WorldWideScience

Sample records for resources training leave

  1. Grass leaves as potential hominin dietary resources.

    Science.gov (United States)

    Paine, Oliver C C; Koppa, Abigale; Henry, Amanda G; Leichliter, Jennifer N; Codron, Daryl; Codron, Jacqueline; Lambert, Joanna E; Sponheimer, Matt

    2018-04-01

    Discussions about early hominin diets have generally excluded grass leaves as a staple food resource, despite their ubiquity in most early hominin habitats. In particular, stable carbon isotope studies have shown a prevalent C 4 component in the diets of most taxa, and grass leaves are the single most abundant C 4 resource in African savannas. Grass leaves are typically portrayed as having little nutritional value (e.g., low in protein and high in fiber) for hominins lacking specialized digestive systems. It has also been argued that they present mechanical challenges (i.e., high toughness) for hominins with bunodont dentition. Here, we compare the nutritional and mechanical properties of grass leaves with the plants growing alongside them in African savanna habitats. We also compare grass leaves to the leaves consumed by other hominoids and demonstrate that many, though by no means all, compare favorably with the nutritional and mechanical properties of known primate foods. Our data reveal that grass leaves exhibit tremendous variation and suggest that future reconstructions of hominin dietary ecology take a more nuanced approach when considering grass leaves as a potential hominin dietary resource. Copyright © 2017. Published by Elsevier Ltd.

  2. Taking control: Is job crafting related to the intention to leave surgical training?

    Science.gov (United States)

    Dominguez, Luis Carlos; Stassen, Laurents; de Grave, Willem; Sanabria, Alvaro; Alfonso, Edgar; Dolmans, Diana

    2018-01-01

    The intention to leave surgical training, hereinafter referred as proxy of "attrition," is associated with poor well-being in the workplace. Attrition is suggested to diminish when residents possess job-crafting skills, that is, the ability to redefine their job in meaningful ways and maximize well-being at work by increasing structural and social resources and challenges and decreasing hindering demands. However, the evidence supporting this relationship is scant. This study sought to: 1) investigate to what extent residents possess job-crafting skills and compare residents' levels of job-crafting skills across years of residency training; 2) investigate the relationship between job crafting, well-being as measured by burnout and work-engagement rates, and the intention to leave; and 3) compare the levels of job-crafting skills and well-being between residents with and without serious intentions to leave. This cross sectional study was conducted in fifteen residency programs in Colombia. Surgical residents completed different questionnaires including the Dutch Job Crafting Scale (DJCS), MBI-Human Services Survey (MBI-HSS), Utrecht Work Engagement Scale (UWES-17) and an adapted version of the Nurse Turnover Intention Scale (NTIS). The objectives were addressed by independent analyses of variance (ANOVA), structural equation modeling techniques (SEM) and independent t-tests, respectively. A total of 202 residents participated. Residents generally scored high on their job-crafting skills to increase structural and social resources as well as challenging demands, but were less positive about their skills to reduce hindering demands. No differences across years of training were found. Job crafting correlated positively with work-engagement, which was inversely related to the intention to leave. Conversely, job crafting correlated negatively with burnout, which bore a positive relationship to the intention to leave. Residents with serious intentions to leave exhibited

  3. Leaving surgical training: some of the reasons are in surgery.

    Science.gov (United States)

    Forel, Deanne; Vandepeer, Meegan; Duncan, Joanna; Tivey, David R; Tobin, Stephen A

    2018-05-01

    In 2014, the Royal Australasian College of Surgeons identified, through internal analysis, a considerable attrition rate within its Surgical Education and Training programme. Within the attrition cohort, choosing to leave accounted for the majority. Women were significantly over-represented. It was considered important to study these 'leavers' if possible. An external group with medical education expertise were engaged to do this, a report that is now published and titled 'A study exploring the reasons for and experiences of leaving surgical training'. During this time, the Royal Australasian College of Surgeons came under serious external review, leading to the development of the Action Plan on Discrimination, Bullying and Sexual Harassment in the Practice of Surgery, known as the Building Respect, Improving Patient Safety (BRIPS) action plan. The 'Leaving Training Report', which involved nearly one-half of all voluntary 'leavers', identified three major themes that were pertinent to leaving surgical training. Of these, one was about surgery itself: the complexity, the technical, decision-making and lifestyle demands, the emotional aspects of dealing with seriously sick patients and the personal toll of all of this. This narrative literature review investigates these aspects of surgical education from the trainees' perspective. © 2018 Royal Australasian College of Surgeons.

  4. Family medical leave as a resilience resource for family caregivers.

    Science.gov (United States)

    Swanke, Jayme; Zeman, Laura Dreuth

    2009-01-01

    Case managers mobilize family networks to care for patients. Family medical leave can be a resource for case managers who seek to enhance resilience among family caregivers. The Family Medical Leave Act, passed in 1993, was the first U.S. policy to regulate employee leaves from work for family care purposes (29 CFR 825.102). This policy offers family caregivers increased flexibility and equality. Current and emerging policies also can reduce financial strain. The discussion examines how case managers can integrate family medical leave into best-practice models to support patients and family caregivers.

  5. Resource capture by single leaves

    Energy Technology Data Exchange (ETDEWEB)

    Long, S.P.

    1992-05-01

    Leaves show a variety of strategies for maximizing CO{sub 2} and light capture. These are more meaningfully explained if they are considered in the context of maximizing capture relative to the utilization of water, nutrients and carbohydrates reserves. There is considerable variation between crops in their efficiency of CO{sub 2} and light capture at the leaf level. Understanding of these mechanisms indicate some ways in which efficiency of resource capture could be level cannot be meaningfully considered without simultaneous understanding of implications at the canopy level. 36 refs., 5 figs., 1 tab.

  6. [Perilla resources of China and essential oil chemotypes of Perilla leaves].

    Science.gov (United States)

    Wei, Chang-Ling; Guo, Bao-Lin; Zhang, Chen-Wu; Zhang, Fen; Tian, Jing; Bai, Xiao-Lin; Zhang, Shun-Nan

    2016-05-01

    This study, based on the findings for Perilla resources, aimed to describe the species, distribution, importance, features, utilization and status of quantitative Perilla resources in China. This not only helps people to know well about the existing resources and researching development, but also indicates the overall distribution, selection and rational use of Perilla resource in the future. According to the output types, Perilla resources are divided into two categories: wild resources and cultivated resources; and based on its common uses, the cultivated resources are further divided into medicine resources, seed-used resources and export resources. The distribution areas of wild resources include Henan, Sichuan, Anhui, Jiangxi, Guangxi, Hunan, Jiangsu and Zhejiang. The distribution areas of medicine resources are concentrated in Hebei, Anhui, Chongqing, Guangxi and Guangdong. Seed-used resources are mainly distributed in Gansu, Heilongjiang, Jilin, Chongqing and Yunnan. Export resource areas are mainly concentrated in coastal cities, such as Zhejiang, Jiangsu, Shandong and Zhejiang. For the further study, the essential oil of leaf samples from different areas were extracted by the steam distillation method and analyzed by GC-MS. The differences in essential oil chemotypes among different Perilla leaves were compared by analyzing their chemical constituents. The main 31 constituents of all samples included: perillaketone (0.93%-96.55%), perillaldehyde (0.10%-61.24%), perillene (52.15%), caryophyllene (3.22%-26.67%), and α-farnesene (2.10%-21.54%). These samples can be classified into following five chemotypes based on the synthesis pathways: PK-type, PA-type, PL-type, PP-type and EK-type. The chemotypes of wild resources included PK-type and PA-type, with PK-type as the majority. All of the five chemotypes are included in cultivated resources, with PA-type as the majority. Seed-used resources are all PK-type, and export resources are all PA-type. The P

  7. Parental leave for residents and pediatric training programs.

    Science.gov (United States)

    2013-02-01

    The American Academy of Pediatrics (AAP) is committed to the development of rational, equitable, and effective parental leave policies that are sensitive to the needs of pediatric residents, families, and developing infants and that enable parents to spend adequate and good-quality time with their young children. It is important for each residency program to have a policy for parental leave that is written, that is accessible to residents, and that clearly delineates program practices regarding parental leave. At a minimum, a parental leave policy for residents and fellows should conform legally with the Family Medical Leave Act as well as with respective state laws and should meet institutional requirements of the Accreditation Council for Graduate Medical Education for accredited programs. Policies should be well formulated and communicated in a culturally sensitive manner. The AAP advocates for extension of benefits consistent with the Family Medical Leave Act to all residents and interns beginning at the time that pediatric residency training begins. The AAP recommends that regardless of gender, residents who become parents should be guaranteed 6 to 8 weeks, at a minimum, of parental leave with pay after the infant's birth. In addition, in conformance with federal law, the resident should be allowed to extend the leave time when necessary by using paid vacation time or leave without pay. Coparenting, adopting, or fostering of a child should entitle the resident, regardless of gender, to the same amount of paid leave (6-8 weeks) as a person who takes maternity/paternity leave. Flexibility, creativity, and advanced planning are necessary to arrange schedules that optimize resident education and experience, cultivate equity in sharing workloads, and protect pregnant residents from overly strenuous work experiences at critical times of their pregnancies.

  8. 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.

  9. Human resources training in coastal science

    Digital Repository Service at National Institute of Oceanography (India)

    Vijayaraghavan, S.

    The paper stresses the importance of training and education to the development and application of knowledge on the coastal marine environment and its resources. Present status of human resources training in India is discussed and changes...

  10. Radiological health training resources, 1975

    International Nuclear Information System (INIS)

    1975-01-01

    The Division of Training and Medical Applications is the component of the Bureau of Radiological Health which has the responsibility for providing training assistance to the Nation's radiological health agencies. Recognizing that these agencies are establishing their own user and personnel training programs, the Division offers through the Training Resources Center a variety of educational materials which may be utilized for specific training purposes. This bulletin contains a list of educational materials, including publications, booklets, slides and transparencies, movies, video tapes, training guides, and training seminars for the education of x-ray technicians in radiation protection

  11. Job demands-resources, burnout and intention to leave the nursing profession: a questionnaire survey.

    Science.gov (United States)

    Jourdain, Geneviève; Chênevert, Denis

    2010-06-01

    The aims of the paper are to examine the role of burnout in the relationship between stress factors related to nurses' work and social environment and intention to leave the profession and to investigate the nature of the relationship between burnout and intention to leave the nursing profession. A postulate of the job demands-resources model is that two distinct yet related processes contribute to the development of burnout. The energetic process originates from demands and is mainly centered on emotional exhaustion; the motivational process originates from resources and is mainly centered on depersonalization. Moreover, we postulated that the two components of burnout are linked indirectly to intention to leave the profession via psychosomatic complaints, associated with the energetic process, and via professional commitment, associated with the motivational process. The research model was tested on cross-sectional data collected in 2005 from 1636 registered nurses working in hospitals who responded to a self-administrated questionnaire. Demands are the most important determinants of emotional exhaustion and indirectly induce depersonalization via emotional exhaustion, whereas resources mainly predict depersonalization. Moreover, emotional exhaustion and depersonalization are linked to psychosomatic complaints and professional commitment, which are in turn associated with intention to leave the profession. The results suggest that a dual strategy is needed in order to retain nurses within the profession: a decrease in job demands, coupled with an increase in available job resources. In particular, nurses' tasks and role should be restructured to reduce work overload and increase the meaning of their work. (c) 2009 Elsevier Ltd. All rights reserved.

