriate relationships with students, and provide psychological and pedagogical support in matters of personal and professional self-determination. The results show a high degree of importance of special professional competencies for inclusive education. But, at the same time, teachers assess their own level of preparedness with students with disabilities as insufficient, which allowed to determine the main areas of work.

  9. Open educational resources: staff attitudes and awareness

    Directory of Open Access Journals (Sweden)

    Vivien Rolfe

    2012-02-01

    Full Text Available Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes toward ‘open educational resources’ (OER as a benchmark for monitoring future progress. Faculty staff (n=6 were invited to participate in semi-structured interviews which facilitated the development of a questionnaire. Staff respondents (n=50 were not familiar with the term OER but had a clear notion of what it meant. They were familiar with open content repositories within the university but not externally. A culture of borrowing and sharing of resources exists between close colleagues, but not further a field, and whilst staff would obtain resources from the Internet they were reticent to place materials there. Drivers for mobilising resources included a strong belief in open education, the ability of OER to enhance individual and institutional reputations, and economic factors. Barriers to OER included confusion over copyright and lack of IT support. To conclude, there is a positive collegiate culture within the faculty, and overcoming the lack of awareness and dismantling the barriers to sharing will help advance the open educational practices, benefiting both faculty staff and the global community.

  10. Utilization of electronic information resources by academic staff at ...

    African Journals Online (AJOL)

    The study investigated the utilization of Electronic Information resources by the academic staff of Makerere University in Uganda. It examined the academic staff awareness of the resources available, the types of resources provided by the Makerere University Library, the factors affecting resource utilization. The study was ...

  11. MEASURING STAFF MEMBERS E READINESS TOWARDS E LEARNING AT EGYPTIAN FACULTIES OF TOURISM AND HOTELS

    Directory of Open Access Journals (Sweden)

    Elsayed Hussein Elsayed Ali

    2010-06-01

    Full Text Available Information and Communication Technology (ICT has made life much different than it was before especially in Education. E learning is becoming increasingly prominent in higher education, with universities increasing provision and more students signing up. E learning in the university context is influenced by a number of factors. However, the researcher particular interest in this paper in the e readiness of the staff memberfor e learning at the Egyptian faculties of tourism and hotels in Fayoum, Menia, Helwan and Alex. This is to the increasing and flexible market that is difficult to research by only traditional education.This research measures the staff members’ e readiness for e learning at the faculties of tourism and hotels in Egypt which influenced by a number of factors and dimensions. These are technical and pedagogical competences, experience scale and attitude Scale but the research will concentrate on the first dimension. This may help Tourism faculties to promote the use of IT in teaching and learning and also apply e learning effectively in these faculties to make qualified students for market work. Data was collected through a questionnaire of 92 staff member (professor, assistant professor and lecturers of tourism studies, hotel management and Tourism Guidance departments. Also this research is based on a basic hypothesis that there is a shortage and insufficient of staff members e readiness for e learning. The paper contains also typical e learning quality framework , SPSS program was used to analyses the data and reach to the finding of this study as frequencies, standard deviation, means, t test per pair between the two dimension pedagogical and technical competencies, also average mean to measure this dimension, also cronbach alpha was made to ensure the reliability, beside the validity was been achieved. The findings have been indicated that the staff member at faculties of tourism and hotels have a good level in pedagogical

  12. R.U. Ready?: Peer Education and Bystander Intervention Sexual Assault Programming

    Science.gov (United States)

    Schweer, Jen Luettel; Heather, Katie; Kay, Kathryn; Stewart, K. Leigh; Kovach, Laura

    2012-01-01

    R.U. Ready? at Georgetown University is an annual sexual assault awareness event that incorporates peer education and resources with opportunities for students, staff, and faculty to dialogue about providing bystander intervention throughout the campus community. Beyond dialogue, participants learn about student activism and the resources and…

  13. Exploring the need for Transition Readiness Scales within cystic fibrosis services: A qualitative descriptive study.

    Science.gov (United States)

    Bourke, Mary; Houghton, Catherine

    2018-07-01

    To explore healthcare professionals' and patients' perceptions of the potential use of a Transition Readiness Scale in cystic fibrosis care. This included an examination of barriers and facilitators to its implementation along with the identification of key items to include in a Transition Readiness Scale. Due to increasing life expectancy and improved quality of life, more adolescents with cystic fibrosis are transitioning from paediatric to adult health care. To assess and correctly manage this transition, a more structured approach to transition is advocated. This can be achieved using a Transition Readiness Scale to potentially identify or target areas of care in which the adolescent may have poor knowledge. These key items include education, developmental readiness taking into account relationships, reproduction, future plans and self-management skills. Existing tools to gauge readiness concentrate mainly on education and self-care needs assessment as their key items. Currently, there is no specific cystic fibrosis Transition Readiness Scale in use in Ireland or internationally. The study used a descriptive qualitative design. Data were collected using semi-structured interviews (n = 8) and analysed using a thematic approach. The findings identified the potential benefits of this tool and second the resources which need to be in place before its development and implementation into cystic fibrosis services. Transition Readiness Scales have substantial relevance with cystic fibrosis services emphasising the importance of establishing the necessary resources prior to its implementation. These were identified as more staff, a dedicated private space and staff training and education. Significant resources are needed to fully integrate Transition Readiness Scales in practice. The study findings suggest multidisciplinary collaborations, and patient engagement is pivotal in planning and easing the transition process for adolescents with cystic fibrosis. © 2018 The

  14. Enterprise resource planning: An assessment for readiness to change

    Directory of Open Access Journals (Sweden)

    Ali Ashraf Nazari

    2014-01-01

    Full Text Available This paper presents an empirical investigation for the implementation of enterprise resource planning among 58 production units in province of Ilam, Iran. The proposed study of this paper considers the readiness in terms of six factors including human resources, financial resources, infrastructures, quality control, and information systems and communication technology. Using structural equation modeling, the study examines six hypotheses and the implementation is accomplished on LISREL software package. Cronbach alpha has been calculated as 0.91, which is well above the minimum desirable level. The results of the survey have indicated that all six mentioned factors influence positively on ERP implementation and for a successful implementation of ERP, it is suggested to consider these factors, seriously.

  15. What Are the Costs of Trauma Center Readiness? Defining and Standardizing Readiness Costs for Trauma Centers Statewide.

    Science.gov (United States)

    Ashley, Dennis W; Mullins, Robert F; Dente, Christopher J; Garlow, Laura; Medeiros, Regina S; Atkins, Elizabeth V; Solomon, Gina; Abston, Dena; Ferdinand, Colville H

    2017-09-01

    Trauma center readiness costs are incurred to maintain essential infrastructure and capacity to provide emergent services on a 24/7 basis. These costs are not captured by traditional hospital cost accounting, and no national consensus exists on appropriate definitions for each cost. Therefore, in 2010, stakeholders from all Level I and II trauma centers developed a survey tool standardizing and defining trauma center readiness costs. The survey tool underwent minor revisions to provide further clarity, and the survey was repeated in 2013. The purpose of this study was to provide a follow-up analysis of readiness costs for Georgia's Level I and Level II trauma centers. Using the American College of Surgeons Resources for Optimal Care of the Injured Patient guidelines, four readiness cost categories were identified: Administrative, Clinical Medical Staff, Operating Room, and Education/Outreach. Through conference calls, webinars and face-to-face meetings with financial officers, trauma medical directors, and program managers from all trauma centers, standardized definitions for reporting readiness costs within each category were developed. This resulted in a survey tool for centers to report their individual readiness costs for one year. The total readiness cost for all Level I trauma centers was $34,105,318 (avg $6,821,064) and all Level II trauma centers was $20,998,019 (avg $2,333,113). Methodology to standardize and define readiness costs for all trauma centers within the state was developed. Average costs for Level I and Level II trauma centers were identified. This model may be used to help other states define and standardize their trauma readiness costs.

  16. Military Readiness: DODs Readiness Rebuilding Efforts May Be at Risk without a Comprehensive Plan

    Science.gov (United States)

    2016-09-01

    specific elements that are to be in strategic plans. 8Chairman of the Joint Chiefs of Staff Guide 3401D, CJCS Guide to the Chairman’s Readiness ...all its major functions and operations. DOD strategic guidance makes it clear that rebuilding readiness is a priority that supports the... readiness recovery efforts. Evaluations of the plan to monitor goals and objectives Assessments, through objective measurement and systematic

  17. Organizational readiness in specialty mental health care.

    Science.gov (United States)

    Hamilton, Alison B; Cohen, Amy N; Young, Alexander S

    2010-01-01

    Implementing quality improvement efforts in clinics is challenging. Assessment of organizational "readiness" for change can set the stage for implementation by providing information regarding existing strengths and deficiencies, thereby increasing the chance of a successful improvement effort. This paper discusses organizational assessment in specialty mental health, in preparation for improving care for individuals with schizophrenia. To assess organizational readiness for change in specialty mental health in order to facilitate locally tailored implementation strategies. EQUIP-2 is a site-level controlled trial at nine VA medical centers (four intervention, five control). Providers at all sites completed an organizational readiness for change (ORC) measure, and key stakeholders at the intervention sites completed a semi-structured interview at baseline. At the four intervention sites, 16 administrators and 43 clinical staff completed the ORC, and 38 key stakeholders were interviewed. The readiness domains of training needs, communication, and change were the domains with lower mean scores (i.e., potential deficiencies) ranging from a low of 23.8 to a high of 36.2 on a scale of 10-50, while staff attributes of growth and adaptability had higher mean scores (i.e., potential strengths) ranging from a low of 35.4 to a high of 41.1. Semi-structured interviews revealed that staff perceptions and experiences of change and decision-making are affected by larger structural factors such as change mandates from VA headquarters. Motivation for change, organizational climate, staff perceptions and beliefs, and prior experience with change efforts contribute to readiness for change in specialty mental health. Sites with less readiness for change may require more flexibility in the implementation of a quality improvement intervention. We suggest that uptake of evidence-based practices can be enhanced by tailoring implementation efforts to the strengths and deficiencies of the

  18. The impact of training interventions on organizational readiness to support innovations in juvenile justice offices.

    Science.gov (United States)

    Taxman, Faye S; Henderson, Craig; Young, Doug; Farrell, Jill

    2014-03-01

    Clinical trials on technology transfer models are rare, even with the interest in advancing the uptake of evidence-based practices in social service agencies. This article presents the results from a trial examining different transfer strategies to assist juvenile justice caseworkers in using screening, assessment, and case planning practices to address mental health and substance use needs. Study findings examine factors that promote organizational readiness. A clinical trial was conducted examining the impact of three post-training strategies: an external coach to build the social network of the justice office (build social climate), an external coach to educate staff (build skills and knowledge), and a control condition consisting of traditional management directives (directives to staff of agency priorities). All groups were exposed to a 1 day refresher course in motivational interviewing. The social network and skill building groups also attended an intensive 3-day training followed by three on-site booster sessions over a 12 month period of time. Twelve juvenile justice offices (with their 231 juvenile justice staff) were assigned to one of three conditions. The study examined the impact of different transfer conditions on organizational readiness to implement the innovation of screening, assessment, and referral strategies. External coaching targeting the social climate of the justice office to support innovations improved organizational readiness to change, regardless of office size. Coaching that targeted either the social climate or staff knowledge and skills both improved organizational readiness for change compared to management directives, but social climate coaching resulted in greater improvements in receptivity to change. No individual level features of case workers (e.g., age, gender, years of experience) significantly predicted organizational readiness to change. Unexpectedly, the skill and knowledge building approach did not perform any better

  19. Assessing readiness of cyberinfrastructure resources for cross-domain interoperability: a view from an NSF EarthCube roadmap

    Science.gov (United States)

    Zaslavsky, Ilya; Couch, Alva; Richard, Stephen; Valentine, David; Lehnert, Kerstin; Stocks, Karen; Murphy, Philip

    2013-04-01

    EarthCube is a new research initiative of the U.S. National Science Foundation, with the mission to develop community-guided cyberinfrastructure integrating data, models and other resources across geoscience disciplines. Analysis and modeling of physical processes that are not confined to disciplinary or jurisdictional boundaries, requires that data and models can be re-used outside the original context in which they are collected or developed. Infrastructure readiness for cross-domain interoperability encompasses the capabilities that need to be in place to enable such information re-use and ensure that it is both scientifically sound and technically feasible. In an ideal cross-domain information integration scenario, resources can be discovered via federated catalogs and linked nomenclatures from neighboring domains, while standard data services can be used to transparently compile composite data products and to integrate information using commonality in key data characteristics related to shared models of spatial features, time measurements, and observations. The main premise of the cross-domain readiness assessment is that when accessing domain resources from another domain, a user expects to be able to discover these resources, interpret them, retrieve the information, and integrate it with other data. Documentation of the resource must be sufficient for a user in a different context to determine fitness for use, and establish trust in scientific soundness. As part of an EarthCube roadmap focused on cross-domain interoperability, we explored a number of approaches to cyberinfrastructure readiness assessment, addressing both readiness of existing resources, and readiness of processes that enable cross-domain communication and information exchange across disciplinary boundaries. Our initial assessment considers basic infrastructure components required to enable cross-domain interoperability in the geosciences. These components, and the evaluation metrics

  20. A systematic review of the relationship between staff perceptions of organizational readiness to change and the process of innovation adoption in substance misuse treatment programs.

    Science.gov (United States)

    Kelly, Peter; Hegarty, Josephine; Barry, Joe; Dyer, Kyle R; Horgan, Aine

    2017-09-01

    Translating innovation, such as contemporary research evidence, into policy and practice is a challenge, not just in substance misuse treatment programs, but across all spheres of healthcare. Organizational readiness to change (ORC) has been described as a fundamental concept, and an important determinant of the process of innovation adoption. The aim of this review was to describe the relationship between staff perceptions of ORC and the process of innovation adoption: exposure, adoption, implementation and integration into practice, in substance misuse treatment programs. This systematic review was conducted in accordance with PRISMA guidelines and fourteen papers were identified as being eligible for inclusion. This review was designed to include all constructs of ORC, but only one tool was used in all of the included papers. Despite this, the heterogeneity of studies in this review made a direct comparison of ORC related variables challenging. None of the included papers clearly related to one stage of the process of innovation adoption, and all of the included papers related to the early stages of the process. Only one paper attempted to measure the sustained integration of an innovation into practice. Overall, the papers were assessed as being low in terms of evidential hierarchy and the quality of the papers was assessed as being on average fair. ORC measurements provide us with a measure of organizational functioning which can be important in terms of predicting how successfully new innovations are adopted. Motivation for change was high in programs where staff identified more program deficits and these staff could also identify more specific needs, but were less likely to have exposure to new innovations. Better program resources and specific staff attributes, increase the likely hood of successful innovation adoption. A good organizational climate is potentially the strongest predictor for the adoption of new practices. It may be beneficial to measure ORC

  1. Utilization of digitized information resources by academic staff of ...

    African Journals Online (AJOL)

    This paper reported on the utilization of the digitized information resources amongst the academic staff of Waziri Umaru federal polytechnic Birnin Kebbi and Federal College of Education Technical Gusau. The paper gave an overview of digitization and its initiatives in academic libraries in Nigeria. The paper tried to ...

  2. Human Resources Readiness as TSO for Deterministic Safety Analysis on the First NPP in Indonesia

    International Nuclear Information System (INIS)

    Sony Tjahyani, D. T.

    2010-01-01

    In government regulation no. 43 year 2006 it is mentioned that preliminary safety analysis report and final safety analysis report are one of requirements which should be applied in construction and operation licensing for commercial power reactor (NPPs). The purpose of safety analysis report is to confirm the adequacy and efficiency of provisions within the defence in depth of nuclear reactor. Deterministic analysis is used on the safety analysis report. One of the TSO task is to evaluate this report based on request of operator or regulatory body. This paper discusses about human resources readiness as TSO for deterministic safety analysis on the first NPP in Indonesia. The assessment is done by comparing the analysis step on SS-23 and SS-30 with human resources status of BATAN currently. The assessment results showed that human resources for deterministic safety analysis are ready as TSO especially to review preliminary safety analysis report and to revise final safety analysis report in licensing on the first NPP in Indonesia. Otherwise, to prepare the safety analysis report is still needed many competency human resources. (author)

  3. Ready or not: does household preparedness prevent absenteeism among emergency department staff during a disaster?

    Science.gov (United States)

    Mercer, Mary P; Ancock, Benedict; Levis, Joel T; Reyes, Vivian

    2014-01-01

    During major disasters, hospitals experience varied levels of absenteeism among healthcare workers (HCWs) in the immediate response period. Loss of critical hospital personnel, including Emergency Department (ED) staff, during this time can negatively impact a facility's ability to effectively treat large numbers of ill and injured patients. Prior studies have examined factors contributing to HCW ability and willingness to report for duty during a disaster. The purpose of this study was to determine if the degree of readiness of ED personnel, as measured by household preparedness, is associated with predicted likelihood of reporting for duty. Additionally, the authors sought to elucidate other factors associated with absenteeism among ED staff during a disaster. ED staff of five hospitals participated in this survey-based study, answering questions regarding demographic information, past disaster experience, household disaster preparedness (using a novel,15-point scale), and likelihood of reporting to work during various categories of disaster. The primary outcome was personal predicted likelihood of reporting for duty following a disaster. A total of 399 subjects participated in the study. ED staffs were most likely to report for duty in the setting of an earthquake (95 percent) or other natural disaster, followed by an epidemic (90 percent) and were less likely to report for work during a biological, chemical, or a nuclear event (63 percent). Degree of household preparedness was determined to have no association with an ED HCW's predicted likelihood of reporting for duty. Factors associated with predicted absenteeism varied based on type of disaster and included having dependents in the home, female gender, past disaster relief experience, having a spouse or domestic partner, and not owning pets. Having dependents in the home was associated with predicted absenteeism for all disaster types (OR 0.30-0.66). However, when stratified by gender, the presence of

  4. Community-Engaged Attribute Mapping: Exploring Resources and Readiness to Change the Rural Context for Obesity Prevention.

    Science.gov (United States)

    John, Deborah; Winfield, Tammy; Etuk, Lena; Hystad, Perry; Langellotto, Gail; Manore, Melinda; Gunter, Kathy

    2017-01-01

    Individual risk factors for obesity are well-known, but environmental characteristics that influence individual risk, especially in rural communities, are not confirmed. Rural communities face unique challenges to implementing environmental strategies, such as walkability, aimed at supporting weight healthy lifestyles. Cooperative Extension, a community-embedded weight health partner, convened and engaged community members in self-exploration of local resources and readiness to change environmental characteristics perceived to promote unhealthy eating and inactivity. This approach leveraged Extension's mission, which includes connecting rural communities with land-grant university resources. HEAL MAPPS™ (Healthy Eating Active Living Mapping Attributes using Participatory Photographic Surveys) was developed as a participatory action research methodology. Adopted by Extension community partners, HEAL MAPPS™ involved residents in photomapping, characterizing, and communicating lived experiences of their rural community, and prioritizing interventions to change the obesogenic context. Extension educators serving rural communities in six Western U.S. states were trained to implement HEAL MAPPS™. Extension engaged community members who mapped and evaluated their encounters with environmental attributes that shape their dietary and activity patterns. The method partnered residents with decision makers in identifying issues, assessing resources and readiness, and prioritizing locally relevant environmental strategies to reduce access disparities for rural populations with high obesity risk. HEAL MAPPS™ revealed differences in resource availability, accessibility, and affordability within and among rural communities, as well as in readiness to address the obesogenic context. Extension functioned successfully as the backbone organization, and local community health partner, cooperatively implementing HEAL MAPPS™ and engaging constituents in shaping weight healthy

  5. CDC/NACCHO Accreditation Support Initiative: advancing readiness for local and tribal health department accreditation.

    Science.gov (United States)

    Monteiro, Erinn; Fisher, Jessica Solomon; Daub, Teresa; Zamperetti, Michelle Chuk

    2014-01-01

    Health departments have various unique needs that must be addressed in preparing for national accreditation. These needs require time and resources, shortages that many health departments face. The Accreditation Support Initiative's goal was to test the assumption that even small amounts of dedicated funding can help health departments make important progress in their readiness to apply for and achieve accreditation. Participating sites' scopes of work were unique to the needs of each site and based on the proposed activities outlined in their applications. Deliverables and various sources of data were collected from sites throughout the project period (December 2011-May 2012). Awardees included 1 tribal and 12 local health departments, as well as 5 organizations supporting the readiness of local and tribal health departments. Sites dedicated their funding toward staff time, accreditation fees, completion of documentation, and other accreditation readiness needs and produced a number of deliverables and example documents. All sites indicated that they made accreditation readiness gains that would not have occurred without this funding. Preliminary evaluation data from the first year of the Accreditation Support Initiative indicate that flexible funding arrangements may be an effective way to increase health departments' accreditation readiness.

  6. Capacity and readiness for quality improvement among home and community-based service providers.

    Science.gov (United States)

    Abrahamson, Kathleen; Myers, Jaclyn; Arling, Greg; Davila, Heather; Mueller, Christine; Abery, Brian; Cai, Yun

    2016-01-01

    The objective of this study was to explore home and community-based service (HCBS) providers' perspectives of organizational readiness for quality improvement (QI). Data were obtained from a survey of participants (N = 56) in a state-sponsored HCBS QI initiative. Quality improvement challenges included lack of time and resources, staff apprehension or resistance, resistance from consumers and families, and project sustainability. Support from leadership was viewed as an important factor in participating organizations' decision to engage in QI. Internal resources available to support QI varied widely between participating organizations, with differences observed between smaller and larger agencies, as well as between provider types and populations served.

  7. Human Resource Information System implementation readiness in the Ethiopian health sector: a cross-sectional study.

    Science.gov (United States)

    Dilu, Eyilachew; Gebreslassie, Measho; Kebede, Mihiretu

    2017-12-20

    Health workforce information systems in low-income countries tend to be defective with poor relationship to information sources. Human Resource Information System (HRIS) is currently in a pilot implementation phase in the Federal Ministry of Health and Regional Health Bureaus of Ethiopia. Before scaling up the implementation, it is important to understand the implementation readiness of hospitals and health departments. The aims of this study were to assess the readiness for HRIS implementation, identify associated factors, and explore the implementation challenges in public hospitals and health departments of the Amhara National Regional State, Ethiopia. An institution-based cross-sectional study supplemented with a qualitative study was conducted from the 15th of February to the 30th of March 2016 in 19 public hospitals and health departments of the Amhara National Regional State, Ethiopia. A self-administered questionnaire was used to collect the data. The questionnaire includes items on socio-demographic characteristics and questions measuring technical, personal, and organizational factors adapted from the 32-item questionnaire of the Management Science for Health (MSH) HRIS readiness assessment tool. The data were entered and analyzed with statistical software. Descriptive statistics and bivariate and multivariable logistic regression analyses were performed. Odds ratios with 95% confidence interval were computed to identify the factors statistically associated with readiness of HRIS implementation. In-depth interviews and observation checklists were used to collect qualitative data. Thematic content analysis was used to analyze the qualitative data. A total of 246 human resource (HR) employees and 16 key informants have been included in the study. The HR employee's level of readiness for HRIS implementation in this study was 35.8%. Employee's Internet access (AOR = 2.59, 95%CI = 1.19, 5.62), availability of separate HR section (AOR = 8.08, 95%CI

  8. An examination of the Marine Operating and Support Information System (MOSIS) as a mechanism for linking resources to readiness for Marine Operating Forces

    OpenAIRE

    Cucinotta, Paul D.

    1997-01-01

    Approved for public release; distribution is unlimited Continued downsizing efforts have imposed increasingly stringent restrictions on Department of Defense budgetary resources. Program and activity managers are expected to justify their budgets based on well defined quantitative measures of performance, activity level and readiness. This thesis examines the resources to readiness issues in DoD, specifically focusing on Marine Corps Operating Forces. Additionally, this thesis evaluates th...

  9. The Staff Council, ready for the challenges of 2015

    CERN Document Server

    Staff Association

    2015-01-01

    In order to fulfil its mission of representing CERN staff with the Management and the Member States in an optimal way, the Staff Council relies on the work of a number of commissions, amongst them employment conditions, pensions, legal matters, social security, health and safety and InFormAction (training, information and action). All of these commissions have as a goal to try and improve the employment conditions of CERN members of personnel. This is the case in particular in the context of the five-yearly review process, ending in December 2015 (5YR 2015). Let us recall that the objective of a five-yearly review is to ensure that the financial and social conditions offered by the Organisation favour recruitment from all Member States, and to retain and motivate staff necessary for the fulfilment of its mission. The convenor of each Commission reports regularly to the Staff Council and Executive Committee on the work performed in their group. The commissions are open to all members of the Staff Associati...

  10. [Schistosomiasis status of staff in Hydrology Bureau of Yangtze Water Resources Committee in 2013].

    Science.gov (United States)

    Fu, Jun; Leng, Cheng-mei; Tang, Min; Yao, Wei-gang

    2014-08-01

    To understand the status of schistosomiasis of staff in the Hydrology Bureau of Yangtze Water Resources Committee and the Oncomelania hupensis snail condition of their work areas in 2013, so as to provide the evidences for the schistosomiasis control in the industry. The physical examination data about schistosomiasis of the staff from 2006 to 2013 were collected and analyzed to understand the schistosomiasis prevalence condition of the staff and the changes of their liver parenchyma. Meanwhile, the snail status in the work areas was surveyed. There were 1,393 staff involved in the physical examinations of schistosomiasis in 2003, 197 of them were schistosomiasis patients, the prevalence rate was 14.14%, and no new acute schistosomiasis case occurred. The cases whose liver parenchyma were classified as Grade 0, I , II , III occupied 28.9%, 67.0%, 3.05% and 1.02%, respectively. A total of 24 work areas were involved in the snail survey, and 71 snails were captured. Among the whole snails captured, 39 were living snails, but no schistosome infected snails were found. The prevalence rate of schistosomiasis in staff of the Hydrology Bureau of Yangtze Water Resources Committee is relatively high, so the schistosomiasis surveillance as well as the snail survey and control still should be carried out consistently.

  11. Staff Assist: A Resource to Improve Nursing Home Quality and Staffing

    Science.gov (United States)

    Castle, Nicholas G.

    2011-01-01

    Purpose: This study describes the creation and use of a web-based resource, designed to help nursing homes implement quality improvements through changes in staffing characteristics. Design and Methods: Information on staffing characteristics (i.e., staffing levels, turnover, stability, and use of agency staff), facility characteristics (e.g.,…

  12. Testing a computer-based ostomy care training resource for staff nurses.

    Science.gov (United States)

    Bales, Isabel

    2010-05-01

    Fragmented teaching and ostomy care provided by nonspecialized clinicians unfamiliar with state-of-the-art care and products have been identified as problems in teaching ostomy care to the new ostomate. After conducting a literature review of theories and concepts related to the impact of nurse behaviors and confidence on ostomy care, the author developed a computer-based learning resource and assessed its effect on staff nurse confidence. Of 189 staff nurses with a minimum of 1 year acute-care experience employed in the acute care, emergency, and rehabilitation departments of an acute care facility in the Midwestern US, 103 agreed to participate and returned completed pre- and post-tests, each comprising the same eight statements about providing ostomy care. F and P values were computed for differences between pre- and post test scores. Based on a scale where 1 = totally disagree and 5 = totally agree with the statement, baseline confidence and perceived mean knowledge scores averaged 3.8 and after viewing the resource program post-test mean scores averaged 4.51, a statistically significant improvement (P = 0.000). The largest difference between pre- and post test scores involved feeling confident in having the resources to learn ostomy skills independently. The availability of an electronic ostomy care resource was rated highly in both pre- and post testing. Studies to assess the effects of increased confidence and knowledge on the quality and provision of care are warranted.

  13. Are they ready? Organizational readiness for change among clinical teaching teams.

    Science.gov (United States)

    Bank, Lindsay; Jippes, Mariëlle; Leppink, Jimmie; Scherpbier, Albert Jja; den Rooyen, Corry; van Luijk, Scheltus J; Scheele, Fedde

    2017-01-01

    Curriculum change and innovation are inevitable parts of progress in postgraduate medical education (PGME). Although implementing change is known to be challenging, change management principles are rarely looked at for support. Change experts contend that organizational readiness for change (ORC) is a critical precursor for the successful implementation of change initiatives. Therefore, this study explores whether assessing ORC in clinical teaching teams could help to understand how curriculum change takes place in PGME. Clinical teaching teams in hospitals in the Netherlands were requested to complete the Specialty Training's Organizational Readiness for curriculum Change, a questionnaire to measure ORC in clinical teaching teams. In addition, change-related behavior was measured by using the "behavioral support-for-change" measure. A two-way analysis of variance was performed for all response variables of interest. In total, 836 clinical teaching team members were included in this study: 288 (34.4%) trainees, 307 (36.7%) clinical staff members, and 241 (28.8%) program directors. Overall, items regarding whether the program director has the authority to lead scored higher compared with the other items. At the other end, the subscales "management support and leadership," "project resources," and "implementation plan" had the lowest scores in all groups. The study brought to light that program directors are clearly in the lead when it comes to the implementation of educational innovation. Clinical teaching teams tend to work together as a team, sharing responsibilities in the implementation process. However, the results also reinforce the need for change management support in change processes in PGME.

  14. Personal Staff - Joint Staff - The National Guard

    Science.gov (United States)

    the ARNG Deputy Director of the ARNG Chief of Staff of the ARNG Command Chief Warrant Officer of the Site Maintenance Battle Focused Training Strategy Battle Staff Training Resources News Publications March Today in Guard History Leadership CNGB VCNGB SEA DANG DARNG Joint Staff J-1 J-2 J-3 J-4 J-5 J-6 J

  15. Developing evidence-informed decision making in a hospice: an evaluation of organisational readiness.

    Science.gov (United States)

    Morris, Jenny; Stewart, Amy; Richardson, Janet

    2013-06-01

    Multiprofessional home care and hospice teams should play a part in evidence-informed decision making. To assess organisational readiness to adopt evidence-informed decision making in a hospice in England. A mixed-methods approach was used. Clinical staff were surveyed regarding their attitudes to and skills in using evidence, and senior managers completed an organisation-based self-assessment tool recording the readiness of the organisation to embrace an evidence-informed focus. 81% of the staff completed the survey. Staff were committed to the principles of evidence-informed decision making, but overall lacked the necessary knowledge and skills. Information obtained from the management self-assessment highlighted that a priority was to develop an evidence-informed decision-making culture focusing on education, training, and policy development. The process used in this evaluation may be applicable to other areas of health care when assessing an organisation's readiness to incorporate evidence-informed decision making into policy and procedure.

  16. Vogtle Unit 1 readiness review: Assessment of Georgia Power Company readiness review pilot program

    International Nuclear Information System (INIS)

    Lewis, G.

    1987-09-01

    Georgia Power Company (GPC) performed a readiness review at Vogtle Unit 1 as a pilot program. The pilot program was a new and innovative approach for the systematic and disciplined review, with senior management involvement, of GPC's implementation of design, construction, and operational readiness processes. The program's principal objective was to increase the level of assurance that quality programs at Vogtle Unit 1 have been accomplished in accordance with regulatory requirements. This report assesses the effectiveness of the GPC's readiness review pilot program (RRPP) at Vogtle Unit 1. It includes (1) an overview of what was experienced during the program's implementation, (2) an assessment of how well program objectives were met, and (3) lessons learned on the future use of the readiness review concept. Overall, GPC and the NRC staff believe that the RRPP at Vogtle Unit 1 was a success and that the program provided significant added assurance that Vogtle Unit 1 licensing commitments and NRC regulations have been adequately implemented. Although altering the NRC licensing review process for the few plants still in the construction pipeline may not be appropriate, licensees may benefit significantly by performing readiness reviews on their own initiative as GPC did for Vogtle. (7 refs.)

  17. Beyond College Eligibility: A New Framework for Promoting College Readiness. College Readiness Indicator Systems Resource Series

    Science.gov (United States)

    Annenberg Institute for School Reform at Brown University, 2014

    2014-01-01

    The College Readiness Indicator Systems (CRIS) initiative was developed in response to a troubling pattern: More students than ever are enrolling in college after high school, but many of them are not college ready, as evidenced by persistently low rates of college completion. The sense of urgency to close the gap between college eligibility and…

  18. Healthcare professionals' readiness for an interprofessional orthogeriatric unit: A cross-sectional survey

    DEFF Research Database (Denmark)

    Abrahamsen, Charlotte; Nørgaard, Birgitte; Draborg, Eva

    2016-01-01

    Professionals´ readiness for change is a precursor to successful implementation of organizational changes. An assessment of readiness for change can set the stage for the implementation by providing information regarding staff members’ beliefs and attitudes prior to an organizational change. We......-based questionnaire. Fully completed questionnaires were returned by 113 respondents (50.7%). Overall, 77.9% of the respondents indicated that they had either “excellent knowledge” or “some knowledge” of orthogeriatric care. Furthermore, 87.6% expressed their “full support” or “support” to the creation...... aspects; those voiced by the nursing staff related to work strain and the interests of their professional group whereas the physicians’ reservations concentrated on the planning of the change. The exploration of readiness for organizational change among health care professionals offers managers...

  19. Special Staff - Joint Staff - Leadership - The National Guard

    Science.gov (United States)

    the ARNG Deputy Director of the ARNG Chief of Staff of the ARNG Command Chief Warrant Officer of the Site Maintenance Battle Focused Training Strategy Battle Staff Training Resources News Publications March Today in Guard History Leadership CNGB VCNGB SEA DANG DARNG Joint Staff J-1 J-2 J-3 J-4 J-5 J-6 J

  20. Are Malaysian Students Ready to Be Authors of Digital Contents? A Case Study of Digital Library Stakeholders’ Readiness

    Directory of Open Access Journals (Sweden)

    Abrizah Abdullah

    2007-09-01

    Full Text Available The paper reports on a study that ascertains the factors facilitating students to utilize digital libraries for educational purposes. The study investigates students ICT readiness, usage of online resources and information seeking behaviour of secondary school students with the specific goal of applying the results to the design of a collaborative digital library for school projects. The digital library has been conceived to support resource needs of these students as well provide the space for them to publish their school projects, which are currently submitted handwritten. The study uses the case study approach and an urban secondary school in Malaysia is chosen as the case school. Findings from a survey and focus group interviews indicate that the students are ready to collaboratively build the digital library resources as evidenced by students digital library readiness score of 31.4/40.

  1. Contextual factors influencing readiness for dissemination of obesity prevention programs and policies.

    Science.gov (United States)

    Dreisinger, Mariah L; Boland, Elizabeth M; Filler, Carl D; Baker, Elizabeth A; Hessel, Amy S; Brownson, Ross C

    2012-04-01

    Within the realm of obesity prevention research, there have been many promising interventions to improve physical activity and nutrition among diverse target populations. However, very little information is known about the dissemination and replication of these interventions. In 2007 and 2008 as part of a larger obesity prevention initiative, Missouri Foundation for Health funded 19 community-based programs throughout the state that showed promise of being model practices and committed to promoting their dissemination. Semi-structured key informant interviews were conducted with 64 individuals across the grant sites to help stage their readiness for dissemination. Through these interviews, the project team was able to identify the variables that impact a program's readiness for widespread distribution. Some factors contributing to readiness include: strong intervention planning and an existing sustainability plan; physical space available for the intervention; staff and monetary resources; administrative buy-in; community buy-in and engagement; a strong partner base and an agency with a healthy and active mission. These findings add to the literature by systematically identifying a set of key contextual variables. The qualitative data collected support a proposed framework and helps to establish a process for maintaining successful interventions based on several important factors that impact dissemination.

  2. Improving staff perception of a safety climate with crew resource management training.

    Science.gov (United States)

    Kuy, SreyRam; Romero, Ramon A L

    2017-06-01

    Communication failure is one of the top root causes in patient safety adverse events. Crew resource management (CRM) is a team building communication process intended to improve patient safety by improving team dynamics. First, to describe implementation of CRM in a Veterans Affair (VA) surgical service. Second, to assess whether staff CRM training is related to improvement in staff perception of a safety climate. Mandatory CRM training was implemented for all surgical service staff at a VA Hospital at 0 and 12 mo. Safety climate questionnaires were completed by operating room staff at a baseline, 6 and 12 mo after the initial CRM training. Participants reported improvement on all 27 points on the safety climate questionnaire at 6 mo compared with the baseline. At 12 mo, there was sustained improvement in 23 of the 27 areas. This is the first published report about the effect of CRM training on staff perception of a safety climate in a VA surgical service. We demonstrate that CRM training can be successfully implemented widespread in a surgical program. Overall, there was improvement in 100% of areas assessed on the safety climate questionnaire at 6 mo after CRM training. By 1 y, this improvement was sustained in 23 of 27 areas, with the areas of greatest improvement being the performance of briefings, collaboration between nurses and doctors, valuing nursing input, knowledge about patient safety, and institutional promotion of a patient safety climate. Published by Elsevier Inc.

  3. Y2K compliance readiness and contingency planning.

    Science.gov (United States)

    Stahl, S; Cohan, D

    1999-09-01

    As the millennium approaches, discussion of "Y2K compliance" will shift to discussion of "Y2K readiness." While "compliance" focuses on the technological functioning of one's own computers, "readiness" focuses on the operational planning required in a world of interdependence, in which the functionality of one's own computers is only part of the story. "Readiness" includes the ability to cope with potential Y2K failures of vendors, suppliers, staff, banks, utility companies, and others. Administrators must apply their traditional skills of analysis, inquiry and diligence to the manifold imaginable challenges which Y2K will thrust upon their facilities. The SPICE template can be used as a systematic tool to guide planning for this historic event.

  4. Remedial action and waste disposal project: 100-B/C remedial action readiness report

    International Nuclear Information System (INIS)

    April, J.G.; Bryant, D.L.; Cislo, G.B.

    1996-07-01

    This Readiness Evaluation Report presents the results of the project readiness evaluation to assess the readiness of the 100-B/C source sites remediation. The 100-B/C Area is located at the Hanford Site in Richland, Washington. The evaluation was conducted at the conclusion of a series of readiness activities that began in May 1996. These activities included confirming the completion of project specific procedures, training of staff, obtaining support equipment, receipt of subcontractor submittals, approval of subcontractor submittals, and mobilization and construction of site support systems

  5. Usability and Workflow Evaluation of “RhEumAtic Disease Activity” (READY)

    Science.gov (United States)

    Yen, Po-Yin; Lara, Barbara; Lopetegui, Marcelo; Bharat, Aseem; Ardoin, Stacy; Johnson, Bernadette; Mathur, Puneet; Embi, Peter J.

    2016-01-01

    Summary Background RhEumAtic Disease activitY (READY) is a mobile health (mHealth) application that aims to create a shared platform integrating data from both patients and physicians, with a particular emphasis on arthritis disease activity. Methods We made READY available on an iPad and pilot implemented it at a rheumatology out-patient clinic. We conducted 1) a usability evaluation study to explore patients’ and physicians’ interactions with READY, and 2) a time motion study (TMS) to observe the clinical workflow before and after the implementation. Results A total of 33 patients and 15 physicians participated in the usability evaluation. We found usability problems in navigation, data entry, pain assessment, documentation, and instructions along with error messages. Despite these issues, 25 (75,76%) patients reported they liked READY. Physicians provided mixed feedback because they were concerned about the impact of READY on clinical workflow. Six physicians participated in the TMS. We observed 47 patient visits (44.72 hours) in the pre-implementation phase, and 42 patient visits (37.82 hours) in the post-implementation phase. We found that patients spent more time on READY than paper (4.39mins vs. 2.26mins), but overall, READY did not delay the workflow (pre = 52.08 mins vs. post = 45.46 mins). This time difference may be compensated with READY eliminating a workflow step for the staff. Conclusion Patients preferred READY to paper documents. Many found it easier to input information because of the larger font size and the ease of ‘tapping’ rather than writing-out or circling answers. Even though patients spent more time on READY than using paper documents, the longer usage of READY was mainly due to when troubleshooting was needed. Most patients did not have problems after receiving initial support from the staff. This study not only enabled improvements to the software but also serves as good reference for other researchers or institutional decision

  6. The Career Perceptions of Academic Staff and Human Resource Discourses in English Higher Education

    Science.gov (United States)

    Strike, Tony; Taylor, John

    2009-01-01

    This paper sets out findings from research that considered the interplay between English national policy developments in human resources management in higher education and the personal stories of academic staff as career participants. Academic careers are pursued in an institutional and national policy context but it was not clear that the formal…

  7. Burnout and engagement in relation with job demands and resources among dental staff in Northern Ireland

    NARCIS (Netherlands)

    Gorter, R.C.; Freeman, R.

    2010-01-01

    Objectives:  To investigate the psychological health - in particular, levels of burnout and engagement, job demands, job resources, and general psychological distress - among dental staff in Northern Ireland. Methods:  Three hundred questionnaires were administered to all dental offices in the

  8. The Readiness of Sorsogon State College Faculty for Teaching with ICT: Basis for a Faculty Training Program

    Directory of Open Access Journals (Sweden)

    Catherine A. De Castro

    2016-02-01

    Full Text Available Information and communication technologies (ICT such as computers, multimedia systems, productivity software, and the Internet have greatly improved the performance of different organizations and influenced higher learning institutions like Sorsogon State College (SSC to develop and implement innovative teaching and learning methods. However, despite the many benefits of ICT when used in education, there are still faculty members who do not use these technologies for teaching. Hence, this research was conducted to assess their readiness for teaching with ICT. Findings revealed that most of the surveyed respondents were above forty-five years old, have 1-10 years of government service, and have specialization in the field of education. In terms of readiness to teach with ICT, the results disclosed that they were fairly ready along human-resource readiness, ready along technological skill readiness, and much ready along equipment readiness. Their age was not significantly related to their human resource readiness but significantly related to their technological skill and equipment readiness. The respondents’ number of years in the government was significantly related to their readiness to teach with ICT in terms of human resource, technological skill, and equipment readiness. Their field of specialization was not significantly related to their readiness to teach with ICT. Among the most identified factors why some of them do not use ICT resources were unavailability of ICT resources, lack of knowledge and lack of familiarity to ICT. The output of this research is a faculty training program to enhance their know

  9. Service quality and perceived value of technology-based service encounters: evaluation of clinical staff satisfaction in Taiwan.

    Science.gov (United States)

    Hung, Chung-Jye; Chang, Hsin Hsin; Eng, Cheng Joo; Wong, Kit Hong

    Previous research has evaluated technology-based service encounters (TBSEs) in the delivery of health care by assessing patient satisfaction. This study examined service quality and perceived value of TBSEs used in health organisations from the perspective of clinical staff, with staff technology readiness as a moderator. A quantitative survey was conducted in Taiwan, across private and public healthcare organisations. Results showed that TBSEs had a direct effect on service quality and perceived value, which in turn had a direct effect on staff satisfaction in using TBSEs. However, service quality had no effect on perceived value when moderated by technology readiness. Theoretical and managerial implications of these findings are discussed.

  10. Burnout and engagement in relation with job demands and resources among dental staff in Northern Ireland.

    Science.gov (United States)

    Gorter, Ronald C; Freeman, Ruth

    2011-02-01

    To investigate the psychological health--in particular, levels of burnout and engagement, job demands, job resources, and general psychological distress--among dental staff in Northern Ireland. Three hundred questionnaires were administered to all dental offices in the western part of Northern Ireland. The questionnaire consisted of 'Maslach Burnout Inventory (MBI)', 'Job Demands in Dentistry measure', 'Utrecht Work Engagement Scale (UWES)', 'Job Resources in dentistry measure', and 'General Health Questionnaire (GHQ)'. Overall response rate among all staff members was 45% (for general dental practitioners: 65%). Burnout mean scores were unfavourable when compared with MBI manual norm scores, 26% had scores in the 'high' categories of both emotional exhaustion (EE) and depersonalization (DP). This is an indication of severe burnout risk. Time pressure, financial worries, and difficult patients appeared to be the most prominent work demands (mean scores >3). All job demands' scales correlated significantly (P r UWES, and all job resources' subscales were all well above each subscale's range midpoint. Treatment results appeared the most prominent work resource. GHQ mean score for all was 1.05 (SD = 0.51). No difference in mean score was found between dentists and other staff (F(1,123) = 1.08, NS). With 'case level' set at a score >3 as a cut-off point, 25% of the subjects have to be considered cases. Burnout is a serious threat for the dental team in this region of Northern Ireland, especially among general dental practitioners. One-quarter of the dentists were categorized as having a serious burnout risk. Dentists appeared to have most trouble with the work environment aspects: time pressure and financial worries. Furthermore, the proportion of those suffering from psychological distress was unusually high. In contrast to these findings, encouraging levels of engagement were identified. It is recommended that attention for burnout risk is given priority by dental

  11. Evaluation of time, attendance of medical staff, and resources during stereotactic radiotherapy/radiosurgery. QUIRO-DEGRO trial

    Energy Technology Data Exchange (ETDEWEB)

    Zabel-du Bois, A.; Milker-Zabel, S.; Debus, J. [Heidelberg Univ. (Germany). Dept. of Radiotherapy and Radiooncology; Henzel, M.; Engenhart-Cabillic, R. [Marburg Univ. (Germany). Dept. of Radiotherapy and Radiation Oncology; Popp, W. [Prime Networks AG, Basel (Switzerland); Sack, H. [Essen Univ. (Germany). Dept. of Radiation Oncology

    2012-09-15

    Background: The German Society of Radiation Oncology ('Deutsche Gesellschaft fuer Radioonkologie', DEGRO) initiated a multicenter trial to develop and evaluate adequate modules to assert core processes and subprocesses in radiotherapy. The aim of this prospective evaluation was to methodical assess the required resources (technical equipment and medical staff) for stereotactic radiotherapy/radiosurgery. Material and methods: At two radiotherapy centers of excellence (University Hospitals of Heidelberg and Marburg/Giessen), the manpower and time required for the implementation of intra- and extracranial stereotactic radiotherapy was prospectively collected consistently over a 3-month period. The data were collected using specifically developed process acquisition tools and standard forms and were evaluated using specific process analysis tools. Results: For intracranial (extracranial) fractionated stereotactic radiotherapy (FSRT) and radiosurgery (RS), a total of 1,925 (270) and 199 (36) records, respectively, could be evaluated. The approximate time needed to customize the immobilization device was median 37 min (89 min) for FRST and 31 min (26 min) for RS, for the contrast enhanced planning studies 22 and 27 min (25 and 28 min), for physical treatment planning 122 and 59 min (187 and 27 min), for the first and routine radiotherapy sessions for FSRT 40 and 13 min (58 and 31 min), respectively. The median time needed for the RS session was 58 min (45 min). The corresponding minimal manpower needed was 2 technicians for customization of the immobilization device, 2.5 technicians and 1 consultant for the contrast-enhanced planning studies, 1 consultant, 0.5 resident and 0.67 medical physics expert (MPE) for physical treatment planning, as well as 1 consultant, 0.5 resident, and 2.5 technicians for the first radiotherapy treatment and 2.33 technicians for routine radiotherapy sessions. Conclusion: For the first time, the resource requirements for a

  12. Universities' expectations of pastoral care: trends, stressors, resource gaps and support needs for teaching staff.

    Science.gov (United States)

    Laws, Thomas A; Fiedler, Brenton A

    2012-10-01

    'emotion work' requiring a greater integration of resources that guide them toward more appropriate and timely student support. Staff require ongoing professional development on the nature of MH problems among students. There is a need for specific orientation programs that better define pastoral care and identify support services for staff and students. Universities need to focus on what is needed to create a well-being environment. Workload allocations must include 'emotion work', and mental health professionals must be employed to improve intervention and support not only for students but also for University staff. With better defined pastoral care roles, academics can more effectively balance their intrinsic and extrinsic motivations toward both personal and corporate objectives. Further research into the efficacy of university resourcing of programs and services is needed. Copyright © 2012 Elsevier Ltd. All rights reserved.

  13. Towards evidence-based palliative care in nursing homes in Sweden: a qualitative study informed by the organizational readiness to change theory.

    Science.gov (United States)

    Nilsen, Per; Wallerstedt, Birgitta; Behm, Lina; Ahlström, Gerd

    2018-01-04

    Sweden has a policy of supporting older people to live a normal life at home for as long as possible. Therefore, it is often the oldest, most frail people who move into nursing homes. Nursing home staff are expected to meet the existential needs of the residents, yet conversations about death and dying tend to cause emotional strain. This study explores organizational readiness to implement palliative care based on evidence-based guidelines in nursing homes in Sweden. The aim was to identify barriers and facilitators to implementing evidence-based palliative care in nursing homes. Interviews were carried out with 20 managers from 20 nursing homes in two municipalities who had participated along with staff members in seminars aimed at conveying knowledge and skills of relevance for providing evidence-based palliative care. Two managers responsible for all elderly care in each municipality were also interviewed. The questions were informed by the theory of Organizational Readiness for Change (ORC). ORC was also used as a framework to analyze the data by means of categorizing barriers and facilitators for implementing evidence-based palliative care. Analysis of the data yielded ten factors (i.e., sub-categories) acting as facilitators and/or barriers. Four factors constituted barriers: the staff's beliefs in their capabilities to face dying residents, their attitudes to changes at work as well as the resources and time required. Five factors functioned as either facilitators or barriers because there was considerable variation with regard to the staff's competence and confidence, motivation, and attitudes to work in general, as well as the managers' plans and decisional latitude concerning efforts to develop evidence-based palliative care. Leadership was a facilitator to implementing evidence-based palliative care. There is a limited organizational readiness to develop evidence-based palliative care as a result of variation in the nursing home staff's change efficacy

  14. Perceived effects of organizational downsizing and staff cuts on the stress experience: the role of resources.

    Science.gov (United States)

    Boyd, Carolyn M; Tuckey, Michelle R; Winefield, Anthony H

    2014-02-01

    In response to global financial pressures, retail companies have introduced measures to reduce costs by cutting staff allocations to individual outlets. On the basis of interview data from four employees of a large retail organization, this paper employs an ideographic case-study approach to illustrate how the processes linking job characteristics to job-related strain and well-being (e.g. appraisal, action regulation, coping, resource utilization) unfold within four individual workers, as they attempt to manage perceived increases in demands resulting from staff cuts. We highlight the importance that these employees place on their own psychological resources (e.g. self-efficacy) and coping mechanisms (e.g. disengagement) in dealing with these changes, as well as how the perceived availability or absence of job resources (e.g. social support, decision authority, organizational justice) influences their ability to cope with increased demands. We use the insights gained from the case studies to illustrate the value of integrating multiple theoretical perspectives towards achieving a nuanced understanding of the intricacies involved in these experiences and to suggest ways in which the coping capacities of individual employees might be increased. Copyright © 2013 John Wiley & Sons, Ltd.

  15. Analysis of Human Resources Readiness Through ADKAR, Management Commitment and Specific Competence Approach in Support Transformational Era PT KAI

    OpenAIRE

    Febriwan, Muhamad; Bangun, Yuni Ros

    2013-01-01

    PT Kereta Api Indonesia performs the transformation towards the service orientation in order to keep survive in its business environment. Human resources readiness of supporting the transformation is determinative without it, the company will fail in transformation and pursuing the business target. This applied ADKAR (awareness, desire, knowledge, ability and reinforcement), management commitment (organization support, reward, empowerment and training) and specific competencies (hospitality c...

  16. Smoke Ready Toolbox for Wildfires

    Science.gov (United States)

    This site provides an online Smoke Ready Toolbox for Wildfires, which lists resources and tools that provide information on health impacts from smoke exposure, current fire conditions and forecasts and strategies to reduce exposure to smoke.

  17. Remedial action and waste disposal project -- 100-DR-1 remedial action readiness assessment report

    International Nuclear Information System (INIS)

    April, J.G.; Ard, J.A.; Corpuz, F.M.; DeMers, S.K.; Donahoe, R.L.; Frank, J.M.; Hobbs, B.J.; Roeck, F.V.

    1997-02-01

    This readiness assessment report presents the results of the project readiness assessment for the 100-DR-1 source sites remediation. The assessment was conducted at the conclusion of a series of project activities that began in August 1996. These activities included confirming the completion of project-specific procedures, training of staff, obtaining support equipment, receipt of subcontractor submittals, and mobilization and construction of site support systems

  18. [Human resources management in a mother and child department: a research study on new nursing and obstetric staff].

    Science.gov (United States)

    Sferrazza, Silvia; Papalia, Monica; Rossi, Sergio

    2011-01-01

    To put "human resources" in the first place in a working context is an ambitious target. The basic idea is the give more value to the human and professional contribution of each individual in order to create an alliance between an organization and the people who work in it. In this context, the nursing coordinator plays a key role in inserting new staff. In this delicate phase, the expectations of new staff may or may not be fulfilled. The aim of the present study is to examine the possible difficulties that may occur during this phase. The study included 175 new staff and 175 nurses, obstetricians and pediatric nurses already at work for a total of 350. Research instruments consisted of two anonymous ad hoc questionnaires, the first issued to new staff at the Mother and Child Department, the second to staff already working in the same department. Results showed a lack of sensitivity towards new staff and a lack of dedicated procedures to help them during this delicate phase which is fundamental for their future career. Key words: newly assumed staff, work insertion, nurses.

  19. Analysis of e-learning implementation readiness based on integrated elr model

    Science.gov (United States)

    Adiyarta, K.; Napitupulu, D.; Rahim, R.; Abdullah, D.; Setiawan, MI

    2018-04-01

    E-learning nowadays has become a requirement for institutions to support their learning activities. To adopt e-learning, an institution requires a large strategy and resources for optimal application. Unfortunately, not all institutions that have used e-learning got the desired results or expectations. This study aims to identify the extent of the level of readiness of e-learning implementation in institution X. The degree of institutional readiness will determine the success of future e-learning utilization. In addition, institutional readiness measurement are needed to evaluate the effectiveness of strategies in e-learning development. The research method used is survey with questionnaire designed based on integration of 8 best practice ELR (e-learning readiness) model. The results showed that from 13 factors of integrated ELR model being measured, there are 3 readiness factors included in the category of not ready and needs a lot of work. They are human resource (2.57), technology skill (2.38) and content factors (2.41). In general, e-learning implementation in institutions is in the category of not ready but needs some of work (3.27). Therefore, the institution should consider which factors or areas of ELR factors are considered still not ready and needs improvement in the future.

  20. Is primary care ready to embrace e-health? A qualitative study of staff in a London primary care trust

    Directory of Open Access Journals (Sweden)

    Rishi Mannan

    2006-06-01

    Conclusions At the time of the study the systems that form part of NHS Connecting for Health, apart from the Quality Management and Analysis System (QMAS, were not implemented across the PCT. All the practices in the study acknowledged the benefits new technology would bring to the workplace, but there were also some common concerns, which suggest that staff working in primary care practices are not ready for e-health. Successful implementation of the NHS Connecting for Health programme rests on identifying, acknowledging and overcoming these concerns. A different approach might be required for those practices that have made very little progress in using email or moving towards an electronic patient record. This study suggests that a mistrust of technology and fears as to the heavy initial workload involved in becoming fully computerised have dissuaded some practices from embracing e-health. If NHS Connecting for Health is to be a success, implementation teams might need to focus initially on practices that have been reluctant to use technology to support both clinical care and the day-to-day work of the practice.

  1. The Patient Feedback Response Framework - Understanding why UK hospital staff find it difficult to make improvements based on patient feedback: A qualitative study.