  12. Training human resource for NPP in Vietnam

    International Nuclear Information System (INIS)

    Nguyen, Trung Tinh; Dam, Xuan Hiep

    2008-01-01

    Vietnam will establish the first NPP in the near future. With us the first important thing is the human resource, but now there is no university in Vietnam training nuclear engineers. In EPU (Electric Power University), now we are preparing for training nuclear engineers. In this paper, we review the nuclear man power and the way to train the high quality human resource for NPP and for other nuclear application in Vietnam. (author)

  13. Cockpit resource management training at People Express

    Science.gov (United States)

    Bruce, Keith D.; Jensen, Doug

    1987-01-01

    In January 1986 in a continuing effort to maintain and improve flight safety and solve some Cockpit Resource Management (CRM) problems, People Express implemented a new CRM training program. It is a continuously running program, scheduled over the next three years and includes state-of-the-art full-mission simulation (LOFT), semi-annual seminar workshops and a comprehensive academic program authored by Robert W. Mudge of Cockpit Management Resources Inc. That program is outlined and to maximize its contribution to the workshop's goals, is organized into four topic areas: (1) Program content: the essential elements of resource management training; (2) Training methods: the strengths and weaknesses of current approaches; (3) Implementation: the implementation of CRM training; and (4) Effectiveness: the effectiveness of training. It is confined as much as possible to concise descriptions of the program's basic components. Brief discussions of rationale are included, however no attempt is made to discuss or review popular CRM tenets or the supporting research.

  14. Teachers' Professional Goal Orientations: Importance for Further Training and Sick Leave

    Science.gov (United States)

    Nitsche, Sebastian; Dickhauser, Oliver; Fasching, Michaela S.; Dresel, Markus

    2013-01-01

    The present study examined the relevance of teachers' individual goal orientations for the attendance of further training and sick leave in the teaching profession. Regression analysis indicated a positive effect of learning goal orientation (i.e., the desire to improve one's teaching skills and knowledge) along with a negative effect of work…

  15. Negotiation Training Courses for Natural Resource Professionals

    Science.gov (United States)

    Burkardt, Nina; Swann, M. Earlene; Walters, Katherine

    2006-01-01

    FORT's Policy Analysis and Science Assistance Branch (PASA) has been conducting and publishing research on multi-party natural resource negotiation since the 1980s. This research has led to the development of basic and advanced negotiation training courses. Each course is two-and-a-half days. Both courses are a mix of lecture, hands-on training, and discussion. Please join us and other natural resource professionals facing similar problems and share your experiences. Come prepared to candidly discuss examples of successes to embrace, stalemates to recognize, and pitfalls to avoid in natural resource negotiations.

  16. The Training Resource Unit--An Outreach Model.

    Science.gov (United States)

    Martin, Meredith A.

    1991-01-01

    The Training Resource Unit is a New South Wales (Australia) community services initiative that provides services such as direct client training, career training, and consultation to individuals with severe intellectual disability and severe challenging behaviors. The service is provided in the person's place of residence, workplace, or school…

  17. Mental training affects distribution of limited brain resources.

    Directory of Open Access Journals (Sweden)

    Heleen A Slagter

    2007-06-01

    Full Text Available The information processing capacity of the human mind is limited, as is evidenced by the so-called "attentional-blink" deficit: When two targets (T1 and T2 embedded in a rapid stream of events are presented in close temporal proximity, the second target is often not seen. This deficit is believed to result from competition between the two targets for limited attentional resources. Here we show, using performance in an attentional-blink task and scalp-recorded brain potentials, that meditation, or mental training, affects the distribution of limited brain resources. Three months of intensive mental training resulted in a smaller attentional blink and reduced brain-resource allocation to the first target, as reflected by a smaller T1-elicited P3b, a brain-potential index of resource allocation. Furthermore, those individuals that showed the largest decrease in brain-resource allocation to T1 generally showed the greatest reduction in attentional-blink size. These observations provide novel support for the view that the ability to accurately identify T2 depends upon the efficient deployment of resources to T1. The results also demonstrate that mental training can result in increased control over the distribution of limited brain resources. Our study supports the idea that plasticity in brain and mental function exists throughout life and illustrates the usefulness of systematic mental training in the study of the human mind.

  18. DOE contractor trade network: a decade of experience in training resource exchange

    International Nuclear Information System (INIS)

    Croll, P.; Weseman, M.

    1989-01-01

    Training Resources and Data Exchange (TRADE) refers to a series of activities designed to increase communication and exchanges of ideas, information, and resources among US Department of Energy contractor operated facilities in the field of training and human resource development. TRADE activities are planned and implemented by the DOE Contractor TRADE Executive Committee. TRADE objectives are accomplished through conference workshops, publications, and special interest groups. TRADE special interest groups include the following: computer-based training, emergency preparedness, industrial hygiene training, human resource issues, radiation protection training, safeguards and security training. The authors discuss how TRADE has evolved to meet changing contractor needs to improve human performance over the last 10 years. TRADE currently has working agreements to share training information with INPO, the Federal Laboratories Consortium, and the National Registry of Radiation Protection Technologists

  19. Human Factors in Training - Space Flight Resource Management Training

    Science.gov (United States)

    Bryne, Vicky; Connell, Erin; Barshi, Immanuel; Arsintescu, L.

    2009-01-01

    Accidents and incidents show that high workload-induced stress and poor teamwork skills lead to performance decrements and errors. Research on teamwork shows that effective teams are able to adapt to stressful situations, and to reduce workload by using successful strategies for communication and decision making, and through dynamic redistribution of tasks among team members. Furthermore, superior teams are able to recognize signs and symptoms of workload-induced stress early, and to adapt their coordination and communication strategies to the high workload, or stress conditions. Mission Control Center (MCC) teams often face demanding situations in which they must operate as an effective team to solve problems with crew and vehicle during onorbit operations. To be successful as a team, flight controllers (FCers) must learn effective teamwork strategies. Such strategies are the focus of Space Flight Resource Management (SFRM) training. SFRM training in MOD has been structured to include some classroom presentations of basic concepts and case studies, with the assumption that skill development happens in mission simulation. Integrated mission simulations do provide excellent opportunities for FCers to practice teamwork, but also require extensive technical knowledge of vehicle systems, mission operations, and crew actions. Such technical knowledge requires lengthy training. When SFRM training is relegated to integrated simulations, FCers can only practice SFRM after they have already mastered the technical knowledge necessary for these simulations. Given the centrality of teamwork to the success of MCC, holding SFRM training till late in the flow is inefficient. But to be able to train SFRM earlier in the flow, the training cannot rely on extensive mission-specific technical knowledge. Hence, the need for a generic SFRM training framework that would allow FCers to develop basic teamwork skills which are mission relevant, but without the required mission knowledge

  20. From Training to Learning in Enterprise Resource Planning Systems

    Science.gov (United States)

    Kerr, Don; Murray, Peter A.; Burgess, Kevin

    2012-01-01

    The information systems' literature outlines how training is a critical factor to successful Enterprise Resource Planning (ERP) implementations. Yet, types of training are not discussed in the literature and there is little indication if existing training is effective and whether relevant contextual factors have been considered. Without…

  1. 76 FR 3831 - Crew Resource Management Training for Crewmembers in Part 135 Operations

    Science.gov (United States)

    2011-01-21

    ... training in the use of crew resource management principles, as appropriate for their operation. This final... incorporation of team management concepts in flight operations. This training focuses on communication and... document. Title: Crew Resource Management Training for Crewmembers in Part 135 Operations. Summary: This...

  2. Human resource training and development. The outdoor management method.

    OpenAIRE

    THANOS KRIEMADIS; ANNA KOURTESOPOULOU

    2008-01-01

    In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD). For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development ...

  3. Job leaving intentions and occupation-related beliefs amongst preregistered dental nurses in Scotland: the mediating role of work engagement and personal accomplishment.

    Science.gov (United States)

    Forbes, Gillian; Freeman, Ruth; McCombes, Wendy; Humphris, Gerry

    2014-02-01

    To identify the job resource beliefs of preregistration dental nurses and subsequently investigate their relationship with work engagement, personal accomplishment and intention to leave amongst this occupational group in Scotland. A cross-sectional survey design was used. The Utrecht Work Engagement Scale, Personal accomplishment (a subscale of Maslach Burnout Inventory) and author-developed questions for job resource beliefs and intention to leave were the measuring instruments used. Two hundred and thirty-one dental nurses participated (82% response rate). Mean age was 25 and mean job tenure was 17.5 months. The job resource belief most valued was 'good working relationship'. A multiple mediated path analytical model was explored. Work engagement adjusted for job resource beliefs was very strongly negatively associated with intention to leave (-0.93). There was an indirect relationship between job resource beliefs and intention to leave (-0.28) mediated via work engagement and personal accomplishment. Dental nurses under training held job resource beliefs about their profession that were associated with work engagement, personal accomplishment and their stability of remaining in the job. © 2013 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

  4. Team training in the skies: does crew resource management (CRM) training work?

    Science.gov (United States)

    Salas, E; Burke, C S; Bowers, C A; Wilson, K A

    2001-01-01

    The aviation community has invested great amounts of money and effort into crew resource management (CRM) training. Using D. L. Kirkpatrick's (1976) framework for evaluating training, we reviewed 58 published accounts of CRM training to determine its effectiveness within aviation. Results indicated that CRM training generally produced positive reactions, enhanced learning, and promoted desired behavioral changes. However, we cannot ascertain whether CRM has an effect on an organization's bottom line (i.e., safety). We discuss the state of the literature with regard to evaluation of CRM training programs and, as a result, call for the need to conduct systematic, multilevel evaluation efforts that will show the true effectiveness of CRM training. As many evaluations do not collect data across levels (as suggested by D. L. Kirkpatrick, 1976, and by G. M. Alliger, S. I. Tannenbaum, W. Bennett, Jr., & H. Traver, 1997), the impact of CRM cannot be truly determined; thus more and better evaluations are needed and should be demanded.

  5. eLearning resources to supplement postgraduate neurosurgery training.

    Science.gov (United States)

    Stienen, Martin N; Schaller, Karl; Cock, Hannah; Lisnic, Vitalie; Regli, Luca; Thomson, Simon

    2017-02-01

    In an increasingly complex and competitive professional environment, improving methods to educate neurosurgical residents is key to ensure high-quality patient care. Electronic (e)Learning resources promise interactive knowledge acquisition. We set out to give a comprehensive overview on available eLearning resources that aim to improve postgraduate neurosurgical training and review the available literature. A MEDLINE query was performed, using the search term "electronic AND learning AND neurosurgery". Only peer-reviewed English-language articles on the use of any means of eLearning to improve theoretical knowledge in postgraduate neurosurgical training were included. Reference lists were crosschecked for further relevant articles. Captured parameters were the year, country of origin, method of eLearning reported, and type of article, as well as its conclusion. eLearning resources were additionally searched for using Google. Of n = 301 identified articles by the MEDLINE search, n = 43 articles were analysed in detail. Applying defined criteria, n = 28 articles were excluded and n = 15 included. Most articles were generated within this decade, with groups from the USA, the UK and India having a leadership role. The majority of articles reviewed existing eLearning resources, others reported on the concept, development and use of generated eLearning resources. There was no article that scientifically assessed the effectiveness of eLearning resources (against traditional learning methods) in terms of efficacy or costs. Only one article reported on satisfaction rates with an eLearning tool. All authors of articles dealing with eLearning and the use of new media in neurosurgery uniformly agreed on its great potential and increasing future use, but most also highlighted some weaknesses and possible dangers. This review found only a few articles dealing with the modern aspects of eLearning as an adjunct to postgraduate neurosurgery training. Comprehensive

  6. [Training of health-care employees in crisis resource management].

    Science.gov (United States)

    Spanager, Lene; Østergaard, Doris; Lippert, Anne; Nielsen, Kurt; Dieckmann, Peter

    2013-03-25

    Studies show that human errors contribute to up to 70% of mistakes and mishaps in health care. Crisis resource management, CRM, is a conceptual framework for analysing and training individual and team skills in order to prevent and manage errors. Different CRM training methods, e.g. simulation, are in use and the literature emphasises the need of training the full team or organisation for maximal effect. CRM training has an effect on skill improvement, but few studies have shown an effect on patient outcome. However, these studies show great variability of quality.

  7. eLearning resources to supplement postgraduate neurosurgery training.

    OpenAIRE

    Stienen, MN; Schaller, K; Cock, H; Lisnic, V; Regli, L; Thomson, S

    2017-01-01

    BACKGROUND: In an increasingly complex and competitive professional environment, improving methods to educate neurosurgical residents is key to ensure high-quality patient care. Electronic (e)Learning resources promise interactive knowledge acquisition. We set out to give a comprehensive overview on available eLearning resources that aim to improve postgraduate neurosurgical training and review the available literature. MATERIAL AND METHODS: A MEDLINE query was performed, using the search ter...

  8. Human resource training and development. The outdoor management method.

    Directory of Open Access Journals (Sweden)

    THANOS KRIEMADIS

    2008-01-01

    Full Text Available In the age of international competition in today’s economy, companies must train their employees and prepare them for jobs in the future. There are many different types and educational approaches in human resource training, but the present study will focus on the Outdoor Management Development (OMD. For better understanding, the particular training method and the core stages of the training process will be examined and the definitions of OMD as an educational tool for management development will be presented. Basic theories and models will be analysed as well as the benefits earned and evaluation concerns about the effectiveness of such training programs.

  9. Simulation-based crisis resource management training for pediatric critical care medicine: a review for instructors.

    Science.gov (United States)

    Cheng, Adam; Donoghue, Aaron; Gilfoyle, Elaine; Eppich, Walter

    2012-03-01

    To review the essential elements of crisis resource management and provide a resource for instructors by describing how to use simulation-based training to teach crisis resource management principles in pediatric acute care contexts. A MEDLINE-based literature source. OUTLINE OF REVIEW: This review is divided into three main sections: Background, Principles of Crisis Resource Management, and Tools and Resources. The background section provides the brief history and definition of crisis resource management. The next section describes all the essential elements of crisis resource management, including leadership and followership, communication, teamwork, resource use, and situational awareness. This is followed by a review of evidence supporting the use of simulation-based crisis resource management training in health care. The last section provides the resources necessary to develop crisis resource management training using a simulation-based approach. This includes a description of how to design pediatric simulation scenarios, how to effectively debrief, and a list of potential assessment tools that instructors can use to evaluate crisis resource management performance during simulation-based training. Crisis resource management principles form the foundation for efficient team functioning and subsequent error reduction in high-stakes environments such as acute care pediatrics. Effective instructor training is required for those programs wishing to teach these principles using simulation-based learning. Dissemination and integration of these principles into pediatric critical care practice has the potential for a tremendous impact on patient safety and outcomes.

  10. VECTR: Virtual Environment Computational Training Resource

    Science.gov (United States)

    Little, William L.

    2018-01-01

    The Westridge Middle School Curriculum and Community Night is an annual event designed to introduce students and parents to potential employers in the Central Florida area. NASA participated in the event in 2017, and has been asked to come back for the 2018 event on January 25. We will be demonstrating our Microsoft Hololens Virtual Rovers project, and the Virtual Environment Computational Training Resource (VECTR) virtual reality tool.

  11. Processing speed training increases the efficiency of attentional resource allocation in young adults

    Directory of Open Access Journals (Sweden)

    Wesley K Burge

    2013-10-01

    Full Text Available Cognitive training has been shown to improve performance on a range of tasks. However, the mechanisms underlying these improvements are still unclear. Given the wide range of transfer effects, it is likely that these effects are due to a factor common to a wide range of tasks. One such factor is a participant’s efficiency in allocating limited cognitive resources. The impact of a cognitive training program, Processing Speed Training (PST, on the allocation of resources to a set of visual tasks was measured using pupillometry in 10 young adults as compared to a control group of a 10 young adults (n = 20. PST is a well-studied computerized training program that involves identifying simultaneously presented central and peripheral stimuli. As training progresses, the task becomes increasingly more difficult, by including peripheral distracting stimuli and decreasing the duration of stimulus presentation. Analysis of baseline data confirmed that pupil diameter reflected cognitive effort. After training, participants randomized to PST used fewer attentional resources to perform complex visual tasks as compared to the control group. These pupil diameter data indicated that PST appears to increase the efficiency of attentional resource allocation. Increases in cognitive efficiency have been hypothesized to underlie improvements following experience with action video games, and improved cognitive efficiency has been hypothesized to underlie the benefits of processing speed training in older adults. These data reveal that these training schemes may share a common underlying mechanism of increasing cognitive efficiency in younger adults.

  12. Human Resources Training Requirement on NPP Operation and Maintenance

    International Nuclear Information System (INIS)

    Nurlaila; Yuliastuti

    2009-01-01

    This paper discussed the human resources requirement on Nuclear Power Plant (NPP) operation and maintenance (O&M) phase related with the training required for O&M personnel. In addition, this paper also briefly discussed the availability of training facilities domestically include with some suggestion to develop the training facilities intended for the near future time in Indonesia. This paper was developed under the assumptions that Indonesia will build twin unit of NPP with capacity 1000 MWe for each using the turnkey contract method. The total of NPP O&M personnel were predicted about 692 peoples which consists of 42 personnel located in the head quarter and the rest 650 people work at NPP site. Up until now, Indonesia had the experience on operating and maintaining the nonnuclear power plant and several research reactors namely Kartini Reactor Yogyakarta, Triga Mark II Reactor Bandung, and GA Siwabessy Reactor Serpong. Beside that, experience on operating and maintaining the NPP in other countries would act as one of the reference to Indonesia in formulating an appropriate strategy to develop NPP human resources particularly in O&M phases. Education and training development program could be done trough the cooperation with vendor candidates. (author)

  13. Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial.

    Science.gov (United States)

    Milligan-Saville, Josie S; Tan, Leona; Gayed, Aimée; Barnes, Caryl; Madan, Ira; Dobson, Mark; Bryant, Richard A; Christensen, Helen; Mykletun, Arnstein; Harvey, Samuel B

    2017-11-01

    Mental illness is one of the most rapidly increasing causes of long-term sickness absence, despite improved rates of detection and development of more effective interventions. However, mental health training for managers might help improve occupational outcomes for people with mental health problems. We aimed to investigate the effect of mental health training on managers' knowledge, attitudes, confidence, and behaviour towards employees with mental health problems, and its effect on employee sickness absence. We did a cluster randomised controlled trial of manager mental health training within a large Australian fire and rescue service, with a 6-month follow-up. Managers (clusters) at the level of duty commander or equivalent were randomly assigned (1:1) using an online random sequence generator to either a 4-h face-to-face RESPECT mental health training programme or a deferred training control group. Researchers, managers, and employees were not masked to the outcome of randomisation. Firefighters and station officers supervised by each manager were included in the study via their anonymised sickness absence records. The primary outcome measure was change in sickness absence among those supervised by each of the managers. We analysed rates of work-related sick leave and standard sick leave seperately, with rate being defined as sickness absence hours divided by the sum of hours of sickness absence and hours of attendance. This trial was registered with the Australian New Zealand Clinical Trials Registry (ACTRN12613001156774). 128 managers were recruited between Feb 18, 2014, and May 17, 2014. 46 (71%) of 65 managers allocated to the intervention group received the intervention, and 42 (67%) of 63 managers allocated to the control group were entered in the deferred training group. Managers and their employees were followed up and reassessed at 6 months after randomisation. 25 managers (1233 employees) in the intervention group and 19 managers (733 employees) in

  14. Cardiopulmonary Resuscitation in Resource-limited Health Systems-Considerations for Training and Delivery.

    Science.gov (United States)

    Friesen, Jason; Patterson, Dean; Munjal, Kevin

    2015-02-01

    In the past 50 years, cardiopulmonary resuscitation (CPR) has gained widespread recognition as a life-saving skill that can be taught successfully to the general public. Cardiopulmonary resuscitation can be considered a cost-effective intervention that requires minimal classroom training and low-cost equipment and supplies; it is commonly taught throughout much of the developed world. But, the simplicity of CPR training and its access for the general public may be misleading, as outcomes for patients in cardiopulmonary arrest are poor and survival is dependent upon a comprehensive "chain-of-survival," which is something not achieved easily in resource-limited health care settings. In addition to the significant financial and physical resources needed to both train and develop basic CPR capabilities within a community, there is a range of ethical questions that should also be considered. This report describes some of the financial and ethical challenges that might result from CPR training in low- and middle-income countries (LMICs). It is determined that for many health care systems, CPR training may have financial and ethically-deleterious, unintended consequences. Evidence shows Basic Life Support (BLS) skills training in a community is an effective intervention to improve public health. But, health care systems with limited resources should include CPR training only after considering the full implications of that intervention.