    Science.gov (United States)

    Sheard, Laura; Marsh, Claire; O'Hara, Jane; Armitage, Gerry; Wright, John; Lawton, Rebecca

    2017-04-01

    Patients are increasingly being asked for feedback about their healthcare experiences. However, healthcare staff often find it difficult to act on this feedback in order to make improvements to services. This paper draws upon notions of legitimacy and readiness to develop a conceptual framework (Patient Feedback Response Framework - PFRF) which outlines why staff may find it problematic to respond to patient feedback. A large qualitative study was conducted with 17 ward based teams between 2013 and 2014, across three hospital Trusts in the North of England. This was a process evaluation of a wider study where ward staff were encouraged to make action plans based on patient feedback. We focus on three methods here: i) examination of taped discussion between ward staff during action planning meetings ii) facilitators notes of these meetings iii) telephone interviews with staff focusing on whether action plans had been achieved six months later. Analysis employed an abductive approach. Through the development of the PFRF, we found that making changes based on patient feedback is a complex multi-tiered process and not something that ward staff can simply 'do'. First, staff must exhibit normative legitimacy - the belief that listening to patients is a worthwhile exercise. Second, structural legitimacy has to be in place - ward teams need adequate autonomy, ownership and resource to enact change. Some ward teams are able to make improvements within their immediate control and environment. Third, for those staff who require interdepartmental co-operation or high level assistance to achieve change, organisational readiness must exist at the level of the hospital otherwise improvement will rarely be enacted. Case studies drawn from our empirical data demonstrate the above. It is only when appropriate levels of individual and organisational capacity to change exist, that patient feedback is likely to be acted upon to improve services. Copyright © 2017 The Authors. Published

  2. Stage 1 of the meaningful use incentive program for electronic health records: a study of readiness for change in ambulatory practice settings in one integrated delivery system.

    Science.gov (United States)

    Shea, Christopher M; Reiter, Kristin L; Weaver, Mark A; McIntyre, Molly; Mose, Jason; Thornhill, Jonathan; Malone, Robb; Weiner, Bryan J

    2014-12-14

    Meaningful Use (MU) provides financial incentives for electronic health record (EHR) implementation. EHR implementation holds promise for improving healthcare delivery, but also requires substantial changes for providers and staff. Establishing readiness for these changes may be important for realizing potential EHR benefits. Our study assesses whether provider/staff perceptions about the appropriateness of MU and their departments' ability to support MU-related changes are associated with their reported readiness for MU-related changes. We surveyed providers and staff representing 47 ambulatory practices within an integrated delivery system. We assessed whether respondent's role and practice-setting type (primary versus specialty care) were associated with reported readiness for MU (i.e., willingness to change practice behavior and ability to document actions for MU) and hypothesized predictors of readiness (i.e., perceived appropriateness of MU and department support for MU). We then assessed associations between reported readiness and the hypothesized predictors of readiness. In total, 400 providers/staff responded (response rate approximately 25%). Individuals working in specialty settings were more likely to report that MU will divert attention from other patient-care priorities (12.6% vs. 4.4%, p = 0.019), as compared to those in primary-care settings. As compared to advanced-practice providers and nursing staff, physicians were less likely to have strong confidence in their department's ability to solve MU implementation problems (28.4% vs. 47.1% vs. 42.6%, p = 0.023) and to report strong willingness to change their work practices for MU (57.9% vs. 83.3% vs. 82.0%, p management support of MU-related change, as these perceptions might be related to subsequent implementation.

  3. Reflections on e-Learning Readiness in Albanian Education

    Directory of Open Access Journals (Sweden)

    Ezmolda Barolli

    2009-01-01

    Full Text Available Nowadays e-Learning has been identified to be the future of learning worldwide since the very powerful platform of the Internet has accelerated the speed of communication. Adoption of e-learning has become the latest trend across universities all over the world. Albania is part of a global shift from material resources to knowledge and intellectual resources as the basis for economic growth. Educators across Albania are aware that students must have an education that enables the students to participate successfully in and contribute to the knowledge economy. E-Learning readiness is an initial part of e- Learning development. In order to benefit from e-learning, higher education institutions in Albania should conduct considerable up-front analysis to assess their readiness. In this paper we are trying to examine the status of e-Learning readiness in Albania, analyzing and discussing several components and criteria based on literature.

  4. Remedial action and waste disposal project -- 300-FF-1 remedial action readiness assessment report

    International Nuclear Information System (INIS)

    Carson, J.W.; Carlson, R.A.; Greif, A.A.; Johnson, C.R.; Orewiler, R.I.; Perry, D.M.; Remsen, W.E.; Tuttle, B.G.; Wilson, R.C.

    1997-09-01

    This report documents the readiness assessment for initial startup of the 300-FF-1 Remedial Action Task. A readiness assessment verifies and documents that field activities are ready to start (or restart) safely. The 300-FF-1 assessment was initiated in April 1997. Readiness assessment activities included confirming the completion of project-specific procedures and permits, training staff, obtaining support equipment, receipt and approval of subcontractor submittals, and mobilization and construction of site support systems. The scope of the 300-FF-1 Remedial Action Task includes excavation and disposal of contaminated soils at liquid waste disposal facilities and of waste in the 618-4 Burial Ground and the 300-FF-1 landfills. The scope also includes excavation of test pits and test trenches

  5. Managing Military Readiness

    Science.gov (United States)

    2017-02-01

    These metrics contain critical information and have their place in readiness management. However, they have never been sufficient to fully...demand signals along with simultaneity assumptions form the es- sence of the operational requirements in national strategy. This section briefly... places demands on the capability and capacity of the Air Force that consume its resources in today’s fight and exceed our capacity to address

  6. Disseminating contingency management: impacts of staff training and implementation at an opiate treatment program.

    Science.gov (United States)

    Hartzler, Bryan; Jackson, T Ron; Jones, Brinn E; Beadnell, Blair; Calsyn, Donald A

    2014-04-01

    Guided by a comprehensive implementation model, this study examined training/implementation processes for a tailored contingency management (CM) intervention instituted at a Clinical Trials Network-affiliate opioid treatment program (OTP). Staff-level training outcomes (intervention delivery skill, knowledge, and adoption readiness) were assessed before and after a 16-hour training, and again following a 90-day trial implementation period. Management-level implementation outcomes (intervention cost, feasibility, and sustainability) were assessed at study conclusion in a qualitative interview with OTP management. Intervention effectiveness was also assessed via independent chart review of trial CM implementation vs. a historical control period. Results included: 1) robust, durable increases in delivery skill, knowledge, and adoption readiness among trained staff; 2) positive managerial perspectives of intervention cost, feasibility, and sustainability; and 3) significant clinical impacts on targeted patient indices. Collective results offer support for the study's collaborative intervention design and the applied, skills-based focus of staff training processes. Implications for CM dissemination are discussed. Published by Elsevier Inc.

  7. UNIVERSITY TEACHERS’ READINESS TO APPLY THE MODERN EDUCATIONAL TECHNOLOGIES

    Directory of Open Access Journals (Sweden)

    Irina O. Kotlyarova

    2015-01-01

    Full Text Available The aim of the research is to investigate the readiness of the university teachers to apply the modern educational technologies. Methods. The methods include theoretical: analysis of existing modern educational technologies, the concept «readiness» and its components, abstraction of signs and kinds of modern educational technologies based on the scientific literature and in the Federal State Educational Standards (FSES; empirical: questionnaires and testing methods for detecting levels of university teachers’ skills and readiness to use modern educational technology. Results. The main features of modern educational technologies are identified and justified that are to comply with modern methodology of the theory and practice of education study and the latest FSES requirements; the level of science, manufacturing, and modern rules of human relations. The components of readiness of university teachers to use modern educational technology are structured. The linguistic component is included along with the cognitive, psychological, operational, connotative components; its necessity is proved. The average level of readiness for the use of modern educational technology by university teachers is identified. Scientific novelty. The author specifies the features of the modern educational technology. The most significant components of higher-education teaching personnel readiness to use technological innovations are identified. As a whole, these results form the indicative framework for the development and measurement of readiness of the university teachers to use the modern educational technology. The development of the readiness of the university teachers to apply the modern educational technologies is proved to be an issue of current interest. Practical significance. The research findings can be used as the basis of techniques and methods designing for its further development and measurement of the training, retraining and advanced training of

  8. Parents as partners: Building collaborations to support the development of school readiness skills in under-resourced communities

    Directory of Open Access Journals (Sweden)

    Catherine Pitt

    2013-01-01

    Full Text Available The purpose of this paper is to present a preliminary, qualitative review of a therapeutic programme for preschool children and their parents in severely under-resourced contexts to aid the development of the underlying skills required to be ready for formal school. A team of two pairs, each comprising an occupational therapist and a community worker, responded to teachers' requests to assist struggling children in their classes. This led to the development of a programme focusing on Grade R classes, by firstly helping teachers to develop their capability and confidence in assessing and assisting children to develop the abilities underlying vital school-readiness skills during whole-class, therapeutic group sessions. Secondly, parent group sessions were added to empower parents to understand and support their children's development needs at home and so to complement the work done by teachers in the classroom. This second aspect, of working with the parents, developed owing to observations of the children's irregular school attendance, scant parent-school contact, and teachers' reports indicating that parents were not aware of, nor equipped to deal with, the challenges faced by their children. Implications for practice, for planning and for further research are discussed.

  9. Fundamentals of Learning. From the College and Career Ready Standards to Teaching and Learning in the Classroom: A Series of Resources for Teachers

    Science.gov (United States)

    Heritage, Margaret; Jones, Barbara; Tobiason, Glory; Chang, Sandy; Herman, Joan

    2015-01-01

    This publication provides a framework, the Fundamentals of Learning (FOL), to assist teachers in transitioning to the classroom practices called for in the College- and Career-Ready Standards (CCRS). The content of this resource is drawn from leading theory and research about learning and assessment and from an examination of the Common Core State…

  10. Organizational factors associated with readiness for change in residential aged care settings.

    Science.gov (United States)

    von Treuer, Kathryn; Karantzas, Gery; McCabe, Marita; Mellor, David; Konis, Anastasia; Davison, Tanya E; O'Connor, Daniel

    2018-02-01

    Organizational change is inevitable in any workplace. Previous research has shown that leadership and a number of organizational climate and contextual variables can affect the adoption of change initiatives. The effect of these workplace variables is particularly important in stressful work sectors such as aged care where employees work with challenging older clients who frequently exhibit dementia and depression. This study sought to examine the effect of organizational climate and leadership variables on organizational readiness for change across 21 residential aged care facilities. Staff from each facility (N = 255) completed a self-report measure assessing organizational factors including organizational climate, leadership and readiness for change. A hierarchical regression model revealed that the organizational climate variables of work pressure, innovation, and transformational leadership were predictive of employee perceptions of organizational readiness for change. These findings suggest that within aged care facilities an organization's capacity to change their organizational climate and leadership practices may enhance an organization's readiness for change.

  11. Training to raise staff awareness about safeguarding children.

    Science.gov (United States)

    Fleming, Jane

    2015-04-01

    To improve outcomes for children and young people health organisations are required to train all staff in children's safeguarding. This creates difficulties for large complex organisations where most staff provide services to the adult population. Heart of England NHS Foundation Trust is a large acute and community trust that had difficulties in engaging staff in children's safeguarding training. Compliance rates for clinical staff who were trained in children's safeguarding were low and needed to be addressed. This article sets out why safeguarding training is important for all staff and how the trust achieved staff engagement and improved compliance rates. To evaluate, maintain and develop safeguarding knowledge, understanding, skills, attitude and behaviour further resources are planned to allow access to learning resources in a variety of formats.

  12. A Harmonized Process Model for Digital Forensic Investigation Readiness

    OpenAIRE

    Valjarevic , Aleksandar; Venter , Hein

    2013-01-01

    Part 2: FORENSIC MODELS; International audience; Digital forensic readiness enables an organization to prepare itself to perform digital forensic investigations in an efficient and effective manner. The benefits include enhancing the admissibility of digital evidence, better utilization of resources and greater incident awareness. However, a harmonized process model for digital forensic readiness does not currently exist and, thus, there is a lack of effective and standardized implementations...

  13. Manpower Management: No Tiered Readiness - Enabling The Nation’s Force in Readiness

    Science.gov (United States)

    2013-04-09

    readiness. The calculus of effectively pulling resources from the DEP must be driven from the FORCESYNCH, but align to institutional plans. The...physically qualified (medical, dental , panorex) 2,D, D,H,Q Pregnancy (after determination by proper authority) N Postpartum (up to six...months after delivery) Dental Class 3 or 4 Physical Evaluation Board determination R E ADMINISTRATIVE End of active

  14. The Naval Aviation Enterprise Type/Model/Series Team and Its Effect on AH-1W Readiness

    Science.gov (United States)

    2012-03-23

    Team Structure 28 9 Current Readiness Process The Current Readiness Process assesses the readiness metrics, or Key Performance Indicators ( KPIs ...CR CFT and the Marine Corps leadership to shift resources to close the gap. Aircraft Readiness Aircraft availability is one of the KPIs that the T...Commandant of Aviation DRRS Defense Readiness Reporting System FMC Full Mission Capable GAO General Accounting Office GSE Ground Support Equipment KPI

  15. Human resource assignment and role representation mechanism with the "cascading staff-group authoring" and "relation/situation" model.

    Science.gov (United States)

    Hirose, Y; Sasaki, Y; Kinoshita, A

    2001-01-01

    We have previously reported the access control mechanism and audit strategy of the "patient-doctor relation and clinical situation at the point-of-care" model with multi-axial access control matrix (ACM). This mechanism overcomes the deficit of ACM in the aspect of data accessibility but does not resolve the representation of the staff's affiliate and/or plural membership in the complex real world. Care groups inside a department or inter-department clinical team plays significant clinical role but also spend great amount of time and money in the hospital. Therefore the impact of human resource assignment and cost of such stakeholders to the hospital management is huge, so that they should be accurately treated in the hospital information system. However multi-axial ACM has problems with the representation of staff groups due to static parameters such as department/license because staffs belong to a group rather temporarily and/or a medical staff may belong to plural groups. As a solution, we have designed and implemented "cascading staff-group authoring" method with "relation and situation" model and multi-axial ACM. In this mechanism, (i) a system administrator certifies "group chief certifying person" according to the request and authorization by the department director, (ii) the "group chief certifying person" certifies "group chief(s)", (iii) the "group chief" recruits its members from the medical staffs, and at the same time the "group chief" decides the profit distribution policy of this group. This will enable medical staff to access EMR according to the role he/she plays whether it is as a department staff or as a group member. This solution has worked successfully over the past few years. It provides end-users with a flexible and time-to-time staff-group authoring environment using a simple human-interfaced tool without security breach and without system administration cost. In addition, profit and cost distribution is clarified among departments and

  16. Research on Influencing Factors of Salespeople's Empowerment Readiness in Green Energy Enterprise

    Science.gov (United States)

    Dong, Yuan; Liu, Xiaohui

    As market competition in green energy enterprises continues to intensify, marketing activities are enlarging and customer demand is increasingly growing and diversifying. More and more green energy enterprises have empowered their own salespeople. And managers in green energy enterprises are more concerned with the issues which employees suit to be empowered and which factors will influence employee empowerment readiness. This paper proposes the definition of salespeople's empowerment readiness, analyzes influencing factors of salespeople's empowerment readiness, discusses the effect mechanism of influencing factors of salespeople's empowerment readiness, finally, and puts forward some suggestions to enhance salespeople's empowerment readiness from the perspective of human resource management practice.

  17. Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development

    Science.gov (United States)

    Choi, Myungweon; Ruona, Wendy E. A.

    2011-01-01

    Individual readiness for organizational change reflects the concept of "unfreezing" proposed by Lewin (1947/1997b) and is critical to successful change implementation. Understanding the conditions conducive to individual readiness for organizational change, instead of the more traditional focus on resistance to change, can be useful for designing…

  18. Starting school healthy and ready to learn: using social indicators to improve school readiness in Los Angeles County.

    Science.gov (United States)

    Wold, Cheryl; Nicholas, Will

    2007-10-01

    School readiness is an important public health outcome, determined by a set of interdependent health and developmental trajectories and influenced by a child's family, school, and community environments. The same factors that influence school readiness also influence educational success and health throughout life. A California cigarette tax ballot initiative (Proposition 10) created new resources for children aged 0 to 5 years and their families statewide through county-level First 5 commissions, including First 5 LA in Los Angeles County. An opportunity to define and promote school readiness indicators was facilitated by collaborative relationships with a strong emphasis on data among First 5 LA, the Children's Planning Council, and the Los Angeles County Public Health Department, and other child-serving organizations. A workgroup developed school readiness goals and indicators based on recommendations of the National Education Goals Panel and five key domains of child well-being: 1) good health, 2) safety and survival, 3) economic well-being, 4) social and emotional well-being, and 5) education/workforce readiness. The Los Angeles County Board of Supervisors and First 5 LA Commission adopted the school readiness indicators. First 5 LA incorporated the indicators into the results-based accountability framework for its strategic plan and developed a community-oriented report designed to educate and spur school readiness-oriented action. The Los Angeles County Board of Supervisors approved a countywide consensus-building plan designed to engage key stakeholders in the use of the indicators for planning, evaluation, and community-building activities. School readiness indicators in Los Angeles County represent an important step forward for public health practice, namely, the successful blending of an expanded role for assessment with the ecological model.

  19. Operational Readiness Review Final Report for K Basin Fuel Transfer System

    International Nuclear Information System (INIS)

    DAVIES, T.H.

    2002-01-01

    An Operational Readiness Review (ORR) was conducted by the U.S. Department of Energy (DOE), Richland Operations Office (RL) to verify that an adequate state of readiness had been achieved for startup of the K Basin Fuel Transfer System (FTS). The DOE ORR was conducted during the period November 6-18, 2002. The DOE ORR team concluded that the K Basin Fuel Transfer System is ready to start operations, subject to completion and verification of identified pre-start findings. The ORR was conducted in accordance with the Spent Nuclear Fuel (SNF) K Basin Fuel Transfer System (FTS) Operational Readiness Review (ORR) Plan of Action and the Operational Readiness Review Implementation Plan for K Basin Fuel Transfer System. Review activities consisted of staff interviews, procedure and document reviews, and observations of normal facility operations, operational upset conditions, and an emergency drill. The DOE ORR Team also reviewed and assessed the adequacy of the contractor ORR3 and the RL line management review. The team concurred with the findings and observations identified in these two reports. The DOE ORR for the FTS evaluated the contractor under single-shift operations. Of concern to the ORR Team was that SNF Project management intended to change from a single-shift FTS operation to a two-shift operation shortly after the completion of the DOE ORR. The ORR team did not assess two-shift FTS operations and the ability of the contractor to conduct a smooth transition from shift to shift. However, the DOE ORR team did observe an operational upset drill that was conducted during day shift and carried over into swing shift; during this drill, swing shift was staffed with fewer personnel as would be expected for two-shift operations. The facility was able to adequately respond to the event with the reduced level of staff. The ORR Team was also able to observe a Shift Manager turnover meeting when one shift manager had to be relieved during the middle of the day. The ORR

  20. Job demands, job resources and work engagement of academic staff in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    S Rothmann

    2006-10-01

    Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471 were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES and the Job Demands-Resources Scale (JDRS were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload impacted on dedication of academics at low and moderate levels of organisational support.

  1. Usability and Workflow Evaluation of "RhEumAtic Disease activitY" (READY). A Mobile Application for Rheumatology Patients and Providers.

    Science.gov (United States)

    Yen, Po-Yin; Lara, Barbara; Lopetegui, Marcelo; Bharat, Aseem; Ardoin, Stacy; Johnson, Bernadette; Mathur, Puneet; Embi, Peter J; Curtis, Jeffrey R

    2016-11-02

    RhEumAtic Disease activitY (READY) is a mobile health (mHealth) application that aims to create a shared platform integrating data from both patients and physicians, with a particular emphasis on arthritis disease activity. We made READY available on an iPad and pilot implemented it at a rheumatology outpatient clinic. We conducted 1) a usability evaluation study to explore patients' and physicians' interactions with READY, and 2) a time motion study (TMS) to observe the clinical workflow before and after the implementation. A total of 33 patients and 15 physicians participated in the usability evaluation. We found usability problems in navigation, data entry, pain assessment, documentation, and instructions along with error messages. Despite these issues, 25 (75,76%) patients reported they liked READY. Physicians provided mixed feedback because they were concerned about the impact of READY on clinical workflow. Six physicians participated in the TMS. We observed 47 patient visits (44.72 hours) in the pre-implementation phase, and 42 patient visits (37.82 hours) in the post-implementation phase. We found that patients spent more time on READY than paper (4.39mins vs. 2.26mins), but overall, READY did not delay the workflow (pre = 52.08 mins vs. post = 45.46 mins). This time difference may be compensated with READY eliminating a workflow step for the staff. Patients preferred READY to paper documents. Many found it easier to input information because of the larger font size and the ease of 'tapping' rather than writing-out or circling answers. Even though patients spent more time on READY than using paper documents, the longer usage of READY was mainly due to when troubleshooting was needed. Most patients did not have problems after receiving initial support from the staff. This study not only enabled improvements to the software but also serves as good reference for other researchers or institutional decision makers who are interested in implementing such a

  2. A theory of organizational readiness for change

    Directory of Open Access Journals (Sweden)

    Weiner Bryan J

    2009-10-01

    Full Text Available Abstract Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment and shared belief in their collective capability to do so (change efficacy. Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for

  3. CERN to introduce new Local Staff employment category

    CERN Multimedia

    2003-01-01

    At the June meeting of CERN Council, a new Local Staff employment category was approved. This will cover some 250-300 people in technical and administrative positions between now and 2010, satisfying an urgent need for manpower over the coming years. This article explains the main features of this new category. The Local Staff employment category is an important building block in CERN's new Human Resources Plan, and is essential in the run-up to the LHC. In the immediate future, it will allow some Industrial Services activities to be insourced - corresponding to about 150 additional CERN staff positions. In the longer run, it will allow the Organization to replace more retiring staff members than formerly foreseen - corresponding to 100-150 staff positions. The activities that will lead to Local Staff vacancies were identified at last year's resources planning exercise (the "Morges-III" meetings) as those which could not be outsourced in a Field Support Unit or other type of result-oriented Industrial Serv...

  4. 18 CFR 388.104 - Informal advice from Commission staff.

    Science.gov (United States)

    2010-04-01

    ... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

  5. Training of power station staff

    International Nuclear Information System (INIS)

    Dusserre, J.

    1993-01-01

    ELECTRICITE DE FRANCE currently operates 51 generating stations with 900 and 1300 MW Pressurized Water Reactors while, only 15 years ago, France possessed only a very small number of such stations. It was therefore vital to set up a major training organization to produce staff capable of starting, controlling and maintaining these facilities with a constant eye to improving quality and safety. Operator and maintenance staff training is based on highly-structured training plans designed to match both the post to be filled and the qualifications possessed by the person who is to fill it. It was essential to set up suitable high-performance training resources to handle this fast growth in staff. These resources are constantly being developed and allow EDF to make steady progress in a large number of areas, varying from the effects of human factors to the procedures to be followed during an accident

  6. STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

    OpenAIRE

    Nataliya N. Kretova; Natalya N. Mitina

    2017-01-01

    The conception of staff marketing, which was developed abroad, is effectively used in the developed countries for a long time. Its main advantage consists in the possibility of organizing some planning for the implementation of staff strategy: staff marketing provides the enterprise on the long-term basis with human resources capable of forming strategic potential, which would allow to implement the planned activities. Numerous problems of formation and development of civilized market relatio...

  7. Promoting Physical Activity within Under-Resourced Afterschool Programs: A Qualitative Investigation of Staff Experiences and Motivational Strategies for Engaging Youth

    Science.gov (United States)

    Zarrett, Nicole; Abraczinskas, Michelle; Skiles Cook, Brittany; Wilson, Dawn K.; Ragaban, Faten

    2018-01-01

    Afterschool programs (ASPs) have become increasingly recognized as a key context to support youth daily physical activity (PA) accrual. Using Self-Determination Theory (SDT) as a framework, this study examined staff perspectives on the strengths and barriers within under-resourced ASPs for establishing a social-motivational climate for encouraging…

  8. Readiness to adopt a performance measurement system for ...

    African Journals Online (AJOL)

    organisational climate, leadership support and readiness to adopt the SQM system. Regression analysis was used to identify ... attributes, organisational resources, organisational openness to change, and internal and external pressures for .... munity engagement and marketing activities also may have enhanced treatment ...

  9. Staff - Kenneth R. Papp | Alaska Division of Geological & Geophysical

    Science.gov (United States)

    Surveys Home About Us Director's Office Alaska Statutes Annual Reports Employment Staff Directory and Facilities Staff Seismic and Well Data Data Reports Contact Us Frequently Asked Questions Ask a Facebook DGGS News Natural Resources Geological & Geophysical Surveys Staff - Kenneth R. Papp main

  10. An investigation of the effects of technology readiness on technology acceptance in e-HRM

    OpenAIRE

    Erdoğmuş, Nihat; Esen, Murat

    2011-01-01

    The aim of this paper is to investigate the effects of technology readiness on technology acceptance in e-HRM field. The data for this study were collected from 65 Human Resource (HR) managers representing top 500 largest private sector companies in Turkey. The research model based on two theories: Parasuraman's technology readiness and Davis’ technology acceptance model. The results of the study showed that optimism and innovativeness dimensions of technology readiness positively influenced ...

  11. Measuring hospital medical staff organizational structure.

    Science.gov (United States)

    Shortell, S M; Getzen, T E

    1979-01-01

    Based on organization theory and the work of Roemer and Friedman, seven dimensions of hospital medical staff organization structure are proposed and examined. The data are based on a 1973 nationwide survey of hospital medical staffs conducted by the American Hospital Association. Factor analysis yielded six relatively independent dimensions supporting a multidimensional view of medical staff organization structure. The six dimensions include 1) Resource Capability, 2) Generalist Physician Contractual Orientation, 3) Communication/Control, 4) Local Staff Orientation, 5) Participation in Decision Making, and 6) Hospital-Based Physician Contractual Orientation. It is suggested that these dimensions can be used to develop an empirical typology of hospital medical staff organization structure and to investigate the relationship between medical staff organization and public policy issues related to cost containment and quality assurance. PMID:511580

  12. Process operational readiness and operational readiness follow-on

    International Nuclear Information System (INIS)

    Nertney, R.J.

    1992-11-01

    The first document in the System Safety Development Center (SSDC) series deals with the subject of Occupancy-Use Readiness. The material included in that manual provided the basis for development of the SSDC workshop in Operational Readiness. The original Occupancy Readiness Manual, however, deals only generally with the subject of process safety; i.e., the safety of overall ''processes'' such as solar collection systems, nuclear reactors, and coal fired electrical plants. The manual also fails to detail the considerations involved in maintaining the state of readiness on a continuing basis. Both of the latter subjects are dealt with in some detail in the SSDC's Operational Readiness Workshop. The purpose of this document is to provide additional documentary material dealing with subjects introduced in SSDC-1 Occupancy-Use Readiness Manual, and SSDC-12, Safety Considerations in Evaluation of Maintenance Programs. In augmenting SSDC-1, Part I of this manual provides additional material related to process safety; in the case of SSDC-12, the subject of safety considerations in evaluation of maintenance programs is broadened in Part II to include maintenance of personnel systems and procedural systems as well as hardware. ''Maintenance'' is related more directly to the concept of operational readiness and an alternative analytical tree is provided for hardware maintenance program evaluation

  13. School Climate Improvement Action Guide for Noninstructional Staff. School Climate Improvement Resource Package

    Science.gov (United States)

    National Center on Safe Supportive Learning Environments, 2017

    2017-01-01

    Improving school climate takes time and commitment from a variety of people in a variety of roles. This document outlines key action steps that noninstructional staff--including guidance counselors, social workers, school psychologists, office staff, bus drivers, maintenance and facility staff, and food service staff--can take to support school…

  14. Are you ready! To take early action? Embedding serious gaming into community managed DRR in Bangladesh

    NARCIS (Netherlands)

    Homberg, M.J.C. van den; Cumiskey, L.; Oprins, E.A.P.B.; Suarez, P.; Hulst, A.H. van der

    2015-01-01

    This paper applies a Game-based Learning Evaluation Model (GEM) to assess whether the early warning - early action serious game "Ready!" is an effective component to add to existing Disaster Risk Reduction (DRR) training curricula, facilitated by NGO staff and applied at the community level. We

  15. Targeting Obesity through Health Promotion Programs for School Staff

    Science.gov (United States)

    Herbert, Patrick C.; Lohrmann, David K.; Hall, Cougar

    2017-01-01

    Health promotion programs for school staff are an overlooked and under-utilized resource that can lead to reductions in overweight and obesity among teachers and other staff members if implemented properly. In addition to increasing the overall staff wellness, boosting morale, increasing productivity, improving academic achievement, providing…

  16. staff/bed and staff/patient ratios in south african public sector mental

    African Journals Online (AJOL)

    Alan J Flisher, MSc, MMed (Psych), PhD, FCPsych (SA), DCH service. ... Within the shifting ground of human resources in psychiatric care, it has become important ..... therefore provided the cruder overall figure of staff to total beds. Third, this ...

  17. Researcher readiness for participating in community-engaged dissemination and implementation research: a conceptual framework of core competencies.

    Science.gov (United States)

    Shea, Christopher M; Young, Tiffany L; Powell, Byron J; Rohweder, Catherine; Enga, Zoe K; Scott, Jennifer E; Carter-Edwards, Lori; Corbie-Smith, Giselle

    2017-09-01

    Participating in community-engaged dissemination and implementation (CEDI) research is challenging for a variety of reasons. Currently, there is not specific guidance or a tool available for researchers to assess their readiness to conduct CEDI research. We propose a conceptual framework that identifies detailed competencies for researchers participating in CEDI and maps these competencies to domains. The framework is a necessary step toward developing a CEDI research readiness survey that measures a researcher's attitudes, willingness, and self-reported ability for acquiring the knowledge and performing the behaviors necessary for effective community engagement. The conceptual framework for CEDI competencies was developed by a team of eight faculty and staff affiliated with a university's Clinical and Translational Science Award (CTSA). The authors developed CEDI competencies by identifying the attitudes, knowledge, and behaviors necessary for carrying out commonly accepted CE principles. After collectively developing an initial list of competencies, team members individually mapped each competency to a single domain that provided the best fit. Following the individual mapping, the group held two sessions in which the sorting preferences were shared and discrepancies were discussed until consensus was reached. During this discussion, modifications to wording of competencies and domains were made as needed. The team then engaged five community stakeholders to review and modify the competencies and domains. The CEDI framework consists of 40 competencies organized into nine domains: perceived value of CE in D&I research, introspection and openness, knowledge of community characteristics, appreciation for stakeholder's experience with and attitudes toward research, preparing the partnership for collaborative decision-making, collaborative planning for the research design and goals, communication effectiveness, equitable distribution of resources and credit, and

  18. Training for staff who support students.

    Science.gov (United States)

    Flynn, Eleanor; Woodward-Kron, Robyn; Hu, Wendy

    2016-02-01

    Front-line administrative, academic and clinical teaching staff often find themselves providing pastoral and learning support to students, but they are often not trained for this role, and this aspect of their work is under-acknowledged. Staff participating in an action research study at two medical schools identified common concerns about the personal impact of providing student support, and of the need for professional development to carry out this responsibility. This need is magnified in clinical placement settings that are remote from on-campus services. Informed by participatory action research, brief interactive workshops with multimedia training resources were developed, conducted and evaluated at eight health professional student training sites. These workshops were designed to: (1) be delivered in busy clinical placement and university settings; (2) provide a safe and inclusive environment for administrative, academic and clinical teaching staff to share experiences and learn from each other; (3) be publicly accessible; and (4) promote continued development and roll-out of staff training, adapted to each workplace (see http://www.uws.edu.au/meusupport). The workshops were positively evaluated by 97 participants, with both teaching and administrative staff welcoming the opportunity to discuss and share experiences. Staff supporting health professional students have shared, often unmet, needs for support themselves Staff supporting health professional students have shared, often unmet, needs for support themselves. Participatory action research can be a means for producing and maintaining effective training resources as well as the conditions for change in practice. In our workshops, staff particularly valued opportunities for guided discussion using videos of authentic cases to trigger reflection, and to collaboratively formulate student support guidelines, customised to each site. © 2015 John Wiley & Sons Ltd.

  19. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows: as from 1 April 2003 • Article R II 1.19 - Types and duration of contracts of staff members (page 15) as from 1 July 2003 Implementation of the category of local staff members Copies of this update are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  20. College-Going Capital: Understanding the Impact of College Readiness Policies on Schools and Students

    Science.gov (United States)

    Leibrandt, Sarah Ohle

    2016-01-01

    This dissertation investigates how low-resource high schools support (or not) high achieving, low-income students depending on how they enact college readiness agendas. My study was motivated by the lack of empirical research in two areas--how college readiness policies are being actualized for high achieving, low-income students and how these…

  1. Leading by Example: Health Promotion Programs for School Staff

    Science.gov (United States)

    Herbert, Patrick C.; Lohrmann, David K.

    2011-01-01

    Health promotion programs for school staff are an overlooked and underused resource that can reduce overweight and obesity among teachers and other staff members. They can also reduce staff absenteeism, increase productivity, reduce costs associated with health care and disability, and foster a climate that promotes good health schoolwide. An…

  2. A staff shortage in Canada?

    International Nuclear Information System (INIS)

    Stoll, P.

    1995-01-01

    Attrition of experienced staff, falling student enrolments and closure of university courses are symptoms of the contraction of the Canadian nuclear industry over the last two decades. It is not alone. A study carried out by Human Resources Development Canada, a government department, to forecast the demand for qualified nuclear staff in Canada over the next 15 years has reached similar conclusions to an OECD/NEA study of its members' future personnel requirements. (author)

  3. A survey on the measure of combat readiness

    Science.gov (United States)

    Wen, Kwong Fook; Nor, Norazman Mohamad; Soon, Lee Lai

    2014-09-01

    Measuring the combat readiness in military forces involves the measures of tangible and intangible elements of combat power. Though these measures are applicable, the mathematical models and formulae used focus mainly on either the tangible or the intangible elements. In this paper, a review is done to highlight the research gap in the formulation of a mathematical model that incorporates tangible elements with intangible elements to measure the combat readiness of a military force. It highlights the missing link between the tangible and intangible elements of combat power. To bridge the gap and missing link, a mathematical model could be formulated that measures both the tangible and intangible aspects of combat readiness by establishing the relationship between the causal (tangible and intangible) elements and its effects on the measure of combat readiness. The model uses multiple regression analysis as well as mathematical modeling and simulation which digest the capability component reflecting its assets and resources, the morale component reflecting human needs, and the quality of life component reflecting soldiers' state of satisfaction in life. The results of the review provide a mean to bridge the research gap through the formulation of a mathematical model that shows the total measure of a military force's combat readiness. The results also significantly identify parameters for each of the variables and factors in the model.

  4. Parental Learning and School Readiness in the Gearing Up for Kindergarten Program

    Directory of Open Access Journals (Sweden)

    Sharon Query

    2013-06-01

    Full Text Available Entering kindergarten is a key moment in a young child’s life, and parents are a child’s first teacher. What can guide parents as they assist children with school readiness? Gearing Up for Kindergarten is an intensive parent education and school readiness program designed to help parents and children prepare for school. Gearing Up for Kindergarten is a parent education program that combines early learning opportunities for pre-kindergarten children with parent education opportunities for adults. This study presents findings from evaluation efforts conducted with 59 Gearing Up for Kindergarten adult participants during the 2006-2007 school year. Participants in the program demonstrated (1 high satisfaction with program quality and experiences, (2 impacts on parental knowledge and confidence, and (3 significant and positive changes in parental practices related to school readiness. Implications for parent education and programs intended to strengthen school readiness among pre-kindergarten children are explored. Parent education on school readiness can provide a substantive resource as parents help their children develop and become ready for the school years.

  5. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  6. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  7. Lean Six Sigma Analysis of Shipboard Audit Readiness on a U.S. Navy Destroyer

    Science.gov (United States)

    2016-12-01

    implementing new process changes in support of the DOD Financial Improvement Audit Readiness (FIAR) program . Despite increased emphasis on ensuring...dedicating additional resources and implementing new process changes in support of the DOD Financial Improvement Audit Readiness (FIAR) program . Despite...Actions and Milestones Template .....................................77 x Figure 22. Process Flowchart . Adapted from Air War College (n.d

  8. SOME FEATURES OF CONTROL STAFF TURNOVER IN PERSONNEL MANAGEMENT

    Directory of Open Access Journals (Sweden)

    S. N. Kaznacheeva

    2015-01-01

    Full Text Available The author refers to the decision of the actual problem of staff turnover in the transformation of the Russian economy. In light of the problem of the effectiveness of human resources management the author indicates the most frequent problems faced by the company and focus on the problem of staff turnover. The author presents a different interpretation, defining "Marketing personnel" as a kind of administrative activity aimed at ensuring the long-term organization of human resources (identifying staffing needs, and these needs, that is, covering the organization's needs for personnel. It highlights the main features and distinctive features of marketing staff. We consider the objective (external and subjective reasons (internal reasons for staff turnover. The author proposes a number of measures to help identify the causes of turnover.

  9. The role of organizational structure in readiness for change: A conceptual integration.

    Science.gov (United States)

    Benzer, Justin K; Charns, Martin P; Hamdan, Sami; Afable, Melissa

    2017-02-01

    The purpose of this review is to extend extant conceptualizations of readiness for change as an individual-level phenomenon. This review-of-reviews focuses on existing conceptual frameworks from the dissemination, implementation, quality improvement, and organizational transformation literatures in order to integrate theoretical rationales for how organization structure, a key dimension of the organizational context, may impact readiness for change. We propose that the organization structure dimensions of differentiation and integration impact readiness for change at the individual level of analysis by influencing four key concepts of relevance, legitimacy, perceived need for change, and resource allocation. We identify future research directions that focus on these four key concepts.

  10. A proposed framework of big data readiness in public sectors

    Science.gov (United States)

    Ali, Raja Haslinda Raja Mohd; Mohamad, Rosli; Sudin, Suhizaz

    2016-08-01

    Growing interest over big data mainly linked to its great potential to unveil unforeseen pattern or profiles that support organisation's key business decisions. Following private sector moves to embrace big data, the government sector has now getting into the bandwagon. Big data has been considered as one of the potential tools to enhance service delivery of the public sector within its financial resources constraints. Malaysian government, particularly, has considered big data as one of the main national agenda. Regardless of government commitment to promote big data amongst government agencies, degrees of readiness of the government agencies as well as their employees are crucial in ensuring successful deployment of big data. This paper, therefore, proposes a conceptual framework to investigate perceived readiness of big data potentials amongst Malaysian government agencies. Perceived readiness of 28 ministries and their respective employees will be assessed using both qualitative (interview) and quantitative (survey) approaches. The outcome of the study is expected to offer meaningful insight on factors affecting change readiness among public agencies on big data potentials and the expected outcome from greater/lower change readiness among the public sectors.

  11. Daily Readiness Huddles in Radiology-Improving Communication, Coordination, and Problem-Solving Reliability.

    Science.gov (United States)

    Donnelly, Lane F

    Deploying an intentional daily management process is a key part to create high-reliability culture. Key components described in the literature for a successfully daily management process include leadership standard work, visual controls, daily accountability processes, and the discipline to stick to the process over the long term. We believe that the institution of a daily readiness huddle has helped us better coordinate and communicate as a department and improved our ability to deliver imaging services on a daily basis. The daily readiness huddle has enabled us to more rapidly identify issues and has brought accountability to seeing solutions to those issues brought to fruition. In addition, it has helped with team building, including between the radiologists and the nonphysician staff. Copyright © 2017 Elsevier Inc. All rights reserved.

  12. Environmental Performance Information Use by Conservation Agency Staff

    Science.gov (United States)

    Wardropper, Chloe Bradley

    2018-04-01

    Performance-based conservation has long been recognized as crucial to improving program effectiveness, particularly when environmental conditions are dynamic. Yet few studies have investigated the use of environmental performance information by staff of conservation organizations. This article identifies attitudinal, policy and organizational factors influencing the use of a type of performance information—water quality information—by Soil and Water Conservation District staff in the Upper Mississippi River Basin region. An online survey ( n = 277) revealed a number of important variables associated with greater information use. Variables included employees' prosocial motivation, or the belief that they helped people and natural resources through their job, the perceived trustworthiness of data, the presence of a U.S. Clean Water Act Total Maximum Daily Load standard designation, and staff discretion to prioritize programs locally. Conservation programs that retain motivated staff and provide them the resources and flexibility to plan and evaluate their work with environmental data may increase conservation effectiveness under changing conditions.

  13. Small Business Programs - The National Guard

    Science.gov (United States)

    Marshal Office of the Joint Surgeon PARC Small Business Programs Chaplain Diversity NGB-GOMO Resources Legislative Liaison Small Business Programs Social Media State Websites Videos Featured Videos On Every Front ARNG Readiness Home : Leadership : Joint Staff : Special Staff : Small Business Programs Small Business

  14. With Dwindling Resources, Colleges Recalibrate Fund-Raising Staffs

    Science.gov (United States)

    Masterson, Kathryn

    2009-01-01

    After several years of aggressive hiring, some college fund-raising operations are now cutting back as both revenue and investment income fall. The regrouping could slow growth plans on many campuses at a time when the need for private support has never been greater. Often the colleges cutting employees are laying off back-office staff members and…

  15. Strategic Joint Staff Force Posture and Readiness Process Analysis

    Science.gov (United States)

    2014-03-31

    this project. Other DND information systems that could provide data to FP&R are Defence Resource Management Information System (DRMIS- SAP ), the Human...requirements. One of the outstanding requirements and currently under development is to develop the business intelligence capability for all DND ERP system

  16. Recruitment and Selection of Staff - Key Components for the Reform of the Romanian Police

    Directory of Open Access Journals (Sweden)

    Valeria-Liliana-Amelia Purda-Nicoară (Netotea-Suciu

    2011-05-01

    Full Text Available Human resource management is a complex and dynamic process, whose components interrelate and reinforce one another, constantly evolving due to internal influences or because of external pressures. This is a cyclical process, and its "beginning" is represented by the recruitment and selection of staff. In the present context, when the labor market has changed so dramatically, and the demands of the employers are also ever more complex, these activities prove to be essential for the further development and success of any organization. This happens because recruitment and selection of the most suitable people result in obtaining employees who possess multiple skills and qualifications, and who are able to readily obtain high performance, an enhancement of their motivations, building a strong and lasting team, and thus ensure excellent results for the company and the ability to adapt to the present day continuous changes. Therefore, professionally addressing the Romanian Police staff recruitment and selection is absolutely necessary. If the recruitment activities will point out the most suitable people, with potential for development in the organization, a quality selection activity may be the guarantee of identifying the candidates who have the knowledge, skills and abilities needed to transform the potential capabilities into professionalism. Only organizations that will know how to build multidisciplinary, competent and motivated teams will be ready to face new challenges.

  17. Year 2000 readiness for Tepco's nuclear power plants

    International Nuclear Information System (INIS)

    Tachibana, N.; Tomioka, Y.

    2000-01-01

    In line with our policy of positioning the Year 2000 (Y2K) problem as a major management task, we have performed Y2K readiness. We started to survey the influence of Y2K problem at Nuclear Power Plants (NPP) on February, 1996, and completed Y2K ready of NPP on October, 1999. This paper presents Y2K readiness of our NPP. Our NPP instrumentation and control can be roughly divided into two types (Monitoring System showing NPP's status, Control System to control equipment of NPP). We surveyed hardware and software of these systems to assess the influence of these systems by Y2K problem. For survey of hardware, we picked up all chips of Real Time Clock (RTC) with check of the lists of all parts on board. And we surveyed integrity to Y2K problem of picked up RTCs with their specification, instruction manual and so on. For survey of software, we picked up the system using a time parameter in software with check of system's source program. And we surveyed whether the system using a time parameter had functions that were influenced by Y2K problem. As the result of the survey, for both monitoring systems and control systems, there was no RTC chip having Y2K problem. And there was no control system with software modification required. It was confirmed that some of Monitoring Systems were required software modification. The modification of these systems was completed by October, 1999. We performed Simulated Test of Y2K to validate the result of survey and software modification. Simulated Test was performed for the confirmation of the system integrity when the system was input critical dates of Y2K problem. As the result of Simulated Test, there was no system that was confirmed the failure of survey and software modification. In addition to these Y2K readiness, referring to the existing contingency plan for emergency situations such as a system failure and a natural disaster like earthquakes and typhoons, we have completed contingency planning for Y2K. It is decided in

  18. Safe, Healthy and Ready to Succeed: Arizona School Readiness Key Performance Indicators

    Science.gov (United States)

    Migliore, Donna E.

    2006-01-01

    "Safe, Healthy and Ready to Succeed: Arizona School Readiness Key Performance Indicators" presents a set of baseline measurements that gauge how well a statewide system of school readiness supports is addressing issues that affect Arizona children's readiness for school. The Key Performance Indicators (KPIs) measure the system, rather…

  19. Implementation of the TsunamiReady Supporter Program in Puerto Rico

    Science.gov (United States)

    Flores Hots, V. E.; Vanacore, E. A.; Gonzalez Ruiz, W.; Gomez, G.

    2016-12-01

    The Puerto Rico Seismic Network (PRSN) manages the PR Tsunami Program (NTHMP), including the TsunamiReady Supporter Program. Through this program the PRSN helps private organizations, businesses, facilities or local government entities to willingly engage in tsunami planning and preparedness that meet some requirements established by the National Weather Service. TsunamiReady Supporter organizations are better prepared to respond to a tsunami emergency, developing a response plan (using a template that PRSN developed and provides), and reinforcing their communication systems including NOAA radio, RSS, and loud speakers to receive and disseminate the alerts issued by the NWS and the Tsunami Warning Centers (TWC). The planning and the communication systems added to the training that PRSN provides to the staff and employees, are intend to help visitors and employees evacuate the tsunami hazard zone to the nearest assembly point minimizing loss of life. Potential TsunamiReady Supporters include, but are not limited to, businesses, schools, churches, hospitals, malls, utilities, museums, beaches, and harbors. However, the traditional targets for such programs are primarily tourism sites and hotels where people unaware of the tsunami hazard may be present. In 2016 the Tsunami Ready Program guided four businesses to achieve the TsunamiReady Supporter recognition. Two facilities were hotels near or inside the evacuation zone. The other facilities were the first and only health center and supermarket to be recognized in the United States and US territories. Based on the experience of preparing the health center and supermarket sites, here we present two case studies of how the TsunamiReady Supporter Program can be applied to non-traditional facilities as well as how the application of this program to such facilities can improve tsunami hazard mitigation. Currently, we are working on expanding the application of this program to non-traditional facilities by working with a

  20. Iranian staff nurses' views of their productivity and human resource factors improving and impeding it: a qualitative study

    Directory of Open Access Journals (Sweden)

    Salsali Mahvash

    2005-10-01

    Full Text Available Abstract Background Nurses, as the largest human resource element of health care systems, have a major role in providing ongoing, high-quality care to patients. Productivity is a significant indicator of professional development within any professional group, including nurses. The human resource element has been identified as the most important factor affecting productivity. This research aimed to explore nurses' perceptions and experiences of productivity and human resource factors improving or impeding it. Method A qualitative approach was used to obtain rich data; open, semi-structured interviews were also conducted. The sampling was based on the maximum variant approach; data analysis was carried out by content analysis, with the constant comparative method. Results Participants indicated that human resources issues are the most important factor in promoting or impeding their productivity. They suggested that the factors influencing effectiveness of human resource elements include: systematic evaluation of staff numbers; a sound selection process based on verifiable criteria; provision of an adequate staffing level throughout the year; full involvement of the ward sister in the process of admitting patients; and sound communication within the care team. Paying attention to these factors creates a suitable background for improved productivity and decreases negative impacts of human resource shortages, whereas ignoring or interfering with them would result in lowering of nurses' productivity. Conclusion Participants maintained that satisfactory human resources can improve nurses' productivity and the quality of care they provide; thereby fulfilling the core objective of the health care system.

  1. 18 CFR 5.22 - Notice of acceptance and ready for environmental analysis.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Notice of acceptance and ready for environmental analysis. 5.22 Section 5.22 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY COMMISSION, DEPARTMENT OF ENERGY REGULATIONS UNDER THE FEDERAL POWER ACT INTEGRATED LICENSE APPLICATION PROCESS § 5.22 Notice o...

  2. Care delivery and compensation system changes: a case study of organizational readiness within a large dental care practice organization in the United States.

    Science.gov (United States)

    Cunha-Cruz, Joana; Milgrom, Peter; Huebner, Colleen E; Scott, JoAnna; Ludwig, Sharity; Dysert, Jeanne; Mitchell, Melissa; Allen, Gary; Shirtcliff, R Mike

    2017-12-20

    Dental care delivery systems in the United States are consolidating and large practice organizations are becoming more common. At the same time, greater accountability for addressing disparities in access to care is being demanded when public funds are used to pay for care. As change occurs within these new practice structures, attempts to implement change in the delivery system may be hampered by failure to understand the organizational climate or fail to prepare employees to accommodate new goals or processes. Studies of organizational behavior within oral health care are sparse and have not addressed consolidation of current delivery systems. The objective of this case study was to assess organizational readiness for implementing change in a large dental care organization consisting of staff model clinics and affiliated dental practices and test associations of readiness with workforce characteristics and work environment. A dental care organization implemented a multifaceted quality improvement program, called PREDICT, in which community-based mobile and clinic-based dental services were integrated and the team compensated based in part on meeting performance targets. Dental care providers and supporting staff members (N = 181) were surveyed before program implementation and organizational readiness for implementing change (ORIC) was assessed by two 5-point scales: change commitment and efficacy. Providers and staff demonstrated high organizational readiness for change. Median change commitment was 3.8 (Interquartile range [IQR]: 3.3-4.3) and change efficacy was 3.8 (IQR: 3.0-4.2). In the adjusted regression model, change commitment was associated with organizational climate, support for methods to arrest tooth decay and was inversely related to office chaos. Change efficacy was associated with organizational climate, support for the company's mission and was inversely related to burnout. Each unit increase in the organizational climate scale predicted 0

  3. Annual Report of the United Nations Joint Staff Pension Board. The Report Made In 1974

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1974-11-06

    Pursuant to the requirement in Article 14(a) of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1974 as Supplement No. 9 to the Official Records of the General Assembly: Twenty-Ninth Session (A/9609). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them.

  4. Annual Report of the United Nations Joint Staff Pension Board. The Report made in 1975

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1975-11-27

    Pursuant to the requirement in Article 14(a) of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1975 as Supplement No. 9 to the Official Records of the General Assembly: Thirtieth Session (A/10009). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them.

  5. Annual Report of the United Nations Joint Staff Pension Board. The Report made in 1972

    International Nuclear Information System (INIS)

    1972-01-01

    Pursuant to the requirement in Article 14 of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1972 as Supplement No. 9 to the Official Records of the General Assembly: Twenty-Seventh Session (A/8709). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them

  6. Annual Report of the United Nations Joint Staff Pension Board. The Report Made In 1974

    International Nuclear Information System (INIS)

    1974-01-01

    Pursuant to the requirement in Article 14(a) of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1974 as Supplement No. 9 to the Official Records of the General Assembly: Twenty-Ninth Session (A/9609). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them

  7. Annual Report of the United Nations Joint Staff Pension Board. The Report made in 1975

    International Nuclear Information System (INIS)

    1975-01-01

    Pursuant to the requirement in Article 14(a) of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1975 as Supplement No. 9 to the Official Records of the General Assembly: Thirtieth Session (A/10009). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them

  8. Annual Report of the United Nations Joint Staff Pension Board. The Report made in 1972

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1972-11-28

    Pursuant to the requirement in Article 14 of the Regulations of the United Nations Joint Staff Pension Fund that the United Nations Joint Staff Pension Board present an annual report to the General Assembly of the United Nations and to the member organizations of the Fund, the United Nations has published the report presented by the Board in 1972 as Supplement No. 9 to the Official Records of the General Assembly: Twenty-Seventh Session (A/8709). The report has thus already been communicated to Governments. However, if any Member should require additional copies, the Secretariat is ready to obtain them.

  9. Opportunities and Challenges of Academic Staff in Higher Education in Africa

    Science.gov (United States)

    Mushemeza, Elijah Dickens

    2016-01-01

    This paper analyses the opportunities and challenges of academic staff in higher education in Africa. The paper argues that recruitment, appointment and promotion of academic staff should depend highly on their productivity (positive production per individual human resource). The staff profile and qualifications should be posted on the University…

  10. Survey of Emergency Department staff on disaster preparedness and training for Ebola virus disease.

    Science.gov (United States)

    Siddle, Jennica; Tolleson-Rinehart, Sue; Brice, Jane

    2016-01-01

    In the domestic response to the outbreak of Ebola virus disease from 2013 to 2015, many US hospitals developed and implemented specialized training programs to care for patients with Ebola. This research reports on the effects of targeted training on Emergency Department (ED) staff's Ebola-related perceptions and attitudes. One hundred fifty-nine members of the UNC Health Care System ED staff participated in a voluntary cross-sectional, anonymous Web survey administered using a one-time "post then pre" design. Participants responded to questions about risk, roles, willingness to provide care, preparedness, and the contributions of media, training, or time to opinion change using a Likert agree-disagree scale. The authors conducted t test comparisons of Likert responses to pretraining and post-training attitudes about Ebola preparedness. The authors conducted multinomial logistic regression analyses of index scores of change and positivity of responses, controlling for the effects of independent variables. ED staff's opinions supported training; 73 percent felt all workers should receive Ebola education, 60 percent agreed all hospitals should prepare for Ebola, 66 percent felt UNC was better prepared, and 66 percent felt it had done enough to be ready for an Ebola case. Most staff (79 percent) said they had gotten more training for Ebola than for other disease outbreaks; 58 percent had experienced prior epidemics. After training, workers' attitudes were more positive about Ebola preparation including perceived risk of transmission, readiness and ability to manage a patient case, understanding team roles, and trust in both personal protective equipment and the hospital system's preparations (13 measures, p training period (Mean Difference [MD] = 17.45, SD = 9.89) and in the intended positive direction (MD = 15.80, SD = 0.91, p training (p = 0.003). Despite different occupations, mean scores were similar. Staff rated training most important and media least important

  11. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

    Some children have chronic illnesses that require diet modifications as part of their medical treatment. Advises school districts to hire a registered dietitian or look for resources at a local hospital or public health office. In addition, schools should work with parents, improve staff training, and conduct spot checks of school cafeterias. (MLF)

  12. [Job satisfaction in an Italian university: difference between academic and technical-administrative staff].

    Science.gov (United States)

    Ghislieri, Chiara; Colombo, Lara; Molino, Monica; Zito, Margherita; Curzi, Ylenia; Fabbri, Tommaso

    2014-01-01

    The changes in the academic world led to an increase in job demands and a decrease in the available job resources. In recent years, the positive image of work in academia has gradually blurred. The present study, within the theoretical framework of the job demands-resources model, aimed to analyse the relationship between some job demands (workload, work-family conflict and emotional dissonance) and some job resources (autonomy, supervisors' support and co-workers' support) and job satisfaction in a medium-sized Italian University, by observing the differences between the academic staff (professors and researchers) and the technical-administrative staff The research was conducted by administering a self-report questionnaire which allowed to detect job satisfaction and the mentioned variables. Respondents were 477 (177 from academic staff and 300 from technical-administrative staff). The analysis of variance (independent samples t-test) showed significant differences in variables of interest between academic staff and technical-administrative staff. Multiple regression pointed out that job autonomy is the main determinant of job satisfaction in the academic staff sample, whereas supervisor support is the main determinant of job satisfaction in the technical-administrative staff sample. This research represents one of the first Italian studies on these topics in the academic context and highlights the importance of further in-depth examinations of specific job dynamics for both teaching and technical-administrative staff. Among practical implications, the importance of keeping high levels of job autonomy for academic staff and of fostering an effective leadership development for technical-administrative staff emerged.

  13. Promoting community readiness for physical activity among older adults in Germany--protocol of the ready to change intervention trial.

    Science.gov (United States)

    Brand, Tilman; Gansefort, Dirk; Rothgang, Heinz; Röseler, Sabine; Meyer, Jochen; Zeeb, Hajo

    2016-02-01

    Healthy ageing is an important concern for many societies facing the challenge of an ageing population. Physical activity (PA) is a major contributor to healthy ageing; however insufficient PA levels are prevalent in old age in Germany. Community capacity building and community involvement are often recommended as key strategies to improve equitable access to prevention and health promotion. However, evidence for the effectiveness of these strategies is scarce. This study aims to assess the community readiness for PA promotion in local environments and to analyse the utility of strategies to increase community readiness for reaching vulnerable groups. We designed a mixed method intervention trial comprising three study modules. The first module includes an assessment of community readiness for PA interventions in older adults. The assessment is carried out in a sample of 24 municipalities in the Northwest of Germany using structured key informant interviews. In the second module, eight municipalities with the low community readiness are selected from the sample and randomly assigned to one of two study groups: active enhancement of community readiness (intervention) versus no enhancement (control). After enhancing community readiness in the active enhancement group, older adults in both study groups will be recruited for participation in a PA intervention. Participation rates are compared between the study groups to evaluate the effects of the intervention. In addition, a cost-effectiveness analysis is carried out calculating recruitment costs per person reached in the two study groups. In the third module, qualitative interviews are conducted with participants and non-participants of the PA intervention exploring reasons for participation or non-participation. This study offers the potential to contribute to the evidence base of reaching vulnerable older adults for PA interventions and provide ideas on how to reduce participation barriers. Its findings will inform

  14. Organizational Readiness for Change (ORC) test used in the implementation of assessment instruments and treatment methods in a Swedish National study.

    Science.gov (United States)

    Billsten, Johan; Fridell, Mats; Holmberg, Robert; Ivarsson, Andréas

    2018-01-01

    Organizational climate and related factors are associated with outcome and are as such of vital interest for healthcare organizations. Organizational Readiness for Change (ORC) is the questionnaire used in the present study to assess the influence of organizational factors on implementation success. The respondents were employed in one of 203 Swedish municipalities within social work and psychiatric substance/abuse treatment services. They took part in a nationwide implementation project organized by the Swedish Association of Local Authorities and Regions (SALAR), commissioned by the Swedish National Board of Health and Welfare. The aims were: (a) to identify classes (clusters) of employees with different ORC profiles on the basis of data collected in 2011 and (b) to investigate ORC profiles which predicted the use of assessment instruments, therapy methods and collaborative activities in 2011 and 2013. The evaluation study applied a naturalistic design with registration of outcome at consecutive assessments. The participants were contacted via official e-mail addresses in their respective healthcare units and were encouraged by their officials to participate on a voluntary basis. Descriptive statistics were obtained using SPSS version 23. A latent profile analysis (LPA) using Mplus 7.3 was performed with a robust maximum likelihood estimator (MLR) to identify subgroups (clusters) based on the 18 ORC indexes. A total of 2402 employees responded to the survey, of whom 1794 (74.7%) completed the ORC scores. Descriptive analysis indicated that the respondents were a homogenous group of employees, where women (72.0%) formed the majority. Cronbach's alpha for the 18 ORC indexes ranged from α=0.67 to α=0.78. A principal component analysis yielded a four-factor solution explaining 62% of the variance in total ORC scores. The factors were: motivational readiness (α=0.64), institutional resources (α=0.52), staff attributes (α=0.76), and organizational climate (α=0

  15. Impact of a preconception counseling program for teens with type 1 diabetes (READY-Girls) on patient-provider interaction, resource utilization, and cost.

    Science.gov (United States)

    Fischl, Andrea F Rodgers; Herman, William H; Sereika, Susan M; Hannan, Margaret; Becker, Dorothy; Mansfield, M Joan; Freytag, Linda L; Milaszewski, Kerry; Botscheller, Amanda N; Charron-Prochownik, Denise

    2010-04-01

    To evaluate the impact of a preconception counseling program tailored for teens with type 1 diabetes on cognitive, psychosocial, and behavioral outcomes and to assess its cost-effectiveness. A total of 88 teens with type 1 diabetes from two sites were randomized into the READY-Girls (Reproductive-health Education and Awareness of Diabetes in Youth for Girls) intervention (IG) (n = 43) or standard care (SC) (n = 45) groups. During three diabetes clinic visits, IG subjects viewed a two-part CD-ROM, read a book, and met with a nurse. Program effectiveness was measured by knowledge, attitudes, intentions, and behaviors regarding diabetes, pregnancy, sexuality, and preconception counseling. Assessments occurred at baseline, before and after viewing program materials, and at 9 months. Economic analyses included an assessment of resource utilization, direct medical costs, and a break-even cost analysis. Age range was 13.2-19.7 years (mean +/- SD 16.7 +/- 1.7 years); 6% (n = 5) were African American, and 24% (n = 21) were sexually active. Compared with baseline and SC subjects, IG subjects demonstrated a significant group-by-time interaction for benefit and knowledge of preconception counseling and reproductive health: increasing immediately after the first visit (P intention and initiation of preconception counseling and reproductive health discussions increased (P < 0.001). Costs of adverse reproductive outcomes are high. Direct medical costs of READY-Girls were low. READY-Girls was beneficial and effects were sustained for at least 9 months. This low-cost self-instructional program can potentially empower young women with type 1 diabetes to make well-informed reproductive health choices, adding little time burden or cost to their diabetes management.

  16. Disseminating contingency management: Impacts of staff training and implementation at an opiate treatment program

    OpenAIRE

    Hartzler, Bryan; Jackson, T. Ron; Jones, Brinn E.; Beadnell, Blair; Calsyn, Donald A.

    2013-01-01

    Guided by a comprehensive implementation model, this study examined training/implementation processes for a tailored contingency management (CM) intervention instituted at a Clinical Trials Network-affiliate opioid treatment program (OTP). Staff-level training outcomes (intervention delivery skill, knowledge, and adoption readiness) were assessed before and after a 16-hour training, and again following a 90-day trial implementation period. Management-level implementation outcomes (interventio...

  17. Teaching methods in community health nursing clerkships: experiences of healthcare staff in Iran

    Directory of Open Access Journals (Sweden)

    Eshagh Ildarabadi

    2014-09-01

    Full Text Available Purpose: Healthcare staff educate nursing students during their clerkships at community health nursing programs. Their teaching methods play an important role in nursing students’ acquisition of competencies; however, these methods have not been studied thoroughly. Thus, this study aims to describe, interpret, and understand the experiences of healthcare staff’s teaching methods in clerkships at a community health nursing program. Methods: This study was conducted using purposeful sampling and semi-structured interviews with 13 members of the staff of three urban healthcare centers in Iran. The data were analyzed through qualitative content analysis and thematic analysis. Results: Multiplicity of teaching was identified as the main category of teaching method, and the five subcategories were teaching through lecture, demonstration, doing, visits and field trips, and readiness. The most common method used by the healthcare staff was lecturing. Conclusion: The healthcare staff used multiple methods to teach students in the nursing clerkship of the community health program, which was the strength of the course. However, they should be familiar with, and utilize additional methods, such as discussion rather than lecture.

  18. Ready or Not...? Teen Sexuality and the Troubling Discourse of Readiness

    Science.gov (United States)

    Ashcraft, Catherine

    2006-01-01

    In this article, I explore how talk about being "ready" or "not ready" for sex shapes teen and adult understandings of sexuality. I argue that this "discourse of readiness" poses serious threats to teens' identity development, sexual decision making, and educators efforts to help them through these processes. To illustrate, I draw from my…

  19. Determinants of readiness to adopt mHealth in a rural community of Bangladesh.

    Science.gov (United States)

    Khatun, Fatema; Heywood, Anita E; Ray, Pradeep K; Hanifi, S M A; Bhuiya, Abbas; Liaw, Siaw-Teng

    2015-10-01

    Evidence in favor of mHealth for healthcare delivery in settings where trained health workforce is limited or unavailable is accumulating. With rapid growth in access to mobile phones and an acute shortage of health workforce in Bangladesh, mHealth initiatives are increasing with more than 20 current initiatives in place. "Readiness" is a crucial prerequisite to the successful implementation of telehealth programs. However, systematic assessment of the community readiness for mHealth-based services in the country is lacking. We report on a recent study describing the influence of community readiness for mHealth of a rural Bangladesh community. A conceptual framework for mHealth readiness was developed, which included three categories: technological, motivational and resource readiness. This guided the questionnaire development for the survey conducted in the Chakaria sub-district of Bangladesh from November 2012 to April 2013. Multivariate logistic regression was used to examine ownership of mobile phones, use of the technology, and knowledge regarding awareness of mHealth services as predictors of the community readiness to adopt mHealth. A total of 4915 randomly selected household members aged 18 years and over completed the survey. The data explained the sub-categories of the readiness dimensions. In terms of access, 45% of respondents owned a mobile phone with ownership higher among males, younger participants and those in the highest socioeconomic quintiles. Results related to technological readiness showed that among mobile phone owners, 50% were aware of SMS but only sending and receiving SMS. Only 37% generally read the received SMS. Only 5% of respondents used the internet capabilities on their phone and 25% used voice messages. The majority (73%) of the participants were interested in joining mHealth programs in the future. Multivariate analysis showed that ownership of a mobile phone (aOR 1.3, 95% CI 1.1-1.5), younger age (aOR 2.6, 95% CI 2.1-3.3), males

  20. The readiness of schools in Zimbabwe for the implementation of early childhood education

    Directory of Open Access Journals (Sweden)

    Ezron Mangwaya

    2016-02-01

    Full Text Available This qualitative study focuses on primary schools' state of readiness for the introduction of early childhood education. Adopting a multiple case study design, the article explores, through semi-structured interviews and documentation, school heads, teachers-in-charge and classroom teachers' perceptions of their respective schools' state of readiness for the installation and implementation of early childhood education. The study established that, while classroom teachers were adequately qualified to implement early childhood education, teachers-in-charge were not. Secondly, school heads received limited induction for the introduction and implementation of early childhood education. Additionally, inadequate teaching-learning resources and lack of on-going teacher support contributed to schools' lack of readiness for the introduction of early childhood education. The study recommends interventions that curriculum planners and implementers can utilise in order to create conditions that enable primary schools to be ready for introducing and implementing early childhood education.

  1. Human Resource Development in Hybrid Libraries

    OpenAIRE

    Prakasan, E. R.; Swarna, T.; Vijai Kumar, *

    2000-01-01

    This paper explores the human resources and development implications in hybrid libraries. Due to technological changes in libraries, which is a result of the proliferation of electronic resources, there has been a shift in workloads and workflow, requiring staff with different skills and educational backgrounds. Training of staff at all levels in information technology is the key to manage change, alleviate anxiety in the workplace and assure quality service in the libraries. Staff developmen...

  2. Work readiness tools for young adults with chronic conditions.

    Science.gov (United States)

    Metzinger, Courtney; Berg, Christine

    2015-01-01

    Young adults with chronic health conditions can experience barriers to work performance, ability, and their present and future worker roles. Work readiness resources can expand individuals' work skills, abilities, and interests. Five work readiness tools are presented (1) building an occupational profile, (2) generating environmental strategies, (3) on-the-job strategy use, and exploration of online tools (4) O*NET® and (5) O*NET® Interest Profiler, along with two theories (Knowles's Andragogy and Lawton's Ecological Model) to guide tool use. Use of these tools can assist young adults to better manage their health and expand their vocational identities for success at work. These approaches and tools support health professionals, community partners, and vocational organizations in their efforts to help young adults with chronic conditions.

  3. Readiness to adopt a performance measurement system for substance abuse treatment: Findings from the Service Quality Measures initiative

    Directory of Open Access Journals (Sweden)

    B Myers

    2017-02-01

    Full Text Available Background. A performance measurement system – the Service Quality Measures (SQM initiative – has been developed to monitor the quality of South Africa (SA’s substance abuse treatment services. Identifying factors associated with readiness to adopt this system may inform strategies to facilitate its robust implementation. Objective. To examine factors associated with readiness to adopt a performance measurement system among SA substance abuse treatment providers. Methods. We surveyed 81 treatment providers from 13 treatment sites in the Western Cape, SA. The survey examined awareness, resources, organisational climate, leadership support and readiness to adopt the SQM system. Regression analysis was used to identify factors associated with readiness to adopt this system. Results. Readiness to adopt the SQM initiative was high (M=5.64, standard deviation 1.63. In bivariate analyses, caseload size (F=3.73 (degrees of freedom (df=3.70, p=0.015, awareness (r=0.78, p<0.0001, leadership support (r=0.70, p<0.0001, resources (r=0.65, p<0.0001, openness to change (r=0.372, p=0.001, and external pressure to change were associated with readiness to adopt the SQM. In multivariate analyses, only awareness of the SQM initiative (B=0.34, standard error (SE 0.08, t=4.4, p<0.0001 and leadership support (B=0.45, SE 0.11, t=4.0, p<0.0001 were significantly associated with readiness to adopt this system. Conclusion. While treatment providers report high levels of readiness to adopt the SQM system, findings show that the likelihood of adoption can be further increased through improved provider awareness and enhanced leadership support for this health innovation.

  4. Readiness to adopt a performance measurement system for substance abuse treatment: Findings from the Service Quality Measures initiative.

    Science.gov (United States)

    Myers, B; Petersen Williams, P; Johnson, K; Govender, R; Manderscheid, R; Koch, J R

    2017-01-30

    A performance measurement system - the Service Quality Measures (SQM) initiative - has been developed to monitor the quality of South Africa (SA)'s substance abuse treatment services. Identifying factors associated with readiness to adopt this system may inform strategies to facilitate its robust implementation. To examine factors associated with readiness to adopt a performance measurement system among SA substance abuse treatment providers. We surveyed 81 treatment providers from 13 treatment sites in the Western Cape, SA. The survey examined awareness, resources, organisational climate, leadership support and readiness to adopt the SQM system. Regression analysis was used to identify factors associated with readiness to adopt this system. Readiness to adopt the SQM initiative was high (M=5.64, standard deviation 1.63). In bivariate analyses, caseload size (F=3.73 (degrees of freedom (df)=3.70), p=0.015), awareness (r=0.78, p<0.0001), leadership support (r=0.70, p<0.0001), resources (r=0.65, p<0.0001), openness to change (r=0.372, p=0.001), and external pressure to change were associated with readiness to adopt the SQM. In multivariate analyses, only awareness of the SQM initiative (B=0.34, standard error (SE) 0.08, t=4.4, p<0.0001) and leadership support (B=0.45, SE 0.11, t=4.0, p<0.0001) were significantly associated with readiness to adopt this system. While treatment providers report high levels of readiness to adopt the SQM system, findings show that the likelihood of adoption can be further increased through improved provider awareness and enhanced leadership support for this health innovation.

  5. Is point of care testing in Irish hospitals ready for the laboratory modernisation process? An audit against the current national Irish guidelines.

    LENUS (Irish Health Repository)

    O'Kelly, R A

    2013-04-11

    BACKGROUND: The Laboratory modernisation process in Ireland will include point of care testing (POCT) as one of its central tenets. However, a previous baseline survey showed that POCT was under-resourced particularly with respect to information technology (IT) and staffing. AIMS: An audit was undertaken to see if POCT services had improved since the publication of National Guidelines and if such services were ready for the major changes in laboratory medicine as envisaged by the Health Service Executive. METHODS: The 15 recommendations of the 2007 Guidelines were used as a template for a questionnaire, which was distributed by the Irish External Quality Assessment Scheme. RESULTS: Thirty-nine of a possible 45 acute hospitals replied. Only a quarter of respondent hospitals had POCT committees, however, allocation of staff to POCT had doubled since the first baseline survey. Poor IT infrastructure, the use of unapproved devices, and low levels of adverse incident reporting were still major issues. CONCLUSIONS: Point of care testing remains under-resourced, despite the roll out of such devices throughout the health service including primary care. The present high standards of laboratory medicine may not be maintained if the quality and cost-effectiveness of POCT is not controlled. Adherence to national Guidelines and adequate resourcing is essential to ensure patient safety.

  6. Parental Attitudes, Behaviors, and Barriers to School Readiness among Parents of Low-Income Latino Children

    Directory of Open Access Journals (Sweden)

    Jaime Peterson

    2018-01-01

    Full Text Available We sought to explore parental attitudes, behaviors, and barriers regarding school readiness in a county clinic serving low income, Latino children. Between December 2013–September 2014, we conducted a cross sectional survey of parents during 3–6 years well-child appointments about school readiness (SR across: (1 attitudes/behaviors; (2 barriers; and (3 awareness; and (4 use of local resources. Most parents (n = 210, response rate 95.6% find it very important/important for their child to know specific skills prior to school: take turns and share (98.5%, use a pencil and count (97.6%, know letters (99.1%, colors (97.1%, and shapes (96.1%. Over 80% of parents find education important and engage in positive SR behaviors: singing, practicing letters, or reading. Major barriers to SR were lack of knowledge for kindergarten readiness, language barriers, access to books at home, constraints on nightly reading, difficulty completing school forms, and limited free time with child. Awareness of local resources such as preschool programs was higher than actual utilization. These low-income, Latino parents value SR but lack knowledge to prepare their child for school and underutilize community resources such as free preschool programs. Pediatricians are uniquely positioned to address these needs, but more evidence-based interventions are needed.

  7. Provider and Staff Perceptions and Experiences Implementing Behavioral Health Integration in Six Low-Income Health Care Organizations.

    Science.gov (United States)

    Farb, Heather; Sacca, Katie; Variano, Margaret; Gentry, Lisa; Relle, Meagan; Bertrand, Jane

    2018-01-01

    Behavioral health integration (BHI) is a proven, effective practice for addressing the joint behavioral health and medical health needs of vulnerable populations. As part of the New Orleans Charitable Health Fund (NOCHF) program, this study addressed a gap in literature to better understand factors that impact the implementation of BHI by analyzing perceptions and practices among staff at integrating organizations. Using a mixed-method design, quantitative results from the Levels of Integration Measure (LIM), a survey tool for assessing staff perceptions of BHI in primary care settings (n=86), were analyzed alongside qualitative results from in-depth interviews with staff (n=27). Findings highlighted the roles of strong leadership, training, and process changes on staff collaboration, relationships, and commitment to BHI. This study demonstrates the usefulness of the LIM in conjunction with in-depth interviews as an assessment tool for understanding perceptions and organizational readiness for BHI implementation.

  8. Disability Awareness and University Staff Training in Ireland (Practice Brief)

    Science.gov (United States)

    Padden, Lisa; Ellis, Carol

    2015-01-01

    It is vital that all university staff have awareness of the difficulties that may be experienced by students with disabilities. Staff must be given the knowledge and resources to support these students effectively. University College Dublin (UCD) Access & Lifelong Learning has developed a communication and training strategy to improve…

  9. Technique for determining training staff size

    International Nuclear Information System (INIS)

    Frye, S.R.

    1985-01-01

    Determining an adequate training staff size is a vital function of a training manager. Today's training requirements and standards have dictated a more stringent work load than ever before. A trainer's role is more than just providing classroom lectures. In most organizations the instructor must develop programs, lesson plans, exercise guides, objectives, test questions, etc. The tasks of a training organization are never ending and the appropriate resources must be determined and allotted to do the total job. A simple method exists for determining an adequate staff. Although not perfect, this method will provide a realistic approach for determining the needed training staff size. This method considers three major factors: instructional man-hours; non-instructional man-hours; and instructor availability. By determining and adding instructional man-hours and non-instructional man-hours a total man-hour distribution can be obtained. By dividing this by instructor availability a staff size can be determined

  10. Capacity management of nursing staff as a vehicle for organizational improvement

    NARCIS (Netherlands)

    Elkhuizen, Sylvia G.; Bor, Gert; Smeenk, Marjolein; Klazinga, Niek S.; Bakker, Piet J. M.

    2007-01-01

    Background: Capacity management systems create insight into required resources like staff and equipment. For inpatient hospital care, capacity management requires information on beds and nursing staff capacity, on a daily as well as annual basis. This paper presents a comprehensive capacity model

  11. Determining registered nurses' readiness for evidence-based practice.

    Science.gov (United States)

    Thiel, Linda; Ghosh, Yashowanto

    2008-01-01

    As health care systems worldwide move toward instituting evidence-based practice (EBP), its implementation can be challenging. Conducting a baseline assessment to determine nurses' readiness for EBP presents opportunities to plan strategies before implementation. Although a growing body of research literature is focused on implementing EBP, little attention has been paid to assessing nurses' readiness for EBP. The purpose of this study was to assess registered nurses' readiness for EBP in a moderate-sized acute care hospital in the Midwestern United States before implementation of a hospital-wide nursing EBP initiative. A descriptive cross-sectional survey design was used; 121 registered nurses completed the survey. The participants (n= 121) completed the 64-item Nurses' Readiness for Evidence-Based Practice Survey that allowed measurement of information needs, knowledge and skills, culture, and attitudes. Data were analyzed using descriptive statistics and a post hoc analysis. The majority (72.5%) of respondents indicated that when they needed information, they consulted colleagues and peers rather than using journals and books; 24% of nurses surveyed used the health database, Cumulative Index to Nursing & Allied Health Literature (CINAHL). The respondents perceived their EBP knowledge level as moderate. Cultural EBP scores were moderate, with unit scores being higher than organizational scores. The nurses' attitudes toward EBP were positive. The post hoc analysis showed many significant correlations. Nurses have access to technological resources and perceive that they have the ability to engage in basic information gathering but not in higher level evidence gathering. The elements important to EBP such as a workplace culture and positive attitudes are present and can be built upon. A "site-specific" baseline assessment provides direction in planning EBP initiatives. The Nurses' Readiness for EBP Survey is a streamlined tool with established reliability and

  12. Stress, Social Support, and Burnout Among Long-Term Care Nursing Staff.

    Science.gov (United States)

    Woodhead, Erin L; Northrop, Lynn; Edelstein, Barry

    2016-01-01

    Long-term care nursing staff are subject to considerable occupational stress and report high levels of burnout, yet little is known about how stress and social support are associated with burnout in this population. The present study utilized the job demands-resources model of burnout to examine relations between job demands (occupational and personal stress), job resources (sources and functions of social support), and burnout in a sample of nursing staff at a long-term care facility (N = 250). Hierarchical linear regression analyses revealed that job demands (greater occupational stress) were associated with more emotional exhaustion, more depersonalization, and less personal accomplishment. Job resources (support from supervisors and friends or family members, reassurance of worth, opportunity for nurturing) were associated with less emotional exhaustion and higher levels of personal accomplishment. Interventions to reduce burnout that include a focus on stress and social support outside of work may be particularly beneficial for long-term care staff. © The Author(s) 2014.

  13. General service and child immunization-specific readiness assessment of healthcare facilities in two selected divisions in Bangladesh.

    Science.gov (United States)

    Shawon, Md Shajedur Rahman; Adhikary, Gourab; Ali, Md Wazed; Shamsuzzaman, Md; Ahmed, Shahabuddin; Alam, Nurul; Shackelford, Katya A; Woldeab, Alexander; Lim, Stephen S; Levine, Aubrey; Gakidou, Emmanuela; Uddin, Md Jasim

    2018-01-25

    Service readiness of health facilities is an integral part of providing comprehensive quality healthcare to the community. Comprehensive assessment of general and service-specific (i.e. child immunization) readiness will help to identify the bottlenecks in healthcare service delivery and gaps in equitable service provision. Assessing healthcare facilities readiness also helps in optimal policymaking and resource allocation. A health facility survey was conducted between March 2015 and December 2015 in two purposively selected divisions in Bangladesh; i.e. Rajshahi division (high performing) and Sylhet division (low performing). A total of 123 health facilities were randomly selected from different levels of service, both public and private, with variation in sizes and patient loads from the list of facilities. Data on various aspects of healthcare facility were collected by interviewing key personnel. General service and child immunization specific service readiness were assessed using the Service Availability and Readiness Assessment (SARA) manual developed by World Health Organization (WHO). The analyses were stratified by division and level of healthcare facilities. The general service readiness index for pharmacies, community clinics, primary care facilities and higher care facilities were 40.6%, 60.5%, 59.8% and 69.5%, respectively in Rajshahi division and 44.3%, 57.8%, 57.5% and 73.4%, respectively in Sylhet division. Facilities at all levels had the highest scores for basic equipment (ranged between 51.7% and 93.7%) and the lowest scores for diagnostic capacity (ranged between 0.0% and 53.7%). Though facilities with vaccine storage capacity had very high levels of service readiness for child immunization, facilities without vaccine storage capacity lacked availability of many tracer items. Regarding readiness for newly introduced pneumococcal conjugate vaccine (PCV) and inactivated polio vaccine (IPV), most of the surveyed facilities reported lack of

  14. STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

    Directory of Open Access Journals (Sweden)

    Nataliya N. Kretova

    2017-09-01

    Full Text Available The conception of staff marketing, which was developed abroad, is effectively used in the developed countries for a long time. Its main advantage consists in the possibility of organizing some planning for the implementation of staff strategy: staff marketing provides the enterprise on the long-term basis with human resources capable of forming strategic potential, which would allow to implement the planned activities. Numerous problems of formation and development of civilized market relations in our country do not allow to fully implement the detailed models of staff marketing in domestic realities. On the basis of the analysis of theoretical developments and factors that have a practical impact on the implementation of marketing personnel in modern Russian conditions, the authors describe the essential elements of the conception. The primary purposes of staff marketing for domestic enterprises, grouped into the internal and external marketing are substantiated and disclosed. The special attention is paid to increasing the staff loyalty, which has dominant influence on business outcomes. The algorithm of events for the development of motivation system is proposed; at the stage of studying job satisfaction it is recommend to apply analytical calculations with the use of Shewhart control charts. Unlike traditional statistical tools based on the inspection of already implemented results, this approach is aimed at preventing negative tendencies and avoids losses associated with dissatisfaction with difficulty, as the individual employee and the team as a whole. Modern Russian enterprises can fully realize the conception of staff marketing only through rethinking of the consequences for all directions of work with the staff, as reflected in the definition of objectives, motivating staff and ensuring social responsibility of the enterprise.

  15. Mapping Fiscal Resources in South Hampton Roads Virginia to Support School Readiness. Regional Summary

    Science.gov (United States)

    Finance Project, 2009

    2009-01-01

    In 2007, committees of key stakeholders in the five cities of Chesapeake, Norfolk, Suffolk, Portsmouth, and Virginia Beach developed Collaborative Action Plans focused on key strategies to ensure that children in each city "arrive at kindergarten healthy and ready to succeed in school, and in life." With leadership from Smart Beginnings…

  16. Utilization of Information and Communication Technology (ICT) Resources and Job Effectiveness among Library Staff in the University of Calabar and Cross River University of Technology, Nigeria

    Science.gov (United States)

    Ntui, Aniebiet Inyang; Inyang, Comfort Linus

    2015-01-01

    This study investigated utilization of Information and Communication Technology (ICT) resources and job effectiveness among library staff in the University of Calabar and Cross River University of Technology, Nigeria. To achieve the purpose of this study, four hypotheses were formulated to guide the study. Ex-post facto research design was adopted…

  17. MetEd Learning Resources from COMET: Assisting With User Readiness for the JPSS Era

    Science.gov (United States)

    Bol, A.; Page, E. M.; Dills, P. N.; Lee, T.; Weingroff, M.; Stevermer, A.

    2017-12-01

    The COMET® Program (www.comet.ucar.edu) is funded by NOAA NESDIS as well as EUMETSAT and the Meteorological Service of Canada to develop and deliver education and training in satellite meteorology. COMET's self-paced online training resources are freely available 24/7/365 via the MetEd Website (meted.ucar.edu) to help learners stay current regarding new instruments, capabilities, products and applications. Experts from NOAA-NESDIS and its Cooperative Institutes, the Meteorological Service of Canada, EUMETSAT, the Naval Research Laboratory and others, work with COMET staff to create lessons that encourage greater use of current and future satellite observations and products. As of fall 2017, over 90 satellite-focused, interactive lessons are available in English via the MetEd Web site at http://meted.ucar.edu/topics/satellite. Many of these lessons are also available in Spanish and French, with some Portuguese offerings also available, making learning resources more accessible to a larger international audience. This presentation will focus on COMET's satellite training offerings that are directly applicable to helping users learn more about the capabilities of the S-NPP and JPSS satellite series just in time for JPSS-1 becoming operational. MetEd's educational offerings include lessons on the VIIRS imager and its applications, and a recently updated lesson on nighttime visible observation using the VIIRS Day-Night Band. We'll show how the lessons introduce users to the advances these systems bring to forecasting, numerical weather prediction, and environmental monitoring. We'll also highlight newly developed lessons covering various aspects of JPSS for National Weather Service forecasters, and discuss current and future work.

  18. Hospital reform and staff morale in South Africa: a case study of Dr ...

    African Journals Online (AJOL)

    2012-02-16

    Feb 16, 2012 ... Settings and subjects: This study included all medical and nursing staff working at ... Keywords: hospital reform, staff morale, quality of care, healthcare resources ..... of healthcare workers' goals to cure patients.3 This differs.

  19. Exploring entrepreneurial readiness of youth and startup success components: Entrepreneurship training as a moderator

    Directory of Open Access Journals (Sweden)

    Seun Azeez Olugbola

    2017-09-01

    Full Text Available From the behavioral perspective, this study analyzed the entrepreneurial readiness of youth in terms of opportunity identification, motivational factors, resources, and entrepreneurial ability. The study examined the effect of entrepreneurship training on young people's readiness to engage in entrepreneurial activity and the components behind successful startups. SEM was applied to a sample of 490 students from the Universiti Sains Islam Malaysia. The findings highlight the positive effect of opportunity identification, motivation, and resources on entrepreneurship and the central role of entrepreneurship training in all factors, including entrepreneurial ability. The role of entrepreneurship training implies that young individuals are able to develop their entrepreneurial ability. The study thus shows the individual's ability to change over the course of a lifetime. For individuals interested in the startup process, this study provides information capable of influencing their new business ventures.

  20. The Pediatrician's Role in Optimizing School Readiness.

    Science.gov (United States)

    2016-09-01

    School readiness includes not only the early academic skills of children but also their physical health, language skills, social and emotional development, motivation to learn, creativity, and general knowledge. Families and communities play a critical role in ensuring children's growth in all of these areas and thus their readiness for school. Schools must be prepared to teach all children when they reach the age of school entry, regardless of their degree of readiness. Research on early brain development emphasizes the effects of early experiences, relationships, and emotions on creating and reinforcing the neural connections that are the basis for learning. Pediatricians, by the nature of their relationships with families and children, may significantly influence school readiness. Pediatricians have a primary role in ensuring children's physical health through the provision of preventive care, treatment of illness, screening for sensory deficits, and monitoring nutrition and growth. They can promote and monitor the social-emotional development of children by providing anticipatory guidance on development and behavior, by encouraging positive parenting practices, by modeling reciprocal and respectful communication with adults and children, by identifying and addressing psychosocial risk factors, and by providing community-based resources and referrals when warranted. Cognitive and language skills are fostered through timely identification of developmental problems and appropriate referrals for services, including early intervention and special education services; guidance regarding safe and stimulating early education and child care programs; and promotion of early literacy by encouraging language-rich activities such as reading together, telling stories, and playing games. Pediatricians are also well positioned to advocate not only for children's access to health care but also for high-quality early childhood education and evidence-based family supports such as

  1. READINESS OF TEACHERS FOR THE ORGANIZATION OF EXTRACURRICULAR ACTIVITIES OF STUDENTS AT HIGHER EDUCATIONAL ESTABLISHMENT OF ECONOMICS

    Directory of Open Access Journals (Sweden)

    L. V. Vishnevetskaja

    2014-09-01

    Full Text Available The urgency of the article, its theoretical and practical importance are caused by the existing contradiction between the state order for the formation of socially active person and lack of scientifically-practical workings out in the field of pedagogical support of the organization of extracurricular socially useful activity of the students. The settlement of the contradiction is possible in the presence of teachers specially prepared for the given process.Purpose. The purpose of the article is the theoretical substantiation and experimental estimation of teachers’ readiness for the organization of extracurricular activities of students in higher education establishments of economics.Methodology, Results. Complex application of theoretical (element and the structural analysis, comparison, generalization and empirical (questioning, testing, the expert estimation, included pedagogical supervision methods has allowed to define the essence of investigated concept as integrative personal formation, to develop criteria and its indicators of its formation and experimentally estimate the level of readiness of teaching staff for the organization of students’ extracurricular activities in higher education establishments of economics.Practical implications. The results of the research can be widely used in the work of curators of academic groups, tutors, teachers-organizers, in the system of training and advanced training of teaching staff.

  2. Career success criteria and locus of control as indicators of adaptive readiness in the career adaptation model.

    OpenAIRE

    Zhou, W.; Guan, Y.; Xin, L.; Mak, M.C.K.; Deng, Y.

    2016-01-01

    The present research had two goals. The first goal was to identify additional individual characteristics that may contribute to adaptive readiness. The second goal was to test if these characteristics fit the career adaptation model of readiness to resources to responses. We examined whether career success criteria (measured at Time 1) and career locus of control (measured at Time 1) would contribute to adaptivity and predict university students’ career decision-making self-efficacy (measured...

  3. [From personnel administration to human resource management : demographic risk management in hospitals].

    Science.gov (United States)

    Schmidt, C E; Gerbershagen, M U; Salehin, J; Weib, M; Schmidt, K; Wolff, F; Wappler, F

    2011-06-01

    The healthcare market is facing a serious shortage of qualified personnel in 2020. Aging of staff members is one important driver of this human resource deficit but current planning periods of 1-2 years cannot compensate the demographic effects on staff portfolio early enough. Therefore, prospective human resource planning is important to avoid loss of competence. The long range development (10 years) of human resources in the hospitals of the City of Cologne was analyzed. The basis for the analysis was a simulation model that included fluctuation of staff, retirement, maternity leave, status of employee illness, partial retirement and fresh engagements per department and profession. The model was matched with the staff requirements for each department. The results showed a capacity analysis which was used to convey strategic measures for staff recruitment and retention. The greatest risk for shortage of qualified staff was found in the fluctuation of doctors and in the aging work force. Without strategic human resource management the hospitals would face a 50% reduction of the work force within 10 years and after 2 years there would be a 25% deficit of anesthesiologists with impact on the function of operation rooms (OR) and intensive care units. Qualification and continuous training of staff members as well as process optimization are the most important spheres of activity for human resource management in order to recruit and retain qualified staff members. Prospective human resource planning for the OR and intensive care units can help to detect shortage of staff and loss of competence early enough to apply effective personnel development measures. A growing number of companies have started to plan ahead of the current demand of human resources. Hospitals should follow this example because the competition for qualified staff members is increasing rapidly.

  4. The concept of readiness to change.

    Science.gov (United States)

    Dalton, Cindy C; Gottlieb, Laurie N

    2003-04-01

    Readiness is associated with change, yet there is little understanding of this construct. The purpose of this study was to examine readiness; its referents, associated factors and the resulting consequences. In the course of nursing five clients living with multiple sclerosis over a 7-month period using a Reflective Practice Model, data were systematically gathered using open-ended and then more focused questioning. Data collected during 42 client encounters (28 face-to-face encounters; 14 telephone contacts) were analysed using Chinn and Kramer's concept analysis technique. Findings. The concept of readiness was inductively derived. Readiness is both a state and a process. Before clients can create change they need to become ready to change. A number of factors trigger readiness. These include when: (a) clients perceive that a health concern is not going to resolve, (b) a change in a client's physical condition takes on new significance, (c) clients feel better able to manage their stress, (d) clients have sufficient energy, (e) clients perceive that they have adequate support in undertaking change. When one or more of these factors is present clients become ready to consider change. The process of readiness involves recognizing the need to change, weighing the costs and benefits and, when benefits outweigh costs, planning for change. The desire to change and to take action determines clients' degree of readiness. When they experience a high degree of readiness they report less anger, less depression, and view their condition in a more positive light. In contrast, when they experience a low degree of readiness they report feeling depressed, afraid and vulnerable in the face of change. Nursing has an important role to play in creating conditions to support change. To fulfil this role, nurses need to be able to assess readiness for change and the factors that enable it and then to intervene in ways that facilitate readiness.

  5. Strategies to Build Readiness in Community Mobilization Efforts for Implementation in a Multi-Year Teen Pregnancy Prevention Initiative.

    Science.gov (United States)

    Bhuiya, Nazmim; House, L Duane; Desmarais, Jeffrey; Fletcher, Erica; Conlin, Maeve; Perez-McAdoo, Sarah; Waggett, Jessica; Tendulkar, Shalini A

    2017-03-01

    This paper describes an assessment of community readiness to implement a community-wide teen pregnancy prevention initiative, Youth First, and presents strategies used to enhance this readiness as informed by the assessment. Twenty-five community stakeholder interviews were conducted to assess four domains of readiness: (1) attitudes, perception, and knowledge of teen pregnancy; (2) perceived level of readiness; (3) resources, existing and current efforts; and (4) leadership. Interview transcripts were coded and analyzed to identify key themes. Stakeholders acknowledged teen pregnancy as an issue but lacked contextual information. They also perceived the community as ready to address the issue and recognized some organizations already championing efforts. However, many key players were not involved, and ongoing data collection to assess teen pregnancy and prevention efforts was limited. Though many stakeholders were ready to engage in teen pregnancy prevention efforts, they required additional information and training to appropriately address the issue. In response to the assessment findings, several strategies were applied to address readiness and build Youth First partners' capacity to implement the community-wide initiative. Thus, to successfully implement community-wide prevention efforts, it is valuable to assess the level of community readiness to address health issues. Copyright © 2016 Society for Adolescent Health and Medicine. Published by Elsevier Inc. All rights reserved.

  6. A simulation-based training program improves emergency department staff communication.

    Science.gov (United States)

    Sweeney, Lynn A; Warren, Otis; Gardner, Liz; Rojek, Adam; Lindquist, David G

    2014-01-01

    The objectives of this study were to evaluate the effectiveness of Project CLEAR!, a novel simulation-based training program designed to instill Crew Resource Management (CRM) as the communication standard and to create a service-focused environment in the emergency department (ED) by standardizing the patient encounter. A survey-based study compared physicians' and nurses' perceptions of the quality of communication before and after the training program. Surveys were developed to measure ED staff perceptions of the quality of communication between staff members and with patients. Pretraining and posttraining survey results were compared. After the training program, survey scores improved significantly on questions that asked participants to rate the overall communication between staff members and between staff and patients. A simulation-based training program focusing on CRM and standardizing the patient encounter improves communication in the ED, both between staff members and between staff members and patients.

  7. Career Readiness: Has Its Time Finally Come?

    Science.gov (United States)

    DeWitt, Stephen

    2012-01-01

    In 2010, the Association for Career and Technical Education (ACTE) released a "What Is Career Ready?" definition. As the career-readiness definition explains, there is much overlap between "college readiness" and "career readiness," but academic preparedness for college alone is not enough to be truly career-ready.…

  8. Management of Human Resources in CNCAN

    International Nuclear Information System (INIS)

    Ghinea, P.; Goicea, C.

    2014-01-01

    Human Resources Policy is a system of goals, principles, methods and criteria for staff undertaking work that is common to all employees. The content of HR policy: – Provide highly skilled workforce; – Training and raising staff qualifications; – High motivation of staff; – Ensure proper working conditions; – Promoting young employees. Recruitment and selection of personnel is the activity of identifying people who are eligible for a certain position. This activity takes place within the management of human resource, and it should be a continuous one. Recruitment and selection of personnel can be done both in the internal and external environment to the organization. Key challenge is to achieve initial competence, and then sustainability, of Human Resources to support for a safe, secure and sustainable nuclear power programmes. This requires the coordination, and cooperation, of all national stakeholders (government, education sector, industry, international bodies). Issues related to staff recruiting: – Experience requirements for specialist jobs is high (minimum 5-10 years); – In Regulatory Body, the percent of Graduates is higher than 50%, but specialist Technicians still needed (nuclear engineers)

  9. Staff acceptance of video monitoring for coordination: a video system to support perioperative situation awareness.

    Science.gov (United States)

    Kim, Young Ju; Xiao, Yan; Hu, Peter; Dutton, Richard

    2009-08-01

    To understand staff acceptance of a remote video monitoring system for operating room (OR) coordination. Improved real-time remote visual access to OR may enhance situational awareness but also raises privacy concerns for patients and staff. Survey. A system was implemented in a six-room surgical suite to display OR monitoring video at an access restricted control desk area. Image quality was manipulated to improve staff acceptance. Two months after installation, interviews and a survey were conducted on staff acceptance of video monitoring. About half of all OR personnel responded (n = 63). Overall levels of concerns were low, with 53% rated no concerns and 42% little concern. Top two reported uses of the video were to see if cases are finished and to see if a room is ready. Viewing the video monitoring system as useful did not reduce levels of concern. Staff in supervisory positions perceived less concern about the system's impact on privacy than did those supervised (p < 0.03). Concerns for patient privacy correlated with concerns for staff privacy and performance monitoring. Technical means such as manipulating image quality helped staff acceptance. Manipulation of image quality resulted overall acceptance of monitoring video, with residual levels of concerns. OR nurses may express staff privacy concern in the form of concerns over patient privacy. This study provided suggestions for technological and implementation strategies of video monitoring for coordination use in OR. Deployment of communication technology and integration of clinical information will likely raise concerns over staff privacy and performance monitoring. The potential gain of increased information access may be offset by negative impact of a sense of loss of autonomy.

  10. Maintenance-Ready Web Application Development

    Directory of Open Access Journals (Sweden)

    Ion IVAN

    2016-01-01

    Full Text Available The current paper tackles the subject of developing maintenance-ready web applications. Maintenance is presented as a core stage in a web application’s lifecycle. The concept of maintenance-ready is defined in the context of web application development. Web application maintenance tasks types are enunciated and suitable task types are identified for further analysis. The research hypothesis is formulated based on a direct link between tackling maintenance in the development stage and reducing overall maintenance costs. A live maintenance-ready web application is presented and maintenance related aspects are highlighted. The web application’s features, that render it maintenance-ready, are emphasize. The cost of designing and building the web-application to be maintenance-ready are disclosed. The savings in maintenance development effort facilitated by maintenance ready features are also disclosed. Maintenance data is collected from 40 projects implemented by a web development company. Homogeneity and diversity of collected data is evaluated. A data sample is presented and the size and comprehensive nature of the entire dataset is depicted. Research hypothesis are validated and conclusions are formulated on the topic of developing maintenance-ready web applications. The limits of the research process which represented the basis for the current paper are enunciated. Future research topics are submitted for debate.

  11. Public Library Staff as Community Health Partners: Training Program Design and Evaluation.

    Science.gov (United States)

    Morgan, Anna U; D'Alonzo, Bernadette A; Dupuis, Roxanne; Whiteman, Eliza D; Kallem, Stacey; McClintock, Autumn; Fein, Joel A; Klusaritz, Heather; Cannuscio, Carolyn C

    2018-05-01

    Public libraries are free and open to all-and accessed at high rates by vulnerable populations-which positions them to be key public health allies. However, library staff themselves often feel ill-equipped to address the health and social concerns of their patrons. To fill this gap, we developed a case-based training curriculum to help library staff recognize, engage, and refer vulnerable patrons to appropriate resources. Topics addressed in the training, including homelessness, mental health and substance use disorders, immigration, and trauma, were selected based on findings from a prior community needs assessment. Using a modified measure of self-efficacy, participants ( n = 33) were surveyed before and after each session. Several participants ( n = 7) were also interviewed 4 months after the training was completed. Overall, staff reported significant increases in comfort, confidence, and preparedness in assisting vulnerable patrons across all topic areas. Qualitative findings reflected positive perceived impact and value of the trainings. Staff felt training resources should be made more readily accessible. Improving library staff capacity to address the health and social needs of their patrons can further establish public libraries as partners in improving population health.

  12. Hospitals’ Readiness to Implement Clinical Governance

    Directory of Open Access Journals (Sweden)

    Farbod Ebadi Fardazar

    2015-02-01

    Full Text Available Background Quality of health services is one of the most important factors for delivery of these services. Regarding the importance and vital role of quality in the health sector, a concept known as “Clinical Governance” (CG has been introduced into the health area which aims to enhance quality of health services. Thus, this study aimed to assess private and public hospitals’ readiness to implement CG in Iran. Methods This descriptive and cross-sectional study was carried out in 2012. Four hundred thirty participants including doctors, nurses, diagnostic departments personnel, and support staff were chosen randomly from four hospitals (equally divided into private and public hospitals. Clinical Governance Climate Questionnaire (CGCQ was used for data collection. Finally, data were entered into the SPSS 18 and were analyzed using statistical methods. Results Among the CG dimensions, “organizational learning” and “planned and integrated quality improvement program” scored the highest and the lowest respectively for both types of hospitals. Hospitals demonstrated the worst condition with regard to the latter dimension. Furthermore, both types of hospitals had positive picture regarding “training and development opportunities”. Private hospitals scored better than public ones in all dimensions but there was only a significant difference in “proactive risk management” dimension between both types of hospitals (P< 0.05. Conclusion Hospitals’ readiness for CG implementation was “average or weak”. In order to implement CG successfully, it is essential to have a quality-centered culture, a culture specified by less paperwork, more selfsufficiency, and flexibility in hospitals’ affairs as well as centring on shared vision and goals with an emphasis on continuous improvement and innovation.

  13. Natural resources youth training program (NRYTP), resource rangers 2010

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2010-09-15

    In 2010, for a second year, the natural resources youth training program (NRYTP) was developed in northern Manitoba thanks to Manitoba Keewatinowi Okimakanak Inc. (MKO) and the collaboration of 42 sponsors. 16 aboriginal youth representing six northern communities took part in the five-week program located at the Egg Lake camp. The objective was to provide these resources rangers with knowledge and training in the most widespread resource sectors in northern Manitoba, including mining, forestry and hydropower. Trainers and experts provided by industry partners offered training sessions, hands-on work experience and other activities to help resource rangers to acquire a better understanding of the employability in this field in the northern region and the knowledge and skills the resource-based careers require. Life and professional skills training was given by the camp staff and local professionals. On-site elders and cultural events also allowed the integration of a northern Cree cultural component. Three staff members, a cook and elders assisted daily the resource rangers. Many improvements and refinements have been made since the success of the 2009 program, including the involvement of a larger number of communities, program contributors and program graduates. The program length has doubled and the number of jobs created has increased, important cultural aspects were introduced and the overall expenses were reduced.

  14. 2008 Human Resources Development Programmes in Nigerian ...

    African Journals Online (AJOL)

    Gbaje E.S

    Personnel management in libraries is an aspect of library administration that involves planning for human resource needs ... and organisation (of staff) in order to achieve the organizational goals. When the right personnel are recruited, the management puts the staff through with the operations of the library through a staff ...

  15. An Integrated Model for Improving Undergraduate Geoscience Workforce Readiness

    Science.gov (United States)

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

    2017-12-01

    Within STEM fields, employers are reporting a widening gap in the workforce readiness of new graduates. As departments continue to be squeezed with new requirements, chasing the latest technologies and scientific developments and constrained budgets, formal undergraduate programs struggle to fully prepare students for the workforce. One major mechanisms to address gaps within formal education is in life-long learning. Most technical and professional fields have life-long learning requirements, but it is not common in the geosciences, as licensing requirements remain limited. By introducing the concept of career self-management and life-long learning into the formal education experience of students, we can build voluntary engagement and shift some of the preparation burden from existing degree programs. The Geoscience Online Learning Initiative (GOLI) seeks to extend professional life-long learning into the formal education realm. By utilizing proven, effective means to capture expert knowledge, the GOLI program constructs courses in the OpenEdX platform, where the content authors and society staff continuously refine the material into effective one- to two-hour long asynchronous modules. The topical focus of these courses are outside of the usual scope of the academic curriculum, but are aligned with applied technical or professional issues. These courses are provided as open education resources, but also qualify for CEUs as the ongoing professional microcredential in the profession. This way, interested faculty can utilize these resources as focused modules in their own course offerings or students can engage in the courses independently and upon passing the assessments and paying of a nominal fee, be awarded CEUs which count towards their professional qualifications. Establishing a continuum of learning over one's career is a critical cultural change needed for students to succeed and be resilient through the duration of a career. We will examine how this

  16. Solar Ready: An Overview of Implementation Practices

    Energy Technology Data Exchange (ETDEWEB)

    Watson, A.; Guidice, L.; Lisell, L.; Doris, L.; Busche, S.

    2012-01-01

    This report explores three mechanisms for encouraging solar ready building design and construction: solar ready legislation, certification programs for solar ready design and construction, and stakeholder education. These methods are not mutually exclusive, and all, if implemented well, could contribute to more solar ready construction. Solar ready itself does not reduce energy use or create clean energy. Nevertheless, solar ready building practices are needed to reach the full potential of solar deployment. Without forethought on incorporating solar into design, buildings may be incompatible with solar due to roof structure or excessive shading. In these cases, retrofitting the roof or removing shading elements is cost prohibitive. Furthermore, higher up-front costs due to structural adaptations and production losses caused by less than optimal roof orientation, roof equipment, or shading will lengthen payback periods, making solar more expensive. With millions of new buildings constructed each year in the United States, solar ready can remove installation barriers and increase the potential for widespread solar adoption. There are many approaches to promoting solar ready, including solar ready legislation, certification programs, and education of stakeholders. Federal, state, and local governments have the potential to implement programs that encourage solar ready and in turn reduce barriers to solar deployment. With the guidance in this document and the examples of jurisdictions and organizations already working to promote solar ready building practices, federal, state, and local governments can guide the market toward solar ready implementation.

  17. STAFF VACANCY LIST

    CERN Document Server

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  18. Managing electronic resources a LITA guide

    CERN Document Server

    Weir, Ryan O

    2012-01-01

    Informative, useful, current, Managing Electronic Resources: A LITA Guide shows how to successfully manage time, resources, and relationships with vendors and staff to ensure personal, professional, and institutional success.

  19. E-health readiness assessment framework in iran.

    Science.gov (United States)

    Rezai-Rad, M; Vaezi, R; Nattagh, F

    2012-01-01

    Concept of e-readiness is used in many areas such as e-business, e-commerce, e-government, and e-banking. In terms of healthcare, e-readiness is a rather new concept, and is propounded under the title of E-healthcare. E-health readiness refers to the readiness of communities and healthcare institutions for the expected changes brought by programs related to Information and Communications Technology (lCT). The present research is conducted aiming at designing E-health Readiness Assessment Framework (EHRAF) in Iran. The e-health readiness assessment framework was designed based on reviewing literature on e-readiness assessment models and opinions of ICT and health experts. In the next step, Delphi method was used to develop and test the designed framework. Three questionnaires developed to test and modify the model while determining weights of the indices; afterward they were either sent to experts through email or delivered to them in face. The designed framework approved with 4 dimensions, 11 constituents and 58 indices. Technical readiness had the highest importance coefficient (0.256099), and the other dimensions were of the next levels of coefficient importance: core readiness (0.25520), social communication readiness (0.244658), and engagement readiness (0.244039). The framework presents the movement route and investment priorities in e-health in Iran. The proposed framework is a good instrument for measuring the e-readiness in health centers in Iran, and for identifying strengths and weaknesses of these centers to access ICT and its implementation for more effectiveness and for analyzing digital divide between them, as well.

  20. E-Health Readiness Assessment Framework in Iran

    Science.gov (United States)

    Rezai-Rad, M; Vaezi, R; Nattagh, F

    2012-01-01

    Background: Concept of e-readiness is used in many areas such as e-business, e-commerce, e-government, and e-banking. In terms of healthcare, e-readiness is a rather new concept, and is propounded under the title of E-healthcare. E-health readiness refers to the readiness of communities and healthcare institutions for the expected changes brought by programs related to Information and Communications Technology (lCT). The present research is conducted aiming at designing E-health Readiness Assessment Framework (EHRAF) in Iran. Methods: The e-health readiness assessment framework was designed based on reviewing literature on e-readiness assessment models and opinions of ICT and health experts. In the next step, Delphi method was used to develop and test the designed framework. Three questionnaires developed to test and modify the model while determining weights of the indices; afterward they were either sent to experts through email or delivered to them in face. Results: The designed framework approved with 4 dimensions, 11 constituents and 58 indices. Technical readiness had the highest importance coefficient (0.256099), and the other dimensions were of the next levels of coefficient importance: core readiness (0.25520), social communication readiness (0.244658), and engagement readiness (0.244039). Conclusion: The framework presents the movement route and investment priorities in e-health in Iran. The proposed framework is a good instrument for measuring the e-readiness in health centers in Iran, and for identifying strengths and weaknesses of these centers to access ICT and its implementation for more effectiveness and for analyzing digital divide between them, as well. PMID:23304661

  1. Supporting staff in employment: the emotional wellbeing of staff in an NHS psychiatric hospital.

    Science.gov (United States)

    Patterson, I D; Bell, J S

    2000-09-01

    The objective of this study was to assess the emotional wellbeing of a broad sample of NHS employees in a psychiatric setting; to seek their views on sources of distress; and to identify preferred ways of dealing with it. A cross-sectional postal survey, employing two questionnaires: GHQ-28, and a semi-structured questionnaire. These were sent to a nominal 50% sample (n = 599). The population was the staff of a large Scottish psychiatric service. A 47.9% response rate was achieved; 32.9% of respondents exceeded a cut-off score of four on the GHQ-28. Neither occupational, group nor gender effects were significant on this measure. The reporting of emotionally-distressing problems affecting their performance was found to be more common amongst doctors; males, overall, showed a non-significant trend towards having been affected more than females by such problems; and older staff (above 45) were affected significantly more often than younger staff. Almost a third of staff were unaware of the availability of an internal organisational resource (the Occupational Health service). NHS Trusts should ensure the culture at work is appropriate from a preventative point of view and be aware that factors outwith the workplace can affect employees emotional wellbeing and performance. Preventative and supportive measures to minimise psychological distress in the workforce should be considered; the Scottish Needs Assessment Programme: Mental Health in the Workplace offers useful guidance.

  2. Capture ready study

    Energy Technology Data Exchange (ETDEWEB)

    Minchener, A.

    2007-07-15

    There are a large number of ways in which the capture of carbon as carbon dioxide (CO{sub 2}) can be integrated into fossil fuel power stations, most being applicable for both gas and coal feedstocks. To add to the choice of technology is the question of whether an existing plant should be retrofitted for capture, or whether it is more attractive to build totally new. This miscellany of choices adds considerably to the commercial risk of investing in a large power station. An intermediate stage between the non-capture and full capture state would be advantageous in helping to determine the best way forward and hence reduce those risks. In recent years the term 'carbon capture ready' or 'capture ready' has been coined to describe such an intermediate stage plant and is now widely used. However a detailed and all-encompassing definition of this term has never been published. All fossil fuel consuming plant produce a carbon dioxide gas byproduct. There is a possibility of scrubbing it with an appropriate CO{sub 2} solvent. Hence it could be said that all fossil fuel plant is in a condition for removal of its CO{sub 2} effluent and therefore already in a 'capture ready' state. Evidently, the practical reality of solvent scrubbing could cost more than the rewards offered by such as the ETS (European Trading Scheme). In which case, it can be said that although the possibility exists of capturing CO{sub 2}, it is not a commercially viable option and therefore the plant could not be described as ready for CO{sub 2} capture. The boundary between a capture ready and a non-capture ready condition using this definition cannot be determined in an objective and therefore universally acceptable way and criteria must be found which are less onerous and less potentially contentious to assess. 16 refs., 2 annexes.

  3. Staff Considerations in Technical Services: The Chameleon Approach.

    Science.gov (United States)

    Foster, Constance L.