  15. Entrepreneurial training for Human Resource practitioners and potential services rendered to Small Enterprises

    Directory of Open Access Journals (Sweden)

    R. van der Walt

    2008-12-01

    Full Text Available This article examines to what extent current South African university courses/programmes in Human Resources Management and Industrial Psychology prepare students for a career in entrepreneurship. It is argued that human resources practitioners have much to offer in the line of services and advice to small enterprises on how to succeed. The data of the survey are analysed through a qualitative approach. The findings indicate that entrepreneurship training currently receives limited attention in the training of human resources practitioners and industrial psychologists.   Key words and phrases: entrepreneurial education, human resources management, industrial psychology

  16. 48 CFR 752.7031 - Leave and holidays.

    Science.gov (United States)

    2010-10-01

    ... States (less language training) and the actual days overseas beginning on the date of departure from the.... (e) Military leave. Military leave of not more than 15 calendar days in any calendar year may be... such military leave has been approved in advance by the cognizant Mission Director or Assistant...

  17. The Development and Evaluation of a Multimedia Resource To Support ICT Training: Design Issues, Training Processes and User Experiences.

    Science.gov (United States)

    Tearle, Penni; Dillon, Patrick

    2001-01-01

    Addresses issues surrounding the process of information and communications technology training (ICT), and the application of training outcomes in the workplace. Provides an overview of content and design features of the multimedia resource "Ensuring Effectiveness of ICT Training" and reports on its evaluation. Discusses design issues, training…

  18. Human Resource Management in Australian Registered Training Organisations

    Science.gov (United States)

    Smith, Andrew; Hawke Geof

    2008-01-01

    This report forms part of a comprehensive research program that has examined issues related to building the organisational capability of vocational education and training providers. In particular, this report focuses on the current state of human resource management practice in both technical and further education and private registered training…

  19. Improving Training in Enterprise Resource Planning Systems Implementation through Communities of Practice

    Science.gov (United States)

    Kerr, Don; Burgess, Kevin J.; Houghton, Luke; Murray, Peter A.

    2012-01-01

    The Enterprise Resource Planning (ERP) literature suggests that effective training is one of the key reasons for success in ERP implementations. However, limited research has been conducted on what constitutes effective training in an ERP environment. A case study approach was used to explore the effectiveness of traditional training and to…

  20. Educational-researching and Information Resources In Interdisciplinary Automated Training System Based On Internet Technology

    Directory of Open Access Journals (Sweden)

    T. V. Savitskaya

    2016-01-01

    Full Text Available The aim of the research is the study of the functionality of modular object-oriented dynamic learning environment (Moodle to development the informational and educational and educational research resource for training students in the disciplines of natural-scientific and engineer science. Have considered scientific-practical and methodological experience in the development, implementation and use of the interdisciplinary automated training system based on the Moodle system in the educational process. Presented the structure of the typical training course and set out recommendations for the development of information and educational resources different types of lessons and self-study students.Have considered the features of preparation of teaching-research resources of the assignments for lab using the software package MatLab. Also has considered the experience of implementing the discipline “Remote educational technologies and electronic learning in the scientific and the educational activities” for the training of graduate students at the Mendeleev University of Chemical Technology of Russia. The proposed an article approaches to the implementation of informational and educational and educational research resources in the interdisciplinary automated training system can be applied for a wide range of similar disciplines of natural-scientific and engineering sciences in a multilevel system of training of graduates.

  1. The Effects of Human Resources Training on Employee Performance in Business

    Directory of Open Access Journals (Sweden)

    Kerem KAPTANGİL

    2012-12-01

    Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

  2. Decommissioning of Nuclear Facilities: Training and Human Resource Considerations

    International Nuclear Information System (INIS)

    2008-01-01

    One of the cornerstones of the success of nuclear facility decommissioning is the adequate competence of personnel involved in decommissioning activities. The purpose of this publication is to provide methodological guidance for, and specific examples of good practices in training as an integral part of human resource management for the personnel performing decommissioning activities. The use of the systematic methodology and techniques described in this publication may be tailored and applied to the development of training for all types of nuclear facilities undergoing decommissioning. Examples of good practices in other aspects of human resources, such as knowledge preservation, management of the workforce and improvement of human performance, are also covered. The information contained in this publication, and the examples provided in the appendices and enclosed CD-ROM, are representative of the experience of decommissioning of a wide variety of nuclear facilities.

  3. EVALUATION OF EDUCATION IMPLEMENTATION OF TRAINING PIM III IN AGENCY OF HUMAN RESOURCE DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    Kencana Sari

    2017-12-01

    Full Text Available This study is a qualitative research aims to find out how the implementation of leadership level III training at Human Resources Development Board of Province of South Sumatera based on: (1 participant's satisfaction covers: participant's satisfaction to widyaiswara or resource person, participant's satisfaction to organizer committee service, participant's satisfaction on training materials, participant's satisfaction on training schedule, Participants on training facilities and infrastructure, and participant's satisfaction with the training consumption; (2 learning activities include: participant activity in learning process, widyaiswara activity or resource in learning process, and organizer activity of organizer in learning process; (3 changes in the behavior of alumni after returning to their respective duties, including: behavioral changes in implementing management functions, behavior change in task delegation, behavior change in coordination, and behavior change in decision making; (4 Impact of change in employment behavior of alumni to improve agency performance; and (5 Impact of change in work behavior of alumni to improve service quality of institution.

  4. The Impact of Bundled High Performance Human Resource Practices on Intention to Leave: Mediating Role of Emotional Exhaustion

    Science.gov (United States)

    Jyoti, Jeevan; Rani, Roomi; Gandotra, Rupali

    2015-01-01

    Purpose: The purpose of this paper is to examine the mediating effect of emotional exhaustion (EE) in between bundled high-performance human resource practices (HPHRPs) and intention to leave (ITL) in the education sector. Design/methodology/approach: A survey questionnaire method was used to collect data from a sample of 514 teachers working in…

  5. Radiological health training resources 1979. Report for September 1977-August 1979

    International Nuclear Information System (INIS)

    Munzer, J.E.; Sauer, K.G.

    1979-08-01

    In an effort to reach radiation control personnel and user groups in greater numbers than is possible through direct training methods, the Training Resources Center distributes many types of radiological health movies, videocassettes, and course listings. The training collection maintained by the Division of Training and Medical Applications includes videocassettes, movies, and printed material. Titles in this publication are limited to radiological health subjects only and include a variety of topics ranging from basic fundamentals to historical perspectives to current state of the art. This publication is published and updated biennially

  6. MODELLING AND SIMULATING RISKS IN THE TRAINING OF THE HUMAN RESOURCES BY APPLYING THE CHAOS THEORY

    OpenAIRE

    Eugen ROTARESCU

    2012-01-01

    The article approaches the modelling and simulation of risks in the training of the human resources, as well as the forecast of the degree of human resources training impacted by risks by applying the mathematical tools offered by the Chaos Theory and mathematical statistics. We will highlight that the level of knowledge, skills and abilities of the human resources from an organization are autocorrelated in time and they depend on the level of a previous moment of the training, as well as on ...

  7. Human Resources Requirements for New Nuclear Power Programs

    International Nuclear Information System (INIS)

    Goodnight, Charles T.

    2014-01-01

    Summary: Planning to Meet HR Requirements for New Nuclear Power Programs Must Begin Early. Many years of preparation are required before the “Right Number of the Right People” … will be … “In the Right Place at the Right Time”. • Seven key steps which must be taken include: 1) Identify detailed Human Resources requirements, based on the selected site and reactor design; 2) Conduct an assessment of national capacity to develop and/or provide those resources; 3) Conduct a Gap Analysis to determine what additional steps will be needed to fill any capacity shortfalls; 4) Develop initial and recurring recruiting and training plans; 5) Begin recruiting and training; 6) Review and adjust as personnel move and/or leave; 7) Ensure adequate relationships are in place for sources of future recruiting

  8. Cross-training workers in dual resource constrained systems with heterogeneous processing times

    NARCIS (Netherlands)

    Bokhorst, J. A. C.; Gaalman, G. J. C.

    2009-01-01

    In this paper, we explore the effect of cross-training workers in Dual Resource Constrained (DRC) systems with machines having different mean processing times. By means of queuing and simulation analysis, we show that the detrimental effects of pooling (cross-training) previously found in single

  9. Application of ICT-based Learning Resources for University Inorganic Chemistry Course Training

    Directory of Open Access Journals (Sweden)

    Tatyana M. Derkach

    2013-01-01

    Full Text Available The article studies expediency and efficiency of various ICT-based learning resources use in university inorganic chemistry course training, detects difference of attitudes toward electronic resources between students and faculty members, which create the background for their efficiency loss

  10. Self-Funded Leave and Life Role Development

    Science.gov (United States)

    Furbish, Dale S.

    2009-01-01

    Self-funded leave is an employee benefit that provides a time resource to those who wish to develop interests and other life roles. Semistructured interviews were used for this qualitative study to explore the motivations for enrolling in the self-funded leave program, how the leave contributed to work-life balance through development of other…

  11. EVALUATION OF FINANCIAL AUTONOMY PROCESS OF BINH THUAN PROVINCE IN TRAINING PUBLIC HUMAN RESOURCES IN FOREIGN COUNTRIES

    OpenAIRE

    NGUYEN THANH, NHAN

    2012-01-01

    This paper will discuss the financial autonomy in training public human resources in foreign countries in Binh Thuan province. The process of financial autonomy helps Binh Thuan province be proactive in dealing with its performances in many aspects, especially in training public human resources. Although central government has built many training policies, the training focuses on the fields that meet the general requirements of the whole country. This leads to the situation that the trained m...

  12. ROLE OF TRAINING COURSES IN MOTIVATING HUMAN RESOURCES IN THE NUCLEAR RESEARCH SUBSIDIARY OF PITESTI

    Directory of Open Access Journals (Sweden)

    Carmen Gabriela SECARĂ

    2014-06-01

    Full Text Available With the globalization and industrialization of all areas of activity, it also increased the role of the individual within the organization, moving from being a mere employee to that of human resource, thus emphasizing their role and importance in the organization, which is why human resource management should pay special attention to people, to treat them professionally according to principles of human resource management. The main investment is human resource. Their motivation should be a constant concern for all organizations. Among motivating factors, an increasingly important role is training courses that are part of the extensive process of training.

  13. Pollution prevention opportunity assessments, a training and resource guide

    Energy Technology Data Exchange (ETDEWEB)

    VALERO, O.J.

    1998-11-03

    The intention of the ''Pollution Prevention Opportunity Assessment Training and Resource Guide'' is to help Hanford waste generators identify ways to reduce waste through the Pollution Prevention Opportunity Assessment (P20A) process. This document presents pollution prevention tools and provides a step-by-step approach for conducting assessments.

  14. Nuclear training as the integral part of managing of human resources

    International Nuclear Information System (INIS)

    Kazennov, A.Yu.; )

    2010-01-01

    The author reports on the personnel training that is one of important measures to achieve and maintain the required competence of various categories of nuclear facility employees, including nuclear power plants, and one of important activities in the framework of overall management system to improve organizational and human performance of a nuclear facility. The role of the IAEA in the assistance in the development of training systems for nuclear power plants is described, in particular the activity of the Technical Working Group on Managing Human Resources in the Field of Nuclear Energy (TWG-MHR) and The Education and Training Support Group (ETSG) [ru

  15. Caregiver Leave-Taking in Spain: Rate, Motivations, and Barriers.

    Science.gov (United States)

    Rogero-García, Jesús; García-Sainz, Cristina

    2016-01-01

    This paper aims to (1) determine the rate of (full- and part-time) caregiver leave-taking in Spain, (2) identify the reasons conducive to a more intense use of this resource, and (3) ascertain the main obstacles to its use, as perceived by caregivers. All 896 people covered by the sample were engaging in paid work and had cared for dependent adults in the last 12 years. This resource, in particular the full-time alternative, was found to be a minority option. The data showed that legal, work-related, and family and gender norm issues are the four types of factors that determine the decision to take such leaves. The most significant obstacles to their use are the forfeiture of income and the risk of losing one's job. Our results suggest that income replacement during a leave would increase the take-up of these resources. Moreover, enlargement of public care services would promote the use of leave as a free choice of caregivers.

  16. Paternity leave experiences of NHS doctors.

    Science.gov (United States)

    Gordon, Hannah; Szram, Joanna

    2013-10-01

    This study assesses NHS doctors' experiences of paternity leave and evaluates whether practices have changed since the introduction of additional paternity leave (APL) in April 2011. An anonymised online survey designed to discover experiences and uptake of APL and ordinary paternity leave (OPL) was distributed to all members of the London Deanery Synapse® network. In total, 364 fathers responded. Their seniority ranged from foundation trainees to consultants. Following the formal introduction of OPL in 2003, the number of fathers taking any paternity leave increased (from 50% to 95.6%). The majority of respondents (76.7%) felt well supported by their employer. Since the introduction of APL, 3% of respondents took additional leave. Reasons for the low uptake of APL included the impracticalities of the law, poor awareness and perceived attitudes and implications for training. Problems with OPL included the inadequate provision of cover and difficulties in timing the leave appropriately.

  17. Urban-Rural Differences in School Nurses' Asthma Training Needs and Access to Asthma Resources.

    Science.gov (United States)

    Carpenter, Delesha M; Estrada, Robin Dawson; Roberts, Courtney A; Elio, Alice; Prendergast, Melissa; Durbin, Kathy; Jones, Graceann Clyburn; North, Steve

    Few studies have examined school nurses preferences' for asthma training. Our purpose was to: 1) assess school nurses' perceived asthma training needs, 2) describe nurses' access to asthma educational resources, and 3) identify urban-rural differences in training needs and access to resources in southern states. A convenience sample of school nurses (n=162) from seven counties (two urban and five rural) in North Carolina and South Carolina completed an online, anonymous survey. Chi-square tests were used to examine urban-rural differences. Although most nurses (64%) had received asthma training within the last five years, urban nurses were more likely to have had asthma training than rural nurses (χ 2 =10.84, p=0.001). A majority of nurses (87%) indicated they would like to receive additional asthma training. Approximately half (45%) of nurses reported access to age-appropriate asthma education materials, but only 16% reported that their schools implemented asthma education programs. Urban nurses were more likely than rural nurses to have access to asthma education programs (χ 2 =4.10, p=0.04) and age-appropriate asthma education materials (χ 2 =8.86, p=0.003). Few schools are implementing asthma education programs. Rural nurses may be disadvantaged in terms of receiving asthma training and having access to asthma education programs and materials. Schools are an ideal setting for delivering age-appropriate asthma education. By providing school nurses with access to age-appropriate asthma education resources and additional asthma training, we can help them overcome several of the barriers that impede their ability to deliver asthma care to their students. Copyright © 2017 Elsevier Inc. All rights reserved.

  18. New statement of leave format

    CERN Multimedia

    HR Department

    2009-01-01

    Following the communication of the Standing Concertation Committee published in Weekly Bulletin No. 18-19 of 27 April 2009, the current statement of leave on monthly pay slips has been replaced with the EDH Leave Transactions report that displays the up-to-date situation of individual leave balances at all times. The report is available on EDH. Additionally, the layout of the pay slip has been modernised. The new version of the pay slip will be send out from September 2009 onwards. Finance and Purchasing Department, Personnel Accounting Human Resources Department, Organisation and Procedures General Infrastructure Services Department, Administrative Information Services

  19. Planning manual for energy resource development on Indian lands. Volume III. Manpower and training

    Energy Technology Data Exchange (ETDEWEB)

    1978-03-01

    This volume addresses ways to bridge the gap between existing tribal skill levels and the skill levels required for higher-paying jobs in energy resource development projects. It addresses opportunities for technical, skilled, and semiskilled employment as well as professional positions, because it is important to have tribal participation at all levels of an operation. Section II, ''Energy-Related Employment Opportunities,'' covers three areas: (1) identification of energy-resource occupations; (2) description of these occupations; and (3) identification of skill requirements by type of occupation. Section III, ''Description of Training Programs,'' also covers three areas: (a) concept of a training-program model; (b) description of various training methods; and (c) an assessment of the cost of training, utilizing different programs. Section IV concentrates on development of a training program for target occupations, skills, and populations. Again this section covers three areas: (i) overview of the development of a skills training program; (ii) identification of target occupations, skills, and populations; and (iii) energy careers for younger tribal members.

  20. Resource efficiency and culture--workplace training for small and medium-sized enterprises.

    Science.gov (United States)

    Bliesner, Anna; Liedtke, Christa; Rohn, Holger

    2014-05-15

    Although there are already some qualification offers available for enterprises to support resource efficiency innovations, the high potentials that can be identified especially for small and medium sized enterprises (SMEs) have not been activated until now. As successful change lies in the hands of humans, the main aim of vocational education has to be the promotion of organisational and cultural changes in the enterprises. As there is already a small but increasing number of enterprises that perform very well in resource efficiency innovations one question arises: What are typical characteristics of those enterprises? Leaning on a good-practice approach, the project "ResourceCulture" is going to prove or falsify the hypothesis that enterprises being successful with resource efficiency innovations have a specific culture of trust, which substantially contributes to innovation processes, or even initially enables them. Detailed empirical field research will light up which correlations between resource efficiency, innovation and cultures of trust can be found and will offer important aspects for the improvement of management instruments and qualification concepts for workplace training. The project seizes qualification needs that were likewise mentioned by enterprises and consultants, regarding the implementation of resource efficiency. This article - based on first empirical field research results - derives preliminary indications for the design of the qualification module for the target groups resource efficiency consultants and managers. On this basis and in order to implement "ResourceCulture" conceptual and methodological starting points for workplace training are outlined. Copyright © 2013 Elsevier B.V. All rights reserved.

  1. National collegiate athletic association division and primary job title of athletic trainers and their job satisfaction or intention to leave athletic training.

    Science.gov (United States)

    Terranova, Aaron B; Henning, Jolene M

    2011-01-01

    Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Cross-sectional study. A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. We used separate 3 x 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. We found differences for job title in the subscales of Fringe Benefits (F(2182) = 7.82, P = .001 ) and Operating Conditions (F(2,182) = 12.01, P < .001). The JSS subscale Nature of Work was the'greatest indicator of intention to leave (β = -0.45). We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.

  2. Crew resource management training within the automotive industry: does it work?

    Science.gov (United States)

    Marquardt, Nicki; Robelski, Swantje; Hoeger, Rainer

    2010-04-01

    This article presents the development, implementation, and evaluation of a crew resource management (CRM) training program specifically designed for employees within the automotive industry. The central objective of this training program was to improve communication, teamwork, and stress management skills as well to increase the workers' situational awareness of potential errors that can occur during the production process. Participants in the training program of this study were 80 employees, all of whom were working in a production unit for gearbox manufacturing. Effectiveness of the CRM training course was evaluated two times (1 month and 6 months after the training program). The results showed a significant improvement in a wide range of CRM-relevant categories, especially in teamwork-related attitudes, in addition to an increase in the workers' situational awareness after the training program. On the basis of the results, it can be stated that CRM training, which was originally developed for the aviation industry, can be transferred to the automotive industry. However, because of the lack of behavioral observations, these effects are limited to CRM attitudes and knowledge changes. Several recommendations for future research and training development in the field of human factors training are made.

  3. Parental Leave Policies and Pediatric Trainees in the United States.

    Science.gov (United States)

    Dixit, Avika; Feldman-Winter, Lori; Szucs, Kinga A

    2015-08-01

    The American Academy of Pediatrics (AAP) states that each residency program should have a clearly delineated, written policy for parental leave. Parental leave has important implications for trainees' ability to achieve their breastfeeding goals. This study aimed to measure the knowledge and awareness among members of the AAP Section on Medical Students, Residents, and Fellowship Trainees (SOMSRFT) regarding parental leave. An online survey was emailed to SOMSRFT members in June 2013. Quantitative data are presented as percentage of respondents. Awareness of leave policies was analyzed based on having children and the sex of respondents. Nine hundred twenty-seven members responded to the survey. Among those with children, 40% needed to extend the duration of their training in order to have longer maternity leave, 44% of whom did so in order to breastfeed longer. Thirty percent of respondents did not know if their program had a written, accessible policy for parental leave. Trainees without children and men were more unaware of specific aspects of parental leave such as eligibility for the Family Medical Leave Act as compared to women and those with children. Despite the fact that United States national policies support parental leave during pediatrics training, and a majority of programs comply, trainees' awareness regarding these policies needs improvement. © The Author(s) 2015.

  4. CORPORATE TRAINING AS AN ELEMENT OF FORMATION AND DEVELOPMENT OF LABOUR RESOURCES IN THE INNOVATION ECONOMY

    Directory of Open Access Journals (Sweden)

    Gorelova I. N.