    1988-01-01

    Discusses the need to cope effectively with technological transitions in library technical services and to plan for successful staff development. The areas discussed include changing job skills, financial planning, ergonomics, innovative partnerships, training, and an emphasis on human resources development. (21 references) (Author/CLB)

  4. Readiness for Living Technology

    DEFF Research Database (Denmark)

    Peronard, Jean-Paul

    2013-01-01

    This paper is a comparative analysis between workers in healthcare with high and low degree of readiness for living technology such as robotics. To explore the differences among workers’ readiness for robotics in healthcare, statistical analysis was conducted in the data set obtained from 200...

  5. Towards mobile staff members management

    Science.gov (United States)

    Encheva, Sylvia

    2017-07-01

    Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.

  6. Modeling, simulation & optimization of the landing craft air cushion fleet readiness.

    Energy Technology Data Exchange (ETDEWEB)

    Engi, Dennis

    2006-10-01

    The Landing Craft Air Cushion is a high-speed, over-the-beach, fully amphibious landing craft capable of carrying a 60-75 ton payload. The LCAC fleet can serve to transport weapons systems, equipment, cargo and personnel from ship to shore and across the beach. This transport system is an integral part of our military arsenal and, as such, its readiness is an important consideration for our national security. Further, the best way to expend financial resources that have been allocated to maintain this fleet is a critical Issue. There is a clear coupling between the measure of Fleet Readiness as defined by the customer for this project and the information that is provided by Sandia's ProOpta methodology. Further, there is a richness in the data that provides even more value to the analyst. This report provides an analytic framework for understanding the connection between Fleet Readiness and the output provided by Sandia's ProOpta software. Further, this report highlights valuable information that can also be made available using the ProOpta output and concepts from basic probability theory. Finally, enabling assumptions along with areas that warrant consideration for further study are identified.

  7. MetEd Training Resources from COMET: Assisting User Readiness for JPSS Era

    Science.gov (United States)

    Stevermer, A.; Jeffries, R. A.

    2016-12-01

    With all the new advancements, finding time to learn and stay current regarding new satellite instruments, capabilities, applications, and products can be daunting. COMET's self-paced online training resources available via the globally-renowned MetEd Website are available 24/7/365 to help meet this challenge.. UCAR's COMET® Program (www.comet.ucar.edu) has been funded for years by NOAA NESDIS as well as EUMETSAT and the Meteorological Service of Canada to support education and training in satellite meteorology. Experts from NOAA-NESDIS its Cooperative Institutes, the Meteorological Service of Canada, EUMETSAT, the Naval Research Laboratory and others work with COMET staff to create self-paced training lessons that encourage greater use of current and future satellite observations and products. As of fall 2016, nearly 90 satellite-focused, interactive materials are freely available in English via the MetEd Web site at http://meted.ucar.edu/topics/satellite. Many of these lessons are also available in Spanish and French making training more easily accessible to an international audience. This presentation will focus on COMET's satellite training offerings that are directly applicable to helping users learn more about the capabilities of the S-NPP and JPSS satellite series just in time to prepare for JPSS-1 launch! Our educational offerings include lessons on the VIIRS imager and its applications including the exciting nighttime visible observation with the VIIRS Day-Night Band. We'll show how the lessons introduce users to the advances these systems bring to forecasting, numerical weather prediction, and environmental monitoring. We'll also highlight the recently published lesson, " JPSS River Ice and Flood Products" and discuss current and future work.

  8. Generating relevant climate adaptation science tools in concert with local natural resource agencies

    Science.gov (United States)

    Micheli, L.; Flint, L. E.; Veloz, S.; Heller, N. E.

    2015-12-01

    To create a framework for adapting to climate change, decision makers operating at the urban-wildland interface need to define climate vulnerabilities in the context of site-specific opportunities and constraints relative to water supply, land use suitability, wildfire risks, ecosystem services and quality of life. Pepperwood's TBC3.org is crafting customized climate vulnerability assessments with selected water and natural resource agencies of California's Sonoma, Marin, Napa and Mendocino counties under the auspices of Climate Ready North Bay, a public-private partnership funded by the California Coastal Conservancy. Working directly with managers from the very start of the process to define resource-specific information needs, we are developing high-resolution, spatially-explicit data products to help local governments and agency staff implement informed and effective climate adaptation strategies. Key preliminary findings for the region using the USGS' Basin Characterization Model (at a 270 m spatial resolution) include a unidirectional trend, independent of greater or lesser precipitation, towards increasing climatic water deficits across model scenarios. Therefore a key message is that managers will be facing an increasingly arid environment. Companion models translate the impacts of shifting climate and hydrology on vegetation composition and fire risks. The combination of drought stress on water supplies and native vegetation with an approximate doubling of fire risks may demand new approaches to watershed planning. Working with agencies we are exploring how to build capacity for protection and enhancement of key watershed functions with a focus on groundwater recharge, facilitating greater drought tolerance in forest and rangeland systems, and considering more aggressive approaches to management of fuel loads. Lessons learned about effective engagement include the need for extended in-depth dialog, translation of key climate adaptation questions into

  9. Workforce Characteristics, Perceptions, Stress, and Satisfaction among Staff in Green House and Other Nursing Homes.

    Science.gov (United States)

    Brown, Patrick B; Hudak, Sandra L; Horn, Susan D; Cohen, Lauren W; Reed, David Allen; Zimmerman, Sheryl

    2016-02-01

    To compare workforce characteristics and staff perceptions of safety, satisfaction, and stress between Green House (GH) and comparison nursing homes (CNHs). Primary data on staff perceptions of safety, stress, and satisfaction from 13 GHs and 8 comparison NHs in 11 states; secondary data from human resources records on workforce characteristics, turnover, and staffing from 01/01/2011-06/30/2012. Observational study. Workforce data were from human resources offices; staff perceptions were from surveys. Few significant differences were found between GH and CNHs. Exceptions were GH direct caregivers were older, provided twice the normalized hours per week budgeted per resident than CNAs in CNHs or Legacy NHs, and trended toward lower turnover. GH environment may promote staff longevity and does not negatively affect worker's stress, safety perceptions, or satisfaction. Larger studies are needed to confirm findings. © Health Research and Educational Trust.

  10. Evidence based practice readiness: A concept analysis.

    Science.gov (United States)

    Schaefer, Jessica D; Welton, John M

    2018-01-15

    To analyse and define the concept "evidence based practice readiness" in nurses. Evidence based practice readiness is a term commonly used in health literature, but without a clear understanding of what readiness means. Concept analysis is needed to define the meaning of evidence based practice readiness. A concept analysis was conducted using Walker and Avant's method to clarify the defining attributes of evidence based practice readiness as well as antecedents and consequences. A Boolean search of PubMed and Cumulative Index for Nursing and Allied Health Literature was conducted and limited to those published after the year 2000. Eleven articles met the inclusion criteria for this analysis. Evidence based practice readiness incorporates personal and organisational readiness. Antecedents include the ability to recognize the need for evidence based practice, ability to access and interpret evidence based practice, and a supportive environment. The concept analysis demonstrates the complexity of the concept and its implications for nursing practice. The four pillars of evidence based practice readiness: nursing, training, equipping and leadership support are necessary to achieve evidence based practice readiness. Nurse managers are in the position to address all elements of evidence based practice readiness. Creating an environment that fosters evidence based practice can improve patient outcomes, decreased health care cost, increase nurses' job satisfaction and decrease nursing turnover. © 2018 John Wiley & Sons Ltd.

  11. The Ef fects of Technology Usabilitiy and Individual Technology Readiness on Utilization of Electronic Document Management System (EDMS: A Research on Employee of University Hospital

    Directory of Open Access Journals (Sweden)

    Asuman Atilla

    2015-06-01

    Full Text Available Electronic Document Management System (EDMS is software which is utilized for writing, sending and storing, briefly managing the processes and operations of the corporations and institutions. In this empirical research, the statistical differences are investigated between users’ concerns about usability of mentioned technology, users’ technological readiness levels and users’ utilization status of EDMS sample is formed by 189 administrative staff of a university hospital in Ankara. According to findings, significant statistical differences are found between some dimensions of technology usability (usability effectiveness, learnability,helpfulness satisfaction, some dimensions of technology readiness (discomfort and insecurity and the utilization status (user, nonuser of EDMS.

  12. Evaluating the Staff at Enterprise: Several Theoretical and Methodological Aspects

    Directory of Open Access Journals (Sweden)

    Girman Alla P.

    2017-03-01

    Full Text Available The article is aimed at generalizing and systematizing various knowledge, related to evaluation of staff, on a common theoretical-methodological basis. Concept, objectives, directions, methods, and indicators for evaluating staff in the contemporary economy were analyzed. The topicality of using the theoretical developments on staff evaluation in actual practice of functioning of enterprises has been substantiated. A new approach to the procedure of evaluation of the total human resource of enterprise, based on the life cycle of organization, has been proposed. On the basis of the proposed scientific algorithmic step-by-step approach to the evaluation of staff, managers of companies can design their own models for staff evaluation, develop its separate elements. Prospects for further researches in this direction involve relation of staff evaluation to the life cycle of employee no less than the life cycle of enterprise. Management of the life cycle of employee represents methods for management of his development that would change the level of the employee’s professional maturity as result of a system impact.

  13. Evaluation of microbial contamination of ready-to-eat foods (pizza, frankfurters, sausages in the city of Ilam

    Directory of Open Access Journals (Sweden)

    Akbar Eslami

    2017-05-01

    Full Text Available Background: Today in the world, disease resulting from food is considered one of the most important problems in public health. This study aimed to determine the bacterial contamination of ready-to-eat foods, i.e. fast food, in Ilam city. Methods: In this cross-sectional, analytical study, 270 samples of ready-to-eat food, including pizza, frankfurters, and sausages, were randomly collected and tested for contamination with Staphylococcus aureus, Escherichia coli, Shigella sonnei, Salmonella arizonae, and Enterococcus faecalis. After examination, the collected data was analyzed using SPSS 20 software and logistic regression. Results: From a total of 270 samples of ready-to-eat food, 27.77% was contaminated with E. coli, 21.48% with S. aureus, 13.33% with S. sonnei, 14.44% with S. arizonae, and 5.9% with E. faecalis. The results showed higher rates of E. coli and S. aureus contamination in pizza, frankfurters, and sausages. Also, a higher percentage of frankfurters were contaminated with microbial species than pizza or sausages. There were significant differences in microbial contamination rates (P < 0.05 among the three groups of food. In addition, factors such as indicators (health, sanitation, and lack of hygiene, age, gender, and education level of the operating staff had no effect on the results. Conclusion: Based on the results, it can be concluded that bacterial contamination of ready-to-eat foods is significantly high in the city of Ilam; therefore, it is suggested that the examination of food in various stages of production and distribution can help reduce bacterial contamination, and training for the operators of shopping centers’ ready-to-eat food shops and controlling pathogens are essential.

  14. Evaluation of microbial contamination of ready-to-eat foods (pizza, frankfurters, sausages in the city of Ilam

    Directory of Open Access Journals (Sweden)

    Akbar Eslami

    2017-03-01

    Full Text Available Background: Today in the world, disease resulting from food is considered one of the most important problems in public health. This study aimed to determine the bacterial contamination of ready-to-eat foods, i.e. fast food, in Ilam city. Methods: In this cross-sectional, analytical study, 270 samples of ready-to-eat food, including pizza, frankfurters, and sausages, were randomly collected and tested for contamination with Staphylococcus aureus, Escherichia coli, Shigella sonnei, Salmonella arizonae, and Enterococcus faecalis. After examination, the collected data was analyzed using SPSS 20 software and logistic regression. Results: From a total of 270 samples of ready-to-eat food, 27.77% was contaminated with E. coli, 21.48% with S. aureus, 13.33% with S. sonnei, 14.44% with S. arizonae, and 5.9% with E. faecalis. The results showed higher rates of E. coli and S. aureus contamination in pizza, frankfurters, and sausages. Also, a higher percentage of frankfurters were contaminated with microbial species than pizza or sausages. There were significant differences in microbial contamination rates (P < 0.05 among the three groups of food. In addition, factors such as indicators (health, sanitation, and lack of hygiene, age, gender, and education level of the operating staff had no effect on the results. Conclusion: Based on the results, it can be concluded that bacterial contamination of ready-to-eat foods is significantly high in the city of Ilam; therefore, it is suggested that the examination of food in various stages of production and distribution can help reduce bacterial contamination, and training for the operators of shopping centers’ ready-to-eat food shops and controlling pathogens are essential.

  15. Building Staff Capacity to Evaluate in Museum Education

    Science.gov (United States)

    Kubarek, Joy

    2015-01-01

    For years, museums of all varieties, including art museums, science centers, history museums, zoos, and aquariums, have conducted education evaluation. However, museums are all too often faced with the challenge of allocating staff time, expertise, and other resources toward conducting evaluation, particularly evaluation that moves beyond program…

  16. Evaluation of time, attendance of medical staff and resources for radiotherapy in pediatric and adolescent patients. The DEGRO-QUIRO trial

    International Nuclear Information System (INIS)

    Zabel-du Bois, Angelika; Milker-Zabel, Stefanie; Debus, Juergen; Bruns, Frank; Christiansen, Hans; Ernst, Iris; Willich, Normann; Popp, Wolfgang; Sack, Horst

    2014-01-01

    The German Society of Radiation Oncology (DEGRO) initiated a multicenter trial to develop and evaluate adequate modules to assert core procedures in radiotherapy. The aim of this prospective evaluation was to methodical assess the required resources for radiotherapy in pediatric and adolescent patients. At three radiotherapy centers of excellence (University Hospitals of Heidelberg and Muenster, the Medical School of Hannover), the manpower and time required for radiotherapy in pediatric and adolescent patients was prospectively documented consistently over a 2-year period. The data were collected using specifically developed standard forms and were evaluated using specific process analysis tools. A total number of 1914 data sets were documented and carefully analyzed. The personnel time requirements for all occupational groups were calculated as total time needed for a specific procedure and mean time per person. Regarding radiotherapy in general anesthesia, the required manpower was higher. The personnel time requirements in these cases were also longer, mainly due to longer room occupancy. Overall, the required resources were remarkably similar between the three different departments and may, therefore, be considered as representative. For the first time, the personnel time requirements of a radiotherapy department for the maintenance, protection, and optimization of operational readiness for radiotherapy in pediatric and adolescent patients with and without general anesthesia were determined methodically. (orig.) [de

  17. Implementing a complex intervention to support personal recovery: a qualitative study nested within a cluster randomised controlled trial.

    Science.gov (United States)

    Leamy, Mary; Clarke, Eleanor; Le Boutillier, Clair; Bird, Victoria; Janosik, Monika; Sabas, Kai; Riley, Genevieve; Williams, Julie; Slade, Mike

    2014-01-01

    To investigate staff and trainer perspectives on the barriers and facilitators to implementing a complex intervention to help staff support the recovery of service users with a primary diagnosis of psychosis in community mental health teams. Process evaluation nested within a cluster randomised controlled trial (RCT). 28 interviews with mental health care staff, 3 interviews with trainers, 4 focus groups with intervention teams and 28 written trainer reports. 14 community-based mental health teams in two UK sites (one urban, one semi-rural) who received the intervention. The factors influencing the implementation of the intervention can be organised under two over-arching themes: Organisational readiness for change and Training effectiveness. Organisational readiness for change comprised three sub-themes: NHS Trust readiness; Team readiness; and Practitioner readiness. Training effectiveness comprised three sub-themes: Engagement strategies; Delivery style and Modelling recovery principles. Three findings can inform future implementation and evaluation of complex interventions. First, the underlying intervention model predicted that three areas would be important for changing practice: staff skill development; intention to implement; and actual implementation behaviour. This study highlighted the importance of targeting the transition from practitioners' intent to implement to actual implementation behaviour, using experiential learning and target setting. Second, practitioners make inferences about organisational commitment by observing the allocation of resources, Knowledge Performance Indicators and service evaluation outcome measures. These need to be aligned with recovery values, principles and practice. Finally, we recommend the use of organisational readiness tools as an inclusion criteria for selecting both organisations and teams in cluster RCTs. We believe this would maximise the likelihood of adequate implementation and hence reduce waste in research

  18. National Sexual Violence Resource Center (NSVRC)

    Data.gov (United States)

    U.S. Department of Health & Human Services — The National Sexual Violence Resource Center (NSVRC) is a national information and resource hub relating to all aspects of sexual violence. NSVRC staff collect and...

  19. Preparing for success: Readiness models for rural telehealth

    Directory of Open Access Journals (Sweden)

    Jennett P

    2005-01-01

    Full Text Available Background: Readiness is an integral and preliminary step in the successful implementation of telehealth services into existing health systems within rural communities. Methods and Materials: This paper details and critiques published international peer-reviewed studies that have focused on assessing telehealth readiness for rural and remote health. Background specific to readiness and change theories is provided, followed by a critique of identified telehealth readiness models, including a commentary on their readiness assessment tools. Results: Four current readiness models resulted from the search process. The four models varied across settings, such as rural outpatient practices, hospice programs, rural communities, as well as government agencies, national associations, and organizations. All models provided frameworks for readiness tools. Two specifically provided a mechanism by which communities could be categorized by their level of telehealth readiness. Discussion: Common themes across models included: an appreciation of practice context, strong leadership, and a perceived need to improve practice. Broad dissemination of these telehealth readiness models and tools is necessary to promote awareness and assessment of readiness. This will significantly aid organizations to facilitate the implementation of telehealth.

  20. Readiness for change and job satisfaction in a case of lean management application - a comparative study.

    Science.gov (United States)

    Lipińska-Grobelny, Agnieszka; Papieska, Ewelina

    2012-09-01

    This current study investigates the effect of lean management system on work attitudes of workers of two manufacturing companies. "Lean management" is a concept of work processes and human relations that determines company's productivity and profitability. Workers of two enterprises, the first one with lean production and the second one with old mass production, were compared for their readiness for change and job satisfaction (both emotional and cognitive aspect). The sample of 102 employees completed a battery of instruments such as: the Job Description Inventory by Neuberger and Allerbeck, the Job Affect Scale by Burke et al. and the Change-Readiness Scale by Kriegel and Brandt. Individuals from the lean manufacturing company were characterized by higher level of readiness for change, positive affect at work, and cognitive job satisfaction. In this approach the introduction of lean production positively affected company's human resource attitudes.

  1. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2002-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2002: Annex R A 1 - Scale of basic salaries (page 73). Annex R A 2 - Scale of stipends paid to fellows (page 74). Annex R A 4 - Family allowance and child allowance (page 81). Annex R A 8.01 - Reimbursement of education fees for the academic year 2001/2002, i.e. with effect from 1 September 2001 (page 81). Copies of this update, announced in Weekly Bulletin 4/2002, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web HERE Human Resources Division Tel. 74128

  2. Headmasters Training for Creating the In-School Quality Management System

    Directory of Open Access Journals (Sweden)

    M. A. Desyateritchenko

    2012-01-01

    Full Text Available The paper looks at the issue of the further professional training of educational staff for developing quality management systems. Mastering the qualitative educational practices provides the effective school training quality assessment, as well as optimization of staff, material, technical and financial resources, and consideration of the requirements of educational process participants. The peculiarities of the quality management penetration into the general educational sphere are analyzed. The factors obstructing the innovative experience spreading are denoted along with the corresponding ways of experimental practices. The content and organizational technological aspects of headmasters and teaching staff readiness for implementing the above innovation in the system of further professional training are defined. The stages of a lyceum readiness for certification of in-school quality management system according to the international standard ISO 9001:2008 are described. The author points out the necessity of developing the training system for managerial and teaching staff with regard to the person oriented and humanity approach. 

  3. From Readiness to Action: How Motivation Works

    Directory of Open Access Journals (Sweden)

    Kruglanski Arie W.

    2014-09-01

    Full Text Available We present a new theoretical construct labeled motivational readiness. It is defined as the inclination, whether or not ultimately implemented, to satisfy a desire. A general model of readiness is described which builds on the work of prior theories, including animal learning models and personality approaches, and which aims to integrate a variety of research findings across different domains of motivational research. Components of this model include the Want state (that is, an individual’s currently active desire, and the Expectancy of being able to satisfy that Want. We maintain that the Want concept is the critical ingredient in motivational readiness: without it, readiness cannot exist. In contrast, some motivational readiness can exist without Expectancy. We also discuss the role of incentive in motivational readiness. Incentive is presently conceived of in terms of a Match between a Want and a Perceived Situational Affordance. Whereas in classic models incentive was portrayed as a first order determinant of motivational readiness, here we describe it as a second order factor which affects readiness by influencing Want, Expectancy, or both. The new model’s relation to its theoretical predecessors, and its implications for future research, also are discussed.

  4. A study on the relationship between employee mental health and agility strategic readiness: A case study of Esfahan hospitals in Iran

    Directory of Open Access Journals (Sweden)

    Hassan Ghodrati

    2013-04-01

    Full Text Available This study investigates whether enhancing organizational agility and mental health of staff could increase strategic readiness for crises or not. In this study, descriptive statistics is used to present demographic data of the research, and P-Test is employed for analyzing the data. In addition, to examine research hypotheses, correlation coefficients and descriptive statistics are implemented. Finally, to rank the variables and indicators of the research, Friedman test and for comparison of indicators and components of the research, nonparametric Kruskal-Wallis test are used. The proposed study designs a questionnaire and The questionnaire and distributes it among some nurses in obstetrics and anesthesiology department and among supervisors. Cronbach's alpha is also employed for determining the reliability in this study. The results indicate that working conditions as well as employees’ mental health are in good conditions, the employees with higher levels of mental health have higher readiness to deal with potential crises, and the relationship between agility of hospitals and their strategic readiness for dealing with crises is confirmed.

  5. The Scientific-Methodical Approaches to Interpretation of the Essence and Value of the Staff Management of Enterprises

    Directory of Open Access Journals (Sweden)

    Tarnavskyi Mykhailo I.

    2018-03-01

    Full Text Available The scientific literature on the issues of interpretation of essence of the economic category of «staff» and «staff management» is analyzed with the purpose of definition of their content and role in the process of activity of enterprise. As a result of the carried out research was found out that the category of «staff» reflects the current tendencies and approaches to the management of people in the enterprise to the utmost, because it is based on the transition from the resource, consumer attitude to the humanistic in the relationship between employers and their employees. The economic content of the category of «staff management» has been defined from the standpoint of presenting seven approaches to the interpretation of this phenomenon: «human resources management» as a process, «staff management» as a system, «staff management» as an activity, «staff management» as an influence, «staff management» as an aggregate (of activities, principles, methods, etc., «staff management» as a control element (component of enterprise management and «staff management» as a science. Prospects for further research are identification of the main participants in the process of personnel management in the enterprise and the special body that will carry out these processes.

  6. Extra-team connections for knowledge transfer between staff teams

    Science.gov (United States)

    Ramanadhan, Shoba; Wiecha, Jean L.; Emmons, Karen M.; Gortmaker, Steven L.; Viswanath, Kasisomayajula

    2009-01-01

    As organizations implement novel health promotion programs across multiple sites, they face great challenges related to knowledge management. Staff social networks may be a useful medium for transferring program-related knowledge in multi-site implementation efforts. To study this potential, we focused on the role of extra-team connections (ties between staff members based in different site teams) as potential channels for knowledge sharing. Data come from a cross-sectional study of afterschool childcare staff implementing a health promotion program at 20 urban sites of the Young Men's Christian Association of Greater Boston. We conducted a sociometric social network analysis and attempted a census of 91 program staff members. We surveyed 80 individuals, and included 73 coordinators and general staff, who lead and support implementation, respectively, in this study. A multiple linear regression model demonstrated a positive relationship between extra-team connections (β = 3.41, P knowledge transfer. We also found that intra-team connections (within-team ties between staff members) were also positively related to skill receipt. Connections between teams appear to support knowledge transfer in this network, but likely require greater active facilitation, perhaps via organizational changes. Further research on extra-team connections and knowledge transfer in low-resource, high turnover environments is needed. PMID:19528313

  7. Towards culturally competent health care: language use of bilingual staff.

    Science.gov (United States)

    Johnson, M; Noble, C; Matthews, C; Aguilar, N

    1998-01-01

    The presence of diverse language skills within health staff provides opportunities to better meet the needs of a multicultural population. A cross-sectional survey of all staff within the South Western Sydney Area Health Service was undertaken to compare language skills with population needs and examine the context of language use. Thirty-one per cent of staff (n = 964) were bilingual or multilingual, with the predominant languages spoken being Tagalog (Filipino), Cantonese, Hindi, Spanish, Vietnamese and Italian. Thirty-seven per cent of bilingual staff used their language skills at least weekly, predominantly in situations of simple conversation and giving directions. Bilingual staff are a valuable resource for the organisation and the presence of a similar overall proportion of bilingual and bicultural staff may engender tolerance and adaptability in providing care to a diverse population. However, supply does not directly match community demand. This mismatch will continue unless recruitment is focused towards identified language groups. The high proportion of staff who rarely used their language skills (37%) may be due to lack of opportunity or limited need, and suggests that further research needs to examine service models that locate bilingual workers close to client need. This study takes a crucial first step towards realising equitable and culturally appropriate care utilising the principles of productive diversity.

  8. Day jobs/nightwork: Academic staff studying towards higher degrees ...

    African Journals Online (AJOL)

    They need teaching relief, research assistance and financial support for their research activities as well as access to resources and equipment and the support of experienced and knowledgeable supervisors and mentors. Academic staff members' perceptions and reflections on the experience of studying towards Masters ...

  9. Factors of children's school readiness

    Directory of Open Access Journals (Sweden)

    Ljubica Marjanovič Umek

    2006-12-01

    Full Text Available The purpose of the study was to examine the effect of preschool on children's school readiness in connection with their intellectual abilities, language competence, and parents' education. The sample included 219 children who were 68 to 83 months old and were attending the first year of primary school. Children were differentiated by whether or not they had attended preschool before starting school. Children's intellectual ability was determined using Raven's Coloured Progressive Matrices (CPM; Raven, Raven, & Court, 1999, language competence using the Lestvice splošnega govornegarazvoja–LJ (LSGR–LJ, Scales of General Language Development; Marjanovič Umek, Kranjc, Fekonja in Bajc, 2004, and school readiness with the Preizkus pripravljenosti za šolo (PPŠ, Test of School Readiness; Toličič, 1986. The results indicate that children's intellectual ability and language competence have a high predictive value for the school readiness — they explained 51% of the variance in children's scores on the PPŠ. Preschool enrollment has a positive effect on school readiness for children whose parents have a low level of education, but not for those whose parents are highly educated.

  10. Managerial instrument for didactic staff structure optimization for Distance Learning

    Directory of Open Access Journals (Sweden)

    Gavrus Cristina

    2017-01-01

    Full Text Available Distance learning is a modern system for providing educational services and is relatively new in Romania, if related to the date of its emergence in Europe. More and more active working people are interested in this form of education, paying of course a special attention to its quality. It is quite difficult to appraise the quality of educational programs but several instruments and criteria have been developed over time. The present paper proposes an original mathematical instrument that is aiming at human resources, this type of resources being considered extremely important in case of providing educational service. The number of teachers is crucial for a distance learning program study, because the didactic staff must cover a number of didactic classes that take place on weekends. Concretely, this paper is focused on finding an algorithm that allows the didactic staff structure optimization. For accomplishing this objective, two managerial instruments were use. One of them is mathematical linear programing technique, that develops a mathematical model for didactic staff structure and the other one is WinQSB software package that tests the mathematical model.

  11. Managing Food Allergies at School: School Transportation Staff

    Centers for Disease Control (CDC) Podcasts

    2015-01-20

    This podcast highlights the role of bus drivers and transportation staff in the management of food allergies in schools. It also identifies CDC food allergy resources for schools.  Created: 1/20/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP).   Date Released: 1/20/2015.

  12. Cognitive Readiness

    National Research Council Canada - National Science Library

    Morrison, John

    2002-01-01

    Cognitive readiness is described as the mental preparation an individual needs to establish and sustain competent performance in the complex and unpredictable environment of modern military operations...

  13. Year 2000 Readiness Kit: A Compilation of Y2K Resources for Schools, Colleges and Universities.

    Science.gov (United States)

    Department of Education, Washington, DC.

    This kit was developed to assist the postsecondary education community's efforts to resolve the Year 2000 (Y2K) computer problem. The kit includes a description of the Y2K problem, an assessment of the readiness of colleges and universities, a checklist for institutions, a Y2K communications strategy, articles on addressing the problem in academic…

  14. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2005 : Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2004/2005, i.e. with effect from 1 September 2004 (page 81). Copies of this update, announced in Weekly Bulletin 4/2005, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  15. Perception of library staff on the preservation and conservation of ...

    African Journals Online (AJOL)

    Perception of library staff on the preservation and conservation of library resources in the Federal ... Journal Home > Vol 48, No 1-2 (2015) > ... of preservation policy as well as lack of funding to purchase preservation equipment in the library.

  16. Exploiting the Potential of CD-ROM Databases: Staff Induction at the University of East Anglia.

    Science.gov (United States)

    Guillot, Marie-Noelle; Kenning, Marie-Madeleine

    1995-01-01

    Overviews a project exploring the possibility of using CD-ROM applications and the design of exploratory didactic materials to introduce academic staff to the field of computer-assisted instruction. The project heightened the staff's awareness of electronic resources and their potential as research, teaching, and learning aids, with particular…

  17. Implementing a complex intervention to support personal recovery: a qualitative study nested within a cluster randomised controlled trial.

    Directory of Open Access Journals (Sweden)

    Mary Leamy

    Full Text Available OBJECTIVE: To investigate staff and trainer perspectives on the barriers and facilitators to implementing a complex intervention to help staff support the recovery of service users with a primary diagnosis of psychosis in community mental health teams. DESIGN: Process evaluation nested within a cluster randomised controlled trial (RCT. PARTICIPANTS: 28 interviews with mental health care staff, 3 interviews with trainers, 4 focus groups with intervention teams and 28 written trainer reports. SETTING: 14 community-based mental health teams in two UK sites (one urban, one semi-rural who received the intervention. RESULTS: The factors influencing the implementation of the intervention can be organised under two over-arching themes: Organisational readiness for change and Training effectiveness. Organisational readiness for change comprised three sub-themes: NHS Trust readiness; Team readiness; and Practitioner readiness. Training effectiveness comprised three sub-themes: Engagement strategies; Delivery style and Modelling recovery principles. CONCLUSIONS: Three findings can inform future implementation and evaluation of complex interventions. First, the underlying intervention model predicted that three areas would be important for changing practice: staff skill development; intention to implement; and actual implementation behaviour. This study highlighted the importance of targeting the transition from practitioners' intent to implement to actual implementation behaviour, using experiential learning and target setting. Second, practitioners make inferences about organisational commitment by observing the allocation of resources, Knowledge Performance Indicators and service evaluation outcome measures. These need to be aligned with recovery values, principles and practice. Finally, we recommend the use of organisational readiness tools as an inclusion criteria for selecting both organisations and teams in cluster RCTs. We believe this would

  18. Partnership readiness for community-based participatory research.

    Science.gov (United States)

    Andrews, Jeannette O; Newman, Susan D; Meadows, Otha; Cox, Melissa J; Bunting, Shelia

    2012-08-01

    The use of a dyadic lens to assess and leverage academic and community partners' readiness to conduct community-based participatory research (CBPR) has not been systematically investigated. With a lack of readiness to conduct CBPR, the partnership and its products are vulnerable. The purpose of this qualitative study was to explore the dimensions and key indicators necessary for academic and community partnership readiness to conduct CBPR. Key informant interviews and focus groups (n = 36 participants) were conducted with academic and community participants who had experiences with CBPR partnerships. A 'framework analysis' approach was used to analyze the data and generate a new model, CBPR Partnership Readiness Model. Antecedents of CBPR partnership readiness are a catalyst and mutual interest. The major dimensions of the CBPR Partnership Readiness Model are (i) goodness of fit, (ii) capacity, and (iii) operations. Preferred outcomes are sustainable partnership and product, mutual growth, policy and social and health impact on the community. CBPR partnership readiness is an iterative and dynamic process, partnership and issue specific, influenced by a range of environmental and contextual factors, amenable to change and essential for sustainability and promotion of health and social change in the community.

  19. Exploring weight loss services in primary care and staff views on using a web-based programme.

    Science.gov (United States)

    Ware, Lisa J; Williams, Sarah; Bradbury, Katherine; Brant, Catherine; Little, Paul; Hobbs, F D Richard; Yardley, Lucy

    2012-01-01

    Demand is increasing for primary care to deliver effective weight management services to patients, but research suggests that staff feel inadequately resourced for such a role. Supporting service delivery with a free and effective web-based weight management programme could maximise primary care resource and provide cost-effective support for patients. However, integration of e-health into primary care may face challenges. To explore primary care staff experiences of delivering weight management services and their perceptions of a web-based weight management programme to aid service delivery. Focus groups were conducted with primary care physicians, nurses and healthcare assistants (n = 36) involved in delivering weight loss services. Data were analysed using inductive thematic analysis. Participants thought that primary care should be involved in delivering weight management, especially when weight was aggravating health problems. However, they felt under-resourced to deliver these services and unsure as to the effectiveness of their input, as routine services were not evaluated. Beliefs that current services were ineffective resulted in staff reluctance to allocate more resources. Participants were hopeful that supplementing practice with a web-based weight management programme would enhance patient services and promote service evaluation. Although primary care staff felt they should deliver weight loss services, low levels of faith in the efficacy of current treatments resulted in provision of under-resourced and 'ad hoc' services. Integration of a web-based weight loss programme that promotes service evaluation and provides a cost-effective option for supporting patients may encourage practices to invest more in weight management services.

  20. Exploring weight loss services in primary care and staff views on using a web-based programme

    Directory of Open Access Journals (Sweden)

    Lisa J Ware

    2013-09-01

    Full Text Available Background Demand is increasing for primary care to deliver effective weight management services to patients, but research suggests that staff feel inadequately resourced for such a role. Supporting service delivery with a free and effective web-based weight management programme could maximise primary care resource and provide cost-effective support for patients. However, integration of ehealth into primary care may face challenges.Objectives To explore primary care staff experiences of delivering weight management services and their perceptions of a web-based weight management programme to aid service delivery.Methods Focus groups were conducted with primary care physicians, nurses and healthcare assistants (n = 36 involved in delivering weight loss services. Data were analysed using inductive thematic analysis.Results Participants thought that primary care should be involved in delivering weight management, especially when weight was aggravating health problems. However, they felt under-resourced to deliver these services and unsure as to the effectiveness of their input, as routine services were not evaluated. Beliefs that current services were ineffective resulted in staff reluctance to allocate more resources. Participants were hopeful that supplementing practice with a web-based weight management programme would enhance patient services and promote service evaluation.Conclusions Although primary care staff felt they should deliver weight loss services, low levels of faith in the efficacy of current treatments resulted in provision of under-resourced and ‘ad hoc’ services. Integration of a web-based weight loss programme that promotes service evaluation and provides a cost-effective option for supporting patients may encourage practices to invest more in weight management services.

  1. Readiness to change criminal women and men

    Directory of Open Access Journals (Sweden)

    Krzysztof Biel

    2017-12-01

    Full Text Available The readiness of offenders to social rehabilitation is a new category in our country. Meanwhile, the research conducted in many countries indicates its usefulness in the diagnosis and selection of participants of rehabilitation programmes. This entails more effective interaction with convicted persons and greater responsibility on the part of convicted people for their own social rehabilitation process. The aim of this article is to present the main assumptions and models of readiness for change and their usefulness in social rehabilitation practice and to present pilot studies of readiness for change among criminal women and men in Kraków. Application of the Polish adaptation of the CVTRQ questionnaire made it possible to determine the level of convicted persons’ readiness, taking into account deficits in particular scales of the questionnaire and variables differentiating the group of ready and not ready people. At the end, guidelines for further research will be presented.

  2. The Design and Development of Staff Wellbeing Initiatives: Staff Stressors, Burnout and Emotional Exhaustion at Children and Young People's Mental Health in Australia.

    Science.gov (United States)

    Coates, Dominiek D; Howe, Deborah

    2015-11-01

    Mental health work presents problems for staff over and above those encountered in other organisations, including other areas of healthcare. Healthcare workers, in particular mental health workers, have poorer job satisfaction and higher job burnout and turnover compared with established norms for other occupational groups. To make sense of why healthcare workers experience high levels of burnout, a strong body of literature points to the emotionally demanding nature of people-work. The negative effects of mental health work on employee health can be mitigated by the provision of appropriate job resources and wellbeing initiatives. As to develop initiatives that appropriately target staff sources of stress and needs, it is important to engage staff in this process. As such, Children and Young People's Mental Health (CYPMH) and headspace Gosford, in Australia, New South Wales (NSW), developed a survey to identify how staff experience and manage the emotional demands of mental health work, what they identify as key stressors and which initiatives they would like to see implemented. Fifty-five staff (response rate of 73 %) completed the survey, and the results suggest that while staff find the work emotionally demanding, they do not appear to be emotionally exhausted and report administrative rather than client issues as their primary concerns. While a strong body of literature identifies the management of emotions in the workplace as a significant cause of stress, organisational stressors such as working in a bureaucratic environment are also important to understanding staff wellbeing.

  3. Reliability-based decision making for selection of ready-mix concrete supply using stochastic superiority and inferiority ranking method

    International Nuclear Information System (INIS)

    Chou, Jui-Sheng; Ongkowijoyo, Citra Satria

    2015-01-01

    Corporate competitiveness is heavily influenced by the information acquired, processed, utilized and transferred by professional staff involved in the supply chain. This paper develops a decision aid for selecting on-site ready-mix concrete (RMC) unloading type in decision making situations involving multiple stakeholders and evaluation criteria. The uncertainty of criteria weights set by expert judgment can be transformed in random ways based on the probabilistic virtual-scale method within a prioritization matrix. The ranking is performed by grey relational grade systems considering stochastic criteria weight based on individual preference. Application of the decision aiding model in actual RMC case confirms that the method provides a robust and effective tool for facilitating decision making under uncertainty. - Highlights: • This study models decision aiding method to assess ready-mix concrete unloading type. • Applying Monte Carlo simulation to virtual-scale method achieves a reliable process. • Individual preference ranking method enhances the quality of global decision making. • Robust stochastic superiority and inferiority ranking obtains reasonable results

  4. The latest on the recent HR staff survey

    CERN Multimedia

    2009-01-01

    The data collected in the framework of the staff survey sent out by the Human Resources (HR) Department in March this year are currently being analysed. The first results concern the response rate and the breakdown of participants. 1328 staff members replied to the questionnaire, representing a response rate of close to 60%. Marie-Luce Falipou, who is in charge of the project within the HR Department, is evidently satisfied with the result: "The high response rate shows that the staff appreciated HR’s efforts to sound out their opinions and felt concerned by the subjects covered in the questionnaire". All the data are now being processed by the team led by Philippe Sarnin, Director of the Social Psychology Department at the University of Lyon2. "The number of responses submitted during the 15 days the form was available on line was very satisfactory. This is a vital factor in ensuring that we are able to build up an accurate pictu...

  5. Mental health inpatients' and staff members' suggestions for reducing physical restraint: A qualitative study.

    Science.gov (United States)

    Wilson, C; Rouse, L; Rae, S; Kar Ray, M

    2018-04-01

    WHAT IS KNOWN ON THE SUBJECT?: Restraint has negative psychological, physical and relational consequences for mental health patients and staff. Restraint reduction interventions have been developed (e.g., "Safewards"). Limited qualitative research has explored suggestions on how to reduce physical restraint (and feasibility issues with implementing interventions) from those directly involved. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This paper explores mental health patients' and staff members' suggestions for reducing physical restraint, whilst addressing barriers to implementing these. Findings centred on four themes: improving communication and relationships; staffing factors; environment and space; and activities and distraction. Not all suggestions are addressed by currently available interventions. Barriers to implementation were identified, centring on a lack of time and/or resources; with the provision of more time for staff to spend with patients and implement interventions seen as essential to reducing physical restraint. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Improving communication and relationships between staff/patients, making staffing-related changes, improving ward environments and providing patient activities are central to restraint reduction in mental healthcare. Fundamental issues related to understaffing, high staff turnover, and lack of time and resources need addressing in order for suggestions to be successfully implemented. Introduction Physical restraint has negative consequences for all involved, and international calls for its reduction have emerged. Some restraint reduction interventions have been developed, but limited qualitative research explores suggestions on how to reduce physical restraint (and feasibility issues with implementation) from those directly involved. Aims To explore mental health patients' and staff members' suggestions for reducing physical restraint. Methods Interviews were conducted with 13 inpatients

  6. Determining transition readiness in congenital heart disease: Assessing the utility of the Transition Readiness Questionnaire

    Science.gov (United States)

    The Transition Readiness Assessment Questionnaire (TRAQ) is a tool commonly used to assess transition readiness in adolescents with chronic diseases. It was previously validated in youth with special health care needs (YSHCN), but no patients with congenital heart disease (CHD) were included in the ...

  7. Transition to Electronic Access of Government Information: Are the Depository Libraries Prepared?

    Science.gov (United States)

    Vaughan, Liwen Qiu; Dolan, Elizabeth

    1998-01-01

    Examines the readiness of depository libraries in Canada to adopt new technologies for disseminating government publications. Findings are reported on current use of different publication formats, type of help sought by users, staff skills and training needs, adequacy of physical and financial resources, support from governing bodies, and…

  8. [Factors associated with primary care professionals' readiness to respond to intimate partner violence in Spain].

    Science.gov (United States)

    Murillo, Pilar; Sebastián, Miguel San; Vives-Cases, Carmen; Goicolea, Isabel

    2017-05-22

    To analyse the Spanish primary care professionals' readiness to respond to intimate partner violence (IPV) in primary care and identify possible determinants that could facilitate a better response. A cross-sectional study with a non-probabilistic sampling by convenience was performed among healthcare professionals working in 15 primary care centres in Spain. The Physician Readiness to Manage Intimate Partner Violence Survey (PREMIS), the version validated and translated into Spanish, was the instrument used to collect information about knowledge, opinions and practices regarding intimate partner violence. Descriptive analysis and, simple and multiple linear regression analysis were performed. A total of 265 completed questionnaires were received, with a response rate of 80.3%. An exposure-response effect was observed, where at higher hours of training a higher score was obtained on the questionnaire sections (p <0.05). Age, type of profession, years of experience in primary care, hours of IPV training and reading the protocol showed positive association with knowledge (perceived preparation, perceived knowledge, actual knowledge), opinions (staff preparation, legal requirements, self-efficacy, workplace issues, constraints, understanding of the victim) and practice of healthcare professionals. Reading the regional/national protocol for action and receiving training in IPV were the most important interventions associated to a better primary care professionals' readiness to respond to IPV in Spanish primary care settings. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

  9. Protected area staff and local community viewpoints: A qualitative assessment of conservation relationships in Zimbabwe.

    Directory of Open Access Journals (Sweden)

    Chiedza Ngonidzashe Mutanga

    Full Text Available With the increase in illegal resource harvesting in most protected areas (PAs, the need to understand the determinants and relationships between PAs and local communities to enhance wildlife conservation is increasingly becoming important. Using focus group discussions and interviews, we established the determinants of PA staff-community relationship from both PA staff and local communities' viewpoints, and assessedperceptions of their relationship with each other. The study was guided by the following main research question, 'What is the nature of the relationship between PA staff and local communities and what are the main factors influencing the relationship?' Data were collected through focus group discussions and interviews from four PAs and their adjacent communities in Zimbabwe between July 2013 and February 2014. Our results showed that a total of seven determinants were identified as influencing PA staff-community relationship, i.e., benefit-sharing, human-wildlife conflict, compensation for losses from wildlife attacks, communication between PA staff and local communities, community participation in the management of CAMPFIRE projects, lack of community participation in tourism in PAs, and community perceptions of PA staff or PA staff perceptions of the community. Of the seven, only one determinant, benefit-sharing, was recorded as the main factor that differentially influencesthe perceptions of community and PA staff on their relationship. Furthermore, both the communities and PA staff reported mixed perceptions on their relationship with each other. We conclude that both communities' and PA staff's views on determinants are largely similar in all studied PAs irrespective of PA ownership, management and/or land use. Our findings could be relevant in policy making especially in developing countries in developing PA-community relationship framework in natural resource conservation.

  10. Staff development and secondary science teachers: Factors that affect voluntary participation

    Science.gov (United States)

    Corley, Theresa Roebuck

    2000-10-01

    A researcher-designed survey assessed the perceptions of Alabama secondary science public school teachers toward the need for staff development and toward certain staff development strategies and programs. Factors that encouraged or discouraged attendance at voluntary staff development programs and opinions regarding effective and ineffective features of programs were identified. Data were analyzed using descriptive techniques. Percentages and frequencies were noted. Average rankings were computed for the staff development techniques considered most and least effective and for the preferred designs of future staff development offerings. Chi squares were computed to respond to each of the 4 research hypotheses. Narrative discussions and tables were utilized to report the data and provide clarification. This study related demographic information to the research hypotheses. Analysis of the research hypotheses revealed that experienced teachers agree more strongly about the features of staff development programs that they consider effective and about the factors that may affect participation in staff development programs. Analysis of the research questions revealed that secondary science teachers in Alabama agree that staff development is a personal responsibility but that the school systems are responsible for providing staff development opportunities. Teachers believe that staff development is needed annually in both science content and teaching strategies and favor lengthening the school year for staff development. Teachers identified interest level, graduate credit, ability to implement material, scheduling factors, and the reputation of the organizer as the most important factors in determining participation in voluntary staff development programs. Hands-on workshops were identified as the most effective type of voluntary staff development and teachers requested that future staff development experiences include hands-on workshops, networking, curriculum

  11. Uranium Exploration (2004-2014): New Discoveries, New Resources

    International Nuclear Information System (INIS)

    Polak, Christian

    2014-01-01

    Conclusion: 10 years of discovery? • Large effort of exploration; • Large amount of compliant resources discovered or confirmed; • New process development for low cost and for low grade; • New production from this effort still limited < 10%; • Feasibilty studies must confirm viability of economic exploitation and therefore resources quality; • Consolidation to set up critical mass deposits. ► To be ready for the coming decades 2020 +A

  12. Resource Mobilization

    International Development Research Centre (IDRC) Digital Library (Canada)

    Annex 1: The Scoping Study on Donor Funding for. Development Research in ... publication of the Resource Mobilization: A Practical Guide for Research .... applied the concept or technique, which validates the practical application of ... some other staff member would write up a grant application addressed to one, two, or a ...

  13. Leadership styles in nursing management: implications for staff outcomes

    Directory of Open Access Journals (Sweden)

    James Avoka Asamani

    2016-03-01

    Full Text Available Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5 among the nursing staff. More than half (51.7% of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

  14. Does Size Matter? The Impact of Student-Staff Ratios

    Science.gov (United States)

    McDonald, Gael

    2013-01-01

    Student-staff ratios (SSRs) in higher education have a significant impact on teaching and learning and critical financial implications for organisations. While SSRs are often used as a currency for quality both externally for political reasons and internally within universities for resource allocations, there is a considerable amount of ambiguity…

  15. Community readiness for adolescents’ overweight and obesity prevention is low in urban South Africa: a case study

    Directory of Open Access Journals (Sweden)

    Rebecca Pradeilles

    2016-08-01

    Full Text Available Abstract Background South Africa is undergoing epidemiological and nutrition transitions with associated increases in the incidence of overweight, obesity and diet-related chronic diseases. With the emergence of the nutrition transition in South Africa, there is an urgent need for interventions to prevent overweight and obesity in children and adolescents as risk factors for chronic diseases in adolescence may track throughout later life. This research explored the potential for faith-based organisations (FBOs to be used as community organisations for overweight and obesity prevention interventions in adolescents by assessing the readiness of religious leaders to engage in such interventions. Methods Surveys and focus group discussions (FGDs were conducted with 51 religious leaders in Johannesburg and Soweto. The Community Readiness Model (CRM survey was chosen to determine the stage of readiness of this community regarding overweight and obesity prevention. Six different dimensions were assessed in the CRM (community efforts, knowledge of efforts, leadership, community climate, knowledge of the issue, resources. The surveys were scored according to the CRM protocol. The survey data were supplemented with findings from FGDs. Thematic analysis was used to analyse the FGDs. Results The mean community readiness score was 2.57 ± 0.76 which equates with the “denial/resistance stage”. The mean readiness score for resources was the highest of all the dimensions (3.77 ± 0.28, followed by knowledge of the issue (3.20 ± 0.51. The lowest score was seen for community knowledge of efforts (1.77 ± 1.50, followed by community climate (2.00 ± 0.64. FGDs helped interpret the CRM scores. FGDs showed that religious leaders were enthusiastic and recognised that their role was not limited solely to spiritual guidance and mentoring, but also to physical well-being. Conclusions Religious leaders recognised that they act as role models

  16. The Readiness Ruler as a measure of readiness to change poly-drug use in drug abusers

    DEFF Research Database (Denmark)

    Hesse, Morten

    2006-01-01

    Readiness to change is a crucial issue in the treatment of substance use disorders. Experiences with methadone maintenance treatment (MMT) has shown that continuous drug and alcohol use with all its consequences characterize most MMT programs. In a prospective study of drug abusers seeking opiate...... agonist maintenance treatment in the City of Copenhagen, subjects were administered the Addiction Severity Index, and the Readiness Ruler for each of 11 different licit and illicit drugs by research technicians. Data was collected upon admission to the program and at a 18 month follow-up. Subjects who...... indicated they wanted to quit or cut down upon admission, reported less drug use at 18 month follow-up, after controlling for severity of drug problems at intake. Subjects who expressed readiness to change their drug use upon admission decreased their drug use. It is concluded that the Readiness Ruler...

  17. Classification and analysis of factors that affect stability of oil and gas enterprise staff

    Directory of Open Access Journals (Sweden)

    Zelinska Haluna Olexiivna

    2016-12-01

    Full Text Available The relevance of human resources as a strategic goal of sustainable development of oil and gas companies is determined. It is shown that the stability of staff, as the main component of the social components of sustainable enterprise development, research and evaluation needs in terms of an integrated system of factors influence the behavior of staff. Addressing issues related to the management personnel can be based classification study the factors affecting its stability in the formation of high quality human resources strategy. In particular noted that the needs of each employee should become an integral part of the concept of work and life balance. Analysis of the results of the study showed that in areas of oil and gas industry has a number of factors that negatively affect its operation and development, which are caused not only technical, technological and natural factors, but also due to neglect behavioral characteristics personnel. It is found that without understanding of the behavioral characteristics of staff and its values can`t implement a quality model of human resource management and provide optimal scenarios of oil companies in general.

  18. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Directory of Open Access Journals (Sweden)

    Gordana Stankovska

    2017-05-01

    Full Text Available Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased academic staff’s job satisfaction and better job motivation. According to this, the main purpose of this research was to investigate the possible relationship between job motivation and job satisfaction among academic staff. The Job Satisfaction Survey (JSS and Job Motivation Questionnaire (JMQ were administered to a sample of 100 (50 males and 50 females university employees. The results indicated that the academic staff was highly motivated with their job. At the same time the results showed that academicians were more satisfied with their salary, co-workers, promotion, operating procedures and supervision, but dissatisfied with fringe benefits, contingent rewards, nature of work and communication. This research offers practical suggestions to the educational institutions and human resource managers on how to pay, promote, retain and maintain equity in the universities.

  19. Smoking behavior among patients and staff: a snapshot from a major metropolitan hospital in Melbourne, Australia

    Directory of Open Access Journals (Sweden)

    Rahman MA

    2014-01-01

    Full Text Available Muhammad Aziz Rahman,1,2 Andrew M Wilson,2–4 Rhonda Sanders,3 David Castle,2–4 Karen Daws,3 David R Thompson,2 Chantal F Ski,2 Sarah Matthews,3 Christine Wright,2 Linda Worrall-Carter1–31St Vincent's Centre for Nursing Research (SVCNR, Australian Catholic University, Melbourne, VIC, Australia; 2The Cardiovascular Research Centre (CvRC, Australian Catholic University, Melbourne, VIC, Australia; 3St Vincent's Hospital, Melbourne, VIC, Australia; 4The University of Melbourne, Melbourne, VIC, AustraliaBackground: A cross-sectional study was conducted to provide a snapshot of smoking behavior among staff and patients at a major metropolitan hospital in Melbourne.Methods: Patients and staff were surveyed using a questionnaire exploring demographics, nicotine dependence (Fagerstrom test, readiness to quit, and preference for smoking cessation options.Results: A total of 1496 people were screened within 2 hours; 1,301 participated (1,100 staff, 199 patients. Mean age was 42 years, 68% were female. There were 113 (9% current smokers and 326 (25% ex-smokers. Seven percent of the staff were current smokers compared with 19% of the patients. The Fagerstrom test showed that 47% of patients who smoked were moderately nicotine dependent compared with 21% of staff. A third of the staff who smoked did not anticipate health problems related to smoking. Most patients (79% who smoked disagreed that their current health problems were related to smoking. Although more than half of the current smokers preferred pharmacotherapy, one in two of them did not prefer behavior counseling; with consistent results among staff and patients. Multivariate analyses showed that patients were three times more likely (odds ratio 3.0, 95% confidence interval 1.9–4.7 to smoke than staff.Conclusion: This study reports lower prevalence of smoking among hospital staff compared with national data. It also indicates an under-appreciation of health effects of smoking, and a

  20. Assessing farmers' community readiness towards the enhancement of natural enemy population in rice fields in Malacca

    Science.gov (United States)

    Fairuz, K.; Idris, A. G.; Syahrizan, S.; Hatijah, K.

    2018-04-01

    Malacca has committed to be a green technology state by the year 2020. Agriculture is one of the main industries that have been highlighted to achieve this goal especially rice farming activities. Some limitations for this issue have restricted the accomplishment of the plan including pesticide usage among rice farmers. The use of chemicals in rice field need to be reduced significantly in order to support the goal. One of the indicators to the successfulness of pesticide reduction is the increasing numbers of natural enemies' species abundance and population in the rice field. Natural enemies were important to regulate pest populations in rice field naturally. Farmers' readiness to participate in this issue is very important to ensure the successfulness. The level of readiness of farmers' community will determine whether they are ready or not to execute the plan. Unfortunately, such information in rice farmers' community was not properly measured. Thus this study was aimed to assess the readiness level of rice farmers' community to change in order to enhance natural enemies in their rice field. This study was adapting the CR model as its theoretical framework. Three rice farming area in Malacca were involved in this study namely, Jasin, Melaka Tengah and Alor Gajah. Questionnaires were used as major instrument and were randomly distributed to 224 farmers. Data collected were tested for their reliability, significance and level of readiness. Knowledge of issue, knowledge of effort and resources dimensions were found influencing the readiness dimension significantly, whilst the attitude and leadership dimensions were not. Generally, the level of readiness for farmers' community in Malacca was found in the sixth or initial stage, where some of them initially have started to practice a few related activities to enhance the natural enemies' population in their rice field. Continuous support and assistant from the leaders and local authorities are crucially needed in

  1. Dimensions of community and organizational readiness for change.

    Science.gov (United States)

    Castañeda, Sheila F; Holscher, Jessica; Mumman, Manpreet K; Salgado, Hugo; Keir, Katherine B; Foster-Fishman, Pennie G; Talavera, Gregory A

    2012-01-01

    Readiness can influence whether health interventions are implemented in, and ultimately integrated into, communities. Although there is significant research interest in readiness and capacity for change, the measurement of these constructs is still in its infancy. The purpose of this review was to integrate existing assessment models of community and organizational readiness. The database PubMed was searched for articles; articles, book chapters, and practitioner guides identified as references cited in the list of core articles. Studies were included if they met the following criteria: (1) Empirical research, (2) identified community or organizational readiness for innovative health programming in the study's title, purpose, research questions, or hypotheses, and (3) identified methods to measure these constructs. Duplicate articles were deleted and measures published before 1995 were excluded. The search yielded 150 studies; 13 met all criteria. This article presents the results of a critical review of 13 community and organizational readiness assessment models, stemming from articles, chapters, and practitioner's guides focusing on assessing, developing, and sustaining community and organizational readiness for innovative public health programs. Readiness is multidimensional and different models place emphasis on different components of readiness, such as (1) community and organizational climate that facilitates change, (2) attitudes and current efforts toward prevention, (3) commitment to change, and (4) capacity to implement change. When initiating the program planning process, it is essential to assess these four domains of readiness to determine how they apply to the nuances across different communities. Thus, community-based participatory research (CBPR) partnerships, in efforts to focus on public health problems, may consider using readiness assessments as a tool for tailoring intervention efforts to the needs of the community.