    2016-09-01

    Full Text Available At the present stage of formation of innovative economy professional development of the employee becomes a point of refraction of the interests of the company, Corporation in which they operate, and the employee. The article considers the relationship of the concept of formation of human resources and corporate training, which is often seen as something separate, organized exclusively for the benefit of the business. The definition of corporate training, task lists, structure, advantages and disadvantages. Examples of systems of corporate training at Omsk enterprises, basic (corporate departments, corporate universities, and resource centers. Considered in detail the interaction between enterprises and educational institutions. Statistics of participation of Omsk universities in the system of additional education, collected by the author. Attention is paid to the importance that corporate training and its individual methods, such as «learning by doing», has in the modern innovation economy. The result of the study is the inclusion of corporate training as one of the key elements of the modern formation of human resources.

  5. Managing education/training resources to survive regulatory change

    International Nuclear Information System (INIS)

    Headley-Walker, L.; DeSain, G.

    1985-01-01

    The road to development of nuclear training and education programs that prepare operators to not only competently operate a commercial nuclear power plant under routine conditions but also acquire the knowledge, experience, and confidence necessary to perform under the rigors of a significant off-normal incident has been filled with speculative opinion, recommendations, disagreement, guidelines, and downright confusion. The US Nuclear Regulatory Commission (NRC) had not produced a regulation that specifically addresses the nature of education/training related to off-normal incidents. No one educational process currently offered fully addresses the ideal solution for those employed in the nuclear industry. The only practical solution must be the result of collaborative efforts between utilities and educational resources. The Regents College Degree Collaboration Model provides a worthy vehicle for positive movement toward this solution and survival of the ever-changing regulatory constraints in education

  6. THE SPORT FUNCTION OF THE HUMAN RESOURCES MANAGEMENT WITH A SPECIAL REVIEW ON THE TRAINING TECNOLOGY

    Directory of Open Access Journals (Sweden)

    Đorđe Nićin

    2008-08-01

    Full Text Available Human resources management in sport treats primarly the sport functions as the tasks of the increase of the training process, which implicitly brings to the high and reliable sport results. Training technology is the most responsible for the accomplishment of the high sport achievemens, but organized, planned, programmed, leaded, control led, and corrected by the experts, that is, by the team experts, at the head with a coach. The aim of the study is to, taking in to consideration all the sport and other functions of the human resource management, analyze participation and importance of the training technology in the creation of a sportsman and in maintaining of his resources, to achieve great probability in achieving stable sport results, that is, maintaining sport form.

  7. Nutrient composition and nutritional importance of green leaves and wild food resources in an agricultural district, Koutiala, in southern Mali.

    Science.gov (United States)

    Nordeide, M B; Hatløy, A; Følling, M; Lied, E; Oshaug, A

    1996-11-01

    This paper discusses the nutrient composition and the nutritional importance of green leaves and wild gathered foods in an area with surplus food production in Mali. In this West African country, there is little information about the nutrient composition and the nutritional quality of foods in general, and of wild gathered foods in particular. Food frequency was collected in two cross-sectional surveys. Focus group discussions with women in the area were used to collect information about seasonality, availability and preparation of various foods. Selected food samples were collected for chemical analysis of nutrient composition. The food samples of green leaves (Adansonia digitata, Amaranthus viridis, Tamarindus indica, Allium cepa), seeds and flour (Parkia biglobosa) and fruits (Tamarindus indica) were analysed for water, energy, fat, protein, minerals, amino acids and carotenoids. Availability and use of the foods varied with seasons. In the rainy season, wild gathered foods (e.g. A. digitata) were used as much as fresh cultivated foods (e.g., A. viridis and A. cepa). The wild food resources were more frequently used in rural than in urban areas, with A. digitata as the dominating green leaves. Green leaves were rich in energy, protein and minerals (calcium, iron). Leaves of A. viridis were, in particular, rich in beta-carotene (3290 micrograms/100 g). Chemical score in dried green leaves varied from 47 (A. cepa) to 81 (A. digitata), with lysine as the first limiting amino acid. P. biglobosa fermented seeds, with 35% fat and 37% protein were a complementary source of lysine in the diet. Based on the seasonality, the frequency of use and the nutrient contents of selected green leaves and wild gathered foods in Koutiala district, it is concluded that these traditional and locally produced foods are valuable and important nutrient contributors in the diet both in rural and urban areas, but most important in rural areas.

  8. [Teaching non-technical skills for critical incidents: Crisis resource management training for medical students].

    Science.gov (United States)

    Krüger, A; Gillmann, B; Hardt, C; Döring, R; Beckers, S K; Rossaint, R

    2009-06-01

    Physicians have to demonstrate non-technical skills, such as communication and team leading skills, while coping with critical incidents. These skills are not taught during medical education. A crisis resource management (CRM) training was established for 4th to 6th year medical students using a full-scale simulator mannikin (Emergency Care Simulator, ECS, METI). The learning objectives of the course were defined according to the key points of Gaba's CRM concept. The training consisted of theoretical and practical parts (3 simulation scenarios with debriefing). Students' self-assessment before and after the training provided the data for evaluation of the training outcome. A total of 65 students took part in the training. The course was well received in terms of overall course quality, debriefings and didactic presentation, the mean overall mark being 1.4 (1: best, 6: worst). After the course students felt significantly more confident when facing incidents in clinical practice. The main learning objectives were achieved. The effectiveness of applying the widely used ECS full-scale simulator in interdisciplinary teaching has been demonstrated. The training exposes students to crisis resource management issues and motivates them to develop non-technical skills.

  9. [Film as a resource for training in pediatrics].

    Science.gov (United States)

    Martínez Barellas, Maria Rosa; Icart Isern, Maria Teresa

    2012-11-01

    This paper deals with the use of commercial cinema in teaching aimed at students and nursing professionals and related professions. It consists of two parts: the first deals with the use of cinema in the health sciences with emphasis on the training of specialists in pediatrics. We present Pompe disease that is the subject of the film Extraordinary Measures (T. Vaughan, 2010). The second sets out a number of guidelines that can guide in the preparation and conduct of a class or session with the film above. These guidelines provide guidance for other films on de health issues. The specific objective of this first part is to present the commercial cinema as a useful resource to train students in values, attitudes and social skills, using the theme and content of the films viewed. It also shows how to incorporate film as educational methodology in the curriculum project.

  10. A qualitative study of factors influencing different generations of Newfoundland and Saskatchewan trained physicians to leave a work location

    Directory of Open Access Journals (Sweden)

    Mathews Maria

    2012-07-01

    Full Text Available Abstract Background Some studies have suggested that young physicians may have different expectations and practice behaviours than their older generational counterparts, including their reasons for wanting to remain or leave a community. This study examined the factors associated with a physician’s decision to leave a work location. We compared different generations of physicians to assess whether these factors have changed over generations. Methods We conducted semi-structured, qualitative interviews with 48 physicians who graduated from two Canadian medical schools. We asked each physician about the number and nature of work location changes and the factors related to their decisions to leave each location. Interview transcripts and notes were analysed using a thematic analysis approach. Results Dissatisfaction with the working environment was the most frequently cited reason for leaving a location for physicians of all generations. Elements which contributed to the quality of the work environment included the collaborative nature of the practice, the relationship with administrators, and access to resources and personnel. For younger physicians, the work environment had to meet their personal expectations for work-life balance. While remuneration level was given by some physicians as the key reason for leaving a location, for others it was the “last straw” if the work environment was poor. A small number of older generation physicians moved in response to political events and/or policies Conclusions We documented generational differences in physicians’ reasons for choosing a work location. We found that a poor work environment was universally the most important reason why a physician chose to leave a location. A few physicians who were unsatisfied with their work location identified level of remuneration as an additional reason for leaving. Some older generation physicians cited political climate as a reason for leaving a work

  11. A qualitative study of factors influencing different generations of Newfoundland and Saskatchewan trained physicians to leave a work location.

    Science.gov (United States)

    Mathews, Maria; Seguin, Maureen; Chowdhury, Nurun; Card, Robert T

    2012-07-25

    Some studies have suggested that young physicians may have different expectations and practice behaviours than their older generational counterparts, including their reasons for wanting to remain or leave a community. This study examined the factors associated with a physician's decision to leave a work location. We compared different generations of physicians to assess whether these factors have changed over generations. We conducted semi-structured, qualitative interviews with 48 physicians who graduated from two Canadian medical schools. We asked each physician about the number and nature of work location changes and the factors related to their decisions to leave each location. Interview transcripts and notes were analysed using a thematic analysis approach. Dissatisfaction with the working environment was the most frequently cited reason for leaving a location for physicians of all generations. Elements which contributed to the quality of the work environment included the collaborative nature of the practice, the relationship with administrators, and access to resources and personnel. For younger physicians, the work environment had to meet their personal expectations for work-life balance. While remuneration level was given by some physicians as the key reason for leaving a location, for others it was the "last straw" if the work environment was poor. A small number of older generation physicians moved in response to political events and/or policies We documented generational differences in physicians' reasons for choosing a work location. We found that a poor work environment was universally the most important reason why a physician chose to leave a location. A few physicians who were unsatisfied with their work location identified level of remuneration as an additional reason for leaving. Some older generation physicians cited political climate as a reason for leaving a work location. While economic factors have largely been the focus of recruitment and

  12. Group attributional training as an effective approach to human resource development under team work systems.

    Science.gov (United States)

    Wang, Z M

    1994-07-01

    An experimental programme of group attributional training under team work system was conducted as part of human resource development in Chinese industrial enterprises. One hundred and ten shopfloor employees participated in the study. Among them, 58 employees took part in the factorial-designed experiment to find out the effects of attributions on performance, and 52 employees of ten work groups participated in the group attributional training programme twice a week for two months. The results showed that the group attributional training was effective in modifying employees' attributional patterns and enhancing group performance and satisfaction. On the basis of the results, an attributional model of work motivation is proposed, and its theoretical and practical implications for human resource management discussed.

  13. Information empowerment: predeparture resource training for students in global health.

    Science.gov (United States)

    Rana, Gurpreet K

    2014-04-01

    The Taubman Health Sciences Library (THL) collaborates with health sciences schools to provide information skills instruction for students preparing for international experiences. THL enhances students' global health learning through predeparture instruction for students who are involved in global health research, clinical internships, and international collaborations. This includes teaching international literature searching skills, providing country-specific data sources, building awareness of relevant mobile resources, and encouraging investigation of international news. Information skills empower creation of stronger global partnerships. Use of information resources has enhanced international research and training experiences, built lifelong learning foundations, and contributed to the university's global engagement. THL continues to assess predeparture instruction.