  2. Pathways to School Readiness: Executive Functioning Predicts Academic and Social-Emotional Aspects of School Readiness

    Science.gov (United States)

    Mann, Trisha D.; Hund, Alycia M.; Hesson-McInnis, Matthew S.; Roman, Zachary J.

    2017-01-01

    The current study specified the extent to which hot and cool aspects of executive functioning predicted academic and social-emotional indicators of school readiness. It was unique in focusing on positive aspects of social-emotional readiness, rather than problem behaviors. One hundred four 3-5-year-old children completed tasks measuring executive…

  3. Staff numbers: from words to action!

    CERN Multimedia

    Association du personnel

    2006-01-01

    2006 is a decisive year for the definition of needs for human resources and long-term budget for the Organization. The LHC is officially programmed for 31 August 2007; the Director-General has to draw up a â€ワLong-term Plan” (LTP) by the end of the year. This projected programme will specify the needs for staff fron now until 2010 and beyond, in particular in the framework of the completion and running of this unique machine.

  4. Baby Boomers’ Adoption of Consumer Health Technologies: Survey on Readiness and Barriers

    OpenAIRE

    LeRouge, Cynthia; Van Slyke, Craig; Seale, Deborah; Wright, Kevin

    2014-01-01

    Background As they age, baby boomers (born 1946-1964) will have increasing medical needs and are likely to place large demand on health care resources. Consumer health technologies may help stem rising health care needs and costs by improving provider-to-patient communication, health monitoring, and information access and enabling self-care. Research has not explored the degree to which baby boomers are ready for, or are currently embracing, specific consumer health technologies This study ex...

  5. First Responder Readiness: A Systems Approach to Readiness Assessment Using Model Based Vulnerability Analysis Techniques

    Science.gov (United States)

    2005-09-01

    to come—if it be not to come, it will be now—if it be not now, yet it will come—the readiness is all. . .” --- Shakespeare , Hamlet , 5.2.215-219...BLANK 1 I. READINESS OVERVIEW A. INTRODUCTION “ Hamlet : . . . There is a special providence in the fall of a sparrow. If it be now ‘tis not

  6. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2004-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2004: • Preliminary note - Terminology realignment following the restructuring of the Organization (page - i -) • Annex R A 1 - Scale of basic salaries (page 73) • Annex R A 2 - Scale of stipends paid to fellows (page 74) • Annex R A 4 - Family allowance and child allowance (page 81) • Annex R A 8.01 - Reimbursement of education fees for the academic year 2003/2004, i.e. with effect from 1 September 2003 (page 81). Copies of this update, announced in Weekly Bulletin 3/2004, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  7. Composition of Staff Review Advisory Bodies - 2003

    CERN Multimedia

    2003-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David Plane/EP [Convener] Enrico Chiaveri/AB Peter Schmid/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin Lauckner/AB [Chairman]Marcel Mottier/EST Michael Letheren/EP Louis Walckiers/AT Lucie Linssen/EP Mats Wilhelmsson/ST Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/EP [Convener]Florence Ranjard/EP [Alternate] Roger Bailey/ABPeter Sievers/AT " " Doris Forkel-Wirth/TISPierre Ninin/ST " " Rob Rayson/HRMaarten Wilbers/DSU " " Seamus Hegarty/HR [Secretary] LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/AB [Convener]Fabien Perriollat/AB [Alternate] Christian Lasseur/ESTRamon Folch/EST " " Lucie Linssen/EP Alfredo Placci/EP " " Mats Møller/ASLaszlo Abel/SPL " " Seamus Hegarty/HR [Secretary] Human Resources Division Tel. 74128

  8. An Integrated Model of Patient and Staff Satisfaction Using Queuing Theory.

    Science.gov (United States)

    Komashie, Alexander; Mousavi, Ali; Clarkson, P John; Young, Terry

    2015-01-01

    This paper investigates the connection between patient satisfaction, waiting time, staff satisfaction, and service time. It uses a variety of models to enable improvement against experiential and operational health service goals. Patient satisfaction levels are estimated using a model based on waiting (waiting times). Staff satisfaction levels are estimated using a model based on the time spent with patients (service time). An integrated model of patient and staff satisfaction, the effective satisfaction level model, is then proposed (using queuing theory). This links patient satisfaction, waiting time, staff satisfaction, and service time, connecting two important concepts, namely, experience and efficiency in care delivery and leading to a more holistic approach in designing and managing health services. The proposed model will enable healthcare systems analysts to objectively and directly relate elements of service quality to capacity planning. Moreover, as an instrument used jointly by healthcare commissioners and providers, it affords the prospect of better resource allocation.

  9. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  10. Readiness for hospital discharge: A concept analysis.

    Science.gov (United States)

    Galvin, Eileen Catherine; Wills, Teresa; Coffey, Alice

    2017-11-01

    To report on an analysis on the concept of 'readiness for hospital discharge'. No uniform operational definition of 'readiness for hospital discharge' exists in the literature; therefore, a concept analysis is required to clarify the concept and identify an up-to-date understanding of readiness for hospital discharge. Clarity of the concept will identify all uses of the concept; provide conceptual clarity, an operational definition and direction for further research. Literature review and concept analysis. A review of literature was conducted in 2016. Databases searched were: Academic Search Complete, CINAHL Plus with Full Text, PsycARTICLES, Psychology and Behavioural Sciences Collection, PsycINFO, Social Sciences Full Text (H.W. Wilson) and SocINDEX with Full Text. No date limits were applied. Identification of the attributes, antecedents and consequences of readiness for hospital discharge led to an operational definition of the concept. The following attributes belonging to 'readiness for hospital discharge' were extracted from the literature: physical stability, adequate support, psychological ability, and adequate information and knowledge. This analysis contributes to the advancement of knowledge in the area of hospital discharge, by proposing an operational definition of readiness for hospital discharge, derived from the literature. A better understanding of the phenomenon will assist healthcare professionals to recognize, measure and implement interventions where necessary, to ensure patients are ready for hospital discharge and assist in the advancement of knowledge for all professionals involved in patient discharge from hospital. © 2017 John Wiley & Sons Ltd.

  11. Staff and bed distribution in public sector mental health services in the Eastern Cape Province, South Africa

    Directory of Open Access Journals (Sweden)

    Kiran Sukeri

    2014-11-01

    Full Text Available Background. The Eastern Cape Province of South Africa is a resource-limited province with a fragmented mental health service.  Objective. To determine the current context of public sector mental health services in terms of staff and bed distribution, and how this corresponds to the population distribution in the province. Method. In this descriptive cross-sectional study, an audit questionnaire was submitted to all public sector mental health facilities. Norms and indicators were calculated at provincial and district level. This article investigates staff and bed distribution only. Results. Results demonstrated that within the province, only three of its seven districts have acute beds above the national baseline norm requirement of 13/100 000. The private mental health sector provides approximately double the number of medium- to long-stay beds available in the public sector. Only two regions have staff/population ratios above the baseline norm of 20/100 000. However, there are significant differences in this ratio among specific staff categories. There is an inequitable distribution of resources between the eastern and western regions of the province. When compared with the western regions, the eastern regions have poorer access to mental health facilities, human resources and non-governmental organisations.  Conclusion. Owing to the inequitable distribution of resources, the provincial authorities urgently need to develop an equitable model of service delivery. The province has to address the absence of a reliable mental health information system.

  12. Organization Readiness and ERP Implementation in Albaha University

    Science.gov (United States)

    Alaqeel, K.; Shakkah, M. S.; Rahmat, R. F.; Alfageeh, A.; Budiarto, R.

    2017-04-01

    This work studies the correlation between the organizational readiness in Albaha University and the respective Critical Success Factors with regards to the Enterprise Resource Planning (ERP) implementation. The study also considers some suggestions to improve the ABU’s ERP systems and roadmap towards the self -development strategy and to reduce vendor-dependency. A survey regarding ERP to the end-users, experts and developers in Albaha University was conducted. The analysis of the results in this work confirmed with the results of an existing work. The four significance success factors: Project Management, Business Process Re-engineering, System Integration, and Training and Education are recommended to be adopted to assure the smooth adoption of ERP at Albaha University.

  13. Directorate of Management - Special Staff - Joint Staff - Leadership - The

    Science.gov (United States)

    NGB Official March Today in Guard History Leadership CNGB VCNGB SEA DANG DARNG Joint Staff J-1 J-2 J-3 J-4 J-5 J-6 J-7 J-8 Personal Staff Inspector General Judge Advocate General Officer Management Public Affairs Executive Support Services Legislative Liaison Special Staff Directorate of Management

  14. Using research evidence to inform staff learning needs in cross-cultural communication in aged care homes.

    Science.gov (United States)

    Gillham, David; De Bellis, Anita; Xiao, Lily; Willis, Eileen; Harrington, Ann; Morey, Wendy; Jeffers, Lesley

    2018-04-01

    Developed countries worldwide are facing an unprecedented demand for aged care services, with recent migrants of diverse linguistic and cultural backgrounds increasingly recruited as care workers while at the same time there is growing cultural diversity among aged care residents. This situation is compounded by rapidly changing technology and varied educational levels of care workers from diverse backgrounds. The objectives were threefold: to identify staff learning needs to enable them to provide high-quality cross-cultural care; to improve team cohesion; and identify preferred learning approaches. An interpretive qualitative study utilising focus group and interview data informed the development of an education resource. Fifty six care workers from four residential aged care facilities participated in either focus groups or interviews conducted in private meeting rooms within the care facilities. Participants included personal care attendants, registered and clinical nurses, managers, hospitality staff and allied health professionals. Focus group and interview data were categorised and thematically analysed. Data relevant to cross-cultural care, team cohesion and preferred learning approaches informed education resource development, including case studies. Major themes identified the need to promote cultural awareness and understanding, and strategies for cross-cultural care and communication. Themes related to team cohesion demonstrated that staff were already sympathetic and sensitive to cross-cultural issues, and that culturally and linguistically diverse staff add value to the workforce and are supported by the organisation. Staff required clear, uncomplicated education resources to equip them with skills to address problematic cultural situations. Preferred learning approaches varied and highlighted the need for varied educational materials and approaches, as well as time efficient, opportunistic education strategies for the busy workplace. An education

  15. School Climate Improvement Action Guide for Instructional Staff. School Climate Improvement Resource Package

    Science.gov (United States)

    National Center on Safe Supportive Learning Environments, 2017

    2017-01-01

    Improving school climate takes time and commitment from a variety of people in a variety of roles. This document outlines key action steps that instructional staff--including teachers, paraprofessionals, and others in the classroom who provide instruction or assistance--can take to support school climate improvements. Key action steps are provided…

  16. Accessibility of Open Educational Resources for Distance Education ...

    African Journals Online (AJOL)

    This paper investigated the accessibility of Open Educational Resources at. The Open University of Tanzania. Specifically, the study looked at staff and students' level of awareness on the types of OER available at OUT Library, access and use trends of OER by academic staff and students, challenges faced in accessing ...

  17. Joint Chiefs of Staff > About > The Joint Staff > Senior Enlisted Advisor

    Science.gov (United States)

    Skip to main content (Press Enter). Toggle navigation Joint Chiefs of Staff Joint Chiefs of Staff Joint Chiefs of Staff Facebook Twitter YouTube Flickr Blog Instagram Search JCS: Search Search Search JCS: Search Home Media News Photos Videos Publications About The Joint Staff Chairman Vice Chairman

  18. Nursing staffs' emotional well-being and caring behaviours.

    Science.gov (United States)

    Chana, Navtej; Kennedy, Paul; Chessell, Zoë J

    2015-10-01

    To examine the relationships between structural factors (work stressors), individual factors (demographics and the personal resources of resilience and social support) and transactional factors (appraisals and coping), and nursing staffs' levels of burnout, psychological distress and caring behaviours. A further aim was to examine the relationships between nursing staffs' levels of burnout and psychological distress and their caring behaviours. Burnout and psychological distress levels have been found to be high in National Health Service nursing staff and furthermore this emotional distress has been found to affect patient care. In a National Health Service striving to provide high-quality patient-centred care, it is essential that factors affecting nursing staffs' well-being and their caring behaviours are examined. A cross-sectional correlation-based survey design. A sample of 102 nursing staff from an Acute National Health Service Trust were recruited in 2010. Participants completed the questionnaires: Nursing Stress Scale, Social Support Questionnaire-Short Form, Connor and Davidson Resilience Scale-2, Occupational Coping Self-Efficacy Scale for Nurses, PsychNurse Scale, Maslach Burnout Inventory, The Hospital Anxiety and Depression Scale and Caring Behaviours Inventory-revised. Due to the nonparametric nature of part of the data, Spearman's Rho correlations were used for analysis. Demographics were not found to be regularly correlated with nursing staffs' burnout, psychological distress or caring behaviours. Work stressors, coping strategies and self-efficacy were found to be significantly correlated with nursing staffs' burnout and psychological distress. Caring behaviours were also correlated with coping strategies and self-efficacy. Importantly, correlations were found between caring behaviours and nursing staffs' burnout and psychological distress. It is extremely important that the emotional well-being of nursing staff is supported, both for them, and

  19. Enhancing staff motivation in publicly funded research and industrial R&D

    NARCIS (Netherlands)

    Omta, SWF; vanEngelen, JML; Kocaoglu, DF; Anderson, TR

    1997-01-01

    This paper presents a survey in the main European R&D laboratories of innovative pharmaceutical companies and Dutch Health Research Institutes, It points at human resources management directed towards staff motivation as the main faster In effective management control, It ends with a list of

  20. Innovative public library services - staff-less or staff-intensive?

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    Purpose – Several recent library innovations seem to make professional and clerical staff superfluous such as automated loan and delivery equipment, staff-less libraries open in 80 hours a week, and virtual services, enabling users to search the library catalogue and make reservations of library...... materials from their home address. The purpose of this paper is to examine whether such developments will necessarily lead to a situation where public libraries become self-service institutions or to what extent self-service and innovative staff-intensive library services can develop and co......-exist. Furthermore, the paper will examine what challenges library leaders face and what they can do, and actually have done, to handle staff resistance and other related problems to the benefit of both the users, the local communities, and also, the staff, in particular, when introducing new and innovative services...

  1. The Directions to Improve the Staff Motivation to Implement Organizational Changes in the Enterprise

    Directory of Open Access Journals (Sweden)

    Matiushenko Yuliua V.

    2017-09-01

    Full Text Available The article is aimed at building a cognitive map using the method of gradually formalizing the decision making tasks – cognitive modeling to forecast the impact of organizational changes on the emergence of staff resistance to these changes and the use of an appropriate set of incentives to overcome the resistance. The theoretical generalization of existing research on cognitive modeling has led to the development of scenarios reflecting the impact of relevant organizational changes on the respective types of staff resistance and the impact of a particular set of incentives to overcome this resistance. The concepts in the system of «organizational changes – incentives – resistance» have been chosen the types of organizational change, the types of resistance that arise depending on the type of change in enterprise and the incentives to implement organizational changes. In general, 17 development scenarios for development of the system of «organizational changes – incentives – resistance» have been developed, of which 2-3 scenarios are envisaged for each of the organizational changes introduced in spheres such as organizational structure, equipment, technology, organizational culture, enterprise strategy, system of qualifying, hierarchy, standards and norms. Prospect for further research in this direction is the determination of staff readiness to implement organizational changes at the individual and organizational levels, and its evaluation.

  2. Magnetic fusion: Environmental Readiness Document

    International Nuclear Information System (INIS)

    1981-03-01

    Environmental Readiness Documents are prepared periodically to review and evaluate the environmental status of an energy technology during the several phases of development of that technology. Through these documents, the Office of Environment within the Department of Energy provides an independent and objective assessment of the environmental risks and potential impacts associated with the progression of the technology to the next stage of development and with future extensive use of the technology. This Environmental Readiness Document was prepared to assist the Department of Energy in evaluating the readiness of magnetic fusion technology with respect to environmental issues. An effort has been made to identify potential environmental problems that may be encountered based upon current knowledge, proposed and possible new environmental regulations, and the uncertainties inherent in planned environmental research

  3. Financing and current capacity for REDD+ readiness and monitoring, measurement, reporting and verification in the Congo Basin.

    Science.gov (United States)

    Maniatis, Danae; Gaugris, Jérôme; Mollicone, Danilo; Scriven, Joel; Corblin, Alexis; Ndikumagenge, Cleto; Aquino, André; Crete, Philippe; Sanz-Sanchez, Maria-José

    2013-01-01

    This paper provides the first critical analysis of the financing and current capacity for REDD+ readiness in the Congo Basin, with a particular focus on the REDD+ component of national forest monitoring and measurement, reporting and verification (M&MRV). We focus on three areas of analysis: (i) general financing for REDD+ readiness especially M&MRV; (ii) capacity and information for REDD+ implementation and M&MRV; (iii) prospects and challenges for REDD+ and M&MRV readiness in terms of financing and capacity. For the first area of analysis, a REDD+ and M&MRV readiness financing database was created based on the information from the REDD+ voluntary database and Internet searches. For the second area of analysis, a qualitative approach to data collection was adopted (semi-structured interviews with key stakeholders, surveys and observations). All 10 countries were visited between 2010 and 2012. We find that: (i) a significant amount of REDD+ financing flows into the Congo Basin (±US$550 million or almost half of the REDD+ financing for the African continent); (ii) across countries, there is an important disequilibrium in terms of REDD+ and M&MRV readiness financing, political engagement, comprehension and capacity, which also appears to be a key barrier to countries receiving equal resources; (iii) most financing appears to go to smaller scale (subnational) REDD+ projects; (iv) four distinct country groups in terms of REDD+ readiness and M&MRV status are identified; and (v) the Congo Basin has a distinct opportunity to have a specific REDD+ financing window for large-scale and more targeted national REDD+ programmes through a specific fund for the region.

  4. Financing and current capacity for REDD+ readiness and monitoring, measurement, reporting and verification in the Congo Basin

    Science.gov (United States)

    Maniatis, Danae; Gaugris, Jérôme; Mollicone, Danilo; Scriven, Joel; Corblin, Alexis; Ndikumagenge, Cleto; Aquino, André; Crete, Philippe; Sanz-Sanchez, Maria-José

    2013-01-01

    This paper provides the first critical analysis of the financing and current capacity for REDD+ readiness in the Congo Basin, with a particular focus on the REDD+ component of national forest monitoring and measurement, reporting and verification (M&MRV). We focus on three areas of analysis: (i) general financing for REDD+ readiness especially M&MRV; (ii) capacity and information for REDD+ implementation and M&MRV; (iii) prospects and challenges for REDD+ and M&MRV readiness in terms of financing and capacity. For the first area of analysis, a REDD+ and M&MRV readiness financing database was created based on the information from the REDD+ voluntary database and Internet searches. For the second area of analysis, a qualitative approach to data collection was adopted (semi-structured interviews with key stakeholders, surveys and observations). All 10 countries were visited between 2010 and 2012. We find that: (i) a significant amount of REDD+ financing flows into the Congo Basin (±US$550 million or almost half of the REDD+ financing for the African continent); (ii) across countries, there is an important disequilibrium in terms of REDD+ and M&MRV readiness financing, political engagement, comprehension and capacity, which also appears to be a key barrier to countries receiving equal resources; (iii) most financing appears to go to smaller scale (subnational) REDD+ projects; (iv) four distinct country groups in terms of REDD+ readiness and M&MRV status are identified; and (v) the Congo Basin has a distinct opportunity to have a specific REDD+ financing window for large-scale and more targeted national REDD+ programmes through a specific fund for the region. PMID:23878337

  5. Organisational readiness for introducing a performance management system

    Directory of Open Access Journals (Sweden)

    Michael Ochurub

    2012-09-01

    Full Text Available Orientation: The successful introduction of performance management systems to the public service requires careful measurement of readiness for change.Research purpose: This study investigated the extent to which employees were ready for change as an indication of whether their organisation was ready to introduce a performance management system (PMS.Motivation for the study: Introducing system changes in organisations depends on positive employee preconditions. There is some debate over whether organisations can facilitate these preconditions. This research investigates change readiness linked to the introduction of a PMS in a public sector organisation. The results add to the growing literature on levels of change readiness.Research design, approach and method: The researchers used a quantitative, questionnairebased design. Because the organisation was large, the researchers used stratified sampling to select a sample from each population stratum. The sample size was 460, which constituted 26% of the total population. They used a South African change readiness questionnaire to elicit employee perceptions and opinions.Main findings: The researchers found that the organisation was not ready to introduce a PMS. The study identified various challenges and key factors that were negatively affecting the introduction of a PMS.Practical/managerial implications: The intention to develop and introduce performance management systems is generally to change the attitudes, values and approaches of managers and employees to the new strategies, processes and plans to improve productivity and performance. However, pre-existing conditions and attitudes could have an effect. It is essential to ensure that organisations are ready to introduce performance management systems and to provide sound change leadership to drive the process effectively. This study contributes to the body of knowledge about the challenges and factors organisations should consider when they

  6. Readiness of educational activity subjects for results-oriented cooperation in the inclusive educational practice of higher school

    Directory of Open Access Journals (Sweden)

    Vladimir Ts. Tsyrenov

    2017-11-01

    Full Text Available The relevance of the research is due to the necessity of integration of persons with health limitations and disabilities into the educational space of higher education institutions. With regard to this, the paper is aimed at finding out the extent of readiness of the educational activity subjects for results-oriented cooperation in inclusive educational practice of the higher school. The leading approach to studying this problem is the retrospective interdisciplinary analysis that allows an integrated consideration of the universities' readiness for full-fledged integration of people with health limitations and disabilities into the educational process. In the paper, the results of research into students' attitude toward the disabled and HL people and their readiness for results-oriented cooperation are presented, and the specific problems of psychological and social support rendering are described. The value references system of students with health limitations and disabilities has been found out, and grounds have been provided for having to include the subjects that form a tolerant attitude to special needs people into the student-training content. It has also been proven that qualified professional training has to be ensured for the academic teaching staff, infrastructure has to be provided, and an integrated program has to be developed that would allow personifying the academic process adjusted for the development particularities of students with health limitations. The materials of the paper are of practical importance for educational activity subjects involved into the higher-school inclusive educational practice.

  7. Resource categories and performance in Portuguese non-profit sports clubs

    Directory of Open Access Journals (Sweden)

    Marco Arraya

    2016-01-01

    Full Text Available The resource-based view (RBV explores the role of key resources identified as tangible, personnel-based, and intangible resources in creating superior organizational performance. The RBV posits that an organization’s success is mainly driven by resources that possess Barney’s VRIO (valuable, rare, inimitable, and organized framework. The purpose of this study is to demonstrate the relationship between the three categories of resources and organizational performance. The data was analyzed with a two-stage structural equation modelling approach. The sample included Portuguese sports management staff from non-profit clubs which composed of 375 men and 102 women. The results of the structural model demonstrated that, intangible resources can significantly influence organizational performance while, personnel-based resources influence tangible and intangible resources. The results show that “staff competence”, “reputation”, and “financial capital” were the most essential resources, and that is core for non-profit clubs and their strategy to recognize, develop, and leverage VRIO resources. These findings also have considerable implications for sport managers, and suggestions for possible future research were given.

  8. Share and share alike: encouraging the reuse of academic resources through the Scottish electronic Staff Development Library

    Directory of Open Access Journals (Sweden)

    Lorna M. Campbell

    2001-12-01

    Full Text Available The Scottish electronic Staff Development Library (http://www.sesdl.scotcit.acuk is an ongoing collaborative project involving the Universities of Edinburgh, Paisley and Strathclyde which has been funded by SHEFC as part of their current ScotCIT Programme (http:llwww.scotcit.ac.uk. This project is being developed in response to the increasing demand for flexible, high-quality staff development materials.

  9. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows : as from 1 July 2002 Article R IV 1.41 - Method of adjustment of the amount of subsistence indemnity (page 53) as from 1 January 2003 Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2002/2003, i.e. with effect from 1 September 2002 (page 81). Copies of this update, announced in Weekly Bulletin 4/2003, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at : http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  10. A framework for studying perceptions of rural healthcare staff and basic ICT support for e-health use: an Indian experience.

    Science.gov (United States)

    Chattopadhyay, Subhagata

    2010-01-01

    Current research observes that electronic healthcare has various advantages, such as easy recording, retrieval, and sharing of patient data anytime and anywhere while providing data privacy. Almost all developed countries currently practice e-health. On the other hand, many developing countries still rely on traditional paper-based healthcare systems that are quite vulnerable to data loss, loss of patients' privacy due to nonsecured data sharing, and mandatory consumption of physical space to store patients' records as stacks of files. India is a developing country that broadly applies a traditional healthcare system. Unfortunately, no studies have been conducted to identify precise reasons why e-health solutions have not been adopted in the Indian primary health centers (PHCs). To fill the research gap, this work is an attempt to propose a complete framework that includes (1) a systematic survey of available resources at the level of healthcare staffs' perceptions toward using e-health and basic information communication technology (ICT) supports at the organizational level and (2) a mathematical model to engineer significant factors for analysis of overall preparedness of the health centers. Healthcare administrators (Block Medical Officer of Health) from each PHC (n = 10) and in total 50 healthcare staff (e.g., doctors, nurses, pharmacists, and midwives) participated in the study. Initially, a systematic survey was conducted to explore the possible factors at the individual (e.g., healthcare personnel) and organizational (e.g., healthcare administration) levels. A questionnaire was generated to capture the data based on the factors identified. The collected data were mathematically modeled to run regressions with significance tests examining the effects of these factors on the level of satisfaction of the end users. The result shows that basic ICT for support at the organizational levels is significantly lacking to implement e-health in these PHCs, although

  11. Effects of a Staff Training Intervention on Seclusion Rates on an Adult Inpatient Psychiatric Unit.

    Science.gov (United States)

    Newman, Julie; Paun, Olimpia; Fogg, Louis

    2018-06-01

    The current article presents the effects of a 90-minute staff training intervention aimed at reducing inpatient psychiatric seclusion rates through strengthened staff commitment to seclusion alternatives and improved de-escalation skills. The intervention occurred at an 18-bed adult inpatient psychiatric unit whose seclusion rates in 2015 were seven times the national average. Although the project's primary outcome compared patient seclusion rates before and after the intervention, anonymous staff surveys measured several secondary outcomes. Seclusion rates were reduced from a 6-month pre-intervention average of 2.95 seclusion hours per 1,000 patient hours to a 6-month post-intervention average of 0.29 seclusion hours per 1,000 patient hours, a 90.2% reduction. Completed staff surveys showed significant staff knowledge gains, non-significant changes in staff attitudes about seclusion, non-significant changes in staff de-escalation skill confidence, and use of the new resource sheet by only 17% of staff. The key study implication is that time-limited, focused staff training interventions can have a measurable impact on reducing inpatient seclusion rates. [Journal of Psychosocial Nursing and Mental Health Services, 56(6), 23-30.]. Copyright 2018, SLACK Incorporated.

  12. Development and Pilot Test of the Workplace Readiness Questionnaire, a Theory-Based Instrument to Measure Small Workplaces' Readiness to Implement Wellness Programs.

    Science.gov (United States)

    Hannon, Peggy A; Helfrich, Christian D; Chan, K Gary; Allen, Claire L; Hammerback, Kristen; Kohn, Marlana J; Parrish, Amanda T; Weiner, Bryan J; Harris, Jeffrey R

    2017-01-01

    To develop a theory-based questionnaire to assess readiness for change in small workplaces adopting wellness programs. In developing our scale, we first tested items via "think-aloud" interviews. We tested the revised items in a cross-sectional quantitative telephone survey. The study setting comprised small workplaces (20-250 employees) in low-wage industries. Decision-makers representing small workplaces in King County, Washington (think-aloud interviews, n = 9), and the United States (telephone survey, n = 201) served as study subjects. We generated items for each construct in Weiner's theory of organizational readiness for change. We also measured workplace characteristics and current implementation of workplace wellness programs. We assessed reliability by coefficient alpha for each of the readiness questionnaire subscales. We tested the association of all subscales with employers' current implementation of wellness policies, programs, and communications, and conducted a path analysis to test the associations in the theory of organizational readiness to change. Each of the readiness subscales exhibited acceptable internal reliability (coefficient alpha range, .75-.88) and was positively associated with wellness program implementation ( p < .05). The path analysis was consistent with the theory of organizational readiness to change, except change efficacy did not predict change-related effort. We developed a new questionnaire to assess small workplaces' readiness to adopt and implement evidence-based wellness programs. Our findings also provide empirical validation of Weiner's theory of readiness for change.

  13. Electronic Resources Management Project Presentation 2012

    KAUST Repository

    Ramli, Rindra M.

    2012-11-05

    This presentation describes the electronic resources management project undertaken by the KAUST library. The objectives of this project is to migrate information from MS Sharepoint to Millennium ERM module. One of the advantages of this migration is to consolidate all electronic resources into a single and centralized location. This would allow for better information sharing among library staff.

  14. Ready or Not: Namibia As a Potentially Successful Oil Producer

    Directory of Open Access Journals (Sweden)

    Andrzej Polus

    2015-01-01

    Full Text Available The primary objective of this paper is to assess whether Namibia is ready to become an oil producer. The geological estimates suggest that the country may possess the equivalent of as many as 11 billion barrels of crude oil. If the numbers are correct, Namibia would be sitting on the second-largest oil reserves in sub-Saharan Africa, and exploitation could start as soon as 2017. This clearly raises the question of whether Namibia is next in line to become a victim of the notorious “resource curse.” On the basis of critical discourse analysis and findings from field research, the authors have selected six dimensions of the resource curse and contextualised them within the spheres of Namibian politics and economy. While Namibia still faces a number of important challenges, our findings offer little evidence that the oil will have particularly disruptive effects.

  15. Life Cycle Cost Analysis of Ready Mix Concrete Plant

    Science.gov (United States)

    Topkar, V. M.; Duggar, A. R.; Kumar, A.; Bonde, P. P.; Girwalkar, R. S.; Gade, S. B.

    2013-11-01

    India, being a developing nation is experiencing major growth in its infrastructural sector. Concrete is the major component in construction. The requirement of good quality of concrete in large quantities can be fulfilled by ready mix concrete batching and mixing plants. The paper presents a technique of applying the value engineering tool life cycle cost analysis to a ready mix concrete plant. This will help an investor or an organization to take investment decisions regarding a ready mix concrete facility. No economic alternatives are compared in this study. A cost breakdown structure is prepared for the ready mix concrete plant. A market survey has been conducted to collect realistic costs for the ready mix concrete facility. The study establishes the cash flow for the ready mix concrete facility helpful in investment and capital generation related decisions. Transit mixers form an important component of the facility and are included in the calculations. A fleet size for transit mixers has been assumed for this purpose. The life cycle cost has been calculated for the system of the ready mix concrete plant and transit mixers.

  16. Understanding Early Educators' Readiness to Change

    Science.gov (United States)

    Peterson, Shira M.

    2012-01-01

    Researchers in the fields of humanistic psychology, counseling, organizational change, and implementation science have been asking a question that is at the heart of today's early care and education quality improvement efforts: When it comes to changing one's behavior, what makes a person ready to change? Although the concept of readiness to…

  17. Readiness Assessment Plan, Hanford 200 areas treated effluent disposal facilities

    International Nuclear Information System (INIS)

    Ulmer, F.J.

    1995-01-01

    This Readiness Assessment Plan documents Liquid Effluent Facilities review process used to establish the scope of review, documentation requirements, performance assessment, and plant readiness to begin operation of the Treated Effluent Disposal system in accordance with DOE-RLID-5480.31, Startup and Restart of Facilities Operational Readiness Review and Readiness Assessments

  18. Category 3 investigation-derived waste Readiness Evaluation Plan

    International Nuclear Information System (INIS)

    Ludowise, J.D.

    1996-08-01

    This Readiness Evaluation Plan presents the methodology used to assess the readiness for loading investigation-derived waste (IDW) drums on trucks for transport to the Environmental Restoration Disposal Facility (ERDF). The scope of this Readiness Evaluation Plan includes an assessment of the organizations, procedures, and regulatory approvals necessary for the handling of IDW containers and the subsequent transportation of materials to ERDF

  19. Hospital readiness for health information exchange: development of metrics associated with successful collaboration for quality improvement.

    Science.gov (United States)

    Korst, Lisa M; Aydin, Carolyn E; Signer, Jordana M K; Fink, Arlene

    2011-08-01

    The development of readiness metrics for organizational participation in health information exchange is critical for monitoring progress toward, and achievement of, successful inter-organizational collaboration. In preparation for the development of a tool to measure readiness for data-sharing, we tested whether organizational capacities known to be related to readiness were associated with successful participation in an American data-sharing collaborative for quality improvement. Cross-sectional design, using an on-line survey of hospitals in a large, mature data-sharing collaborative organized for benchmarking and improvement in nursing care quality. Factor analysis was used to identify salient constructs, and identified factors were analyzed with respect to "successful" participation. "Success" was defined as the incorporation of comparative performance data into the hospital dashboard. The most important factor in predicting success included survey items measuring the strength of organizational leadership in fostering a culture of quality improvement (QI Leadership): (1) presence of a supportive hospital executive; (2) the extent to which a hospital values data; (3) the presence of leaders' vision for how the collaborative advances the hospital's strategic goals; (4) hospital use of the collaborative data to track quality outcomes; and (5) staff recognition of a strong mandate for collaborative participation (α=0.84, correlation with Success 0.68 [P<0.0001]). The data emphasize the importance of hospital QI Leadership in collaboratives that aim to share data for QI or safety purposes. Such metrics should prove useful in the planning and development of this complex form of inter-organizational collaboration. Copyright © 2011 Elsevier Ireland Ltd. All rights reserved.

  20. Staff and bed distribution in public sector mental health services in ...

    African Journals Online (AJOL)

    Background. The Eastern Cape Province of South Africa is a resource-limited province with a fragmented mental health service. Objective. To determine the current context of public sector mental health services in terms of staff and bed distribution, and how this corresponds to the population distribution in the province.

  1. Human Resource Education in the Middle East Region

    Science.gov (United States)

    Dirani, Khalil M.; Hamie, Christine Silva

    2017-01-01

    Purpose: The purpose of this paper is to provide an overview of human resource development (HRD) education in Middle Eastern countries. In particular, the authors discuss the current state of HRD education, country readiness and challenges that hinder HRD progress in Middle Eastern countries. They argue that HRD programs need to prepare young…

  2. Organizational structure, leadership and readiness for change and the implementation of organizational cultural competence in addiction health services.

    Science.gov (United States)

    Guerrero, Erick G; Kim, Ahraemi

    2013-10-01

    Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed. Copyright © 2013 Elsevier Ltd. All rights reserved.

  3. The psychometric properties of the Readiness and Motivation Questionnaire: a symptom-specific measure of readiness for change in the eating disorders.

    Science.gov (United States)

    Geller, Josie; Brown, Krista E; Srikameswaran, Suja; Piper, William; Dunn, Erin C

    2013-09-01

    Readiness for change, as assessed by the readiness and motivation interview (RMI), predicts a number of clinical outcome variables in eating disorders including enrollment in intensive treatment, symptom change, dropout, and relapse. Although clinically useful, the training and administration of the RMI is time consuming. The purpose of this research was to (a) develop a self-report, symptom-specific version of the RMI, the readiness and motivation questionnaire (RMQ), that can be used to assess readiness for change across all eating disorder diagnoses and (b) establish its psychometric properties. The RMQ provides stage of change, internality, and confidence scores for each of 4 eating disorder symptom domains (restriction, bingeing, and cognitive and compensatory behaviors). Individuals (N = 244) with current eating disorder diagnoses completed the RMQ and measures of convergent, discriminant, and criterion validity. Similar to the RMI scores, readiness scores on the RMQ differed according to symptom domain. Regarding criterion validity, RMQ scores were significantly associated with ratings of anticipated difficulty of recovery activities and completion of recovery activities. The RMQ contributed significant unique variance to anticipated difficulty of recovery activities, beyond those accounted for by the RMI and a questionnaire measure of global readiness. The RMQ is thus an acceptable alternative to the RMI, providing global and domain-specific readiness information when time or cost prohibits use of an interview.

  4. What are the characteristics of 'sexually ready' adolescents? Exploring the sexual readiness of youth in urban poor Accra.

    Science.gov (United States)

    Biney, Adriana A E; Dodoo, F Nii-Amoo

    2016-01-05

    Adolescent sexual activity, especially among the urban poor, remains a challenge. Despite numerous interventions and programs to address the negative consequences arising from early and frequent sexual activity among youth in sub-Saharan Africa, including Ghana, only slight progress has been made. A plausible explanation is that our understanding of what adolescents think about sex and about their own sexuality is poor. In that sense, examining how adolescents in urban poor communities think about their sexual readiness, and identifying characteristics associated with that sexual self-concept dimension, should deepen our understanding of this topical issue. A total of 196 male and female adolescents, ages 12 to 19, were surveyed in the 2011 RIPS Urban Health and Poverty Project in Accra, Ghana. The youth responded to three statements which determined their levels of sexual readiness. Other background characteristics were also obtained enabling the assessment of the correlates of their preparedness to engage in sex. The data were analyzed using ordered logistic regression models. Overall, the majority of respondents did not consider themselves ready for sex. Multivariate analyses indicated that sexual experience, exposure to pornographic movies, gender, ethnicity and household wealth were significantly linked to their readiness for sex. Sexual readiness is related to sexual activity as well as other characteristics of the adolescents, suggesting the need to consider these factors in the design of programs and interventions to curb early sex. The subject of sexual readiness has to be investigated further to ensure adolescents do not identify with any negative effects of this sexual self-view.

  5. Measuring Success: David Conley's College Readiness Framework and the Illinois College and Career Readiness Act. In Brief

    Science.gov (United States)

    Baber, Lorenzo D.; Castro, Erin L.; Bragg, Debra D.

    2010-01-01

    The purpose of this brief is to understand the Illinois College and Career Readiness (CCR) Act in light of David Conley's college readiness model. Although not mentioned specifically by the Illinois statute, evaluation results gathered by the Office of Community College Research and Leadership (OCCRL) show alignment between a number of programs…

  6. Exploring the impact of staff absenteeism on patient satisfaction using routine databases in a university hospital.

    Science.gov (United States)

    Duclay, E; Hardouin, J B; Sébille, V; Anthoine, E; Moret, L

    2015-10-01

    To explore the influence of staff absenteeism on patient satisfaction using the indicators available in management reports. Among factors explaining patient satisfaction, human resource indicators have been studied widely in terms of burnout or job satisfaction, but there have not been many studies related to absenteeism indicators. A multilevel analysis was conducted using two routinely compiled databases from 2010 in the clinical departments of a university hospital (France). The staff database monitored absenteeism for short-term medical reasons (5 days or less), non-medical reasons and absences starting at the weekend. The patient satisfaction database was established at the time of discharge. Patient satisfaction related to relationships with staff was significantly and negatively correlated with nurse absenteeism for non-medical reasons (P absenteeism starting at weekends (P absenteeism for short-term medical reasons (P absenteeism and should lead to a better understanding of the impact of human resources on patient satisfaction. To enhance patient satisfaction, managers need to find a way to reduce staff absenteeism, in order to avoid burnout and to improve the atmosphere in the workplace. © 2014 John Wiley & Sons Ltd.

  7. Psychological resources, satisfaction, and career identity in the work transition: an outlook on Sicilian college students.

    Science.gov (United States)

    Santisi, Giuseppe; Magnano, Paola; Platania, Silvia; Ramaci, Tiziana

    2018-01-01

    The phases of career building today bring out a more complex process than in previous decades. Starting from the literature review, the university-to-work transition is considered a very important step in the future career of the graduates, and it involves some psychological resources and requires specific abilities. Research has examined the psychological resources that students at the end of a degree course can use in the university-to-work transition. The aim of the study is to verify the relationship between academic satisfaction and career identity, and the mediational role of readiness and confidence on this relationship. A group of 438 students were assigned to complete a questionnaire in order to examine the relationship between academic satisfaction and career identity and the role of core components of psychological resources: readiness and confidence as mediator. The results indicated both a direct relationship between academic satisfaction and career identity and a mediated relationship with the influence of readiness and confidence for a transition. Adding to our results, we assert that academic satisfaction has a directed effect on confidence during the transition and is a predictor of career identity, both directly and by the mediation of readiness in career transitions. Career identity has implication for exploratory behavior, thus increasing the motivation and mindfulness that create a virtuous circle, influencing the development of knowledge and skills, which are the base of proactivity and confidence in construction of one's future career.

  8. The assessment of the readiness of five countries to implement child maltreatment prevention programs on a large scale.

    Science.gov (United States)

    Mikton, Christopher; Power, Mick; Raleva, Marija; Makoae, Mokhantso; Al Eissa, Majid; Cheah, Irene; Cardia, Nancy; Choo, Claire; Almuneef, Maha

    2013-12-01

    This study aimed to systematically assess the readiness of five countries - Brazil, the Former Yugoslav Republic of Macedonia, Malaysia, Saudi Arabia, and South Africa - to implement evidence-based child maltreatment prevention programs on a large scale. To this end, it applied a recently developed method called Readiness Assessment for the Prevention of Child Maltreatment based on two parallel 100-item instruments. The first measures the knowledge, attitudes, and beliefs concerning child maltreatment prevention of key informants; the second, completed by child maltreatment prevention experts using all available data in the country, produces a more objective assessment readiness. The instruments cover all of the main aspects of readiness including, for instance, availability of scientific data on the problem, legislation and policies, will to address the problem, and material resources. Key informant scores ranged from 31.2 (Brazil) to 45.8/100 (the Former Yugoslav Republic of Macedonia) and expert scores, from 35.2 (Brazil) to 56/100 (Malaysia). Major gaps identified in almost all countries included a lack of professionals with the skills, knowledge, and expertise to implement evidence-based child maltreatment programs and of institutions to train them; inadequate funding, infrastructure, and equipment; extreme rarity of outcome evaluations of prevention programs; and lack of national prevalence surveys of child maltreatment. In sum, the five countries are in a low to moderate state of readiness to implement evidence-based child maltreatment prevention programs on a large scale. Such an assessment of readiness - the first of its kind - allows gaps to be identified and then addressed to increase the likelihood of program success. Copyright © 2013 Elsevier Ltd. All rights reserved.

  9. Instructional Alignment of Workplace Readiness Skills in Marketing Education

    Science.gov (United States)

    Martin, Sarah J.; Reed, Philip A.

    2015-01-01

    This study examined high school marketing education teachers' knowledge of workplace readiness skills and whether that knowledge had an impact on student workplace readiness skill achievement. Further, this study examined the usage of Virginia's 13 Workplace Readiness Skills curriculum and identified the teaching methods and instructional…

  10. *Engr (Dr.) Egbuniwe is on the staff of Civil Engineering of the ...

    African Journals Online (AJOL)

    Dr Obe

    *Engr (Dr.) Egbuniwe is on the staff of Civil Engineering of the University of Nigeria, Nsukka. VARIATIONS IN THE STATISTICAL MEASURES OF MEAN RAINFALL. By. NNAMDI EGBUNIWE*. ABSTRACT. Rainfall records are required for planning and development of water resources projects. Long term averages of rainfall.

  11. Integrating team resource management program into staff training improves staff's perception and patient safety in organ procurement and transplantation: the experience in a university-affiliated medical center in Taiwan.

    Science.gov (United States)

    Hsu, Ya-Chi; Jerng, Jih-Shuin; Chang, Ching-Wen; Chen, Li-Chin; Hsieh, Ming-Yuan; Huang, Szu-Fen; Liu, Yueh-Ping; Hung, Kuan-Yu

    2014-08-11

    The process involved in organ procurement and transplantation is very complex that requires multidisciplinary coordination and teamwork. To prevent error during the processes, teamwork education and training might play an important role. We wished to evaluate the efficacy of implementing a Team Resource Management (TRM) program on patient safety and the behaviors of the team members involving in the process. We implemented a TRM training program for the organ procurement and transplantation team members of the National Taiwan University Hospital (NTUH), a teaching medical center in Taiwan. This 15-month intervention included TRM education and training courses for the healthcare workers, focused group skill training for the procurement and transplantation team members, video demonstration and training, and case reviews with feedbacks. Teamwork culture was evaluated and all procurement and transplantation cases were reviewed to evaluate the application of TRM skills during the actual processes. During the intervention period, a total of 34 staff members participated the program, and 67 cases of transplantations were performed. Teamwork framework concept was the most prominent dimension that showed improvement from the participants for training. The team members showed a variety of teamwork behaviors during the process of procurement and transplantation during the intervention period. Of note, there were two potential donors with a positive HIV result, for which the procurement processed was timely and successfully terminated by the team. None of the recipients was transplanted with an infected organ. No error in communication or patient identification was noted during review of the case records. Implementation of a Team Resource Management program improves the teamwork culture as well as patient safety in organ procurement and transplantation.

  12. 战略性人力资源管理视角下国企核心员工流失风险管理研究%Research on the Risk Management of the Turnover of Core Staff in State-owned Enterprises from the Perspective of Strategic Human Resource Management

    Institute of Scientific and Technical Information of China (English)

    何叶; 冯倩瑜

    2013-01-01

    战略性人力资源管理理论认为,核心员工是企业的重要战略资源,吸引并保留核心员工是企业建立和保持竞争优势的基础。当前我国国有企业核心员工流失问题非常严重,构建战略性人力资源管理体系对解决我国国有企业核心员工流失问题有着非同寻常的作用与意义。%According to strategic human resource management theory, core staff is one of the most important strategic resources in a company. Attracting and retaining core staff is the foundation to establish and maintain a competitive advantage. Turnover of core staff is a severe problem in state-owned enterprises in China. It's of unique significance to build a strategic human resource management system to solve the problem.

  13. What Are the ACT College Readiness Benchmarks? Information Brief

    Science.gov (United States)

    ACT, Inc., 2013

    2013-01-01

    The ACT College Readiness Benchmarks are the minimum ACT® college readiness assessment scores required for students to have a high probability of success in credit-bearing college courses--English Composition, social sciences courses, College Algebra, or Biology. This report identifies the College Readiness Benchmarks on the ACT Compass scale…

  14. College students' preferences for health care providers when accessing sexual health resources.

    Science.gov (United States)

    Garcia, Carolyn M; Lechner, Kate E; Frerich, Ellen A; Lust, Katherine A; Eisenberg, Marla E

    2014-01-01

    Many emerging adults (18-25 year olds) report unmet health needs and disproportionately experience problems such as sexually transmitted infections. This study was conducted to examine college students' perceptions of health care providers, specifically in the context of accessing sexual health resources. Students (N = 52) were recruited from five diverse colleges in one state to participate in a one-to-one interview that involved walking and virtually exploring resources on and near campus. Interviews were conducted from May to November 2010. Open-ended one-to-one interview questions. Inductive qualitative analysis yielded six themes summarizing students' perceptions of provider characteristics, health care resources, the role of their peers, and students' suggestions for strengthening health care services. Importantly, students consider a variety of staff-and their student peers-to be resources for sexual health information and services. Findings emphasize the importance of collaboration between health service staff and broader campus staff because students often turn to campus staff initially. Postsecondary students welcome opportunities to know a provider through interactive websites that include details about providers on campus; their decisions to seek sexual health care services are influenced by their perceptions of providers' characteristics and interpersonal skills. © 2014 Wiley Periodicals, Inc.

  15. Electricity market readiness plan : Ontario Energy Board

    International Nuclear Information System (INIS)

    2001-03-01

    This document informs electric power market participants of the Ontario Energy Board's newly developed market readiness plan and target timelines that local distribution companies (LDCs) must meet for retail marketing. The Ontario Energy Board's plan incorporates relevant independent market operator (IMO)-administered market milestones with retail market readiness targeted for September 2001. The market readiness framework involves a self-certification process for LDCs by August 10, 2001, through which the Board will be able to monitor progress and assess the feasibility of meeting the target timelines. For retail market readiness, all LDCs will have to calculate settlement costs, produce unbundled bills, provide standard supply service, change suppliers and accommodate retail transactions. LDCs must be either authorized participants in the IMO-administered market or become retail customers of their host LDC. Unbundled bills will include itemized charges for energy price, transmission, distribution and debt retirement charge. 1 tab., 1 fig

  16. Quality improvement and accreditation readiness in state public health agencies.

    Science.gov (United States)

    Madamala, Kusuma; Sellers, Katie; Beitsch, Leslie M; Pearsol, Jim; Jarris, Paul

    2012-01-01

    There were 3 specific objectives of this study. The first objective was to examine the progress of state/territorial health assessment, health improvement planning, performance management, and quality improvement (QI) activities at state/territorial health agencies and compare findings to the 2007 findings when available. A second objective was to examine respondent interest and readiness for national voluntary accreditation. A final objective was to explore organizational factors (eg, leadership and capacity) that may influence QI or accreditation readiness. Cross-sectional study. State and Territorial Public Health Agencies. Survey respondents were organizational leaders at State and Territorial Public Health Agencies. Sixty-seven percent of respondents reported having a formal performance management process in place. Approximately 77% of respondents reported a QI process in place. Seventy-three percent of respondents agreed or strongly agreed that they would seek accreditation and 36% agreed or strongly agreed that they would seek accreditation in the first 2 years of the program. In terms of accreditation prerequisites, a strategic plan was most frequently developed, followed by a state/territorial health assessment and health improvement plan, respectively. Advancements in the practice and applied research of QI in state public health agencies are necessary steps for improving performance. In particular, strengthening the measurement of the QI construct is essential for meaningfully assessing current practice patterns and informing future programming and policy decisions. Continued QI training and technical assistance to agency staff and leadership is also critical. Accreditation may be the pivotal factor to strengthen both QI practice and research. Respondent interest in seeking accreditation may indicate the perceived value of accreditation to the agency.

  17. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  18. Evaluation of time, attendance of medical staff, and resources during interstitial brachytherapy for prostate cancer. DEGRO-QUIRO trial

    International Nuclear Information System (INIS)

    Tselis, N.; Zamboglou, N.; Maurer, U.; Popp, W.; Sack, H.

    2014-01-01

    The German Society of Radiation Oncology initiated a multicenter trial to evaluate core processes and subprocesses of radiotherapy by prospective evaluation of all important procedures in the most frequent malignancies treated by radiation therapy. The aim of this analysis was to assess the required resources for interstitial high-dose-rate (HDR) and low-dose-rate (LDR) prostate brachytherapy (BRT) based on actual time measurements regarding allocation of personnel and room occupation needed for specific procedures. Two radiotherapy centers (community hospital of Offenbach am Main and community hospital of Eschweiler) participated in this prospective study. Working time of the different occupational groups and room occupancies for the workflow of prostate BRT were recorded and methodically assessed during a 3-month period. For HDR and LDR BRT, a total of 560 and 92 measurements, respectively, were documented. The time needed for treatment preplanning was median 24 min for HDR (n=112 measurements) and 6 min for LDR BRT (n=21). Catheter implantation with intraoperative HDR real-time planning (n=112), postimplantation HDR treatment planning (n=112), and remotely controlled HDR afterloading irradiation (n=112) required median 25, 39, and 50 min, respectively. For LDR real-time planning (n=39) and LDR treatment postplanning (n=32), the assessed median duration was 91 and 11 min, respectively. Room occupancy and overall mean medical staff times were 194 and 910 min respectively, for HDR, and 113 and 371 min, respectively, for LDR BRT. In this prospective analysis, the resource requirements for the application of HDR and LDR BRT of prostate cancer were assessed methodically and are presented for first time. (orig.)

  19. Evaluation of time, attendance of medical staff, and resources during interstitial brachytherapy for prostate cancer. DEGRO-QUIRO trial

    Energy Technology Data Exchange (ETDEWEB)

    Tselis, N.; Zamboglou, N. [Sana Klinikum Offenbach, Department of Radiation Oncology, Offenbach am Main (Germany); Maurer, U. [St.-Antonius-Hospital, Strahlentherapie, Eschweiler (Germany); Popp, W. [Prime Networks AG, Basel (Switzerland); Sack, H. [University of Essen, Department of Radiation Oncology, Essen (Germany)

    2014-04-15

    The German Society of Radiation Oncology initiated a multicenter trial to evaluate core processes and subprocesses of radiotherapy by prospective evaluation of all important procedures in the most frequent malignancies treated by radiation therapy. The aim of this analysis was to assess the required resources for interstitial high-dose-rate (HDR) and low-dose-rate (LDR) prostate brachytherapy (BRT) based on actual time measurements regarding allocation of personnel and room occupation needed for specific procedures. Two radiotherapy centers (community hospital of Offenbach am Main and community hospital of Eschweiler) participated in this prospective study. Working time of the different occupational groups and room occupancies for the workflow of prostate BRT were recorded and methodically assessed during a 3-month period. For HDR and LDR BRT, a total of 560 and 92 measurements, respectively, were documented. The time needed for treatment preplanning was median 24 min for HDR (n=112 measurements) and 6 min for LDR BRT (n=21). Catheter implantation with intraoperative HDR real-time planning (n=112), postimplantation HDR treatment planning (n=112), and remotely controlled HDR afterloading irradiation (n=112) required median 25, 39, and 50 min, respectively. For LDR real-time planning (n=39) and LDR treatment postplanning (n=32), the assessed median duration was 91 and 11 min, respectively. Room occupancy and overall mean medical staff times were 194 and 910 min respectively, for HDR, and 113 and 371 min, respectively, for LDR BRT. In this prospective analysis, the resource requirements for the application of HDR and LDR BRT of prostate cancer were assessed methodically and are presented for first time. (orig.)

  20. StormReady in a Box: Enhancing NOAA's Presence in Schools

    Science.gov (United States)

    Grondin, N. S.; Franks, C.

    2015-12-01

    The National Weather Service StormReady Supporter program exists to give schools, companies, TV stations, and other facilities the opportunity to earn recognition for their weather preparedness and awareness. Requirements to earn StormReady Supporter status include having a facility warning point, use of NOAA Weather Radios, and weather hazard Emergency Operation Plans. Despite the increasing importance of weather preparedness in schools, only 1.2% of Minnesota schools are deemed StormReady by the National Weather Service. It was determined that the major impedance for schools becoming StormReady Supporters is the lack of time for administrators to engage in anything "extra" beyond their listed duties. As part of a 2015 Hollings Scholar project, the StormReady in a Box concept was developed to remedy this, by empowering teachers and students to take charge and complete the StormReady Supporter application for their school. StormReady in a Box is a project developed for Junior High School students to learn about weather preparedness and to help their school acquire StormReady status. The project was designed to be relevant to the Minnesota State Education Standards in Science, be simple for teachers to do with their students, and most importantly, to be enjoyable for Junior High School age students to do. The project was also designed to enhance critical thinking skills and logical reasoning abilities, as they relate to the StormReady Supporter application. This presentation will present the overall rationale for the undertaking of this project, the creation of, and the logical next steps for the StormReady in a Box project.

  1. Achieving success in intervention studies: an analysis of variable staff engagement across three midwifery settings.

    Science.gov (United States)

    Henderson, Amanda; Schoonbeek, Sue; Ossenberg, Christine; Caddick, Alison; Wing, Diane; Capell, Lorna; Gould, Karen

    2014-06-01

    To critically analyse the success of staff's behaviour changes in the practice setting. Facilitators were employed to initiate and facilitate a four-step process (optimism, overcoming obstacles, oversight and reinforcing outcomes) that fostered development of behaviours consistent with learning in everyday practice. Many studies seek to engage staff in workplace behaviour improvement. The success of such studies is highly variable. Little is known about the work of the facilitator in ensuring success. Understanding the contextual factors that contribute to effective facilitation of workplace improvement is essential to ensure best use of resources. Mixed methods Facilitators employed a four-step process - optimism, overcoming obstacles, oversight and reinforcing outcomes - to stage behaviour change implementation. The analysis of staff engagement in behaviour changes was assessed through weekly observation of workplaces, informal discussions with staff and facilitator diaries. The impact of behaviour change was informed through pre- and postsurveys on staff's perception across three midwifery sites. Surveys measured (1) midwives' perception of support for their role in facilitating learning (Support Instrument for Nurses Facilitating the Learning of Others) and (2) development of a learning culture in midwifery practice settings (Clinical Learning Organisational Culture Survey). Midwives across three sites completed the presurvey (n = 216) and postsurvey (n = 90). Impact varied according to the degree that facilitators were able to progress teams through four stages necessary for change (OOORO). Statistically significant results were apparent in two subscales important for supporting staff, namely teamwork and acknowledgement; in the two areas, facilitators worked through 'obstacles' and coached staff in performing the desired behaviours and rewarded them for their success. Elements of the learning culture also statistically improved in one site. Findings suggest

  2. Job Motivation and Job Satisfaction among Academic Staff in Higher Education

    Science.gov (United States)

    Stankovska, Gordana; Angelkoska, Slagana; Osmani, Fadbi; Grncarovska, Svetlana Pandiloska

    2017-01-01

    Education is the most important organization of a nation; it plays a significant role in the development of any country. Universities create and cultivate knowledge for the sake of building a modern world. The academic staff is the key resource within higher education institutions. A positive and healthy university structure results in increased…

  3. Operational readiness decisions at nuclear power plants - part 2. Which factors influence the decisions?

    International Nuclear Information System (INIS)

    Kecklund, Lena; Petterson, Sara

    2008-04-01

    made is reviewed by the next higher management level. The results from the study shows that in practice the difference between decisions made in consultation versus a review by the next higher management level is hard to make. Some differences were observed between the two plats. At the OKG plant the working methods and meetings where the decisions are made were more clearly defined. At the Forsmark plant there are more guiding documents with overall principles supporting the decision making process. From a general point of view the impression is that the shift crew manager has more formal support, e.g. documents, criteria and procedures than the managers at a higher level in the organisation. In some of the interviews the decision makers have created their own 'decision tools', for example rules of thumb or structured methods for presenting information and structuring the decision problem. Such tools can be further developed and used also by other decision makers. There are documents for guidance at every power plant which gives a general guidance, but there is a need for developing 'decision tools' giving practical advice on how to do make a decision. Many factors influence the decision process. The general point of view in all interviews, is that safety comes first, and that safety always has the highest priority in operational readiness decision making. Incidents at the Swedish power plants in the last few years has ;had great importance and resulted in an increased focus on safety. An important factor for decision making is the management attitude to safety. Access to qualified and experienced staff is important in operational readiness decisions. It requires staff with much experience to make operational readiness decisions in unclear situations. Access to the right and complete information as well as the time available for making the decision are also important factors influencing the decision making process. Media and public opinion have an increased influence

  4. A Model of Feeding Readiness for Preterm Infants

    OpenAIRE

    Pickler, Rita H.

    2004-01-01

    This paper presents a theoretical model of bottle feeding readiness in preterm infants, which hypothesizes relationships between bottle feeding readiness, experience, and outcomes. The synactive theory of development provided the conceptual foundation for the model. The model, which is currently being tested, is designed to establish bottle feeding readiness criteria that will help nurses decide when to offer a bottle to a preterm infant The model may also provide a useful framework for deter...

  5. Smart Grid Technology and Consumer Call Center Readiness

    OpenAIRE

    Schamber, Kelsey L.

    2010-01-01

    The following reasearch project deals with utility call center readiness to address customer concerns and questions about the Smart Grid and smart meter technology. Since consumer engagement is important for the benefits of the Smart Grid to be realized, the readiness and ability of utilities to answer consumer questions is an important issue. Assessing the readiness of utility call centers to address pertinant customer concerns was accomplished by calling utility call centers with Smart Grid...

  6. Ameliorating Patient Stigma Amongst Staff Working With Personality Disorder: Randomized Controlled Trial of Self-Management Versus Skills Training.

    Science.gov (United States)

    Clarke, Sue; Taylor, Georgina; Bolderston, Helen; Lancaster, Joanna; Remington, Bob

    2015-11-01

    Patients diagnosed with a personality disorder (PD) are often stigmatized by the healthcare staff who treat them. This study aimed to compare the impact on front-line staff of a self-management Acceptance and Commitment Therapy-based training intervention (ACTr) with a knowledge- and skills-based Dialectical Behaviour Training intervention (DBTr). A service-based randomized controlled trial was conducted comparing the effects of 2-day ACTr (N = 53) and DBTr (N = 47) staff workshops over 6 months. Primary outcome measures were staff attitudes towards patients and staff-patient relationships. For both interventions, staff attitudes, therapeutic relationship, and social distancing all improved pre- to postintervention, and these changes were maintained at 6-month follow-up. Although offering different resources to staff, both ACTr and DBTr were associated with an improved disposition towards PD patients. Future research could evaluate a combined approach, both for staff working with PD patients and those working with other stigmatized groups.

  7. Universal School Readiness Screening at Kindergarten Entry

    Science.gov (United States)

    Quirk, Matthew; Dowdy, Erin; Dever, Bridget; Carnazzo, Katherine; Bolton, Courtney

    2018-01-01

    Researchers examined the concurrent and predictive validity of a brief (12-item) teacher-rated school readiness screener, the Kindergarten Student Entrance Profile (KSEP), using receiver operating characteristic (ROC) curve analysis to examine associations between (N = 78) children's social-emotional (SE) and cognitive (COG) readiness with…

  8. Cigarette Purchasing Patterns, Readiness to Quit, and Quit Attempts Among Homeless Smokers.

    Science.gov (United States)

    Wrighting, Quentaxia; Businelle, Michael S; Kendzor, Darla E; LeBlanc, Hannah; Reitzel, Lorraine R

    2017-11-07

    Cigarette purchasing patterns may be linked with greater readiness to make a quit attempt and more quit attempts among domiciled samples. However, little is known about the cigarette purchasing patterns of homeless smokers or their potential relations to quitting intention and behaviors. This study redressed this gap among a convenience sample of homeless adult smokers from a large shelter in Dallas, Texas. Participants (N = 207; Mage = 43; 71.5% male) smoked ≥100 cigarettes over the lifetime and endorsed current daily smoking. Variables assessed included cigarette dependence (time to first cigarette of the day), monthly income, quantity of cigarettes most recently purchased, average money spent on cigarettes weekly, readiness/motivation to quit smoking, and the number intentional quit attempts lasting ≥24h in the past year. Regression analyses were conducted to characterize associations of cigarette purchasing patterns with readiness to quit and quit attempts controlling for sex, age, cigarette dependence, and income. Most participants purchased cigarettes by the pack (61.4%), and more than half the sample spent ≤$20 on cigarettes per week. Results indicated that spending less money per week on cigarettes was associated with greater readiness to quit (P = .016), even when controlling for income, cigarette dependence, and other covariates. Stratified analyses indicated that this association was significant only for homeless smokers reporting no regular monthly income. Homeless daily smokers with no reported income who spend little money on cigarettes may make particularly apt targets for cessation interventions due to potential associations with quitting motivation. Adults who are homeless smoke at greater rates and quit at lower rates than domiciled adults, leading to significant smoking-related health disparities among this group. Findings suggest that cigarette purchasing patterns are linked with readiness to quit smoking among smokers who are homeless

  9. human resources management and lecturer's job satisfaction

    African Journals Online (AJOL)

    PROF EKWUEME

    The study revealed that administrators' human resources management effectiveness has a significant influence on ... opportunity for academic publication and administrators' staff relationship. .... enhance professional development. This is true ...

  10. Students’ Readiness for E-learning Application in Higher Education

    Directory of Open Access Journals (Sweden)

    Atousa Rasouli

    2016-07-01

    Full Text Available The main goal of this research was to investigate the readiness of art students in applying e-learning. This study adopted a survey research design. From three public Iranian Universities (Alzahra, Tarbiat Modares, and Tehran, 347 students were selected by multistage cluster sampling and via Morgan Table. Their readiness for E-learning application was assessed by a self-developed questionnaire. Data analysis was done by indexes of descriptive statistics and one sample t-test. Analysis of results found a significant relationship between the readiness of undergraduate students, graduate students, and post-graduate students to apply E-learning, but there was no significant relationship between students’ readiness and gender, university, and subject. Results revealed that Art students were in a moderate level of readiness for applying E-learning.

  11. Resource recovery from bio-based production processes: a future necessity?

    DEFF Research Database (Denmark)

    Mansouri, Seyed Soheil; S.B.A. Udugama, Isuru; Cignitti, Stefano

    2017-01-01

    The promise of transforming waste streams with small economic value into valuable products makes resource recovery technologies in bio-based production processes an attractive proposition. However, the use of resource recovery technologies in industrial applications is still minimal, despite its...... technologies to industrial bio-based production processes. The role and importance of economics, technology readiness and socio-environmental impacts of resource recovery in successfully implementing resource recovery technologies in industrial bio-based production processes is also discussed. Finally, based...... wide use in closely related processes such as dairy production. In this paper, a perspective on the role of resource recovery in bio-based production processes is provided through reviewing the past practice and identifying the benefits, opportunities and challenges of introducing resource recovery...

  12. Determinants of facility readiness for integration of family planning with HIV testing and counseling services: evidence from the Tanzania service provision assessment survey, 2014-2015.

    Science.gov (United States)

    Bintabara, Deogratius; Nakamura, Keiko; Seino, Kaoruko

    2017-12-22

    Global policy reports, national frameworks, and programmatic tools and guidance emphasize the integration of family planning and HIV testing and counseling services to ensure universal access to reproductive health care and HIV prevention. However, the status of integration between these two services in Tanzanian health facilities is unclear. This study examined determinants of facility readiness for integration of family planning with HIV testing and counseling services in Tanzania. Data from the 2014-2015 Tanzania Service Provision Assessment Survey were analyzed. Facilities were considered ready for integration of family planning with HIV testing and counseling services if they scored ≥ 50% on both family planning and HIV testing and counseling service readiness indices as identified by the World Health Organization. All analyses were adjusted for clustering effects, and estimates were weighted to correct for non-responses and disproportionate sampling. Descriptive, bivariate, and multivariate logistic regression analyses were performed. A total of 1188 health facilities were included in the study. Of all of the health facilities, 915 (77%) reported offering both family planning and HIV testing and counseling services, while only 536 (45%) were considered ready to integrate these two services. Significant determinants of facility readiness for integrating these two services were being government owned [AOR = 3.2; 95%CI, 1.9-5.6], having routine management meetings [AOR = 1.9; 95%CI, 1.1-3.3], availability of guidelines [AOR = 3.8; 95%CI, 2.4-5.8], in-service training of staff [AOR = 2.6; 95%CI, 1.3-5.2], and availability of laboratories for HIV testing [AOR = 17.1; 95%CI, 8.2-35.6]. The proportion of facility readiness for the integration of family planning with HIV testing and counseling in Tanzania is unsatisfactory. The Ministry of Health should distribute and ensure constant availability of guidelines, availability of rapid diagnostic

  13. “Getting Ready for School:” A Preliminary Evaluation of a Parent-Focused School-Readiness Program

    Directory of Open Access Journals (Sweden)

    Kimberly G. Noble

    2012-01-01

    Full Text Available Children from disadvantaged backgrounds tend to start school with fewer school readiness skills than their more advantaged peers. Emergent literacy and math skills play an important role in this gap. The family is essential in helping children build these skills, and the active involvement of families is crucial to the success of any intervention for young children. The Getting Ready for School (GRS program is a parent-focused curriculum designed to help parents equip their children with the skills and enthusiasm necessary for learning when they start school. Parents meet in weekly workshops led by a trained facilitator and implement the curriculum at home with their children. The objective of this pilot study was to assess the promise of the GRS intervention in children participating in an urban Head Start program and to explore parents' responses to the intervention. We hypothesized that participation in GRS would improve school readiness in literacy and math skills, relative to participation in business-as-usual Head Start. Four Head Start classrooms (two randomly selected “intervention” and two “comparison” classrooms participated in this study. Preliminary analyses suggest that GRS improves school readiness over and above a Head Start-as-usual experience. Implications for early childhood programs and policies are discussed.

  14. The big book of special education resources

    CERN Document Server

    Giuliani, George

    2015-01-01

    There are abundant resource in the field of special education for professionals and parents of children with special needs. However, it can be a daunting task to navigate through this sea of organizations, Web sites, books, and other resources in order to find exactly what you need.Save time and take the guesswork out of your search for information and materials by turning to this definitive guide. Practical and easy to use, this ready-reference is borne out of extensive research and numerous interviews with parents and professionals to ensure selection of only the highest-caliber and most sou

  15. A Proposed Conceptual Model of Military Medical Readiness

    National Research Council Canada - National Science Library

    Van Hall, Brian M

    2007-01-01

    .... The purpose of this research is to consolidate existing literature on the latent variable of medical readiness, and to propose a composite theoretical model of medical readiness that may provide...

  16. A Study of Fleet Surgical Teams Readiness Posture in Amphibious Readiness Groups

    National Research Council Canada - National Science Library

    Tennyson, Ruby

    2000-01-01

    This thesis describes and evaluates Fleet Surgical Teams (FSTs). It examines how Navy Medicine adapted FSTs to changing support requirements associated with the Total Health Care Support Readiness Requirement (THCSRR...

  17. Psychological resources, satisfaction, and career identity in the work transition: an outlook on Sicilian college students

    Directory of Open Access Journals (Sweden)

    Santisi G

    2018-05-01

    Full Text Available Giuseppe Santisi,1 Paola Magnano,2 Silvia Platania,1 Tiziana Ramaci2 1Department of Educational Sciences, University of Catania, Catania, Italy; 2Faculty of Human and Social Sciences, “Kore” University of Enna, Enna, Italy Background: The phases of career building today bring out a more complex process than in previous decades. Starting from the literature review, the university-to-work transition is considered a very important step in the future career of the graduates, and it involves some psychological resources and requires specific abilities. Methods: Research has examined the psychological resources that students at the end of a degree course can use in the university-to-work transition. The aim of the study is to verify the relationship between academic satisfaction and career identity, and the mediational role of readiness and confidence on this relationship. A group of 438 students were assigned to complete a questionnaire in order to examine the relationship between academic satisfaction and career identity and the role of core components of psychological resources: readiness and confidence as mediator. Results: The results indicated both a direct relationship between academic satisfaction and career identity and a mediated relationship with the influence of readiness and confidence for a transition. Adding to our results, we assert that academic satisfaction has a directed effect on confidence during the transition and is a predictor of career identity, both directly and by the mediation of readiness in career transitions. Conclusion: Career identity has implication for exploratory behavior, thus increasing the motivation and mindfulness that create a virtuous circle, influencing the development of knowledge and skills, which are the base of proactivity and confidence in construction of one’s future career. Keywords: career, transition, identity, satisfaction, resources

  18. Eden Institute: Using Health Games for ASD Student and Staff Development.

    Science.gov (United States)

    Ferguson, Moderator Bill; McCool, Participants Thomas; Gasdia, Dominique; Sharp, Tim; Breeman, Lisa; Parikh, Nish; Taub, Bob; Finkler, Nina

    2013-02-01

    Eden Autism Services is a leading-edge resource for children and adults suffering from more severe effects of autism spectrum disorder (ASD). The strategic use of games in the development of students, staff, teachers, parents, friends, and employers has advanced the quality of life of Eden's students and, consequently, their relationships, productivity, and happiness.

  19. Staff Performance Analysis: A Method for Identifying Brigade Staff Tasks

    National Research Council Canada - National Science Library

    Ford, Laura

    1997-01-01

    ... members of conventional mounted brigade staff. Initial analysis of performance requirements in existing documentation revealed that the performance specifications were not sufficiently detailed for brigade battle staffs...

  20. Development and psychometric evaluation of the Core Nurse Resource Scale.

    Science.gov (United States)

    Simpson, Michelle R

    2010-11-01

    To examine the factor structure, internal consistency reliability and concurrent-related validity of the Core Nurse Resource Scale. A cross-sectional survey study design was used to obtain a sample of 149 nurses and nursing staff [Registered Nurse (RNs), Licensed Practical Nurse (LPNs) and Certified Nursing Assistant (CNAs)] working in long-term care facilities. Exploratory factor analysis, Cronbach's alpha and bivariate correlations were used to evaluate validity and reliability. Exploratory factor analysis yielded a scale with 18 items on three factors, accounting for 52% of the variance in scores. Internal consistency reliability for the composite and Core Nurse Resource Scale factors ranged from 0.79 to 0.91. The Core Nurse Resource Scale composite scale and subscales correlated positively with a measure of work engagement (r=0.247-0.572). The initial psychometric evaluation of the Core Nurse Resource Scale demonstrates it is a sound measure. Further validity and reliability assessment will need to be explored and assessed among nurses and other nursing staff working in other practice settings. The intent of the Core Nurse Resource Scale is to evaluate the presence of physical, psychological and social resources of the nursing work environment, to identify workplaces at risk for disengaged (low work engagement) nursing staff and to provide useful diagnostic information to healthcare administrators interested in interventions to improve the nursing work environment. © 2010 The Author. Journal compilation © 2010 Blackwell Publishing Ltd.

  1. Leadership styles of nursing home administrators and their association with staff turnover.

    Science.gov (United States)

    Donoghue, Christopher; Castle, Nicholas G

    2009-04-01

    The purpose of this study was to examine the associations between nursing home administrator (NHA) leadership style and staff turnover. We analyzed primary data from a survey of 2,900 NHAs conducted in 2005. The Online Survey Certification and Reporting database and the Area Resource File were utilized to extract organizational and local economic characteristics of the facilities. A general linear model (GLM) was used to estimate the effects of NHA leadership style, organizational characteristics, and local economic characteristics on nursing home staff turnover for registered nurses (RNs), licensed practical nurses (LPNs), and nurse's aides (NAs). The complete model estimates indicate that NHAs who are consensus managers (leaders who solicit, and act upon, the most input from their staff) are associated with the lowest turnover levels, 7% for RNs, 3% for LPNs, and 44% for NAs. Shareholder managers (leaders who neither solicit input when making a decision nor provide their staffs with relevant information for making decisions on their own) are associated with the highest turnover levels, 32% for RNs, 56% for LPNs, and 168% for NAs. The findings indicate that NHA leadership style is associated with staff turnover, even when the effects of organizational and local economic conditions are held constant. Because leadership strategies are amenable to change, the findings of this study may be used to develop policies for lowering staff turnover.

  2. Developing an appropriate staff mix for anticoagulation clinics: functional job analysis approach

    Science.gov (United States)

    Hailemariam, Desta A.; Shan, Xiaojun; Chung, Sung H.; Khasawneh, Mohammad T.; Lukesh, William; Park, Angela; Rose, Adam

    2018-05-01

    Anticoagulation clinics (ACCs) are specialty clinics that manage patients with blood clotting problems. Since labor costs usually account for a substantial portion of a healthcare organization's budget, optimizing the number and types of staff required was often the focus, especially for ACCs, where labor-intensive staff-patient interactions occur. A significant portion of tasks performed by clinical pharmacists might be completed by clinical pharmacist technicians, which are less-expensive resources. While nurse staffing models for a hospital inpatient unit are well established, these models are not readily applicable to staffing ACCs. Therefore, the objective of this paper is to develop a framework for determining the right staff mix of clinical pharmacists and clinical pharmacy technicians that increases the efficiency of care delivery process and improves the productivity of ACC staff. A framework is developed and applied to build a semi-automated full-time equivalent (FTE) calculator and compare various staffing scenarios using a simulation model. The FTE calculator provides the right staff mix for a given staff utilization target. Data collected from the ACCs at VA Boston Healthcare System is used to illustrate the FTE calculator and the simulation model. The result of the simulation model can be used by ACC managers to easily determine the number of FTEs of clinical pharmacists and clinical pharmacy technicians required to reach the target utilization and the corresponding staffing cost.

  3. PERFORMANCES PARENTS ABOUT EMOTIONAL READINESS OF THE CHILD TO SCHOOL WHEN ANALYZING THE CHARACTERISTICS OF EMOTIONAL READINESS OF CHILDREN IN THE TRANSITION FROM KINDERGARTEN TO FIRST GRADE

    Directory of Open Access Journals (Sweden)

    Ekaterina Sergeevna Novitskaya

    2016-02-01

    Full Text Available The article examines the importance of emotional understanding of parents child’s readiness for school. The aim of the study was to determine the characteristics of parental influence perceptions about the emotional readiness of children to the actual level of emotional readiness of the child. An experimental study was conducted comparing the methods, testing, questionnaires, observations, interviews, expert assessments, Longitude. We compared the performance of emotional readiness of children in the preparatory group of the kindergarten and the beginning of the school year in first grade. The study revealed that parents consider the emotional readiness primarily in the structure of the psychological readiness; representations of parents about the emotional readiness to occupy the last place among the other groups of ideas. Weak concrete definition of representations of parents about the emotional school readiness issues contributes to the emotional sphere of the child at an early stage of learning in first grade.

  4. Experimental Study on Ready-Mix Concrete: Case Study

    Directory of Open Access Journals (Sweden)

    Ellouze Dorra

    2018-01-01

    Full Text Available Ready-mix concrete (RMC in Tunisia is becoming more and more in demand in the civil engineering sector thanks to its qualities of handling in the fresh state and resistance in the hardened state, this composite material must respect the quality-price ratio. A RMC with a minimal cost is the object of our work. This research is part of the opening of higher education on professional life, where we optimized the formulation of a RMC. This work has 3 axes. In the first place the resources in building materials were characterized, namely various samples of sand, gravel, cement and water. Subsequently, the adjuvant-cement ratio (A/C was optimized. Finally, the workability of the concrete as well as its mechanical aptitude at various ages 7, 14 and 28 days were characterized. These examinations have resulted in an appropriate formulation for any type of resource that varies according to the provenance of the quarries (gravel and sand, the effect of the plasticizer-water reducer is found for a very interesting A/C ratio, the mechanical tests for different ages are also conclusive.

  5. Concept of economic readiness levels assessment

    Science.gov (United States)

    Yuniaristanto, Sutopo, W.; Widiyanto, A.; Putri, A. S.

    2017-11-01

    This research aims to build a concept of Economic Readiness Level (ERL) assessment for incubation center. ERL concept is arranged by considering both market and business aspects. Every aspect is divided into four phases and each of them consists of some indicators. Analytic Hierarchy Process (AHP) is used to develop the ERL in calculating the weight of every single aspect and indicator. Interval scale between 0 and 4 is also applied in indicator assessment. In order to calculate ERL, score in every indicator and the weight of both the aspect and indicator are considered. ERL value is able to show in detail the innovative product readiness level from economic sight, market and business aspect. There are four levels in Economic Readiness Level scheme which are investigation, feasibility, planning and introduction.

  6. Psychological career resources in relation to organisational commitment: An exploratory study

    Directory of Open Access Journals (Sweden)

    Nadia Ferreira

    2010-10-01

    Research purpose: The aim of the study was to determine the relationship between the psychological career resources (as measured by the Psychological Career Resources Inventory and organisational commitment (as measured by the Organisational Commitment Scale. Motivation for study: There appears to be a need for research on the psychological career resources that enhance individuals’ career agency in proactively managing their career and the way in which these attributes influence their psychological attachment to the organisation in order to guide human resource and career-development support practices in retaining valuable staff. Research design, approach and method: A quantitative survey was conducted on a convenience sample of 358 employed adults at managerial and staff levels in the field of economic and management services. Main findings/results: Correlational and stepwise regression analyses revealed a number of significant relationships between the two variables. Practical implications: Managers and human resource practitioners need to recognise how people’s career preferences and career meta-competencies influence their sense of psychological attachment to the organisation. Contribution: The findings add to existing career literature on the psychological factors that affect the retention of staff and provide valuable information that can be used to inform career-development support practices in the contemporary world of work.

  7. The Ready System of Clean Water for Population in Musuk District to Respon Dry Season

    Directory of Open Access Journals (Sweden)

    Yuli Priyana

    2017-07-01

    Full Text Available This research about ready system of clean water in District of Musuk, Sub-Province of Boyolali. This research aim to study how ready system of clean water, research area especially of dry season. That wish to know how much amount of resident drinking water consumption at area District of Musuk. The method of research in this research is survey method. The data which collected in this research consist of primary data result of interview by 150 responded (head of house hold and perception in field. Secondary data an obtain from governmental institution, books, other resource person and reference related to this topic of research. Intake of sample done with area of random sampling, to know the target of research to description analyses and tabulation. The result of research indicate that ready system of clean water at dry season most relying on rainwater with accommodating the rainwater at pools, besides to overcome water of water supply of rain of society buy water of springs pass tank truck, small to partly use surface water and also of PDAM. Water consumption at mean dry season 48.47 liter/day/capita. But at high area (volcanic slope its slimmer consumption in comparing plain area of Fluvial foot/feet of Volcano.

  8. Local health department epidemiologic capacity: a stratified cross-sectional assessment describing the quantity, education, training, and perceived competencies of epidemiologic staff.

    Science.gov (United States)

    O'Keefe, Kaitlin A; Shafir, Shira C; Shoaf, Kimberley I

    2013-01-01

    Local health departments (LHDs) must have sufficient numbers of staff functioning in an epidemiologic role with proper education, training, and skills to protect the health of communities they serve. This pilot study was designed to describe the composition, training, and competency level of LHD staff and examine the hypothesis that potential disparities exist between LHDs serving different sized populations. Cross-sectional surveys were conducted with directors and epidemiologic staff from a sample of 100 LHDs serving jurisdictions of varied sizes. Questionnaires included inquiries regarding staff composition, education, training, and measures of competency modeled on previously conducted studies by the Council of State and Territorial Epidemiologists. Number of epidemiologic staff, academic degree distribution, epidemiologic training, and both director and staff confidence in task competencies were calculated for each LHD size strata. Disparities in measurements were observed in LHDs serving different sized populations. LHDs serving small populations reported a smaller average number of epidemiologic staff than those serving larger jurisdictions. As size of population served increased, percentages of staff and directors holding bachelors' and masters' degrees increased, while those holding RN degrees decreased. A higher degree of perceived competency of staff in most task categories was reported in LHDs serving larger populations. LHDs serving smaller populations reported fewer epidemiologic staff, therefore might benefit from additional resources. Differences observed in staff education, training, and competencies suggest that enhanced epidemiologic training might be particularly needed in LHDs serving smaller populations. RESULTS can be used as a baseline for future research aimed at identifying areas where training and personnel resources might be particularly needed to increase the capabilities of LHDs.

  9. The Frustrated Nerds Project--Resources for Systems Administrators in Higher Education: A Resource Webliography

    Science.gov (United States)

    Henninger, Jessamyn; Aber, Susan Ward

    2010-01-01

    Systems Architects and Information Technology administrators working in higher education help faculty, staff, and student computer users. Yet, who helps them? What resources do these professionals value? A case study was conducted using purposeful sampling and data collection through electronic interview to gather the preferred information-seeking…

  10. E-Learning Readiness in Medicine: Turkish Family Medicine (FM) Physicians Case

    Science.gov (United States)

    Parlakkiliç, Alaattin

    2015-01-01

    This research investigates e-learning readiness level of family medicine physicians (FM) in Turkey. The study measures the level of e-learning readiness of Turkish FM physicians by an online e-learning readiness survey. According to results five areas are ready at Turkish FM physicians but need a few improvements:…

  11. Strategic leadership will be essential for dietitian eHealth readiness: A qualitative study exploring dietitian perspectives of eHealth readiness.

    Science.gov (United States)

    Maunder, Kirsty; Walton, Karen; Williams, Peter; Ferguson, Maree; Beck, Eleanor

    2018-05-16

    To explore dietitians' perspectives on the eHealth readiness of Australian dietitians, and to identify strategies to improve eHealth readiness of the profession. Dietitians who met the criteria for nutrition informatics experts participated in semi-structured interviews between June 2016 and March 2017. The interviews were recorded and transcribed verbatim. Thematic analysis using coding was undertaken until consensus was reached by the researchers regarding key themes, topics and exemplar quotes. Interviews with 10 nutrition informatics experts revealed 25 discussion topics grouped into four main themes: benefits of eHealth for dietitians; risks of dietitians not being involved in eHealth; dietitians are not ready for eHealth; and strategies to improve eHealth readiness. The strategies identified for improving eHealth readiness included: collaboration and representation, education, offering of incentives and mentoring, as well as development of a national strategy, organisational leaders, nutrition informatics champions and a supportive environment. These findings suggest that dietitians may not be ready for eHealth. Strategic leadership and the actioning of other identified strategies will be imperative to preparing dietitians for eHealth to ensure the profession can practice effectively in the digital age, optimise nutrition care and support research for eHealth. If dietitians do not engage in eHealth, others may take their place, or dietitians may be forced to use eHealth in ways that are not the most effective for practice or maximising patient outcomes. © 2018 Dietitians Association of Australia.

  12. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

  13. Review - Water resources development

    International Nuclear Information System (INIS)

    Todd, David K.

    1970-01-01

    For the past 15 years the possibilities of employing nuclear explosives to develop and manage water resources for the benefit of man have been studied, Experimental and theoretical studies of many types have been undertaken. Numerous applications have been considered including site studies for particular projects. Attention has been given to the economics of specific applications, to hazards and safety problems, to legal limitations, to geologic and hydrologic considerations, and to effects on water quality. The net result of this effort has been the development of a large body of knowledge ready to be drawn upon wherever and whenever needed. Nuclear explosives are important tools for water resources development; they must be carefully selected so as to serve their intended purpose at minimum cost with few side effects. (author)

  14. Review - Water resources development

    Energy Technology Data Exchange (ETDEWEB)

    Todd, David K [Civil Engineering, University of California, Berkeley (United States)

    1970-05-15

    For the past 15 years the possibilities of employing nuclear explosives to develop and manage water resources for the benefit of man have been studied, Experimental and theoretical studies of many types have been undertaken. Numerous applications have been considered including site studies for particular projects. Attention has been given to the economics of specific applications, to hazards and safety problems, to legal limitations, to geologic and hydrologic considerations, and to effects on water quality. The net result of this effort has been the development of a large body of knowledge ready to be drawn upon wherever and whenever needed. Nuclear explosives are important tools for water resources development; they must be carefully selected so as to serve their intended purpose at minimum cost with few side effects. (author)

  15. Achieving excellence with limited resources

    International Nuclear Information System (INIS)

    Anson, L.W.; Spinney, R.W.

    1985-01-01

    The achievement of excellence in safety of nuclear power plant operation is dependent in part upon establishment of a performance-based training program. Developing such a program can be a laborious, time-consuming, and very expensive effort. Conducting job and task analyses, designing course outlines from learning objectives, developing training materials, evaluating program effectiveness and managing the training process and program through the out-years will exhaust any utility's training budget and staff. Because the achievement of excellence implies that training become in part performance-based, the question arises of how best to attain quality training yet still maintain a reasonable budget and staff workload. The answer lies not just in contracting the support necessary but making use of all available resources - training staff, contractor personnel in INPO

  16. Analyzing International Readiness of Small and Medium-Sized Enterprises

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Hamidizadeh

    2015-01-01

    Full Text Available Internationalization has different connotations for different social sciences and its social, economic and cultural impacts have been examined by a number of studies. While firms’ internationalization processes have been understood as being dynamic, the concept of international readiness has rarely been the main focus of research efforts, which until a decade ago, focused principally on explaining sequences of entry modes and choices of markets. The emergence of the study of international entrepreneurship has enhanced the role of readiness. This study reviews the concept of international readiness by experimental and theoretical studies. Axioms in this research are based on content analysis. The framework incorporates measures to evaluate SMEs’ international readiness. The paper concludes with a research agenda as a guide for future work on considering the readiness as a critical phase before the internationalization process.

  17. Operational readiness of EFAD systems

    International Nuclear Information System (INIS)

    Kabat, M.J.

    1992-02-01

    An assessment of the operational readiness of the Emergency Filtered Air Discharge (EFAD) systems, installed in Canadian CANDU multi-unit nuclear power plants, was performed in this project. Relevant Canadian and foreign standards and regulatory requirements have been reviewed and documentation on EFAD system design, operation, testing and maintenance have been assessed to identify likely causes and potential failures of EFAD systems and their components under both standby and accident conditions. Recommendations have also been provided in this report for revisions which are needed to achieve and maintain appropriate operational readiness of EFAD systems

  18. Diagnostics of children's school readiness in scientific studies abroad

    Directory of Open Access Journals (Sweden)

    Nazarenko V.V.

    2012-06-01

    Full Text Available The article considers the problem of children's school readiness as it is represented in contemporary studies of foreign scholars. It displays a variety of approaches to estimation of school readiness as well as the ways of measuring the levels of child development as relating to school readiness, namely those of them which are in common practice in education.

  19. Partnership working and improved service delivery: views of staff providing sexual health services.

    Science.gov (United States)

    Pow, Janette; Elliott, Lawrie; Raeside, Robert; Themessl-Huber, Markus; Claveirole, Anne

    2013-07-01

    Successful partnership working has theoretically been linked to improvements in service delivery and is dependent on the strength of the partnership, trust, communication, professional roles and resource sharing. Empirical evidence to confirm the relationships between these factors and improved service provision, however, is lacking. Our aim was to assess the views of staff as to the conditions required for partnership working. This study was a cross-sectional survey of 687 staff offering sexual health education, information or support to young people in the Healthy Respect intervention area in Scotland. Views of each variable were scored and structural equation modelling was used to assess the theoretical model. Responses were received from 284 (41%) staff. Greater strength of partnership was directly associated with increasing the number of referrals. Establishing professional roles between organizations was also associated with increasing the number of referrals. Strength of partnership was indirectly associated with working more effectively with young people and this relationship depended on clear communication, trust, established professional roles and shared resources. Effective partnership working depends on a number of interdependent relationships between organizations, which act synergistically to improve organizational outcomes. Effective partnership working leads to improved service delivery though there is a need for better controlled studies which demonstrate the effect on health outcomes.

  20. Remedial action and waste disposal project - ERDF readiness evaluation plan

    International Nuclear Information System (INIS)

    Casbon, M.A.

    1996-06-01

    This Readiness Evaluation Report presents the results of the project readiness evaluation to assess the readiness of the Environmental Restoration and Disposal Facility. The evaluation was conducted at the conclusion of a series of readiness activities that began in January 1996. These activities included completion of the physical plant; preparation, review, and approval of operating procedures; definition and assembly of the necessary project and operational organizations; and activities leading to regulatory approval of the plant and operating plans

  1. Slack resources and quality of primary care.

    Science.gov (United States)

    Mohr, David C; Young, Gary J

    2012-03-01

    Research generally shows that greater resource utilization fails to translate into higher-quality healthcare. Organizational slack is defined as extra organizational resources needed to meet demand. Divergent views exist on organizational slack in healthcare. Some investigators view slack negatively because it is wasteful, inefficient, and costly, whereas others view slack positively because it allows flexibility in work practices, expanding available services, and protecting against environmental changes. We tested a curvilinear relationship between organizational slack and care quality. The study setting was primary care clinics (n=568) in the Veterans Health Administration. We examined organizational slack using the patient panel size per clinic capacity ratio and support staff per provider ratio staffing guidelines developed by the Veterans Health Administration. Patient-level measures were influenza vaccinations, continuity of care, and overall quality of care ratings. We obtained 2 independent patient samples with approximately 28,000 and 62,000 observations for the analysis. We used multilevel modeling and examined the linear and quadratic terms for both organizational slack measures. We found a significant curvilinear effect for panel size per clinic capacity for influenza vaccinations and overall quality of care. We also found support staff per provider exhibited a curvilinear effect for continuity of care and influenza vaccinations. Greater available resources led to better care, but at a certain point, additional resources provided minimal quality gains. Our findings highlight the importance of primary care clinic managers monitoring staffing levels. Healthcare systems managing a balanced provider workload and staff-mix may realize better patient care delivery and cost management.

  2. Mind Mapping on Development of Human Resource of Education

    Science.gov (United States)

    Fauzi, Anis

    2016-01-01

    Human resources in the field of education consists of students, teachers, administrative staff, university students, lecturers, structural employees, educational bureaucrats, stakeholders, parents, the society around the school, and the society around the campus. The existence of human resources need to be cultivated and developed towards the…

  3. PERFORMANCE PREMISES FOR HUMAN RESOURCES FROM PUBLIC HEALTH ORGANIZATIONS IN ROMANIA

    Directory of Open Access Journals (Sweden)

    Amalia-Luisa PUPĂZĂ

    2011-03-01

    Full Text Available Improving the performance of health sector human resources is a goal pursued by all developed or developing countries. However, the lack of human resources planning and lack of clear and transparent human resources policies may lead to a crisis in this area. Human resource planning should be a priority in terms of health policies. In Romania, the lack of a planning concept and the lack of a policy on human resources has led to the actual context, with a human resources crisis of public health organizations. The role that human resources play in the health care system is indisputable. Essential to achieve quality performance in health care is human resources management. To overcome the human resources crisis that public health organizations in Romania is facing , specialists in the field have made several key recommendations: development of a coherent policy formation, development and allocation of human resources in health, increasing the number of medical staff and opportunities of professional career development in the medical field. Health system reform involves changing some aspects of employment, working conditions, degree of decentralization of management, skills, salary system and staff motivation.

  4. Database nurse staffing indicators: explaining risks of staff job dissatisfaction in outpatient care.

    Science.gov (United States)

    Kaunonen, Marja; Salin, Sirpa; Aalto, Pirjo

    2015-07-01

    To explore factors associated with nursing intensity, work environment intensity and nursing resources that may affect nurse job satisfaction and risk of dissatisfaction in outpatient care at one university hospital in Finland. Much research has been done to study how nursing intensity, work environment intensity and nursing resources are associated with nurse job satisfaction, but not in the context of outpatient care. This research used a cross-sectional design. The data were collected from the hospital information systems of outpatient units (n = 12) in autumn 2010. Management style showed a statistically significant association with job satisfaction. The risk of dissatisfaction increased when nursing staff had no influence over the design of their jobs, when conflicts and contradictions were not addressed in the workplace and when feedback was not processed. Nursing intensity and work environment intensity had no effect on nurse job satisfaction. Nursing resources and patient satisfaction, on the other hand, were important to nurses' job satisfaction. The results indicate that nursing management should involve nursing staff in the development of their jobs and the care delivery model. © 2013 John Wiley & Sons Ltd.

  5. Democracy in schools: are educators ready for teacher leadership?

    Directory of Open Access Journals (Sweden)

    Elsabé de Villiers

    2011-01-01

    Full Text Available The aim of this research was to determine educators' perceptions of and readiness for teacher leadership. A total of 283 educators in the Eden and Central Karoo Education District in the Western Cape participated in the study. The participants included district officials, principals, and members of school management teams, as well as veteran, middle, and novice educators. A series of instruments was used to determine educators' perspectives, perceptions and readiness for teacher leadership, including the Teacher Leadership Readiness Instrument (TLRI. The results indicated that educators held positive assumptions about teacher leadership. Educators' preliminary leadership perceptions, assumptions about and readiness for teacher leadership proved that the majority of educators are ready for a more distributed, deep democratic leadership practice in schools. Educators acknowledged the need for continuous professional development in the area of teacher leadership. It was also found that as preliminary leadership perceptions of educators improve or strengthen, readiness for teacher leadership is also likely to improve or strengthen. These findings have significant implications for leadership practices, collaboration, capacity-building and improvement in schools, educators' self-esteem, motivation and productivity, as well as student outcomes.

  6. Overview: Texas College and Career Readiness Standards

    Science.gov (United States)

    Texas Higher Education Coordinating Board, 2009

    2009-01-01

    The Texas College and Career Readiness Standards define what students should know and be able to accomplish in order to succeed in entry-level college courses or skilled workforce opportunities upon graduation from high school. This paper answers the following questions: (1) Who developed the Texas College and Career Readiness Standards?; (2) What…

  7. SERI Solar Radiation Resource Assessment Project: Fiscal Year 1990 Annual Progress Report

    Energy Technology Data Exchange (ETDEWEB)

    Riordan, C; Maxwell, E; Stoffel, T; Rymes, M; Wilcox, S

    1991-07-01

    The purpose of the Solar Radiation Resource Project is to help meet the needs of the public, government, industry, and utilities for solar radiation data, models, and assessments as required to develop, design, deploy, and operate solar energy conversion systems. The project scientists produce information on the spatial (geographic), temporal (hourly, daily, and seasonal), and spectral (wavelength distribution) variability of solar radiation at different locations in the United States. Resources committed to the project in FY 1990 supported about four staff members, including part-time administrative support. With these resources, the staff must concentrate on solar radiation resource assessment in the United States; funds do not allow for significant efforts to respond to a common need for improved worldwide data. 34 refs., 21 figs., 6 tabs.

  8. Behavioral Emergency Response Team: Implementation Improves Patient Safety, Staff Safety, and Staff Collaboration.

    Science.gov (United States)

    Zicko, Cdr Jennifer M; Schroeder, Lcdr Rebecca A; Byers, Cdr William S; Taylor, Lt Adam M; Spence, Cdr Dennis L

    2017-10-01

    Staff members working on our nonmental health (non-MH) units (i.e., medical-surgical [MS] units) were not educated in recognizing or deescalating behavioral emergencies. Published evidence suggests a behavioral emergency response team (BERT) composed of MH experts who assist with deescalating behavioral emergencies may be beneficial in these situations. Therefore, we sought to implement a BERT on the inpatient non-MH units at our military treatment facility. The objectives of this evidence-based practice process improvement project were to determine how implementation of a BERT affects staff and patient safety and to examine nursing staffs' level of knowledge, confidence, and support in caring for psychiatric patients and patients exhibiting behavioral emergencies. A BERT was piloted on one MS unit for 5 months and expanded to two additional units for 3 months. Pre- and postimplementation staff surveys were conducted, and the number of staff assaults and injuries, restraint usage, and security intervention were compared. The BERT responded to 17 behavioral emergencies. The number of assaults decreased from 10 (pre) to 1 (post); security intervention decreased from 14 to 1; and restraint use decreased from 8 to 1. MS staffs' level of BERT knowledge and rating of support between MH staff and their staff significantly increased. Both MS and MH nurses rated the BERT as supportive and effective. A BERT can assist with deescalating behavioral emergencies, and improve staff collaboration and patient and staff safety. © 2017 Sigma Theta Tau International.

  9. Idaho National Laboratory Cultural Resource Management Annual Report FY 2007

    Energy Technology Data Exchange (ETDEWEB)

    Julie Braun; Hollie Gilbert; Dino Lowrey; Clayton Marler; Brenda Pace

    2008-03-01

    The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500-year span of human land use in the region. As a federal agency, the Department of Energy Idaho Operations Office has legal responsibility for the management and protection of those resources and has delegated these responsibilities to its primary contractor, Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts these challenges in a manner reflecting the resources’ importance in local, regional, and national history. This annual report summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2007. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be both informative to internal and external stakeholders, and to serve as a planning tool for future cultural resource management work to be conducted on the INL.

  10. Readiness of health facilities to deliver safe male circumcision services in Tanzania: a descriptive study

    Directory of Open Access Journals (Sweden)

    Frank Felix Mosha

    2013-03-01

    Full Text Available Assessing the readiness of health facilities to deliver safe male circumcision services is more important in sub-Saharan Africa because of the inadequacy state of health facilities in many ways. The World Health Organization recommends that only facilities equipped with available trained staff, capable to perform at least minor surgery, able to offer minimum MC package and appropriate equipment for resuscitation, and compliant with requirements for sterilization and infection control should be allowed to deliver safe circumcision services. A cross-sectional study using quantitative data collection technique was conducted to assess the readiness of the health facilities to deliver safe circumcision services in selected districts of Tanzania. All hospitals, health centres and 30% of all dispensaries in these districts were selected to participate in the study. Face-toface questionnaires were administered to the heads of the health facilities and to health practitioners. Overall, 49/69 (59% of the facilities visited provided circumcision services and only 46/203 (24% of the health practitioners performed circumcision procedures. These were mainly assistant medical officers and clinical officers. The vast majority – 190/203 (95% – of the health practitioners require additional training prior to providing circumcision services. Most facilities – 63/69 (91% – had all basic supplies (gloves, basin, chlorine and waste disposal necessary for infection prevention, 44/69 (65% provided condoms, HIV counselling and testing, and sexuallytransmitted infections services, while 62/69 (90% had the capability to perform at least minor surgery. However, only 25/69 (36% and 15/69 (22% of the facilities had functioning sterilization equipment and appropriate resuscitation equipment, respectively. There is readiness for roll out of circumcision services; however, more practitioners need to be trained on circumcision procedures, demand forecasting

  11. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

    2013 Elections to Staff Council   Vote! Make your voice heard and be many to elect the new Staff Council. More details on the elections can be found on the Staff Association web site (https://ap-vote.web.cern.ch/elections-2013).   Timetable elections Monday 28 October to Monday 11 November, 12:00 am voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November, Staff Association Assizes Tuesday 3 December, first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee.

  12. Casemix in the Islamic Republic of Iran: current knowledge and attitudes of health care staff.

    Science.gov (United States)

    Ghaffari, S; Doran, C M; Wilson, A

    2008-01-01

    Casemix is a tool that classifies patients according to their clinical similarity and the homogeneity of resources required. A descriptive study was conducted to assess the level of knowledge and attitude toward the casemix-based funding system among staff working in the Iranian Social Security Organization in Tehran. The survey showed that knowledge of casemix and diagnosis-related groups (DRG) was poor among the study group and any attempt to implement the casemix system--which about three-quarters of high-level staff had never heard of--would be likely to fail. This highlights the necessity for creating awareness of the casemix and DRG systems among the hospital staff before any action takes place.

  13. 32 CFR 270.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

  14. Idaho National Laboratory Cultural Resource Management Office FY 2010 Activity Report

    Energy Technology Data Exchange (ETDEWEB)

    Hollie K. Gilbert; Clayton F. Marler; Christina L. Olson; Brenda R. Pace; Julie Braun Williams

    2011-09-01

    The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500 year span of human land use in the region. As a federal agency, the Department of Energy, Idaho Operations Office (DOE-ID) has legal responsibility for the management and protection of the resources and has contracted these responsibilities to Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts the challenge of preserving INL cultural resources in a manner reflecting their importance in local, regional, and national history. This report summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2010. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be informative to both internal and external stakeholders and to serve as a planning tool for future INL cultural resource management work.

  15. Staff/bed and staff/patient ratios in South African public sector mental ...

    African Journals Online (AJOL)

    Objectives. To document staff/bed and staff/patient ratios in public. sector mental health services in South Africa. Design. Cross-sectional survey. Method. Aquestionnaire was distributed to provincial mental health co-ordinators requesting numbers of full-time equivalent (FTE) staff who provide mental health care at all ...

  16. 18 CFR 376.206 - Delegation of functions of certain Commission staff members.

    Science.gov (United States)

    2010-04-01

    ... 18 Conservation of Power and Water Resources 1 2010-04-01 2010-04-01 false Delegation of functions... Conditions § 376.206 Delegation of functions of certain Commission staff members. When, by reason of... subordinate employee in the Office or Division of the highest grade and longest period of service in that...

  17. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  18. The utility of single-item readiness screeners in middle school.

    Science.gov (United States)

    Lewis, Crystal G; Herman, Keith C; Huang, Francis L; Stormont, Melissa; Grossman, Caroline; Eddy, Colleen; Reinke, Wendy M

    2017-10-01

    This study examined the benefit of utilizing one-item academic and one-item behavior readiness teacher-rated screeners at the beginning of the school year to predict end-of-school year outcomes for middle school students. The Middle School Academic and Behavior Readiness (M-ABR) screeners were developed to provide an efficient and effective way to assess readiness in students. Participants included 889 students in 62 middle school classrooms in an urban Missouri school district. Concurrent validity with the M-ABR items and other indicators of readiness in the fall were evaluated using Pearson product-moment correlation coefficients, with the academic readiness item having medium to strong correlations with other baseline academic indicators (r=±0.56 to 0.91) and the behavior readiness item having low to strong correlations with baseline behavior items (r=±0.20 to 0.79). Next, the predictive validity of the M-ABR items was analyzed with hierarchical linear regressions using end-of-year outcomes as the dependent variable. The academic and behavior readiness items demonstrated adequate validity for all outcomes with moderate effects (β=±0.31 to 0.73 for academic outcomes and β=±0.24 to 0.59 for behavioral outcomes) after controlling for baseline demographics. Even after controlling for baseline scores, the M-ABR items predicted unique variance in almost all outcome variables. Four conditional probability indices were calculated to obtain an optimal cut score, to determine ready vs. not ready, for both single-item M-ABR scales. The cut point of "fair" yielded the most acceptable values for the indices. The odd ratios (OR) of experiencing negative outcomes given a "fair" or lower readiness rating (2 or below on the M-ABR screeners) at the beginning of the year were significant and strong for all outcomes (OR=2.29 to OR=14.46), except for internalizing problems. These findings suggest promise for using single readiness items to screen for varying negative end

  19. Readiness for Implementation of Lung Cancer Screening. A National Survey of Veterans Affairs Pulmonologists.

    Science.gov (United States)

    Tukey, Melissa H; Clark, Jack A; Bolton, Rendelle; Kelley, Michael J; Slatore, Christopher G; Au, David H; Wiener, Renda Soylemez

    2016-10-01

    To mitigate the potential harms of screening, professional societies recommend that lung cancer screening be conducted in multidisciplinary programs with the capacity to provide comprehensive care, from screening through pulmonary nodule evaluation to treatment of screen-detected cancers. The degree to which this standard can be met at the national level is unknown. To assess the readiness of clinical facilities in a national healthcare system for implementation of comprehensive lung cancer screening programs, as compared with the ideal described in policy recommendations. This was a cross-sectional, self-administered survey of staff pulmonologists in pulmonary outpatient clinics in Veterans Health Administration facilities. The facility-level response rate was 84.1% (106 of 126 facilities with pulmonary clinics); 88.7% of facilities showed favorable provider perceptions of the evidence for lung cancer screening, and 73.6% of facilities had a favorable provider-perceived local context for screening implementation. All elements of the policy-recommended infrastructure for comprehensive screening programs were present in 36 of 106 facilities (34.0%); the most common deficiencies were the lack of on-site positron emission tomography scanners or radiation oncology services. Overall, 26.5% of Veterans Health Administration facilities were ideally prepared for lung cancer screening implementation (44.1% if the policy recommendations for on-site positron emission tomography scanners and radiation oncology services were waived). Many facilities may be less than ideally positioned for the implementation of comprehensive lung cancer screening programs. To ensure safe, effective screening, hospitals may need to invest resources or coordinate care with facilities that can offer comprehensive care for screening through downstream evaluation and treatment of screen-detected cancers.

  20. A pilot study evaluating the effects of a youth advocacy program on youth readiness to advocate for environment and policy changes for obesity prevention.

    Science.gov (United States)

    Millstein, Rachel A; Woodruff, Susan I; Linton, Leslie S; Edwards, Christine C; Sallis, James F

    2016-12-01

    Youth advocacy for obesity prevention is a promising but under-evaluated intervention. The aims of this study are to evaluate a youth advocacy program's outcomes related to youth perceptions and behaviors, develop an index of youth advocacy readiness, and assess potential predictors of advocacy readiness. Youth ages 9-22 in an advocacy training program (n = 92 matched pairs) completed surveys before and after training. Youth outcomes and potential predictors of advocacy readiness were assessed with evaluated scales. All 20 groups who completed the evaluation study presented their advocacy projects to a decision maker. Two of six perception subscales increased following participation in the advocacy program: self-efficacy for advocacy behaviors (p assertiveness (p < .01), health advocacy history (p < .001), knowledge of resources (p < .01), and social support for health behaviors (p < .001). Youth increased days of meeting physical activity recommendations (p < .05). In a mixed regression model, four subscales were associated with the advocacy readiness index: optimism for change (B = 1.46, 95 % CI = .49-2.44), sports and physical activity enjoyment (B = .55, 95 % CI = .05-1.05), roles and participation (B = 1.81, 95 % CI = .60-3.02), and advocacy activities (B = 1.49, 95 % CI = .64-2.32). The youth advocacy readiness index is a novel way to determine the effects of multiple correlates of advocacy readiness. Childhood obesity-related advocacy training appeared to improve youths' readiness for advocacy and physical activity.

  1. Human Resources Development Programmes in Nigerian Academic ...

    African Journals Online (AJOL)

    Samaru Journal of Information Studies ... The purpose of this study was to assess Human Resources Development (HRD) programmes of librarians ... It was suggested that for effective HRD, each university library should have a written staff

  2. Annual Report 2014 from the Human Resources Department

    CERN Multimedia

    HR Department

    2015-01-01

    The 2014 Annual Report from the Human Resources department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2014 Annual Report, under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations, serves to report: • cases of submission of requests for review, • internal appeals, • complaints before the Administrative Tribunal of the International Labour Organization (ILOAT); and • cases in which disciplinary action was taken.   2) Requests for Review and Internal Appeals Under Article S VI 1.01 of the Staff Rules, members of the personnel may challenge an administrative decision by the Director-General where it adversely affects the conditions of employment or association that derive from their contract or from the Staff Rules and Regulations. If permitted by the Staff Rules and Regulations, a decision may be chall...

  3. Consumers' health-related motive orientations and ready meal consumption behaviour.

    Science.gov (United States)

    Geeroms, Nele; Verbeke, Wim; Van Kenhove, Patrick

    2008-11-01

    Based on a multidimensional perspective on the meaning of health, this study explores associations between consumers' health-related motive orientations (HRMO) and ready meal consumption behaviour. Cross-sectional data were collected from a sample of 1934 Flemish consumers through an on-line survey. The respondents rated 45 health statements referring to people's motives for pursuing health. The survey also assessed information on several aspects of ready meal consumption, i.e. consumption frequency, beliefs and attitudes toward ready meals and ready meal buying criteria. Based on a two-step cluster analysis, we identified five distinct subgroups in the sample, according to their HRMO: health is about energy (Energetic Experimenters), emotional well-being/enjoying life (Harmonious Enjoyers), social responsibility/physical well-being (Normative Carers), achievement/outward appearance (Conscious Experts) and autonomy (Rationalists). Ready meal consumption patterns differed between these segments, with Energetic Experimenters and Conscious Experts showing significantly more positive attitudes, stronger beliefs and both higher penetration and consumption frequency related to ready meals, compared to Harmonious Enjoyers, Normative Carers and Rationalists. These findings may relate to the individualistic versus altruistic health orientation perspective of the identified segments, and are valuable in the context of improving consumer-oriented product development, positioning and marketing of ready meals.

  4. Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng

    Directory of Open Access Journals (Sweden)

    Ahmad Azmy

    2015-08-01

    Full Text Available This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organization's motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organization's role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.