  14. Why do seniors leave resistance training programs?

    Directory of Open Access Journals (Sweden)

    Burton E

    2017-03-01

    Full Text Available Elissa Burton,1 Anne-Marie Hill,1 Simone Pettigrew,2 Gill Lewin,3 Liz Bainbridge,1 Kaela Farrier,1 Phil Airey,4 Keith D Hill1 1School of Physiotherapy and Exercise Science, 2School of Psychology and Speech Pathology, 3School of Nursing, Midwifery and Paramedicine, Curtin University, 4Council on the Ageing, Perth, WA, Australia Purpose: The proportion of the population, that is older, is growing at a faster rate than other age groups. Physical activity is important for older people because it assists in living independently. Participating in resistance training on a regular basis (twice weekly is recommended for older people; yet, fewer than 15% of people over 60 years achieve this level. The aim of this article was to investigate the factors contributing to older people’s decisions to stop participation in a resistance training program.Participants and methods: Participants were older people who had chosen to participate in a structured resistance training program specifically designed for seniors and then after a period of time discontinued. This population received a questionnaire in the mail focused on factors contributing to their cessation of resistance training exercise. Qualitative results were analyzed using inductive content analysis.Results: Fifty-six survey responses were received (average age 71.5 years, SD =9.0; 79% females. Injury, illness, and holidaying were the main reasons for ceasing participation. A small but important number of responses (11% reported that they considered they were not provided with sufficient support during the resistance training programs.Conclusions: To attract and retain their senior clients, the results indicate that program organizers need to provide tailored support to return to resistance training after injury and offer flexible and individualized services that accommodate older people’s life choices in retirement. Keywords: older people, strength training, gymnasium, retention, aging

  15. Resource approach in providing health-saving process of future teachers training

    Directory of Open Access Journals (Sweden)

    Mykytiuk S.A.

    2012-12-01

    Full Text Available The mechanisms of realization of resource approach are exposed in organization of pedagogical education. There were defined the ways of providing health-saving teacher training, namely: assessment criteria of adjustment of social order and personal professional development needs, means of implementing the tasks of pedagogical education concept according to the resource approach. The methods of maintainance and strengthening of health of future teachers are specified in the process of professional preparation. It is marked that resource approach unites requirement to the competence of teacher, provides the account of age-dependent features of organism of student and periods of becoming of personality of student and teacher. Resource approach is given by possibility to take into account the specific of labour and level of knowledge, abilities and skills of every student. Resource approach harmonizes the actual aspects of complex of the modern scientific going near education of students and professional preparation of future teachers.

  16. USE OF ELECTRONIC EDUCATIONAL RESOURCES WHEN TRAINING IN WORK WITH SPREADSHEETS

    Directory of Open Access Journals (Sweden)

    Х А Гербеков

    2017-12-01

    Full Text Available Today the tools for maintaining training courses based on opportunities of information and communication technologies are developed. Practically in all directions of preparation and on all subject matters electronic textbook and self-instruction manuals are created. Nevertheless the industry of computer educational and methodical materials actively develops and gets more and more areas of development and introduction. In this regard more and more urgent is a problem of development of the electronic educational resources adequate to modern educational requirements. Creation and the organization of training courses with use of electronic educational resources in particular on the basis of Internet technologies remains a difficult methodical task.In article the questions connected with development of electronic educational resources for use when studying the substantial line “Information technologies” of a school course of informatics in particular for studying of spreadsheets are considered. Also the analysis of maintenance of a school course and the unified state examination from the point of view of representation of task in him corresponding to the substantial line of studying “Information technologies” on mastering technology of information processing in spreadsheets and the methods of visualization given by means of charts and schedules is carried out.

  17. Hilly grasses and leaves: a promising unconventional feed resource for livestock.

    OpenAIRE

    Hossain M.E.; Karim M.H.; Ahmed M.I.; Sultana S.A.

    2016-01-01

    The study was undertaken to find out the chemical composition of different hilly grasses and leaves available in Bandarban areas of Bangladesh. Total 10 different hilly grasses and leaves such as Bottle gourd leaf (Lagenaria siceraria), Castor bean leaf (Ricinus communis), Cogon grass (Imperata cylindrica), Dhol kolmi (Ipomoea carnea), Giant reed leaf (Arundo donax), Hilly grass (Cynodon dactylon), Pithraj leaf (Aphanamixis polystachya), Sal leaf (Shorea robusta), Shegun leaf (Tectona grandis...

  18. Respiratory health in Latin America: number of specialists and human resources training.

    Science.gov (United States)

    Vázquez-García, Juan-Carlos; Salas-Hernández, Jorge; Pérez Padilla, Rogelio; Montes de Oca, María

    2014-01-01

    Latin America is made up of a number of developing countries. Demographic changes are occurring in the close to 600 million inhabitants, in whom a significant growth in population is combined with the progressive ageing of the population. This part of the world poses great challenges for general and respiratory health. Most of the countries have significant, or even greater, rates of chronic respiratory diseases or exposure to risk. Human resources in healthcare are not readily available, particularly in the area of respiratory disease specialists. Academic training centers are few and even non-existent in the majority of the countries. The detailed analysis of these conditions provides a basis for reflection on the main challenges and proposals for the management and training of better human resources in this specialist area. Copyright © 2013 SEPAR. Published by Elsevier Espana. All rights reserved.

  19. Need for Resourcefulness Training for Women Caregivers of Elders with Dementia.

    Science.gov (United States)

    Zauszniewski, Jaclene A; Lekhak, Nirmala; Yolpant, Wichiya; Morris, Diana L

    2015-01-01

    Nearly ten million American women are caregivers of elders with dementia and may experience overwhelming stress that adversely affects their mental health. Interventions to teach them resourcefulness skills for managing stress can promote optimal mental health and facilitate continued caregiving. However, effectiveness of resourcefulness training (RT) cannot be examined until its need is established. This pilot trial with 138 women caregivers of someone with dementia examined the need for RT using subjective and objective data. Data were collected before and after RT. Data analysis focused on baseline resourcefulness scores (higher scores = lower need); scores in relation to attrition; correlations among resourcefulness, stress, and depressive symptoms; and post-RT evaluation of the need for RT. Baseline resourcefulness scores were normally distributed and showed that 74% of the caregivers had a moderate to high need for RT. Reasons for attrition were unrelated to the need for RT; however, caregivers who dropped out had resourcefulness scores that averaged two points higher than those who remained in the study. Lower resourcefulness was associated greater stress (r = -.37, p women dementia caregivers and support moving forward to test RT's effectiveness for reducing caregiver stress and depressive symptoms.

  20. Managerial challenges in nuclear training

    International Nuclear Information System (INIS)

    Scholand, G.W.

    1985-01-01

    Nuclear personnel training programs have existed since the infancy of the commercial nuclear power industry. The scope and complexity of these programs have increased dramatically, especially since the Three Mile Island mishap in 1979. Whether voluntary or regulated, the changes of the past several years have greatly increased the responsibilities and roles of the nuclear training managers. Events and our own diligence have compounded two problems (or challenges) that have been with us all along. First, training managers have frequently been excluded from the change-making process, leaving them to react as best they can to new regulatory mandates and new utility innovations in a de facto fashion. Second, the additional resources needed to meet new requirements (personnel, equipment, facilities, and funds) have not been made available, or have been insufficient to accomplish new tasks. This paper discusses these challenges and considers several responses (including a national nuclear trainers association) that can go a long way to place nuclear training managers and their employees more in control of their own fate

  1. The Length of Maternity Leave and Family Health

    DEFF Research Database (Denmark)

    Beuchert-Pedersen, Louise Voldby; Humlum, Maria Knoth; Vejlin, Rune Majlund

    We study the relationship between the length of maternity leave and the physical and psychological health of the family. Using a reform of the parental leave scheme in Denmark that increased the number of weeks of leave with full benefit compensation, we estimate the effect of the lenght...... of maternity leave on a range of health indicators including the number of hospital admissions for both mother and child and the probability of the mother receiving antidepressants. The reform led to an increase in average post-birth maternity leave matters for child or maternal health outcomes and thus we...... complement the existing evidence on maternity leave expansions that tends to find limited effects on children's later deveopmental, educational, and labor market outcomes. Our results suggest that any beneficial effects of increasing the lenght of maternity leave are greater for low-resource families....

  2. Establishing Network Interaction between Resource Training Centers for People with Disabilities and Partner Universities

    Directory of Open Access Journals (Sweden)

    Panyukova S.V.,

    2018-05-01

    Full Text Available The paper focuses on the problem of accessibility and quality of higher education for students with disabilities. We describe our experience in organising network interaction between the MSUPE Resource and Training Center for Disabled People established in 2016-2017 and partner universities in ‘fixed territories’. The need for cooperation and network interaction arises from the high demand for the cooperation of efforts of leading experts, researchers, methodologists and instructors necessary for improving the quality and accessibility of higher education for persons with disabilities. The Resource and Training Center offers counseling for the partner universities, arranges advanced training for those responsible for teaching of the disabled, and offers specialized equipment for temporary use. In this article, we emphasize the importance of organizing network interactions with universities and social partners in order to ensure accessibility of higher education for students with disabilities.

  3. More explicit communication after classroom-based crew resource management training: results of a pragmatic trial.

    Science.gov (United States)

    Verbeek-van Noord, Inge; de Bruijne, Martine C; Twisk, Jos W R; van Dyck, Cathy; Wagner, Cordula

    2015-02-01

    Aviation-based crew resource management trainings to optimize non-technical skills among professionals are often suggested for health care as a way to increase patient safety. Our aim was to evaluate the effect of a 2-day classroom-based crew resource management (CRM) training at emergency departments (EDs) on explicit professional oral communication (EPOC; non-technical skills). A pragmatic controlled before-after trial was conducted. Four EDs of general teaching hospitals were recruited (two intervention and two control departments). ED nurses and ED doctors were observed on their non-technical skills by means of a validated observation tool (EPOC). Our main outcome measure was the amount of EPOC observed per interaction in 30 minutes direct observations. Three outcome measures from EPOC were analysed: human interaction, anticipation on environment and an overall EPOC score. Linear and logistic mixed model analyses were performed. Models were corrected for the outcome measurement at baseline, days between training and observation, patient safety culture and error management culture at baseline. A statistically significant increase after the training was found on human interaction (β=0.27, 95% CI 0.08-0.49) and the overall EPOC score (β=0.25, 95% CI 0.06-0.43), but not for anticipation on environment (OR=1.19, 95% CI .45-3.15). This means that approximately 25% more explicit communication was shown after CRM training. We found an increase in the use of CRM skills after classroom-based crew resource management training. This study adds to the body of evidence that CRM trainings have the potential to increase patient safety by reducing communication flaws, which play an important role in health care-related adverse events. © 2014 John Wiley & Sons, Ltd.