  5. International Study in the Global South: Linking Institutional, Staff, Student and Knowledge Mobilities

    Science.gov (United States)

    Gunter, Ashley; Raghuram, Parvati

    2018-01-01

    The international mobility of institutions, staff, students and knowledge resources such as books and study materials has usually been studied separately. This paper, for the first time, brings these different forms of knowledge mobilities together. Through a historical analysis of South African higher education alongside results from a…

  6. The Struggle to Satisfy Need: Exploring the Institutional Cues for Teaching Support Staff

    Science.gov (United States)

    Winslett, Greg

    2016-01-01

    The decision-making around resource allocation in universities is complex. It plays out through the structures of governance and bureaucracy, through interactions with colleagues, workplace cultures and through day-to-day individual work practices. To survive and succeed within this complex environment, teaching support staff need to be sensitive…

  7. Party rules, party resources and the politics of parliamentary democracies

    DEFF Research Database (Denmark)

    Poguntke, Thomas; Scarrow, Susan; Webb, Paul

    2016-01-01

    , then investigate what it tells us about contemporary party organization in these countries, focusing on parties’ resources, structures and internal decision-making. We examine organizational patterns by country and party family, and where possible we make temporal comparisons with older data sets. Our analyses...... suggest a remarkable coexistence of uniformity and diversity. In terms of the major organizational resources on which parties can draw, such as members, staff and finance, the new evidence largely confirms the continuation of trends identified in previous research: that is, declining membership......, but enhanced financial resources and more paid staff. We also find remarkable uniformity regarding the core architecture of party organizations. At the same time, however, we find substantial variation between countries and party families in terms of their internal processes, with particular regard to how...

  8. Balancing omega-6 and omega-3 fatty acids in ready-to-use therapeutic foods (RUTF)

    OpenAIRE

    Brenna, Thomas; Akomo, Peter; Bahwere, Paluku; Berkley, James; Calder, Phillip; Jones, Kelsey; Liu, Lei; Manary, Mark; Trehan, Indi; Briend, André

    2015-01-01

    Ready-to-use therapeutic foods (RUTFs) are a key component of a life-saving treatment for young children who present with uncomplicated severe acute malnutrition in resource limited settings. Increasing recognition of the role of balanced dietary omega-6 and omega-3 polyunsaturated fatty acids (PUFA) in neurocognitive and immune development led two independent groups to evaluate RUTFs. Jones et al. (BMC Med 13:93, 2015), in a study in BMC Medicine, and Hsieh et al. (J Pediatr Gastroenterol Nu...

  9. College Students’ Preferences for Health Care Providers when Accessing Sexual Health Resources

    Science.gov (United States)

    Garcia, Carolyn M.; Lechner, Kate E.; Frerich, Ellen A.; Lust, Katherine A.; Eisenberg, Marla E.

    2017-01-01

    Objective Many emerging adults (18–25 year olds) report unmet health needs and disproportionately experience problems such as sexually transmitted infections. This study was conducted to examine college students’ perceptions of health care providers, specifically in the context of accessing sexual health resources. Design and Sample Students (N=52) were recruited from five diverse colleges in one state to participate in a one-to-one interview that involved walking and virtually exploring resources on and near campus. Interviews were conducted from May to November 2010. Results Inductive qualitative analysis yielded six themes summarizing students’ perceptions of provider characteristics, health care resources, the role of their peers, and students’ suggestions for strengthening health care services. Importantly, students consider a variety of staff—and their student peers—to be resources for sexual health information and services. Conclusions Findings emphasize the importance of collaboration between health service staff and broader campus staff because students often turn to campus staff initially. Post-secondary students welcome opportunities to know a provider through interactive websites that include details about providers on campus; their decisions to seek sexual health care services are influenced by their perceptions of providers’ characteristics and interpersonal skills. PMID:25159532

  10. Staff preparedness for providing palliative and end-of-life care in long-term care homes: Instrument development and validation.

    Science.gov (United States)

    Chan, Helen Yl; Chun, Gloria Km; Man, C W; Leung, Edward Mf

    2018-05-01

    Although much attention has been on integrating the palliative care approach into services of long-term care homes for older people living with frailty and progressive diseases, little is known about the staff preparedness for these new initiatives. The present study aimed to develop and test the psychometric properties of an instrument for measuring care home staff preparedness in providing palliative and end-of-life care. A 16-item instrument, covering perceived knowledge, skill and psychological readiness, was developed. A total of 247 staff members of different ranks from four care homes participated in the study. Exploratory factor analysis using the principal component analysis extraction method with varimax rotation was carried out for initial validation. Known group comparison was carried out to examine its discriminant validity. Reliability of the instrument was assessed based on test-retest reliability of a subsample of 20 participants and the Cronbach's alpha of the items. Exploratory factor analysis showed that the instrument yielded a three-factor solution, which cumulatively accounted for 68.5% of the total variance. Three subscales, namely, willingness, capability and resilience, showed high internal consistency and test-retest reliability. It also showed good discriminant validity between staff members of professional and non-professional groups. This is a brief, valid and reliable scale for measuring care home staff preparedness for providing palliative and end-of-life care. It can be used to identify their concerns and training needs in providing palliative and end-of-life care, and as an outcome measure to evaluate the effects of interventional studies for capacity building in this regard. Geriatr Gerontol Int 2018; 18: 745-749. © 2018 Japan Geriatrics Society.

  11. CBE Faculty and Staff

    Science.gov (United States)

    About Us Research Staff Edward Arens Fred Bauman Gail Brager Darryl Dickerhoff Ali Ghahramani Partners Facilities Graduate Programs Visiting Scholar Program Careers CBE Faculty and Staff CBE is an performance of buildings. The core research group for CBE includes faculty and research staff members

  12. Nurses’ perspectives on readiness of organizations for change: a comparative study

    Directory of Open Access Journals (Sweden)

    Amarneh BH

    2017-04-01

    Full Text Available Basil Hameed Amarneh Department of Psychiatric and Community Health Nursing, Faculty of Nursing, Jordan University of Science and Technology, Irbid, Jordan Purpose: The purpose of this study is to evaluate readiness for change perceived by nurses at Jordanian hospitals according to the hospital type and the gender of nurse.Background: There are misconceptions about readiness for change, and only a few health care and nursing studies about organizational readiness for change have been conducted. Nurses’ perceptions of their organizations’ readiness for change are important; they help in introducing, managing, and maintaining the change.Methods: Using a quantitative comparative research design and a validated survey, data were collected in 2010 from a convenience sample of 130 nurses from four government and three private hospitals with a response rate of 59%.Results: There are some issues in Jordanian hospitals, which show that change has to be managed well. Nurses in government hospitals and female nurses perceived their hospitals to be more ready for change, compared with those in private hospitals and male nurses.Conclusion: Government hospitals were more ready to change than private hospitals, particularly in supporting collaborative and multidisciplinary team approaches to patient care. More than male nurses, female nurses perceived that their organizations were ready to use or plan to use advanced practice nurses. One of the recommendations is a need for targeted intervention to improve readiness for change. Keywords: readiness for change, organizations, hospitals, nurses, Jordan

  13. Iranian Clinical Nurses' Readiness for Self-Directed Learning.

    Science.gov (United States)

    Malekian, Morteza; Ghiyasvandian, Sharzad; Cheraghi, Mohammad Ali; Hassanzadeh, Akbar

    2015-05-17

    Clinical nurses are in need of being able to adapt to the ever-changing environment of clinical settings. The prerequisite for their successful adaptation is to be lifelong learners. An approach for making nurses lifelong learners is self-directed learning. This study was undertaken to evaluate a group of Iranian clinical nurses' readiness for self-directed learning and its relationship with some of their personal characteristics. This cross-sectional descriptive study was conducted in 2014. A random sample of 314 nurses working in three hospitals affiliated to Isfahan Social Security Organization, Isfahan, Iran, was recruited to complete the Fisher's Self-directed Learning Readiness Scale. In total, 279 nurses filled the scale completely. The mean of their readiness for self-directed learning was 162.50±14.11 (120-196). The correlation of self-directed learning readiness with age, gender, marital status, and university degree was not statistically significant. Most nurses had great readiness for self-directed learning. Accordingly, nursing policy-makers need to develop strategies for promoting their self-directed learning. Moreover, innovative teaching methods such as problem solving and problem-based learning should be employed to prepare nurses for effectively managing the complexities of their ever-changing work environment.

  14. Technology Readiness Level Guidebook

    Science.gov (United States)

    2017-09-01

    This guidebook provides the necessary information for conducting a Technology Readiness Level (TRL) Assessment. TRL Assessments are a tool for determining the maturity of technologies and identifying next steps in the research process. This guidebook...

  15. Prevalence and Persistence of Listeria monocytogenes in Ready-to-Eat Tilapia Sashimi Processing Plants.

    Science.gov (United States)

    Chen, Bang-Yuan; Wang, Chung-Yi; Wang, Chia-Lan; Fan, Yang-Chi; Weng, I-Ting; Chou, Chung-Hsi

    2016-11-01

    A 2-year study was performed at two ready-to-eat tilapia sashimi processing plants (A and B) to identify possible routes of contamination with Listeria monocytogenes during processing. Samples were collected from the aquaculture environments, transportation tanks, processing plants, and final products. Seventy-nine L. monocytogenes isolates were found in the processing environments and final products; 3.96% (50 of 1,264 samples) and 3.86% (29 of 752 samples) of the samples from plants A and B, respectively, were positive for L. monocytogenes . No L. monocytogenes was detected in the aquaculture environments or transportation tanks. The predominant L. monocytogenes serotypes were 1/2b (55.70%) and 4b (37.97%); serotypes 3b and 4e were detected at much lower percentages. At both plants, most processing sections were contaminated with L. monocytogenes before the start of processing, which indicated that the cleaning and sanitizing methods did not achieve adequate pathogen removal. Eleven seropulsotypes were revealed by pulsed-field gel electrophoresis and serotyping. Analysis of seropulsotype distribution revealed that the contamination was disseminated by the processing work; the same seropulsotypes were repeatedly found along the work flow line and in the final products. Specific seropulsotypes were persistently found during different sampling periods, which suggests that the sanitation procedures or equipment used at these plants were inadequate. Plant staff should improve the sanitation procedures and equipment to reduce the risk of L. monocytogenes cross-contamination and ensure the safety of ready-to-eat tilapia products.

  16. Research Staff | Wind | NREL

    Science.gov (United States)

    Research Staff Research Staff Learn more about the expertise and technical skills of the wind power research team and staff at NREL. Name Position Email Phone Anstedt, Sheri Professional III-Writer/Editor /Web Content Sheri.Anstedt@nrel.gov 303-275-3255 Baker, Donald Research Technician V-Electrical

  17. Parent Involvement in the Getting Ready for School Intervention Is Associated With Changes in School Readiness Skills

    Directory of Open Access Journals (Sweden)

    Maria Marti

    2018-05-01

    Full Text Available The role of parent involvement in school readiness interventions is not well-understood. The Getting Ready for School (GRS intervention is a novel program that has both home and school components and aims to improve early literacy, math, and self-regulatory skills in preschool children from socioeconomically disadvantaged families. In this study, we first examined associations between family characteristics and different indices of parent involvement in the GRS intervention. We then examined associations between parent involvement and change in children's school readiness skills over time. Participants were 133 preschool children attending Head Start and their parents who participated in the GRS intervention during the academic year 2014–2015. Parent involvement was operationalized as attendance to GRS events at the school, time spent at home doing GRS activities, and usage of digital program materials, which included a set of videos to support the implementation of parent-child activities at home. Although few family characteristics were significantly associated with parent involvement indices, there was a tendency for some markers of higher socioeconomic status to be linked with greater parent involvement. In addition, greater parent involvement in the GRS intervention was significantly associated with greater gains in children's early literacy, math, and self-regulatory skills. These findings suggest that parent involvement in comprehensive early interventions could be beneficial in terms of improving school readiness for preschoolers from disadvantaged families.

  18. Parent Involvement in the Getting Ready for School Intervention Is Associated With Changes in School Readiness Skills

    Science.gov (United States)

    Marti, Maria; Merz, Emily C.; Repka, Kelsey R.; Landers, Cassie; Noble, Kimberly G.; Duch, Helena

    2018-01-01

    The role of parent involvement in school readiness interventions is not well-understood. The Getting Ready for School (GRS) intervention is a novel program that has both home and school components and aims to improve early literacy, math, and self-regulatory skills in preschool children from socioeconomically disadvantaged families. In this study, we first examined associations between family characteristics and different indices of parent involvement in the GRS intervention. We then examined associations between parent involvement and change in children's school readiness skills over time. Participants were 133 preschool children attending Head Start and their parents who participated in the GRS intervention during the academic year 2014–2015. Parent involvement was operationalized as attendance to GRS events at the school, time spent at home doing GRS activities, and usage of digital program materials, which included a set of videos to support the implementation of parent-child activities at home. Although few family characteristics were significantly associated with parent involvement indices, there was a tendency for some markers of higher socioeconomic status to be linked with greater parent involvement. In addition, greater parent involvement in the GRS intervention was significantly associated with greater gains in children's early literacy, math, and self-regulatory skills. These findings suggest that parent involvement in comprehensive early interventions could be beneficial in terms of improving school readiness for preschoolers from disadvantaged families. PMID:29904362

  19. The role of support staff in promoting the social inclusion of persons with an intellectual disability.

    Science.gov (United States)

    McConkey, R; Collins, S

    2010-08-01

    Past studies have found that people supported in more individualised housing options tend to have levels of community participation and wider social networks than those in other accommodation options. Yet, the contribution of support staff in facilitating social inclusion has received relatively scant attention. In all 245 staff working in either supported living schemes, or shared residential and group homes, or in day centres completed a written questionnaire in which they rated in terms of priority to their job, 16 tasks that were supportive of social inclusion and a further 16 tasks that related to the care of the person they supported. In addition staff identified those tasks that they considered were not appropriate to their job. Across all three service settings, staff rated more care tasks as having higher priority than they did the social inclusion tasks. However, staff in supported living schemes rated more social inclusion tasks as having high priority than did staff in the other two service settings. Equally the staff who were most inclined to rate social inclusion tasks as not being applicable to their job were those working day centres; female rather than male staff, those in front-line staff rather than senior staff, and those in part-time or relief positions rather than full-time posts. However, within each service settings, there were wide variations in how staff rated the social inclusion tasks. Staff working in more individualised support arrangements tend to give greater priority to promoting social inclusion although this can vary widely both across and within staff teams. Nonetheless, staff gave greater priority to care tasks especially in congregated service settings. Service managers may need to give more emphasis to social inclusion tasks and provide the leadership, training and resources to facilitate support staff to re-assess their priorities.

  20. Child Readiness to Kindergarten in Parents and Pedagogues Sight

    OpenAIRE

    POKORNÁ, Ivana

    2014-01-01

    The bachelor thesis deals with the readiness of 3-4 year old children to enter kindergarten. The theoretical part describes the biological and psychosocial development of the child aged three to four years and highlights the various factors that may affect the child's entry into kindergarten. Describes the family and kindergarten, the issue of adaptation in pre-school and readiness of the child to them. The practical part contains research focused on the perception of the readiness of childre...

  1. Pick up a book or "google it?" a survey of radiologist and trainee-preferred references and resources.

    Science.gov (United States)

    Niederhauser, Blake D; Liaw, Kevin; McDonald, Robert J; Thomas, Kristen B; Hudson, Kathleen T; Kallmes, David F

    2014-02-01

    The purpose of this study was to investigate radiologist and trainee-preferred sources for solving imaging questions. The institutional review board determined this study to be exempt from informed consent requirements. Web-based surveys were distributed to radiology staff and trainees at 16 academic institutions. Surveys queried ownership and use of tablet computers and habits of utilization of various electronic and hardcopy resources for general reference. For investigating specific cases, respondents identified a single primary resource. Comparisons were performed using Fisher's exact test. For staff, use of Google and online journals was nearly universal for general imaging questions (93 [103/111] and 94 % [104/111], respectively). For trainees, Google and resident-generated study materials were commonly utilized for such questions (82 [111/135] and 74 % [100/135], respectively). For specific imaging questions, online journals and PubMed were rarely chosen as a primary resource; the most common primary resources were STATdx for trainees and Google for staff (44 [55/126] and 52 % [51/99], respectively). Use of hard copy journals was nearly absent among trainees. Sixty percent of trainees (78/130) own a tablet computer versus 41 % of staff (46/111; p = 0.005), and 71 % (55/78) of those trainees reported at least weekly use of radiology-specific tablet applications, compared to 48 % (22/46) of staff (p Staff radiologists rely heavily on Google for both general and specific imaging queries, while residents utilize customized, radiology-focused products and apps. Interestingly, residents note continued use of hard copy books but have replaced hard copy journals with online resources.

  2. Television Viewing, Educational Quality of the Home Environment, and School Readiness.

    Science.gov (United States)

    Clarke, Angela Teresa; Kurtz-Costes, Beth

    1997-01-01

    Researchers examined relationships among children's television viewing, school readiness, parental employment, and the home environment's educational quality. Thirty low-income parents completed surveys. Their preschoolers completed IQ and school readiness assessments. Television viewing adversely related to school readiness and the home…

  3. Staff Association Cocktail

    CERN Multimedia

    Staff Association

    2017-01-01

    The Staff Association has been organising for many years a cocktail with delegates of the Member States participating in Finance Committees of March and September. This cocktail is held at the end of the day, after the Finance Committee meeting. This direct and regular communication helps establish an ongoing contact between the Staff Association and CERN Member States and, more recently, the Associate Member States. Ambassadors of the CERN Staff Association, who are Members of the Personnel, have the opportunity to meet their national delegation in an informal and friendly atmosphere. These exchanges, facilitated by the use of the national language, allow the personnel via the Staff Association to express its ideas and positions on current affairs and fundamental issues, and also to hear about those of the delegations in return.

  4. 75 FR 28594 - Ready-to-Learn Television Program

    Science.gov (United States)

    2010-05-21

    ... DEPARTMENT OF EDUCATION [CFDA Number 84.295A] Ready-to-Learn Television Program AGENCY: Office of Innovation and Improvement, Department of Education. ACTION: Notice inviting applications for new awards for... INFORMATION CONTACT: The Ready-to-Learn Television Program, U.S. Department of Education, 400 Maryland Avenue...

  5. Sharing resources@CERN

    CERN Multimedia

    Maximilien Brice

    2002-01-01

    The library is launching a 'sharing resources@CERN' campaign, aiming to increase the library's utility by including the thousands of books bought by individual groups at CERN. This will improve sharing of information among CERN staff and users. Photo 01: L. to r. Eduardo Aldaz, from the PS division, Corrado Pettenati, Head Librarian, and Isabel Bejar, from the ST division, read their divisional copies of the same book.

  6. Staff survey of organizational structure and process for a Public Health Department.

    Science.gov (United States)

    Dwyer, J J

    1995-01-01

    A survey of 227 North York Public Health Department (NYPHD) staff provided their perspective on the organizational structure. They perceived that (a) the departmental and divisional organizational structures are effective for program delivery, (b) the Central Resources structure and divisional and departmental reporting structures are moderately effective for program delivery, (c) the decentralized office structure is an advantage for service delivery but less so for administration and intra-division and inter-division communication, (d) the mandatory program structure involves low to moderate interdisciplinary teamwork and moderately impacts service delivery, (e) intra-division and management-staff communication are fair but inter-division and office communication are between poor and fair, (f) education, research, and service are moderately integrated, and (g) the divisional and departmental work atmospheres are a little positive. Management perceived greater participation in program planning, more frequent communication with other divisions, a number of education and research opportunities from various divisions/units, and more management recognition than front line staff did.

  7. Designing and Assessing the Validity and Reliability of the Hospital Readiness Assessment Tools to Conducting Quality Improvement Program

    Directory of Open Access Journals (Sweden)

    Kamal Gholipoor

    2016-09-01

    Full Text Available Background and objectives : Identifying the readiness of hospital and its strengths and weaknesses can be useful in developing appropriate planning and situation analyses and management to getting effective in clinical audit programs. The aim of this study was to design and assess the validity of the Hospital Readiness Assessment Tools to conduct quality improvement and clinical audit programs. Material and Methods: In this study, based on the results of a systematic review of literature, an initial questionnaire with 77 items was designed. Questionnaire content validity was reviewed by experts in the field of hospital management and quality improvement in Tabriz University of Medical Sciences. For this purpose, 20 questionnaires were sent to experts. Finally, 15 participants returned completed questionnaire. Questionnaire validity was reviewed and confirmed based on Content Validity Index and Content Validity Ratio. Questionnaire reliability was confirmed based on Cronbach's alpha index (α = 0.96 in a pilot study by participation of 30 hospital managers. Results: The results showed that the final questionnaire contains 54 questions as nine category as: data and information (9 items, teamwork (12 questions, resources (5 questions, patient and education (5, intervention design and implementation (5 questions, clinical audit management (4 questions, human resources (6 questions, evidence and standard (4 items and evaluation and feedback (4 items. The final questionnaire content validity index was 0.91 and final questionnaire Cronbach's alpha coefficient was 0.96. Conclusion: Considering the relative good validity and reliability of the designed tool in this study, it appears that the questionnaire can be used to identify and assess the readiness of hospitals for quality improvement and clinical audit program implementation

  8. Linked Data is People: Building a Knowledge Graph to Reshape the Library Staff Directory

    Directory of Open Access Journals (Sweden)

    Jason A. Clark

    2017-04-01

    Full Text Available One of our greatest library resources is people. Most libraries have staff directory information published on the web, yet most of this data is trapped in local silos, PDFs, or unstructured HTML markup. With this in mind, the library informatics team at Montana State University (MSU Library set a goal of remaking our people pages by connecting the local staff database to the Linked Open Data (LOD cloud. In pursuing linked data integration for library staff profiles, we have realized two primary use cases: improving the search engine optimization (SEO for people pages and creating network graph visualizations. In this article, we will focus on the code to build this library graph model as well as the linked data workflows and ontology expressions developed to support it. Existing linked data work has largely centered around machine-actionable data and improvements for bots or intelligent software agents. Our work demonstrates that connecting your staff directory to the LOD cloud can reveal relationships among people in dynamic ways, thereby raising staff visibility and bringing an increased level of understanding and collaboration potential for one of our primary assets: the people that make the library happen.

  9. Collaborative ReTek exchange - An innovative solution to the skills and resource shortage in the nuclear industry - 16396

    International Nuclear Information System (INIS)

    Parr, Corhyn

    2009-01-01

    A Different Approach to the Skills and Resource Shortage The Nuclear Industry has for many years been concerned about a skills and resource shortage. This has been due to a poor perception of the industry by those on the outside, highly competitive industries vying for the same resource pool, a steep retirement curve for highly qualified staff and a lack of graduates entering industry. Here in the UK the creation of the National Skill Academy for Nuclear (NSAN) has put in place a framework to record skills and look to accredit the training providers in the nuclear industry to ensure that the correct skills for the future are available. This has gone some way to solving the skills problem and developing a well recognised accredited system but what about resource - where are the additional qualified resources going to be found? Part of the Solution - A Resource Exchange. How do we solve the skills shortage? We come together as an industry and share the available resource through a collaborative resource exchange. It has been done before in the IT industry when rates for specialists hit Pounds 1500 per day and recruitment agencies were charging extortionate fees for providing temporary resource. ReTek Consulting have developed the ReTek Resource Exchange to provide a neutral collaborative platform across the supply chain; from large scale infrastructure companies and joint venture platforms through to small companies and independent consultants. Using the ReTek Exchange permanent staff are made available to work for others during periods of under-utilisation. Links with similar highly regulated industries enable further management of peaks and troughs and a growth in experienced nuclear professionals through focused training and development. The Benefits of the ReTek Exchange are: - Increased utilisation of your current workforce. - Shared cost of permanent staff. - Speedy access to staff available in your region. - Reduced need for contract or agency staff. - Access

  10. Assessing the Readiness of Nursing Sectors in Low- and Middle-Income Countries to Adopt Holistic Practice: Rwanda as Exemplar.

    Science.gov (United States)

    Rosa, William

    Over the past several years, holistic nursing education has become more readily available to nurses working in high-income nations, and holistic practice has become better defined and promoted through countless organizational and governmental initiatives. However, global nursing community members, particularly those serving in low- and middle-income countries (LMICs) within resource-constrained health care systems, may not find holistic nursing easily accessible or applicable to practice. The purpose of this article is to assess the readiness of nursing sectors within these resource-constrained settings to access, understand, and apply holistic nursing principles and practices within the context of cultural norms, diverse definitions of the nursing role, and the current status of health care in these countries. The history, current status, and projected national goals of professional nursing in Rwanda is used as an exemplar to forward the discussion regarding the readiness of nurses to adopt holistic education into practice in LMICs. A background of holistic nursing practice in the United States is provided to illustrate the multifaceted aspects of support necessary in order that such a specialty continues to evolve and thrive within health care arenas and the communities it cares for.

  11. 75 FR 16763 - Ready-to-Learn Television Program

    Science.gov (United States)

    2010-04-02

    ... DEPARTMENT OF EDUCATION [CFDA Number 84.295A] Ready-to-Learn Television Program AGENCY: Office of Innovation and Improvement, Department of Education. ACTION: Notice inviting applications for new awards for... FR 13515) a notice inviting applications for new awards for FY 2010 for the Ready-to-Learn Television...

  12. 75 FR 18170 - Ready-to-Learn Television Program

    Science.gov (United States)

    2010-04-09

    ... DEPARTMENT OF EDUCATION [CFDA Number 84.295A] Ready-to-Learn Television Program AGENCY: Office of Innovation and Improvement, Department of Education. ACTION: Notice inviting applications for new awards for... FR 13515) a notice inviting applications for new awards for FY 2010 for the Ready-to-Learn Television...

  13. Readiness towards Entrepreneurship Education: Students and Malaysian Universities

    Science.gov (United States)

    Othman, Norasmah; Hashim, Norashidah; Wahid, Hariyaty Ab

    2012-01-01

    Purpose: The purpose of this paper is to observe the readiness of students and the internal environment of Malaysian public universities in the implementation of entrepreneurship education. Design/methodology/approach: The authors employed a quantitative approach and the main instrument used to gauge the entrepreneurship readiness among students…

  14. Rice University: Innovation to Increase Student College Readiness

    Science.gov (United States)

    Gigliotti, Jennifer

    2012-01-01

    "College readiness" means that a student can enter a college classroom without remediation and successfully complete entry-level college requirements (Conley, 2012). In order for students to be considered college ready, they must acquire skills, content knowledge, and behaviors before leaving high school. Research on high-school performance…

  15. Replacing Remediation with Readiness. An NCPR Working Paper

    Science.gov (United States)

    Conley, David T.

    2010-01-01

    This paper critically examines traditional means of assessing college students' need for remediation and suggests as a replacement an expanded definition of college readiness, where readiness is more complex than rudimentary content knowledge and more multifaceted than a single cut point. The paper presents and explains four dimensions of…

  16. Readiness to Change Over Time: Change Commitment and Change Efficacy in a Workplace Health-Promotion Trial.

    Science.gov (United States)

    Helfrich, Christian D; Kohn, Marlana J; Stapleton, Austin; Allen, Claire L; Hammerback, Kristen Elizabeth; Chan, K C Gary; Parrish, Amanda T; Ryan, Daron E; Weiner, Bryan J; Harris, Jeffrey R; Hannon, Peggy A

    2018-01-01

    Organizational readiness to change may be a key determinant of implementation success and a mediator of the effectiveness of implementation interventions. If organizational readiness can be reliably and validly assessed at the outset of a change initiative, it could be used to assess the effectiveness of implementation-support activities by measuring changes in readiness factors over time. We analyzed two waves of readiness-to-change survey data collected as part of a three-arm, randomized controlled trial to implement evidence-based health promotion practices in small worksites in low-wage industries. We measured five readiness factors: context (favorable broader conditions); change valence (valuing health promotion); information assessment (demands and resources to implement health promotion); change commitment (an intention to implement health promotion); and change efficacy (a belief in shared ability to implement health promotion). We expected commitment and efficacy to increase at intervention sites along with their self-reported effort to implement health promotion practices, termed wellness-program effort. We compared means between baseline and 15 months, and between intervention and control sites. We used linear regression to test whether intervention and control sites differed in their change-readiness scores over time. Only context and change commitment met reliability thresholds. Change commitment declined significantly for both control (-0.39) and interventions sites (-0.29) from baseline to 15 months, while context did not change for either. Only wellness program effort at 15 months, but not at baseline, differed significantly between control and intervention sites (1.20 controls, 2.02 intervention). Regression analyses resulted in two significant differences between intervention and control sites in changes from baseline to 15 months: (1) intervention sites exhibited significantly smaller change in context scores relative to control sites

  17. Readiness to Change Over Time: Change Commitment and Change Efficacy in a Workplace Health-Promotion Trial

    Directory of Open Access Journals (Sweden)

    Christian D. Helfrich

    2018-04-01

    Full Text Available IntroductionOrganizational readiness to change may be a key determinant of implementation success and a mediator of the effectiveness of implementation interventions. If organizational readiness can be reliably and validly assessed at the outset of a change initiative, it could be used to assess the effectiveness of implementation-support activities by measuring changes in readiness factors over time.MethodsWe analyzed two waves of readiness-to-change survey data collected as part of a three-arm, randomized controlled trial to implement evidence-based health promotion practices in small worksites in low-wage industries. We measured five readiness factors: context (favorable broader conditions; change valence (valuing health promotion; information assessment (demands and resources to implement health promotion; change commitment (an intention to implement health promotion; and change efficacy (a belief in shared ability to implement health promotion. We expected commitment and efficacy to increase at intervention sites along with their self-reported effort to implement health promotion practices, termed wellness-program effort. We compared means between baseline and 15 months, and between intervention and control sites. We used linear regression to test whether intervention and control sites differed in their change-readiness scores over time.ResultsOnly context and change commitment met reliability thresholds. Change commitment declined significantly for both control (−0.39 and interventions sites (−0.29 from baseline to 15 months, while context did not change for either. Only wellness program effort at 15 months, but not at baseline, differed significantly between control and intervention sites (1.20 controls, 2.02 intervention. Regression analyses resulted in two significant differences between intervention and control sites in changes from baseline to 15 months: (1 intervention sites exhibited significantly smaller change in

  18. Annual Report 2011 from the Human Resources Department

    CERN Multimedia

    2012-01-01

    Annual Report 2011 from the Human Resources Department concerning the settlement of disputes and discipline under Chapter VI of the Staff Rules and Regulations.   1) Introduction The 2011 Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations serves to report: • cases of submission of requests for review, • internal appeals, • appeals to the ILOAT, and • cases in which disciplinary action was taken.   2) Disciplinary Action Under Article S VI 2.01 of the Staff Rules, the Director-General may take disciplinary action against members of the personnel who, whether intentionally or through carelessness, are guilty of a breach of the Staff Rules and Regulations or of misconduct that is to the detriment of the Organization. Article S VI 2.02 of the Staff Rules stipulates that depending on the gravity of the breach or misconduct involved, the disciplinary action may be: • a...

  19. Ombuds' Corner: Users and Staff Members

    CERN Multimedia

    Vincent Vuillemin

    2010-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity. 
     Pam* and Jeff* are both physicists working on the same project for an experiment. Pam is from a collaborating institute and Jeff is a CERN staff member. As the project is being developed at CERN they both share the same technical support available in the Laboratory. At the beginning they organised themselves so they could get the support that both of them needed. When some milestones concerning the delivery of parts became urgent, they started to actually compete for the same resources, which could not possibly satisfy all requests at the same time. With the time pressure increasing, Jeff started to accuse Pam of diverting the resources for her own share of the proj...

  20. What Does It Mean to Be El Niño Ready?

    Directory of Open Access Journals (Sweden)

    Michael H. Glantz

    2018-03-01

    Full Text Available Once an El Niño event has been forecast, government warnings and news headlines highlight the need for society to get ready for the potential impacts of the event, whether drought, flood, heatwave, disease outbreak, or water shortage. The notion of readiness for a climate-, water- or weather-related hazard or disaster is a fuzzy term, subject to a wide range of conflicting perceptions. Not every government sees El Niño as a direct threat to the wellbeing of its citizens. In this paper, we conceptualize readiness and identify reasons that some governments do not as well as cannot prepare for El Niño’s foreseeable consequences. Central among those reasons are its characteristics: quasi-periodicity, event variability, difficulties with onset forecasting, and the fact that El Niño and its “teleconnections” are influenced by numerous other oceanic and atmospheric oscillations. As a result, there is no universally accepted approach to or reliable measure of readiness. The concept is often discussed qualitatively in terms of “shades of readiness”, such as hardly ready, somewhat ready, almost ready, and absolutely ready. Although El Niño is still difficult to forecast, the existing knowledge about it can provide usable information for decision makers to choose whether to pursue strategic or tactical disaster risk reduction policies.

  1. Research Staff | Photovoltaic Research | NREL

    Science.gov (United States)

    Research Staff Research Staff desc Greg Wilson Center Director Dr. Greg Wilson is the Director of @nrel.gov 303-384-6649 Bosco, Nicholas Staff Scientist Nick.Bosco@nrel.gov 303-384-6337 Braunecker, Wade IV-Physics Michael.Deceglie@nrel.gov 303-384-6104 Deline, Chris Staff Engineer Chris.Deline@nrel.gov

  2. Towards a framework in interaction training for staff working with clients with intellectual disabilities and challenging behaviour.

    Science.gov (United States)

    Willems, A; Embregts, P; Hendriks, L; Bosman, A

    2016-02-01

    Training support staff in dealing with challenging behaviour in clients with intellectual disabilities (ID) is needed. The goal of this study is to determine which elements need to be incorporated in a training on staff interactions with these clients, building upon a framework and an interpersonal model. As in functional analysis, this study tests the influence of client interpersonal behaviour, three types of staff reactions to challenging behaviour, two types of staff psychological resources and staff team climate on four styles of staff interpersonal behaviour. A total of 318 support staff members completed a questionnaire on staff interpersonal behaviour for 44 clients with ID and challenging behaviour, as well as seven questionnaires on client interpersonal behaviour, staff emotions, attributions, self-efficacy, self-reflection, coping styles and team climate. The influence of these seven factors on four staff interpersonal behaviours was examined using multilevel multiple regression analysis. Friendly-warm and dominant client interpersonal behaviour had a significant positive impact on friendly and assertive control staff behaviour, respectively. Also, there was a strong influence of staff negative and positive emotions, as well as their self-efficacy, on most of the staff interpersonal behaviours. Staff self-reflection, insight and avoidance-focused coping style had an impact on some staff interpersonal behaviours. Staff team climate only predicted higher support-seeking staff behaviour. In conducting a functional analysis of staff interpersonal behaviour, the results of this study can be used both as a framework in staff-client interaction training and in clinical practice for treating challenging behaviour. The emphasis in training and practice should not only be on the bidirectional dynamics of control and affiliation between staff and clients, but also - in order of importance - on the impact of staff emotions, self-efficacy, self-reflection and insight

  3. The Readiness of the European Union to Embrace the Fourth Industrial Revolution

    Directory of Open Access Journals (Sweden)

    Eva Kuruczleki

    2016-12-01

    Full Text Available Knowledge has become a crucial factor of production in the developed economies and, as humans are the carriers and utilisers of knowledge, skilled human resource is gaining similarly large relevance. These advancements are elements of the substantial changes that characterise the fourth industrial revolution – a phenomenon worth studying in detail. The European Union has been explicitly concerned about the shift to the knowledge economy since the Lisbon Summit of 2000. More than one and a half decades later the eu’s readiness to embrace the knowledge-driven fourth industrial revolution can be examined. We undertake that by creating an index based on various related data.

  4. Sexuality & Dementia: An eLearning Resource to Improve Knowledge and Attitudes of Aged-Care Staff

    Science.gov (United States)

    Jones, Cindy; Moyle, Wendy

    2016-01-01

    Expression of sexuality by older people, particularly those with dementia, can be challenging and confronting for aged-care staff. Education on this topic is often a low priority area for aged-care organizations, and there appears to be limited training programs available. Results from our study highlighted the value of an eLearning education…

  5. Effect of an Individual Readiness Assurance Test on a Team Readiness Assurance Test in the Team-Based Learning of Physiology

    Science.gov (United States)

    Gopalan, Chaya; Fox, Dainielle J.; Gaebelein, Claude J.

    2013-01-01

    We examined whether requiring an individual readiness assurance test (iRAT) before a team readiness assurance test (tRAT) would benefit students in becoming better problem solvers in physiology. It was tested in the form of tRAT scores, the time required to complete the tRAT assignment, and individual performance on the unit examinations. Students…

  6. Readiness to proceed: Characterization planning basis

    International Nuclear Information System (INIS)

    Adams, M.R.

    1998-01-01

    This report summarizes characterization requirements, data availability, and data acquisition plans in support of the Phase 1 Waste Feed Readiness to Proceed Mid-Level Logic. It summarizes characterization requirements for the following program planning documents: Waste Feed Readiness Mid-Level Logic and Decomposition (in development); Master blue print (not available); Tank Waste Remediation System (TWRS) Operations and Utilization Plan and Privatization Contract; Enabling assumptions (not available); Privatization low-activity waste (LAW) Data Quality Objective (DQO); Privatization high-level waste (HLW) DQO (draft); Problem-specific DQOs (in development); Interface control documents (draft). Section 2.0 defines the primary objectives for this report, Section 3.0 discusses the scope and assumptions, and Section 4.0 identifies general characterization needs and analyte-specific characterization needs or potential needs included in program documents and charts. Section 4.0 also shows the analyses that have been conducted, and the archive samples that are available for additional analyses. Section 5.0 discusses current plans for obtaining additional samples and analyses to meet readiness-to-proceed requirements. Section 6.0 summarizes sampling needs based on preliminary requirements and discusses other potential characterization needs. Many requirements documents are preliminary. In many cases, problem-specific DQOs have not been drafted, and only general assumptions about the document contents could be obtained from the authors. As a result, the readiness-to-proceed characterization requirements provided in this document are evolving and may change

  7. Idaho National Laboratory Cultural Resource Management Office FY 2011 Activity Report

    Energy Technology Data Exchange (ETDEWEB)

    Julie Braun Williams; Brenda R. Pace; Hollie K. Gilbert; Christina L. Olson

    2012-09-01

    The Idaho National Laboratory (INL) Site is home to vast numbers and a wide variety of important cultural resources representing at least a 13,500 year span of human land use in the region. As a federal agency, the Department of Energy, Idaho Operations Office (DOE-ID) has legal responsibility for the management and protection of the resources and has contracted these responsibilities to Battelle Energy Alliance (BEA). The BEA professional staff is committed to maintaining a cultural resource management program that accepts the challenge of preserving INL cultural resources in a manner reflecting their importance in local, regional, and national history. This report is intended as a stand-alone document that summarizes activities performed by the INL Cultural Resource Management Office (CRMO) staff during fiscal year 2011. This work is diverse, far-reaching and though generally confined to INL cultural resource compliance, also includes a myriad of professional and voluntary community activities. This document is intended to be informative to both internal and external stakeholders, serve as a planning tool for future INL cultural resource management work, and meet an agreed upon legal requirement.

  8. A practical implementation science heuristic for organizational readiness: R = MC2

    Science.gov (United States)

    Cook, Brittany S.; Lamont, Andrea; Wandersman, Abraham; Castellow, Jennifer; Katz, Jason; Beidas, Rinad S.

    2015-01-01

    There are many challenges when an innovation (i.e., a program, process, or policy that is new to an organization) is actively introduced into an organization. One critical component for successful implementation is the organization’s readiness for the innovation. In this article, we propose a practical implementation science heuristic, abbreviated as R= MC2. We propose that organizational readiness involves: 1) the motivation to implement an innovation, 2) the general capacities of an organization, and 3) the innovation-specific capacities needed for a particular innovation. Each of these components can be assessed independently and be used formatively. The heuristic can be used by organizations to assess readiness to implement and by training and technical assistance providers to help build organizational readiness. We present an illustration of the heuristic by showing how behavioral health organizations differ in readiness to implement a peer specialist initiative. Implications for research and practice of organizational readiness are discussed. PMID:26668443

  9. e-Learning readiness amongst nursing students at the Durban ...

    African Journals Online (AJOL)

    e-Learning readiness amongst nursing students at the Durban University of ... make the shift from traditional learning to the technological culture of e-Learning at a ... equipment and technological readiness for the change in learning method.

  10. The Perceptions of Change and Change Readiness in Junior and Senior Engineering & Technology Students

    Science.gov (United States)

    Moler, Perry J.

    The purpose of this study was to understand what perceptions junior and senior engineering & technology students have about change, change readiness, and selected attributes, skills, and abilities. The selected attributes, skills, and abilities for this study were lifelong learning, leadership, and self-efficacy. The business environment of today is dynamic, with any number of internal and external events requiring an organization to adapt through the process of organizational development. Organizational developments affect businesses as a whole, but these developments are more evident in fields related to engineering and technology. Which require employees working through such developments be flexible and adaptable to a new professional environment. This study was an Explanatory Sequential Mixed Methods design, with Stage One being an online survey that collected individuals' perceptions of change, change readiness, and associated attributes, skills, and abilities. Stage Two was a face-to-face interview with a random sample of individuals who agreed to be interviewed in Stage One. This process was done to understand why students' perceptions are what they are. By using a mixed-method study, a more complete understanding of the current perceptions of students was developed, thus allowing external stakeholders' such as Human Resource managers more insight into the individuals they seek to recruit. The results from Stage One, one sample T-test with a predicted mean of 3.000 for this study indicated that engineering & technology students have a positive perceptions of Change Mean = 3.7024; Change Readiness Mean = 3.9313; Lifelong Learning Mean = 4.571; Leadership = 4.036; and Self-Efficacy Mean = 4.321. A One-way ANOVA was also conducted to understand the differences between traditional and non-traditional student regarding change and change readiness. The results of the ANOVA test indicated there were no significant differences between these two groups. The results

  11. University Research Initiative Program for Combat Readiness

    Science.gov (United States)

    1999-05-01

    microscope image of one of the lenses. This array was selected for testing because it is fabricated in a relatively inexpensive polyacrylic material, the...potent analogues of the potassium -sparing diuretic, amiloride. However, our results 179 University Reasearch Initiative for Combat Readiness Annual Report...for Combat Readiness Annual Report for the period June 1, 1998 - June 30, 1999 Roger H. Sawyer University of South Carolina Columbia, SC 29208 May

  12. Practical solutions for staff recruitment & retention.

    Science.gov (United States)

    Vander Hoek, N

    2001-01-01

    There are three essential topics for radiology managers to consider in light of persistent staffing shortages: support of the profession and educational programs, perks as recruitment tools and incentives as retention tools. Some activities that can help support departments and educational programs for radiologic technologists are job shadowing, training for volunteer services, advanced placement for school applicants, sponsoring an educational program or clinical training site, creating a positive work environment and supporting outreach projects geared to local high schools. Traditional perks used in recruitment efforts have included relocation assistance, travel and lodging expenses during the interview process, loan repayment, scholarships and sign-on bonuses. Some common incentives for retaining employees are tuition reimbursement, cross training, availability of educational resources, continuing education opportunities, professional development and incremental increases in salary. There are many other tools that can be used, such as career ladders, creating an environment conducive to teamwork or a more personal atmosphere and showcasing talents of various staff members. There is much overlap among these suggestions in support of the profession and educational programs, recruitment and retention of qualified staff radiologic technologists. Radiology managers can and should be creative in developing different programs to build loyalty and commitment to a radiology department.

  13. Annotated Bibliography of Alcohol, Other Drug, and Violence Prevention Resources, 2006-2008

    Science.gov (United States)

    Segars, Lance, Ed.; Akinola, Olayinka, Ed.

    2009-01-01

    The U.S. Department of Education's Higher Education Center for Alcohol and Other Drug Abuse and Violence Prevention has developed this annotated bibliography to provide those interested in prevention at colleges and universities--and in surrounding communities--with a ready reference of current, important, and available information resources.…

  14. NHI Component Technical Readiness Evaluation System

    International Nuclear Information System (INIS)

    Sherman, S.; Wilson, Dane F.; Pawel, Steven J.

    2007-01-01

    A decision process for evaluating the technical readiness or maturity of components (i.e., heat exchangers, chemical reactors, valves, etc.) for use by the U.S. DOE Nuclear Hydrogen Initiative is described. This system is used by the DOE NHI to assess individual components in relation to their readiness for pilot-scale and larger-scale deployment and to drive the research and development work needed to attain technical maturity. A description of the evaluation system is provided, and examples are given to illustrate how it is used to assist in component R and D decisions.

  15. Psychological career resources and coping resources of the young unemployed African graduate: An exploratory study

    Directory of Open Access Journals (Sweden)

    Melinde Coetzee

    2010-05-01

    Research purpose: This study explored the relationship between the psychological career resources(as measured by the Psychological Career Resources Inventory and coping resources (as measured by the Coping Resources Inventory of a sample of 196 young unemployed African graduates. Motivation for study: There is an increasing need for career counsellors and practitioners to explore the psychological attributes and career-related resources that young people employ or require to help them deal with the challenges posed by unemployment during the school-to-work transition phase of their lives. Research design, approach and method: A survey design and quantitative statistical procedures were used to achieve the research objective. Convenience sampling was used on a population of 500 unemployed graduate black people who attended a 12-week Work Readiness Programme (39% response rate. Main findings: Multiple regression analyses indicated that dimensions of psychological career resources contribute signifcantly to explaining the proportion of variance in the participants’coping resources scores. Practical implications: The insights derived from the findings can be employed by career counsellors and practitioners to construct a more comprehensive career framework for the individual in the school-to-work transition phase. Contribution/value-add: The findings add valuable new knowledge that can be used to inform career services concerned with guiding and counselling young graduates in the school-to-work transition phase.

  16. Human resources in home care in Europe.

    NARCIS (Netherlands)

    Genet, N.; Lamura, G.; Boerma, W.; Hutchinson, A.; Garms-Homolova, V.; Naiditch, M.; Chlabicz, S.; Ersek, K.; Gulácsi, L.; Fagerstrom, C.; Bolibar, B.

    2010-01-01

    Introduction: The increasing old-age dependency ratio implies future reduction of human resources available to provide services. Little information is available about the level of qualification, contractual aspects, payment and working conditions of home care workers and the existence of staff

  17. Researching into Learning Resources in Colleges and Universities. The Practical Research Series.

    Science.gov (United States)

    Higgins, Chris; Reading, Judy; Taylor, Paul

    This book examines issues and methods for conducting research into the educational resource environment in colleges and universities. That environment is defined as whatever is used to facilitate the learning process, including learning space, support staff, and teaching staff. Chapter 1 is an introduction to the series and lays out the process of…

  18. The Use of Electronic Resources by Academic Staff at the University of Ilorin, Nigeria

    Science.gov (United States)

    Tella, Adeyinka; Orim, Faith; Ibrahim, Dauda Morenikeji; Memudu, Suleiman Ajala

    2018-01-01

    The use of e-resources is now commonplace among academics in tertiary educational institutions the world over. Many academics including those in the universities are exploring the opportunities of e-resources to facilitate teaching and research. As the use of e-resources is increasing particularly among academics at the University of Ilorin,…

  19. Factors influencing the perception of medical staff and outpatients of dual practice in Shanghai, People's Republic of China.

    Science.gov (United States)

    Chen, Haiping; Li, Meina; Dai, Zhixin; Deng, Qiangyu; Zhang, Lulu

    2016-01-01

    Dual practice is defined as a physician's performance of medical activities in different health care institutions (two or more) simultaneously. This study aimed to examine the perception and acceptance of medical staff and outpatients of dual practice and explore the possible factors affecting people's perception. A cross-sectional study was conducted in 13 public hospitals in Shanghai. Participants included medical staff and outpatients. We distributed 1,000 questionnaires to each participant group, and the response rates were 66.7% and 69.4%, respectively. Statistical differences in variables were tested, and multinomial logistic regression methods were employed for statistical analysis. The study included two parts: medical staff survey and outpatient survey. The results of medical staff survey showed that 63.0% of the respondents supported dual practice. Medical staff who belonged to the surgical department or held positive belief of dual practice were more willing to participate in dual practice. Moreover, the publicity activities of dual practice and hospitals' human resource management system were important factors affecting the willingness of the medical staff. The results of outpatient survey showed that 44.5% of respondents believed that dual practice could reduce difficulty in consulting a doctor. Regarding the perceived benefits of dual practice, the proportion of outpatients who believed that dual practice could meet the demand for health convenience, minor illness, and chronic disease were 45.4%, 42.4%, and 53.7%, respectively. Additionally, demographic characteristics significantly influenced the perception of outpatients. This study confirmed that both medical staff and outpatients generally held positive attitudes toward dual practice. Medical staff who belonged to the surgical department or held positive belief of dual practice were more willing to participate in dual practice. Moreover, the existence of publicity activities and more flexible

  20. Ready or not: analysis of a no-notice mass vaccination field response in Philadelphia.

    Science.gov (United States)

    Caum, Jessica; Alles, Steven

    2013-12-01

    Local health departments typically rely on exercises to test preparedness capacity; however, pre-scripted drills often lack the sense of urgency that a real event would engender. No-notice, unscripted exercises that challenge staff to think critically under pressure may provide a mechanism for a more realistic assessment of preparedness capacity. The very active influenza season of 2012-13 presented the Public Health Preparedness Program at the Philadelphia Department of Public Health with the opportunity to conduct an influenza vaccination clinic at a local boarding school. Program leaders used this opportunity to design a no-notice exercise to test the ability of staff to effectively coordinate an emergency field response while simultaneously delivering a real public health intervention. On the day of the exercise, staff members were given 6 hours to plan and execute a vaccination clinic without any guidance from program leaders. Best practices observed during the exercise included: (1) early identification and mitigation of rate-limiting steps, and (2) successful implementation of a previously untested high-throughput vaccination model. Although the primary intent of the exercise was to assess the ability of staff to respond to a no-notice event, this vaccination clinic also functioned as a microcosm of a larger response, revealing several considerations related to vaccine ordering, staff resources, and throughput rates that have broader implications for public health responses to large-scale biological attacks or pandemics.

  1. Psychiatric service staff perceptions of implementing a shared decision-making tool: a process evaluation study.

    Science.gov (United States)

    Schön, Ulla-Karin; Grim, Katarina; Wallin, Lars; Rosenberg, David; Svedberg, Petra

    2018-12-01

    Shared decision making, SDM, in psychiatric services, supports users to experience a greater sense of involvement in treatment, self-efficacy, autonomy and reduced coercion. Decision tools adapted to the needs of users have the potential to support SDM and restructure how users and staff work together to arrive at shared decisions. The aim of this study was to describe and analyse the implementation process of an SDM intervention for users of psychiatric services in Sweden. The implementation was studied through a process evaluation utilizing both quantitative and qualitative methods. In designing the process evaluation for the intervention, three evaluation components were emphasized: contextual factors, implementation issues and mechanisms of impact. The study addresses critical implementation issues related to decision-making authority, the perceived decision-making ability of users and the readiness of the service to increase influence and participation. It also emphasizes the importance of facilitation, as well as suggesting contextual adaptations that may be relevant for the local organizations. The results indicate that staff perceived the decision support tool as user-friendly and useful in supporting participation in decision-making, and suggest that such concrete supports to participation can be a factor in implementation if adequate attention is paid to organizational contexts and structures.

  2. Human Resources Staffing Plan for the Tank Farm Contractor

    International Nuclear Information System (INIS)

    BOSLEY, J.W.

    2000-01-01

    The Human Resources Staffing Plan quantified the equivalent staffing needs required for the Tank Farm Contractor (TFC) and its subcontractors to execute the readiness to proceed baseline between FY 2000-2008. The TFC staffing needs were assessed along with the staffings needs of Fluor Hanford and the privatization contractor. The plan then addressed the staffing needs and recruitment strategies required to execute the baseline

  3. DOE Richland readiness review for PUREX

    International Nuclear Information System (INIS)

    Zamorski, M.J.

    1984-01-01

    For ten months prior to the November 1983 startup of the Plutonium and URanium EXtraction (PUREX) Plant, the Department of Energy's Richland Operations Office conducted an operational readiness review of the facility. This review was performed consistent with DOE and RL Order 5481.1 and in accordance with written plans prepared by the program and safety divisions. It involved personnel from five divisions within the office. The DOE review included two tasks: (1) overview and evaluation of the operating contractor's (Rockwell Hanford) readiness review for PUREX, and (2) independent assessment of 25 significant aspects of the startup effort. The RL reviews were coordinated by the program division and were phased in succession with the contractor's readiness review. As deficiencies or concerns were noted in the course of the review they were documented and required formal response from the contractor. Startup approval was given in three steps as the PUREX Plant began operation. A thorough review was performed and necessary documentation was prepared to support startup authorization in November 1983, before the scheduled startup date

  4. How to Assess Market Readiness for an Innovative Solution

    DEFF Research Database (Denmark)

    Hjorth, Sune Solberg; Brem, Alexander

    2016-01-01

    motivations and barriers when it comes to energy efficiency. Based on these findings, this paper argues that the biggest advancements are not to be made within the SMEs, but partly through the legislation that affects the financial benefits of energy improvement solutions, and through the marketing approach......The uptake of solutions that increase energy efficiency is significantly lower for small- and medium-sized enterprises (SMEs). This is due to several barriers, among which legislation, motivation, finance and other resources play a large role. In this paper, we describe a framework of market...... readiness and use it to assess the asymmetry between existing solutions and opportunities in the market. The aim is to identify which steps can be taken in order to introduce more energy optimizations into SMEs, and who should be taking those steps. More specifically, we explore how four Danish SMEs...

  5. The Staff Association and you

    CERN Multimedia

    Association du personnel

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  6. Community Readiness Within Systems of Care: The Validity and Reliability of the System of Care Readiness and Implementation Measurement Scale (SOC-RIMS).

    Science.gov (United States)

    Rosas, Scott R; Behar, Lenore B; Hydaker, William M

    2016-01-01

    Establishing a system of care requires communities to identify ways to successfully implement strategies and support positive outcomes for children and their families. Such community transformation is complex and communities vary in terms of their readiness for implementing sustainable community interventions. Assessing community readiness and guiding implementation, specifically for the funded communities implementing a system of care, requires a well-designed tool with sound psychometric properties. This scale development study used the results of a previously published concept mapping study to create, administer, and assess the psychometric characteristics of the System of Care Readiness and Implementation Measurement Scale (SOC-RIMS). The results indicate the SOC-RIMS possesses excellent internal consistency characteristics, measures clearly discernible dimensions of community readiness, and demonstrates the target constructs exist within a broad network of content. The SOC-RIMS can be a useful part of a comprehensive assessment in communities where system of care practices, principles, and philosophies are implemented and evaluated.

  7. BROOKHAVEN NATIONAL LABORATORY INSTRUMENTATION DIVISION, R AND D PROGRAMS, FACILITIES, STAFF

    International Nuclear Information System (INIS)

    INSTRUMENTATION DIVISION STAFF

    1999-01-01

    To develop state-of-the-art instrumentation required for experimental research programs at BNL, and to maintain the expertise and facilities in specialized high technology areas essential for this work. Development of facilities is motivated by present BNL research programs and anticipated future directions of BNL research. The Division's research efforts also have a significant impact on programs throughout the world that rely on state-of-the-art radiation detectors and readout electronics. Our staff scientists are encouraged to: Become involved in challenging problems in collaborations with other scientists; Offer unique expertise in solving problems; and Develop new devices and instruments when not commercially available. Scientists from other BNL Departments are encouraged to bring problems and ideas directly to the Division staff members with the appropriate expertise. Division staff is encouraged to become involved with research problems in other Departments to advance the application of new ideas in instrumentation. The Division Head integrates these efforts when they evolve into larger projects, within available staff and budget resources, and defines the priorities and direction with concurrence of appropriate Laboratory program leaders. The Division Head also ensures that these efforts are accompanied by strict adherence to all ES and H regulatory mandates and policies of the Laboratory. The responsibility for safety and environmental protection is integrated with supervision of particular facilities and conduct of operations

  8. BROOKHAVEN NATIONAL LABORATORY INSTRUMENTATION DIVISION, R AND D PROGRAMS, FACILITIES, STAFF.

    Energy Technology Data Exchange (ETDEWEB)

    INSTRUMENTATION DIVISION STAFF

    1999-06-01

    To develop state-of-the-art instrumentation required for experimental research programs at BNL, and to maintain the expertise and facilities in specialized high technology areas essential for this work. Development of facilities is motivated by present BNL research programs and anticipated future directions of BNL research. The Division's research efforts also have a significant impact on programs throughout the world that rely on state-of-the-art radiation detectors and readout electronics. Our staff scientists are encouraged to: Become involved in challenging problems in collaborations with other scientists; Offer unique expertise in solving problems; and Develop new devices and instruments when not commercially available. Scientists from other BNL Departments are encouraged to bring problems and ideas directly to the Division staff members with the appropriate expertise. Division staff is encouraged to become involved with research problems in other Departments to advance the application of new ideas in instrumentation. The Division Head integrates these efforts when they evolve into larger projects, within available staff and budget resources, and defines the priorities and direction with concurrence of appropriate Laboratory program leaders. The Division Head also ensures that these efforts are accompanied by strict adherence to all ES and H regulatory mandates and policies of the Laboratory. The responsibility for safety and environmental protection is integrated with supervision of particular facilities and conduct of operations.

  9. Solid scintillator 'Ready Cap' for measurement with a liquid scintillation counter

    International Nuclear Information System (INIS)

    Ijiri, Kenichi; Endo, Masashi; Nogawa, Norio; Tsuda, Shoko; Nakamura, Aiko; Morikawa, Naotake; Osaki, Susumu.

    1990-01-01

    'Ready Cap', a small plastic container coated with solid scintillator has recently been introduced (Beckman Instruments, Inc.). Pulse height spectra and counting efficiencies obtained with a liquid scintillator and Ready Cap using a liquid scintillation counter were compared for 15 different radionuclides. For radionuclides emitting low-energy β-rays or characteristic X-rays, the spectra for Ready Cap shifted toward the higher energy side compared with the spectra for the liquid scintillator. This tendency was reversed for the nuclides emitting higher-energy β-radiations ( 36 Cl and 32 P). Generally, counting efficiencies both in Ready Cap and in liquid scintillator increased with increase in the energy of β- or X-rays. For some nuclides, Ready Cap gave higher counting efficiencies and for others it gave lower values than in the liquid scintillator. However, the differences were not large within each nuclide. The use of Ready Cap is recommended for measurements of radionuclides when liquid scintillation cocktails have no means of waste disposal under the present Japanese radioisotope regulation. (author)

  10. AECB staff review of Bruce NGS'A' operation for the year 1987

    International Nuclear Information System (INIS)

    1988-06-01

    This report presents AECB project staff's review of major licensing issues and of the operational performance of the station during 1987. Ontario Hydro reports and official correspondence and observations on AECB staff at site have been taken into consideration. The report is limited to aspects of the station performance that AECB staff considers to have a safety significance. Where significant developments associated with issues addressed in the report occurred in the early part of 1988 (up to the time of writing), these are mentioned where appropriate. Ontario Hydro's Quarterly Reports for 1987 contain detailed technical information on the performance of the station, individual units and unit systems. It is the opinion of AECB project staff that despite a number of commendable actions and achievements which are identified in this report, the performance of the station in 1987 was only marginally satisfactory and less satisfactory than in 1986. This assessment is supported by key performance indicators such as the number of reportable significant events, the number of events caused by or influenced by human error and the reactor trip frequency, all of which exceeded 1986 levels, and also by the lack of satisfactory progress made during the year on actions to address the findings of the Fall '86 AECB Assessment of Operating Practices. AECB staff considers that the outstanding operations and maintenance problems that were identified in the 1986 Assessment are due, in part, to an ineffective quality assurance program, and in part to a shortage of resources

  11. Use of a dementia training designed for nurse aides to train other staff.

    Science.gov (United States)

    Irvine, A Blair; Beaty, Jeff A; Seeley, John R; Bourgeois, Michelle

    2013-12-01

    Problematic resident behaviors may escalate in long-term care facilities (LTCs). If nurse aides (NAs) are not nearby, the nearest staff to intervene may be non-direct care workers (NDCWs), who have little or no dementia training. This pilot research tested Internet dementia-training program, designed for NAs, on NDCWs in a LTC setting. Sixty-eight NDCWs participated, filling out two baseline surveys at 1-month intervals and a posttest survey after training. The surveys included video-situation testing, items addressing psychosocial constructs associated with behavior change, and measures training-acceptance. Paired t tests showed significant positive effects on measures of knowledge, attitudes, self-efficacy, and behavioral intentions, with small-moderate effect sizes. Nursing staff as well as non-health care workers showed improved scores, and the web-site training program was well received by all participants. These results suggest that Internet training may allow staff development coordinators to conserve limited resources by cross-training of different job categories with the same program.

  12. Optimisation of staff protection

    International Nuclear Information System (INIS)

    Faulkner, K.; Marshall, N.W.; Rawlings, D.J.

    1997-01-01

    It is important to minimize the radiation dose received by staff, but it is particularly important in interventional radiology. Staff doses may be reduced by minimizing the fluoroscopic screening time and number of images, compatible with the clinical objective of the procedure. Staff may also move to different positions in the room in an attempt to reduce doses. Finally, staff should wear appropriate protective clothing to reduce their occupational doses. This paper will concentrate on the optimization of personal shielding in interventional radiology. The effect of changing the lead equivalence of various protective devices on effective dose to staff has been studied by modeling the exposure of staff to realistic scattered radiation. Both overcouch x-ray tube/undercouch image intensified and overcouch image intensifier/undercouch x-ray tube geometries were simulated. It was deduced from this simulation that increasing the lead apron thickness from 0.35 mm lead to 0.5 mm lead had only a small reducing effect. By contrast, wearing a lead rubber thyroid shield or face mask is a superior means of reducing the effective dose to staff. Standing back from the couch when the x-ray tube is emitting radiation is another good method of reducing doses, being better than exchanging a 0.35 mm lead apron for a 0.5 mm apron. In summary, it is always preferable to shield more organs than to increase the thickness of the lead apron. (author)

  13. The Role of Job Performance on Career Success and Self-esteem of Staff

    Directory of Open Access Journals (Sweden)

    Sadra Ansaripour

    2017-10-01

    Full Text Available Introduction: Human resources are the most valuable assets to any organisation, identifying factors that affect job performance of these resources has become increasingly important. Aim: To determine the relationship between self-esteem and success with job performance in the staff of the Shahrekord University of Medical Sciences (SKUMS Headquarters, Shahrekord, Iran. Materials and Methods: This descriptive-analytical (correlational study, based on structural equation modeling, was conducted in 2015. The study population included 240 of the staff of SKUMS Headquarters, Shahrekord, Iran. From these people, 86 were selected by simple random sampling. A questionnaire of demographic characteristics, Paterson job performance, Radsyp career success and Eysenck selfesteem questionnaire were used to evaluate the concepts of job performance, success and self-esteem. The data were analysed using Statistical Package for the Social Sciences (SPSS version 23.0. Results: A total of 86 out of which 49 were female (57% and 37 (43% male, with a mean age of 39.85±7.6 (range 24-55 years. There was no significant relationship between demographic characteristics and job performance, career success and selfesteem. Self-esteem could be predicted positively and career success could be predicted negatively. Job performance and selfesteem had a significant positive correlation relationship (p<0.05. Conclusion: According to the direct relationship between job performance and self-esteem in this study, officials can improve job performance of staff through supporting them and reinforcing their self-esteem and thus providing career success.

  14. Staff, space, and time as dimensions of organizational slack: a psychometric assessment.

    Science.gov (United States)

    Mallidou, Anastasia A; Cummings, Greta G; Ginsburg, Liane R; Chuang, You-Ta; Kang, Sunghyun; Norton, Peter G; Estabrooks, Carole A

    2011-01-01

    : In the theoretical and research literature, organizational slack has been largely described in terms of financial resources and its impact on organizational outcomes. However, empirical research is limited by unclear definitions and lack of standardized measures. : The aim of this study was to assess the psychometric properties of a new organizational slack measure in health care settings. : A total of 752 nurses and 197 allied health care professionals (AHCPs) employed in seven pediatric Canadian hospitals completed the Alberta Context Tool, an instrument measuring organizational context, which includes the newly developed organizational slack measure. The nine-item, 5-point Likert organizational slack measure includes items assessing staff perceptions of available human resources (staffing), time, and space. We report psychometric assessments, bivariate analyses, and data aggregation indices for the measure. : The findings indicate that the measure has three subscales (staff, space, and time) with acceptable internal consistency reliability (alphas for staff, space, and time, respectively:.83,.63, and.74 for nurses;.81,.52, and.76 for AHCPs), links theory and hypotheses (construct validity), and is related to other relevant variables. Within-group reliability measures indicate stronger agreement among nurses than AHCPs, more reliable aggregation results in all three subscales at the unit versus facility level, and higher explained variance and validity of aggregated scores at the unit level. : The proposed organizational slack measure assesses modifiable organizational factors in hospitals and has the potential to explain variance in important health care system outcomes. Further assessments of the psychometric properties of the organizational slack measure in acute and long-term care facilities are underway.

  15. Staff Group Trainer: Development of a Computer-Driven, Structured, Staff Training Environment

    National Research Council Canada - National Science Library

    Koger, Milton

    1998-01-01

    .... The project produced two training support packages (TSP)--battalion and brigade--designed to train these staffs to more effectively and efficiently communicate within and between staff sections, command post, and the unit commander...

  16. Management Resource Values

    Directory of Open Access Journals (Sweden)

    A. B. Bakuradze

    2013-01-01

    Full Text Available The paper looks at the managerial resource values guaranteeing the effective functioning and development of any social institution. The main emphasis is on the asset management in educational sphere and optimizationopportunities of organizational processes. The human, logistical, technical, informational and time resources ofmanagerial activity are outlined and specified from the strategic perspective and effectiveness standpoint. The necessary criteria of a strategic resource are identified as the value, rarity, originality and indispensability. The author makes a conclusion about the priority of human resources in the value hierarchy of social organization in the era of information society. The paper demonstrates both the theoretical and practical ways and means of raising the effectiveness and efficiency of educational institutions, as well as the constant need for teacher’s training, retraining, and stimulation of self-education. The investment in human resources and motivating environment, aimed at developing the potential of academic staff and other employees of educational institutions, benefits both the managers and employees alike and leads to social partnership, harmony, and conciliation of economic and social interests within the organization.

  17. Solar Training Network and Solar Ready Vets

    Energy Technology Data Exchange (ETDEWEB)

    Dalstrom, Tenley Ann

    2016-09-14

    In 2016, the White House announced the Solar Ready Vets program, funded under DOE's SunShot initiative would be administered by The Solar Foundation to connect transitioning military personnel to solar training and employment as they separate from service. This presentation is geared to informing and recruiting employer partners for the Solar Ready Vets program, and the Solar Training Network. It describes the programs, and the benefits to employers that choose to connect to the programs.

  18. Making Technology Ready: Integrated Systems Health Management

    Science.gov (United States)

    Malin, Jane T.; Oliver, Patrick J.

    2007-01-01

    This paper identifies work needed by developers to make integrated system health management (ISHM) technology ready and by programs to make mission infrastructure ready for this technology. This paper examines perceptions of ISHM technologies and experience in legacy programs. Study methods included literature review and interviews with representatives of stakeholder groups. Recommendations address 1) development of ISHM technology, 2) development of ISHM engineering processes and methods, and 3) program organization and infrastructure for ISHM technology evolution, infusion and migration.

  19. Ready for kindergarten: Are intelligence skills enough?

    Directory of Open Access Journals (Sweden)

    Caroline Fitzpatrick

    2017-12-01

    Full Text Available This study investigated how different profiles of kindergarten readiness in terms of student intellectual ability, academic skills and classroom engagement relate to future academic performance. Participants are French-Canadian children followed in the context of the Quebec Longitudinal Study of Child Development (N = 670. Trained examiners measured number knowledge, receptive vocabulary and fluid intelligence when children were in kindergarten. Teachers rated kindergarten classroom engagement. Outcomes included fourth-grade teacherrated achievement and directly assessed mathematical skills. Latent class analyses revealed three kindergarten readiness profiles: high (57%, moderate (34% and low (9.3% readiness. Using multiple regression, we found that a more favourable kindergarten profile predicted better fourth-grade academic performance. Identifying children at risk of academic difficulty is an important step for preventing underachievement and dropout. These results suggest the importance of promoting a variety of cognitive, academic and behavioural skills to enhance later achievement in at-risk learners.

  20. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...... depends on the actual stand allocation but also on the number of zones and the layout of these. A mathematical model of the problem is proposed, which integrates the stand allocation and the staff scheduling. A heuristic solution method is developed and applied on a real case from British Airways, London...

  1. New staff contract policy

    CERN Document Server

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  2. Predicting implementation from organizational readiness for change: a study protocol

    Directory of Open Access Journals (Sweden)

    Kelly P Adam

    2011-07-01

    Full Text Available Abstract Background There is widespread interest in measuring organizational readiness to implement evidence-based practices in clinical care. However, there are a number of challenges to validating organizational measures, including inferential bias arising from the halo effect and method bias - two threats to validity that, while well-documented by organizational scholars, are often ignored in health services research. We describe a protocol to comprehensively assess the psychometric properties of a previously developed survey, the Organizational Readiness to Change Assessment. Objectives Our objective is to conduct a comprehensive assessment of the psychometric properties of the Organizational Readiness to Change Assessment incorporating methods specifically to address threats from halo effect and method bias. Methods and Design We will conduct three sets of analyses using longitudinal, secondary data from four partner projects, each testing interventions to improve the implementation of an evidence-based clinical practice. Partner projects field the Organizational Readiness to Change Assessment at baseline (n = 208 respondents; 53 facilities, and prospectively assesses the degree to which the evidence-based practice is implemented. We will conduct predictive and concurrent validities using hierarchical linear modeling and multivariate regression, respectively. For predictive validity, the outcome is the change from baseline to follow-up in the use of the evidence-based practice. We will use intra-class correlations derived from hierarchical linear models to assess inter-rater reliability. Two partner projects will also field measures of job satisfaction for convergent and discriminant validity analyses, and will field Organizational Readiness to Change Assessment measures at follow-up for concurrent validity (n = 158 respondents; 33 facilities. Convergent and discriminant validities will test associations between organizational readiness and

  3. e-Learning readiness amongst nursing students at the Durban ...

    African Journals Online (AJOL)

    Marilynne Coopasami

    c Centre for Excellence in Learning and Teaching, ML Sultan Campus, Durban University of Technology, Durban ... education, technological and equipment readiness require attention before it can be ... strategy; consider the benefits and disadvantages of e- ... using an appropriate tool to measure e-Learning readiness has.

  4. 47 CFR 15.118 - Cable ready consumer electronics equipment.

    Science.gov (United States)

    2010-10-01

    ... 47 Telecommunication 1 2010-10-01 2010-10-01 false Cable ready consumer electronics equipment. 15... Unintentional Radiators § 15.118 Cable ready consumer electronics equipment. (a) All consumer electronics TV... provisions of this section. Consumer electronics TV receiving equipment that includes features intended for...

  5. Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective.

    Science.gov (United States)

    Viotti, Sara; Gilardi, Silvia; Guglielmetti, Chiara; Converso, Daniela

    2015-01-01

    Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R), has two main aims: (a) to examine the association between verbal aggression and job burnout in both nurses and nurse's aides and (b) to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two professional groups. The cross-sectional study uses a dataset that consists of 630 workers (522 nurses and 108 nurse's aides) employed in emergency and medical units. High associations were found between verbal aggression and job burnout in both professional groups. Moderated hierarchical regressions showed that, among nurses, only the job content level resources moderated the effects of the verbal aggression on job burnout. Among nurse's aides, the opposite was found. Some resources on the social and organizational levels but none of the job content level resources buffered the effects of verbal aggression on workers burnout. The study highlights the crucial role of different types of resources in protecting nursing staff from the detrimental effects of verbal aggression on job burnout.

  6. Sleep Duration and School Readiness of Chinese Preschool Children.

    Science.gov (United States)

    Tso, Winnie; Rao, Nirmala; Jiang, Fan; Li, Albert Martin; Lee, So-Lun; Ho, Frederick Ka-Wing; Li, Sophia Ling; Ip, Patrick

    2016-02-01

    To examine the average sleep duration in Chinese preschoolers and to investigate the association between sleep duration and school readiness. This is a cross-sectional study that included 553 Chinese children (mean age = 5.46 years) from 20 preschools in 2 districts of Hong Kong. Average daily sleep duration in the last week was reported by parents and school readiness as measured by the teacher-rated Chinese Early Development Instrument (CEDI). Most Chinese preschoolers had 9-10 hours of sleep per day. Only 11% of preschoolers had the recommended 11-12 hours of sleep per day. This group was associated with more "very ready" CEDI domains. Sleep deprivation (≤7 hours per day) was associated with a lower CEDI total score, lower scores in the emotional maturity and language/cognitive domain, and prosocial behaviors subdomain but a greater score in the hyperactivity/inattention subdomain. Children with a lower family socioeconomic index, lower maternal education level, infrequent parent-child interactions, and who used electronic devices for more than 3 hours per day had shortened sleep durations. Optimal sleep duration was associated with better school readiness in preschool children, whereas sleep deprivation was associated with lower school readiness, more hyperactivity and inattention, and less prosocial behavior. Copyright © 2016 Elsevier Inc. All rights reserved.

  7. College Readiness versus College Worthiness: Examining the Role of Principal Beliefs on College Readiness Initiatives in an Urban U.S. High School

    Science.gov (United States)

    Convertino, Christina; Graboski-Bauer, Ashley

    2018-01-01

    In light of increasing emphasis on the importance of post-secondary education to personal economic security, there is growing interest to promote college readiness initiatives in high schools, particularly for low-income and minority students for whom the harmful effects of institutional inequities on college readiness is well-documented.…

  8. Program of social protection for Chornobyl nuclear power plant staff and Slavutich town residents in the aftermath of the plant shutdown

    International Nuclear Information System (INIS)

    Komarov, V.A.

    2001-01-01

    In order to solve social issues related to ChNPP shutdown, the Ukrainian Government approved 'Program of Social Protection for Chornobyl Nuclear Power Plant Staff and Slavutich Town Residents in Aftermath of Plant Shutdown' on 29 November 2000. The Program Objective is to ensure social protection and support of well being of ChNPP staff and Slavutich town residents after the plant shutdown. Preserve and develop town infrastructure. Create compensatory jobs; efficiently manage human resources; provide social allowances and guarantees to the ChNPP staff that is being released, and Slavutich town residents

  9. SYSTEM OF COMPLEX EVALUATION OF ADMINISTRATIVE STAFF IN THE UNIVERSITY: PRACTICE AND FEATURES

    Directory of Open Access Journals (Sweden)

    E. V. Myalkina

    2018-01-01

    Full Text Available Introduction: the problem of assessing the administrative staff of an educational organization of higher education is becoming increasingly important, as the competence, effectiveness and loyalty of staff is becoming an increasingly important factor and competitive advantage in the face of financial and resource constraints in the activities of universities. Traditional approaches to assessing the performance of employees give way to individual accounting of achievements and flexible regulation of material incentives for each employee.Materials and Methods: the article summarizes the experience and methods of personnel assessment as a key factor in the implementation of personnel policy and optimization of the personnel management system; the review of already applied methods of an estimation of scientific and pedagogical workers of high school is presented; a description of the methodology for a comprehensive assessment of the effectiveness of the administrative and management staff of the university, based on performance indicators and job descriptions, as well as performance and effectiveness indicators (KPI.Results:  the article presents the results obtained in the implementation of the pilot project for the comprehensive assessment of the administrative staff of the Minin University, a system for assessing administrative personnel is described, taking into account the quality of the execution of job descriptions and the performance indicators of each employee. Based on the evaluations of employees, an assessment of the structural units was carried out.Discussion and Conclusions: based on the results of the pilot project, a set of methods for assessing personnel in the personnel work system of the university is proposed, which ensures the quality, efficiency, loyalty and systematic individual development of the university staff. The assessment of the administrative and managerial staff allows us to conclude that this methodology can be used

  10. Individual Ready Reserve: It's Relevance in Supporting the Long War

    National Research Council Canada - National Science Library

    Chisholm, Shelley A

    2008-01-01

    ... in sustaining personnel readiness while supporting on going operations. In response to meeting these personnel readiness concerns, the Army Reserve will require the call-up of Soldiers currently serving in the IRR...

  11. Ethical challenges in nursing homes--staff's opinions and experiences with systematic ethics meetings with participation of residents' relatives.

    Science.gov (United States)

    Bollig, Georg; Schmidt, Gerda; Rosland, Jan Henrik; Heller, Andreas

    2015-12-01

    Many ethical problems exist in nursing homes. These include, for example, decision-making in end-of-life care, use of restraints and a lack of resources. The aim of the present study was to investigate nursing home staffs' opinions and experiences with ethical challenges and to find out which types of ethical challenges and dilemmas occur and are being discussed in nursing homes. The study used a two-tiered approach, using a questionnaire on ethical challenges and systematic ethics work, given to all employees of a Norwegian nursing home including nonmedical personnel, and a registration of systematic ethics discussions from an Austrian model of good clinical practice. Ninety-one per cent of the nursing home staff described ethical problems as a burden. Ninety per cent experienced ethical problems in their daily work. The top three ethical challenges reported by the nursing home staff were as follows: lack of resources (79%), end-of-life issues (39%) and coercion (33%). To improve systematic ethics work, most employees suggested ethics education (86%) and time for ethics discussion (82%). Of 33 documented ethics meetings from Austria during a 1-year period, 29 were prospective resident ethics meetings where decisions for a resident had to be made. Agreement about a solution was reached in all 29 cases, and this consensus was put into practice in all cases. Residents did not participate in the meetings, while relatives participated in a majority of case discussions. In many cases, the main topic was end-of-life care and life-prolonging treatment. Lack of resources, end-of-life issues and coercion were ethical challenges most often reported by nursing home staff. The staff would appreciate systematic ethics work to aid decision-making. Resident ethics meetings can help to reach consensus in decision-making for nursing home patients. In the future, residents' participation should be encouraged whenever possible. © 2015 The Authors. Scandinavian Journal of Caring

  12. The impact of staff training on staff outcomes in dementia care: a systematic review.

    Science.gov (United States)

    Spector, Aimee; Revolta, Catherine; Orrell, Martin

    2016-11-01

    Caring for people with dementia can be emotionally challenging and is often linked to low job satisfaction and burnout in care staff. Staff training within care settings is potentially valuable in improving well-being and quality of care. This review aimed to (i) establish the impact of training on staff outcomes; (ii) compare the impact of different training approaches; (iii) explore the influence of training intensity; and (iv) explore potential barriers to success. A database search of staff training interventions revealed 207 papers, 188 of which were excluded based on prespecified criteria. Nineteen studies were included and appraised using a quality rating tool. Overall, the studies were found to be of variable quality; however, 16 studies found a significant change following training in at least one staff domain, with knowledge improving most frequently. Approaches focusing on managing challenging behaviours appeared to be the most effective. Training staff can be an effective method of improving well-being, and programmes helping staff to manage challenging behaviour appear to be the most beneficial. There is no clear relationship between training intensity and outcome. Most studies point to the importance of addressing organisational factors as a barrier to change. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  13. [Outcomes evaluation of the school staff health promotion project].

    Science.gov (United States)

    Woynarowska-Sołdan, Magdalena

    This article presents selected outcomes of a 3-year project "Health promotion of school staff in health-promoting schools," as well as the achievements and difficulties in its implementation. The research was conducted on 644 teachers and 226 members of non-teaching staff in 21 schools. The method involved opinion poll and authored questionnaires. A 2-part model of outcome evaluation was developed. Most participants appreciated the changes that took place within the 3 years of the project implementation. These included the improved level of their knowledge about health, health-conducive behaviors (62-93%) and the physical and social environment of the school (50-92%). Changes were more frequently acknowledged by teachers. About 80% of the participants had a positive attitude to the project, but only 20% assessed their involvement as considerable. About 90% believed that health promotion activities should be continued. According to the project leaders, insufficient support and financial resources, and difficulties in motivating school employees, particularly the nonteaching staff, to undertake health-promotion activities were the major handicaps in the project implementation. The project outcomes can be assessed as satisfying. They revealed that it is posssible to initiate health promotion among school staff. This can be effective on condition that participants are motivated, actively engaged in the project and supported by the head teacher and the local community. Necessarily, school leaders should be prepared to promote health among adults and to gain support from school policy decision makers, school administration, trade unions and universities involved in teacher training. Med Pr 2016;67(2):187-200. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  14. Outcomes evaluation of the school staff health promotion project

    Directory of Open Access Journals (Sweden)

    Magdalena Woynarowska-Sołdan

    2016-04-01

    Full Text Available Background: This article presents selected outcomes of a 3-year project “Health promotion of school staff in health-promoting schools,” as well as the achievements and difficulties in its implementation. Material and Methods: The research was conducted on 644 teachers and 226 members of non-teaching staff in 21 schools. The method involved opinion poll and authored questionnaires. A 2-part model of outcome evaluation was developed. Results: Most participants appreciated the changes that took place within the 3 years of the project implementation. These included the improved level of their knowledge about health, health-conducive behaviors (62–93% and the physical and social environment of the school (50–92%. Changes were more frequently acknowledged by teachers. About 80% of the participants had a positive attitude to the project, but only 20% assessed their involvement as considerable. About 90% believed that health promotion activities should be continued. According to the project leaders, insufficient support and financial resources, and difficulties in motivating school employees, particularly the nonteaching staff, to undertake health-promotion activities were the major handicaps in the project implementation. Conclusions: The project outcomes can be assessed as satisfying. They revealed that it is posssible to initiate health promotion among school staff. This can be effective on condition that participants are motivated, actively engaged in the project and supported by the head teacher and the local community. Necessarily, school leaders should be prepared to promote health among adults and to gain support from school policy decision makers, school administration, trade unions and universities involved in teacher training. Med Pr 2016;67(2:187–200

  15. Factors influencing the perception of medical staff and outpatients of dual practice in Shanghai, People’s Republic of China

    Science.gov (United States)

    Chen, Haiping; Li, Meina; Dai, Zhixin; Deng, Qiangyu; Zhang, Lulu

    2016-01-01

    Objective Dual practice is defined as a physician’s performance of medical activities in different health care institutions (two or more) simultaneously. This study aimed to examine the perception and acceptance of medical staff and outpatients of dual practice and explore the possible factors affecting people’s perception. Methods A cross-sectional study was conducted in 13 public hospitals in Shanghai. Participants included medical staff and outpatients. We distributed 1,000 questionnaires to each participant group, and the response rates were 66.7% and 69.4%, respectively. Statistical differences in variables were tested, and multinomial logistic regression methods were employed for statistical analysis. Results The study included two parts: medical staff survey and outpatient survey. The results of medical staff survey showed that 63.0% of the respondents supported dual practice. Medical staff who belonged to the surgical department or held positive belief of dual practice were more willing to participate in dual practice. Moreover, the publicity activities of dual practice and hospitals’ human resource management system were important factors affecting the willingness of the medical staff. The results of outpatient survey showed that 44.5% of respondents believed that dual practice could reduce difficulty in consulting a doctor. Regarding the perceived benefits of dual practice, the proportion of outpatients who believed that dual practice could meet the demand for health convenience, minor illness, and chronic disease were 45.4%, 42.4%, and 53.7%, respectively. Additionally, demographic characteristics significantly influenced the perception of outpatients. Conclusion This study confirmed that both medical staff and outpatients generally held positive attitudes toward dual practice. Medical staff who belonged to the surgical department or held positive belief of dual practice were more willing to participate in dual practice. Moreover, the existence of

  16. Market readiness report : status of preparation for Ontario's competitive retail electricity market

    International Nuclear Information System (INIS)

    2002-01-01

    The Ontario Energy Board (OEB) assumes a leadership role in the electricity sector to ensure the readiness of retail participants in Ontario's competitive electricity market. The Market Readiness Project Team is instrumental in this activity. The team, led by the Independent Electricity Market Operator, provides information and advice regarding the technical readiness of the retail industry, with particular focus on the readiness of distributors to carry out their important functions in a competitive market. This report provides an assessment of the team regarding the industry's technical readiness based on information as of December 14, 2001. The status of retail market readiness was reviewed in terms of the viability of the design of the new competitive market and on the status of Ontario distributors in enabling a competitive market. The workplan for the remaining industry activities needed to achieve market opening were then summarized along with the contingency arrangements for any distributors that are not ready for market opening. Based on several projections, an estimated 88 per cent of Ontario contracts will be served by a distributor starting on a May 1, 2002 market opening. tabs., figs., appendices

  17. Getting What We Paid for: a Script to Verify Full Access to E-Resources

    Directory of Open Access Journals (Sweden)

    Kristina M. Spurgin

    2014-07-01

    Full Text Available Libraries regularly pay for packages of e-resources containing hundreds to thousands of individual titles. Ideally, library patrons could access the full content of all titles in such packages. In reality, library staff and patrons inevitably stumble across inaccessible titles, but no library has the resources to manually verify full access to all titles, and basic URL checkers cannot check for access. This article describes the E-Resource Access Checker—a script that automates the verification of full access. With the Access Checker, library staff can identify all inaccessible titles in a package and bring these problems to content providers’ attention to ensure we get what we pay for.

  18. The Effect of Peer-to-Peer Training on Staff Interactions with Adults with Dual Diagnoses

    Science.gov (United States)

    Finn, Lori L.; Sturmey, Peter

    2009-01-01

    Researchers have demonstrated the importance of training behavioral skills to staff members working with consumers with developmental disabilities. A training program that does not rely solely on consultants or administrators may benefit human services agencies that have limited resources to allocate to training. In the present study, the…

  19. Implications of staff 'churn' for nurse managers, staff, and patients.

    Science.gov (United States)

    Duffield, Christine; Roche, Michael; O'Brien-Pallas, Linda; Catling-Paull, Christine

    2009-01-01

    In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.

  20. Management of scientific staff at the Harwell Laboratory of the U.K. Atomic Energy Authority

    International Nuclear Information System (INIS)

    Low, G.G.E.

    1982-01-01

    The primary role of the Atomic Energy Research Establishment, Harwell is to serve as the main research laboratory supporting the U.K. nuclear power development programme; in addition it undertakes research and development outside of the nuclear field for Government and industrial customers. Overall, there is the need to manage a very large number of separate and often disparate items of work and to ensure effective communication with senior managers of the nuclear power programme and with commercial customers on allocation of resources and technical progress. This is done through a version of 'matrix management'. A large proportion of the technical, commercial and staff management decisions are devolved within Harwell's matrix organisation where teams of staff required for particular items of R and D are formed by arrangements agreed locally between the two axes of the matrix. The smaller groupings of staff created in the matrix are important in providing environments where good staff management practices can be established and where a team spirit aids motivation and technical initiative. (author)

  1. Irradiation of ready made meals -Lasagne

    International Nuclear Information System (INIS)

    Barkia, Ines

    2007-01-01

    The effect of ionizing radiation on the microbiological, nutritional, chemical and sensory quality of chilled ready-made meals was assessed. The ready meals used for this experimental work are lasagne. Following arrival at the semi-industrial Cobalt 60 irradiation facility, the meals were either left unirradiated or irradiated with doses of 2 or 4 kGy after which they were stored for up to 23 days at 3C. Results showed that 2 or 4 kGy doses of gamma irradiation decreased the total counts of mesophilic aerobic bacteria and increased the shelf-life of lasagne. In terms of nutritional quality, it was found that losses of vitamin A and E due to irradiation treatment were considerable at 4 kGy. Total acidity, and p H, were all well within the acceptable limit for up to one week for ready meals treated with 2 and 4 kGy whereas peroxide index showed high values at 4 kGy. Sensory results showed no significant differences between the non-irradiated and irradiated meals at 2 kGy. However, the results were less promising at 4 kGy since differences were significant. (Author). 60 refs

  2. Transition to academic nurse educator: a survey exploring readiness, confidence, and locus of control.

    Science.gov (United States)

    Goodrich, Robin S

    2014-01-01

    The purpose of this study was to describe nurse transition to the role of academic nurse educator and to investigate the resources and barriers that nurses experience during this career transition, specifically the relationships among levels of readiness, confidence, personal control, support, decision independence, general self-esteem, and work locus of control. A convenience sample of registered nurses in the United States (N = 541) who hold current full-time employment at an accredited nursing program granting baccalaureate or higher degrees was utilized. Subjects were recruited via electronic mail and answered an on-line survey. Pearson product-moment correlation and multivariate analysis of variance were used for statistical calculations. Results indicated significant, positive relationships among all the variables except readiness and personal control (p = .01). Significant differences were found in amount of time that nurses were in the role of academic nurse educator and the demographic variables of number of children, marital status, and highest degree held. The results of this study provide evidence to support and enhance processes to develop and retain nurse academicians, to promote excellence in the academic nurse educator role, and to advance the science and practice of the profession. © 2014.

  3. Human Resource Management: Managerial Efficacy in Recruiting and Retaining Teachers-- National Implications

    Science.gov (United States)

    Butcher, Jennifer; Kritsonis, William Allan

    2007-01-01

    Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…

  4. Teachers’ Readiness to Implement Digital Curriculum in Kuwaiti Schools

    Directory of Open Access Journals (Sweden)

    Hamed Mubarak Al-Awidi

    2017-03-01

    Findings\tTeachers are moderately ready for implementation of the digital curriculum in both components of readiness (technical and pedagogical. Teachers identified some factors that that hinder their readiness. These factors are related to time constraints, knowledge and skills, infrastructure, and technical support. Recommendations for Practitioners: This paper will guide curriculum decision makers to find the best ways to help and support teachers to effectively implement the digital. Future Research: Follow up studies may examine the effectiveness of teacher education pro-grams in preparing students teachers to implement the digital curriculum, and the role of education decision makers in facilitating the implementation of the digital curriculum.

  5. Research Staff | Water Power | NREL

    Science.gov (United States)

    Research Staff Research Staff Learn more about the expertise and technical skills of the water power research team and staff at NREL. Name Position Email Phone Anstedt, Sheri Professional III-Writer /Editor/Web Content Sheri.Anstedt@nrel.gov 303-275-3255 Baker, Donald Research Technician V-Electrical

  6. Computer-Based Assessment of School Readiness and Early Reasoning

    Science.gov (United States)

    Csapó, Beno; Molnár, Gyöngyvér; Nagy, József

    2014-01-01

    This study explores the potential of using online tests for the assessment of school readiness and for monitoring early reasoning. Four tests of a face-to-face-administered school readiness test battery (speech sound discrimination, relational reasoning, counting and basic numeracy, and deductive reasoning) and a paper-and-pencil inductive…

  7. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  8. About the Joint Chiefs of Staff

    Science.gov (United States)

    Skip to main content (Press Enter). Toggle navigation Joint Chiefs of Staff Joint Chiefs of Staff Joint Chiefs of Staff Facebook Twitter YouTube Flickr Blog Instagram Search JCS: Search Search Search JCS: Search Home Media News Photos Videos Publications About The Joint Staff Chairman Vice Chairman

  9. The Readiness of Students to Learn Interprofessional Teamwork in Antenatal Care

    Directory of Open Access Journals (Sweden)

    Dina Zakiyyatul Fuadah

    2016-09-01

    Full Text Available Introduction: Indonesia as a developing country have a higher Maternal Mortality Rate (MMR. The prevention efforts is developing interprofessional collaborative practice (IPCP in the level of health care. Collaboration attitudes should start from education level through interprofessional education training and simulation for student. The objective of this study was to analyze the effect of interprofessional education training toward the readiness of students to learn interprofessional teamwork in antenatal care. Methods: Quasi-experimental design (pre test and post test without control with Time-Series Design. Participants used in this study were students of five semester in STIKes Karya Husada Kediri year of 2011/2012 and the number of samples are 60 students. Technique sampling using simple random. The data collected by used questionnaires Readiness Interprofessional Learning Scale (RIPLS and checklist observations using Teamwork Score (TWS. Anova, Friedman test, and Kruskal Wallis was used to statistically analyzed the data. Results: Readiness to learn interprofessional teamwork indicates the value of p = 0.001 thats means there are significant differences between the readiness before and after training IPE. Delta test showed that p value > 0.05 so there is no difference between the three programs study on readiness to learn interprofessional teamwork in antenatal care. Discussion: Interprofessional education training using simulation methods can affect the readiness of nursing, midwifery and nutritionist students for learning interprofessional teamwork in antenatal care. Keywords: interprofessional education, readiness, training and simulations, pre clinics students, antenatal care.

  10. Human Resource Accounting: Interests and Conflicts. A Discussion Paper. CEDEFOP Panorama.

    Science.gov (United States)

    Frederiksen, Jens V.; Westphalen, Sven-Age

    This document examines the principles, use, and benefits of human resource accounting (HRA), which uses numerical and nonnumerical data on items such as costs and benefits of training, staff turnover, absenteeism, and the value of employees' knowledge to measure the value of human resources in enterprises. The introduction presents an overview of…

  11. Implementation plan for WRAP Module 1 operational readiness review

    International Nuclear Information System (INIS)

    Irons, L.G.

    1994-01-01

    The Waste Receiving and Processing Module 1 (WRAP 1) will be used to receive, sample, treat, and ship contact-handled (CH) transuranic (TRU), low-level waste (LLW), and low-level mixed waste (LLMW) to storage and disposal sites both on the Hanford site and off-site. The primary mission of WRAP 1 is to characterize and certify CH waste in 55-gallon and 85-gallon drums; and its secondary function is to certify CH waste standard waste boxes (SWB) and boxes of similar size for disposal. The WRAP 1 will provide the capability for examination (including x-ray, visual, and contents sampling), limited treatment, repackaging, and certification of CH suspect-TRU waste in 55-gallon drums retrieved from storage, as well as newly generated CH LLW and CH TRU waste drums. The WRAP 1 will also provide examination (X-ray and visual only) and certification of CH LLW and CH TRU waste in small boxes. The decision to perform an Operational Readiness Review (ORR) was made in accordance with WHC-CM-5-34, Solid Waste Disposal Operations Administration, Section 1.4, Operational Readiness Activities. The ORR will ensure plant and equipment readiness, management and personnel readiness, and management programs readiness for the initial startup of the facility. This implementation plan is provided for defining the conduct of the WHC ORR

  12. Technology Readiness of School Teachers: An Empirical Study of Measurement and Segmentation

    Science.gov (United States)

    Badri, Masood; Al Rashedi, Asma; Yang, Guang; Mohaidat, Jihad; Al Hammadi, Arif

    2014-01-01

    The Technology Readiness Index (TRI) developed by Parasuraman (2000) was adapted to measure the technology readiness of public school teachers in Abu Dhabi, United Arab Emirates. The study aims at better understanding the factors (mostly demographics) that affect such readiness levels. In addition, Abu Dhabi teachers are segmented into five main…

  13. Defining School Readiness in Maryland: A Multi-Dimensional Perspective. Publication #2012-44

    Science.gov (United States)

    Forry, Nicole; Wessel, Julia

    2012-01-01

    Increased emphasis has been placed on children's ability to enter kindergarten ready to learn, a concept referred to as "school readiness." School readiness has been defined by the Maryland State Department of Education as "the stage of human development that enables a child to engage in, and benefit from, primary learning…

  14. GIS Readiness Survey 2014

    DEFF Research Database (Denmark)

    Schrøder, Lise; Hvingel, Line Træholt; Hansen, Henning Sten

    2014-01-01

    The GIS Readiness Survey 2014 is a follow-up to the corresponding survey that was carried out among public institutions in Denmark in 2009. The present survey thus provides an updated image of status and challenges in relation to the use of spatial information, the construction of the com- mon...

  15. School Readiness Factor Analyzed.

    Science.gov (United States)

    Brenner, Anton; Scott, Leland H.

    This paper is an empirical statistical analysis and interpretation of data relating to school readiness previously examined and reported on a theoretical basis. A total of 118 white, middle class children from six consecutive kindergarten groups in Dearborn, Michigan were tested with seven instruments, evaluated in terms of achievement, ability,…

  16. Consumer behaviors towards ready-to-eat foods based on food-related lifestyles in Korea

    OpenAIRE

    Bae, Hyun-Joo; Chae, Mi-Jin; Ryu, Kisang

    2010-01-01

    The purpose of this study was to examine consumers' behaviors toward ready-to-eat foods and to develop ready-to-eat food market segmentation in Korea. The food-related lifestyle and purchase behaviors of ready-to-eat foods were evaluated using 410 ready-to-eat food consumers in the Republic of Korea. Four factors were extracted by exploratory factor analysis (health-orientation, taste-orientation, convenience-orientation, and tradition-orientation) to explain the ready-to eat food consumers' ...

  17. Strategic Planning for Electronic Resources Management: A Case Study at Gustavus Adolphus College

    Science.gov (United States)

    Hulseberg, Anna; Monson, Sarah

    2009-01-01

    Electronic resources, the tools we use to manage them, and the needs and expectations of our users are constantly evolving; at the same time, the roles, responsibilities, and workflow of the library staff who manage e-resources are also in flux. Recognizing a need to be more intentional and proactive about how we manage e-resources, the…

  18. E3 Staff Database

    Data.gov (United States)

    US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...

  19. External Factors, Internal Factors and Self-Directed Learning Readiness

    Science.gov (United States)

    Ramli, Nurjannah; Muljono, Pudji; Afendi, Farit M.

    2018-01-01

    There are many factors which affect the level of self-directed learning readiness. This study aims to investigate the relationship between external factors, internal factors and self-directed learning readiness. This study was carried out by using a census method for fourth year students of medical program of Tadulako University. Data were…

  20. E-Learning Readiness in Public Secondary Schools in Kenya

    Science.gov (United States)

    Ouma, Gordon O.; Awuor, Fredrick M.; Kyambo, Benjamin

    2013-01-01

    As e-learning becomes useful to learning institutions worldwide, an assessment of e-learning readiness is essential for the successful implementation of e-learning as a platform for learning. Success in e-learning can be achieved by understanding the level of readiness of e-learning environments. To facilitate schools in Kenya to implement…

  1. Students' Readiness for E-Learning Application in Higher Education

    Science.gov (United States)

    Rasouli, Atousa; Rahbania, Zahra; Attaran, Mohammad

    2016-01-01

    The main goal of this research was to investigate the readiness of art students in applying e-learning. This study adopted a survey research design. From three public Iranian Universities (Alzahra, Tarbiat Modares, and Tehran), 347 students were selected by multistage cluster sampling and via Morgan Table. Their readiness for E-learning…

  2. System analysis for technology transfer readiness assessment of horticultural postharvest

    Science.gov (United States)

    Hayuningtyas, M.; Djatna, T.

    2018-04-01

    Availability of postharvest technology is becoming abundant, but only a few technologies are applicable and useful to a wider community purposes. Based on this problem it requires a significant readiness level of transfer technology approach. This system is reliable to access readiness a technology with level, from 1-9 and to minimize time of transfer technology in every level, time required technology from the selection process can be minimum. Problem was solved by using Relief method to determine ranking by weighting feasible criteria on postharvest technology in each level and PERT (Program Evaluation Review Technique) to schedule. The results from ranking process of post-harvest technology in the field of horticulture is able to pass level 7. That, technology can be developed to increase into pilot scale and minimize time required for technological readiness on PERT with optimistic time of 7,9 years. Readiness level 9 shows that technology has been tested on the actual conditions also tied with estimated production price compared to competitors. This system can be used to determine readiness of technology innovation that is derived from agricultural raw materials and passes certain stages.

  3. Effects of Personnel Injuries on Cinc Mission Readiness

    Science.gov (United States)

    1997-09-01

    activities in which injury may be sustained: ACTSPEC (activity specific): 1 =N/A 5 = 0 Course 9 = Fastrope 13 = Patrolling 2 = Running 6 = Weightlifting 10...NAVAL POSTGRADUATE SCHOOL Monterey, California THESIS EFFECTS OF PERSONNEL INJURIES ON CINC MISSION READINESS by Erin G. Snow September, 1997...Thesis 4. TITLE AND SUBTITLE EFFECTS OF PERSONNEL INJURIES ON CINC MISSION READINESS 6. AUTHOR(S) Snow, Erin G. 5. FUNDING NUMBERS 7. PERFORMING

  4. 22 CFR 902.3 - Board staff.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Board staff. 902.3 Section 902.3 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD ORGANIZATION § 902.3 Board staff. The chairperson shall select the Board's executive secretary and other staff provided for in the Act. The executive secretary and staff...

  5. 13 CFR 500.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 500.105 Section 500.105... LOAN PROGRAM Board Procedures § 500.105 Staff. (a) Executive Director. The Executive Director of the... direction with respect to the administration of the Board's actions, directs the activities of the staff...

  6. 13 CFR 400.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 400.105 Section 400.105... Board Procedures § 400.105 Staff. (a) Executive Director. The Executive Director of the Board advises... with respect to the administration of the Board's actions, directs the activities of the staff, and...

  7. The Importance of Staff Training in the Hotel Industy : Case study: Renaissance Shanghai Yuyuan Hotel

    OpenAIRE

    Yang, Xiao

    2010-01-01

    In any kind of business, human resources are the most powerful sources. How to attract outstanding personnel, how to make full use of employees’abilities and potentials in order to help achieve the organizational objectives are the questions that every leader should take into consideration. Staff training is a very essential part of Human Resource Management (HRM), it is a path for the management to know about their employees, it is a way to help employees to make best use of their own abilit...

  8. Length of stay after vaginal birth: sociodemographic and readiness-for-discharge factors.

    Science.gov (United States)

    Weiss, Marianne; Ryan, Polly; Lokken, Lisa; Nelson, Magdalen

    2004-06-01

    The impact of reductions in postpartum length of stay have been widely reported, but factors influencing length of hospital stay after vaginal birth have received less attention. The study purpose was to compare the sociodemographic characteristics and readiness for discharge of new mothers and their newborns at 3 discharge time intervals, and to determine which variables were associated with postpartum length of stay. The study sample comprised 1,192 mothers who were discharged within 2 postpartum days after uncomplicated vaginal birth at a tertiary perinatal center in the midwestern United States. The sample was divided into 3 postpartum length-of-stay groups: group 1 (18-30 hr), group 2 (31-42 hr), and group 3 (43-54 hr). Sociodemographic and readiness-for-discharge data were collected by self-report and from a computerized hospital information system. Measures of readiness for discharge included perceived readiness (single item and Readiness for Discharge After Birth Scale), documented maternal and neonatal clinical problems, and feeding method. Compared with other groups, the longest length-of-stay group was older; of higher socioeconomic status and education; and with more primiparous, breastfeeding, white, married mothers who were living with the baby's father, had adequate home help, and had a private payor source. This group also reported greater readiness for discharge, but their newborns had more documented clinical problems during the postbirth hospitalization. In logistic regression modeling, earlier discharge was associated with young age, multiparity, public payor source, low socioeconomic status, lack of readiness for discharge, bottle-feeding, and absence of a neonatal clinical problem. Sociodemographic characteristics and readiness for discharge (clinical and perceived) were associated with length of postpartum hospital stay. Length of stay is an outcome of a complex interface between patient, provider, and payor influences on discharge timing

  9. Hospital admission planning to optimize major resources utilization under uncertainty

    OpenAIRE

    Dellaert, N.P.; Jeunet, J.

    2010-01-01

    Admission policies for elective inpatient services mainly result in the management of a single resource: the operating theatre as it is commonly considered as the most critical and expensive resource in a hospital. However, other bottleneck resources may lead to surgery cancellations, such as bed capacity and nursing staff in Intensive Care (IC) units and bed occupancy in wards or medium care (MC) services. Our incentive is therefore to determine a master schedule of a given number of patient...

  10. Maximizing competence through professional development: increasing disability knowledge among One-Stop Career Center staff.

    Science.gov (United States)

    Hall, Allison Cohen; Timmons, Jaimie Ciulla; Boeltzig, Heike; Hamner, Doris; Fesko, Sheila

    2006-01-01

    The Workforce Investment Act of 1998 (USA) mandates that partners in the One-Stop Career Center system be prepared to serve a diverse customer base. Effective service delivery depends in part on a focus on human resources and professional development. This article presents innovative strategies for One-Stop Career Center staff training related to serving customers with disabilities. Findings from case study research conducted in several One-Stops across the country revealed that staff struggled with both knowledge and attitudes around disability issues. To address these concerns, local leaders developed practices that provided opportunities to gain practical skills and put acquired knowledge to use. These included a formalized curriculum focused on disability issues; informal support and consultation from a disability specialist; and exposure and learning through internships for students with disabilities. Implications are offered to stimulate thinking and creativity in local One-Stops regarding the most effective ways to facilitate staff learning and, in turn, improve services for customers with disabilities.

  11. Checklist for clinical readiness published

    Science.gov (United States)

    Scientists from NCI, together with collaborators from outside academic centers, have developed a checklist of criteria to evaluate the readiness of complex molecular tests that will guide decisions made during clinical trials. The checklist focuses on tes

  12. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff. 8.05... staff. (a) Each exchange shall establish an adequate enforcement staff which shall be authorized by the... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not...

  13. Summary of technical information and agreements from Nuclear Management and Resources Council industry reports addressing license renewal

    International Nuclear Information System (INIS)

    Regan, C.; Lee, S.

    1996-10-01

    In about 1990, the Nuclear Management and Resources Council (NUMARC) submitted for NRC review ten industry reports (IRs) addressing aging issues associated with specific structures and components of nuclear power plants ad one IR addressing the screening methodology for integrated plant assessment. The NRC staff had been reviewing the ten NUMARC IRs; their comments on each IR and NUMARC responses to the comments have been compiled as public documents. This report provides a brief summary of the technical information and NUMARC/NRC agreements from the ten IRs, except for the Cable License Renewal IR. The technical information and agreements documented herein represent the status of the NRC staffs review when the NRC staff and industry resources were redirected to address rule implementation issues. The NRC staff plans to incorporate appropriate technical information and agreements into the draft standard review plan for license renewal

  14. HUMAN RESOURCE MANAGEMENT IN TERMS OF BEHAVIORAL ECONOMICS

    Directory of Open Access Journals (Sweden)

    Ewa Mazanowska

    2015-01-01

    Full Text Available Behaviourists believe human capital is seen as the potential in people. They believe that the human resource in the organization are intangible assets embodied in the employees, not the people themselves. Behavioral economics emphasizes that people aren’t owned by the company, only their abilities and skills made available to the employer on the basis of certain legal relations which holds it to manage these assets in a rational way. Recognition of behavioral economics also highlights the aspects of development and human capital perspective, which appear in the may resource Staff in the future. These may be limited to: raise, awareness of capacity, internal aspirations, motives. Human capital management is nothing but a recognition of the relevant characteristics of the potential held within the company Staff and correct its use. As a consequence, it can bring tangible benefits to the organization.

  15. Readiness factors for lean implementation in healthcare settings--a literature review.

    Science.gov (United States)

    Al-Balushi, S; Sohal, A S; Singh, P J; Al Hajri, A; Al Farsi, Y M; Al Abri, R

    2014-01-01

    The purpose of this paper is to determine the readiness factors that are critical to the application and success of lean operating principles in healthcare organizations through a review of relevant literature. A comprehensive review of literature focussing on lean and lean healthcare was conducted. Leadership, organizational culture, communication, training, measurement, and reward systems are all commonly attributed readiness factors throughout general change management and lean literature. However, directly related to the successful implementation of lean in healthcare is that a setting is able to authorize a decentralized management style and undertake an end-to-end process view. These can be particularly difficult initiatives for complex organizations such as healthcare settings. The readiness factors identified are based on a review of the published literature. The external validity of the findings could be enhanced if tested using an empirical study. The readiness factors identified will enable healthcare practitioners to be better prepared as they begin their lean journeys. Sustainability of the lean initiative will be at stake if these readiness factors are not addressed. To the best of the knowledge, this is the first paper that provides a consolidated list of key lean readiness factors that can guide practice, as well as future theory and empirical research.

  16. Validating Acquisition IS Integration Readiness with Drills

    DEFF Research Database (Denmark)

    Wynne, Peter J.

    2017-01-01

    To companies, mergers and acquisitions are important strategic tools, yet they often fail to deliver their expected value. Studies have shown the integration of information systems is a significant roadblock to the realisation of acquisition benefits, and for an IT department to be ready......), to understand how an IT department can use them to validate their integration plans. The paper presents a case study of two drills used to validate an IT department’s readiness to carry out acquisition IS integration, and suggests seven acquisition IS integration drill characteristics others could utilise when...

  17. Pandemic influenza and health system resource gaps in Bali: an analysis through a resource transmission dynamics model.

    Science.gov (United States)

    Adisasmito, Wiku; Hunter, Benjamin M; Krumkamp, Ralf; Latief, Kamal; Rudge, James W; Hanvoravongchai, Piya; Coker, Richard J

    2015-03-01

    The failure to contain pandemic influenza A(H1N1) 2009 in Mexico has shifted global attention from containment to mitigation. Limited surveillance and reporting have, however, prevented detailed assessment of mitigation during the pandemic, particularly in low- and middle-income countries. To assess pandemic influenza case management capabilities in a resource-limited setting, the authors used a health system questionnaire and density-dependent, deterministic transmission model for Bali, Indonesia, determining resource gaps. The majority of health resources were focused in and around the provincial capital, Denpasar; however, gaps are found in every district for nursing staff, surgical masks, and N95 masks. A relatively low pathogenicity pandemic influenza virus would see an overall surplus for physicians, antivirals, and antimicrobials; however, a more pathogenic virus would lead to gaps in every resource except antimicrobials. Resources could be allocated more evenly across Bali. These, however, are in short supply universally and therefore redistribution would not fill resource gaps. © 2011 APJPH.

  18. Why Do We Need Future Ready Librarians? That Kid.

    Science.gov (United States)

    Ray, Mark

    2018-01-01

    In this article, the author examines the need of the Future Ready Librarians (FRL) initiative. The FRL Framework helps define how librarians might lead, teach, and support schools based on the core research-based components defined by Future Ready. The framework and initiative are intended to be ways to change the conversation about school…

  19. Balancing the Readiness Equation in Early Childhood Education Reform

    Science.gov (United States)

    Brown, Christopher P.

    2010-01-01

    As policy-makers continue to implement early childhood education reforms that frame the field as a mechanism that is to ready children for elementary school success, questions arise as to how the multiple variables in the readiness equation, such as the child, family, and program, are affected by these policies. The instrumental case study…

  20. An assessement of global energy resource economic potentials

    International Nuclear Information System (INIS)

    Mercure, Jean-François; Salas, Pablo

    2012-01-01

    This paper presents an assessment of global economic energy potentials for all major natural energy resources. This work is based on both an extensive literature review and calculations using natural resource assessment data. Economic potentials are presented in the form of cost-supply curves, in terms of energy flows for renewable energy sources, or fixed amounts for fossil and nuclear resources, with strong emphasis on uncertainty, using a consistent methodology that allow direct comparisons to be made. In order to interpolate through available resource assessment data and associated uncertainty, a theoretical framework and a computational methodology are given based on statistical properties of different types of resources, justified empirically by the data, and used throughout. This work aims to provide a global database for natural energy resources ready to integrate into models of energy systems, enabling to introduce at the same time uncertainty over natural resource assessments. The supplementary material provides theoretical details and tables of data and parameters that enable this extensive database to be adapted to a variety of energy systems modelling frameworks. -- Highlights: ► Global energy potentials for all major energy resources are reported. ► Theory and methodology for calculating economic energy potentials is given. ► An uncertainty analysis for all energy economic potentials is carried out.