  4. Crew resource management training adapted to nuclear power plant operators for enhancing safety attitude

    International Nuclear Information System (INIS)

    Ishibashi, Akira; Kitamura, Masaharu; Takahashi, Makoto

    2015-01-01

    A conventional training program for nuclear power plant operators mainly focuses on the improvement of knowledge and skills of individual operators. Although it has certainly contributed to safety operation of nuclear power plants, some recent incidents have indicated the necessity of an additional training program aiming at the improvement of team performance. In the aviation domain, crew resource management (CRM) training has demonstrated the effectiveness in resolving team management issues of flight crews, aircraft maintenance crews, and so on. In the present research, we attempt to introduce the CRM concept into operator training in nuclear power plant for the training of conceptual skill (that is, non-technical skill). In this paper an adapted CRM training for nuclear power plant operators is proposed. The proposed training method has been practically utilized in the training course of the managers of nuclear power plants. (author)

  5. University-Firm Interactions in Brazil: Beyond Human Resources and Training Missions

    Science.gov (United States)

    Rapini, Marcia Siqueira; Chiarini, Tulio; Bittencourt, Pablo Felipe

    2015-01-01

    The motivation for this article comes from the proposition in the literature that Latin American universities are detached from the research needs of the productive sector and that they limit their role to the human resources and training missions. The authors investigated the Brazilian scenario, using data from a survey conducted in 2008-2009…

  6. More explicit communication after classroom-based crew resource management training: results of a pragmatic trial.

    NARCIS (Netherlands)

    Verbeek-van Noord, I.; Bruijne, M.C. de; Twisk, J.W.R.; Dyck, C. van; Wagner, C.

    2015-01-01

    Rationale, aims and objectives: Aviation-based crew resource management trainings to optimize non-technical skills among professionals are often suggested for health care as a way to increase patient safety. Our aim was to evaluate the effect of a 2-day classroom-based crew resource management (CRM)

  7. More explicit communication after classroom-based crew resource management training: results of a pragmatic trial

    NARCIS (Netherlands)

    van Noord, I.; de Bruijne, M.C.; Twisk, J.W.R.; van Dyck, C.; Wagner, C.

    2015-01-01

    Rationale, aims and objectives Aviation-based crew resource management trainings to optimize non-technical skills among professionals are often suggested for health care as a way to increase patient safety. Our aim was to evaluate the effect of a 2-day classroom-based crew resource management (CRM)

  8. Family practice residents' maternity leave experiences and benefits.

    Science.gov (United States)

    Gjerdingen, D K; Chaloner, K M; Vanderscoff, J A

    1995-09-01

    A growing number of residents are having babies during residency training. While many businesses are working to improve maternity conditions and benefits for their employees, residency programs are often not prepared to accommodate pregnant residents. This study was conducted to examine the maternity leave experiences of women who delivered infants during their family practice residency training. Program directors from each of the 394 family practice residency programs listed in the 1993 Directory of Family Practice Residency Programs were asked to distribute surveys to female residents who gave birth during their residency training and had returned to work by the time of the study. Of 199 known eligible residents, 171 (86%) completed surveys; these women represented 127 programs located in 36 states and Puerto Rico. Only 56.8% of women were aware of their program having a written maternity leave policy. The average length of maternity leave was 8 weeks; 76% had leaves of 10 weeks or less. For many, the maternity leave was derived from more than one source, including vacation, sick time, or a mother-child elective. Nearly all (88.3%) the women breast-fed, and the mean duration of breast-feeding was more than 19 weeks. In general, participants believed that having a baby during residency was somewhat difficult. Problems frequently encountered by women after their return to work included sleep deprivation and tiredness, difficulty arranging for child care, guilt about child care, and breast-feeding. Factors that detracted most from the childbirth experience were too little sleep, problems arranging for child care, and lack of support from the partner, residency faculty, and other residents. Having a baby during residency is somewhat difficult for the average female resident. Factors that may ease this difficulty include getting adequate sleep and receiving support from one's partner, faculty, and other residents.

  9. Technical training of indigenous people for resource industry jobs

    Energy Technology Data Exchange (ETDEWEB)

    Millbank, G. [Praxis Technical Group, Vancouver, BC (Canada)

    2001-07-01

    The economic, moral and legal arguments for employing local indigenous people for resource extraction jobs are discussed. In addition to explaining the 'why' for training, similar arguments are developed for the 'when' , 'where', and 'how' aspects of training, stressing the superior qualities of DeepLearning(TM), a method developed by the Praxis Technical Group, which embodies many aspects of teaching and learning technologies utilized in indigenous communities around the world. In this training technology the most intense teaching is said to occur during the performance of rites and ceremonies, common to indigenous cultures. While the emphasis in all rituals may appear to be focused entirely upon deities or ancestors, careful observation reveals that there is also a hidden emphasis on creating an appropriate, receptive state of mind among the participants in the ritual. DeepLearning(TM) makes use of this technique by making the learner relaxed, focused and receptive before presenting examples of optimal behaviour. The style of learning is individual, unstressed, free of distractions, and claimed to be many times more effective than typical classroom sessions.

  10. A systematic review of the effectiveness of training in emergency obstetric care in low-resource environments

    NARCIS (Netherlands)

    van Lonkhuijzen, L.; Dijkman, A.; van Roosmalen, J.; Zeeman, G.; Scherpbier, A.

    Background Training of healthcare workers can play an important role in improving quality of care, and reducing maternal and perinatal mortality and morbidity. Objectives To assess the effectiveness of training programmes aimed at improving emergency obstetric care in low-resource environments.

  11. Strategy of formation and training for the basic units of cooperative production. Actions for their implementation

    Directory of Open Access Journals (Sweden)

    Iriadna Marín de León

    2014-06-01

    The implementation of the strategy of Formation and Training had great importance since applying the same one, they could get rich our cooperatives, of elements that contribute to the obtaining of a bigger level of efficiency and effectiveness of the human resources, given by the knowledge that they can acquire the same ones.   The article approaches the topics of Administration of human resources, formation and training theoretically, the elements of the functional strategy, and lastly a journey for the Cooperative Sector leaving of its emergence until specifying the characteristics of the Basic Units of Cooperative Production as part of the same one.   He is also carried out a valuation of the current situation as for Formation and Training of the human resources in the UBPC of the County of Pinar del Ro. This is made going to different diagnosis techniques. Later on they intend the actions that allow the implementation of this strategy.

  12. Effect of a short training on neonatal face-mask ventilation performance in a low resource setting.

    Directory of Open Access Journals (Sweden)

    Alessandro Mazza

    Full Text Available We assessed whether a short training, effective in a high resource country, was able to improve the quality of face-mask ventilation (FMV in a low resource setting.Local healthcare providers at the Centre Médico-Social, Kouvè, Togo were asked to ventilate a neonatal leak-free manikin before (time-t1 and after (t2 a two-minute training session. Immediately after this section, a further two-minute training with participants aware of the data monitor was offered. Finally, a third 1-minute FMV round (t3 was performed by each participant. Ventilatory parameters were recorded using a computerized system. Primary outcome was the percentage of breaths with relevant mask leak (>25%. Secondary outcomes were percentages of breaths with a low peak inspiratory pressure (PIP35 cm H2O.Twenty-six subjects participated in the study. The percentage of relevant mask leak significantly decreased (p35 cm H2O was 19.5% (SD 32.8% at t1 and 39.2% (SD 37.7% at t2 (padj = 0.27; β = +0.61, SE = 0.36 and significantly decreased (padj = 0.01; β = -1.61, SE = 0.55 to 6.0% (SD 15.4% at t3.A 2-minute training on FMV, effective in a high resource country, had a positive effect also in a low resource setting. FMV performance further improved after an extra 2-minute verbal recall plus real time feedback. Although the training was extended, it still does not cost much time and effort. Further studies are needed to establish if these basic skills are transferred in real patients and if they are maintained over time.

  13. Energy resources technical training and development programs for American Indians

    Energy Technology Data Exchange (ETDEWEB)

    Cameron, R E; White, W S

    1978-08-01

    Because of the energy resources located on Native American owned lands, it is pertinent that the tribes on these reservations receive information, training, and technical assistance concerning energy and the environment and the decisions that must be made about energy-resource development. In the past, attempts to enlist Indians in technical-assistance programs met with little success because teaching methods seldom incorporated program planning by both tribal leaders and the technical training staff. Several technical-assistance programs given on reservations in the central and western parts of the country were conducted by Argonne National Lab.--programs that stressed practical, on-the-job experience through lecture, laboratory, and field studies. Each program was designed by ANL and tribal leaders to fit the needs and concerns of a particular tribe for its environment. The individual programs met with an impressive degree of success; they also prompted several Indians to pursue this type of education further at ANL and local Indian community colleges and to obtain funds for energy projects. Despite the positive feedback, several difficulties were encountered. Among them are the necessity to continually modify the programs to fit diverse tribal needs, to diminish politically motivated interference, and to increase portions of the funding to involve more Native Americans.

  14. Access to paid parental leave for academic surgeons.

    Science.gov (United States)

    Itum, Dina S; Oltmann, Sarah C; Choti, Michael A; Piper, Hannah G

    2018-01-31

    Parental leave is linked to health benefits for both child and parent. It is unclear whether surgeons at academic centers have access to paid parental leave. The aim of this study was to determine parental leave policies at the top academic medical centers in the United States to identify trends among institutions. The top academic medical centers were identified (US News & World Report 2016). Institutional websites were reviewed, or human resource departments were contacted to determine parental leave policies. "Paid leave" was defined as leave without the mandated use of personal time off. Institutions were categorized based on geographical region, funding, and ranking to determine trends regarding availability and duration of paid parental leave. Among the top 91 ranked medical schools, 48 (53%) offer paid parental leave. Availability of a paid leave policy differed based on private versus public institutions (70% versus 38%, P leaves (>6 wk) than public institutions (67% versus 33%; P = 0.02). No difference in paid leave duration was noted based on region (P = 0.60) or rank (P = 0.81). Approximately, 50% of top academic medical centers offer paid parental leave. Private institutions are more likely to offer paid leave and leave of longer duration. There is considerable variability in access to paid parenteral leave for academic surgeons. Copyright © 2018 Elsevier Inc. All rights reserved.

  15. Whither CRM? Future directions in Crew Resource Management training in the cockpit and elsewhere

    Science.gov (United States)

    Helmreich, Robert L.

    1993-01-01

    The past decade has shown worldwide adoption of human factors training in civil aviation, now known as Crew Resource Management (CRM). The shift in name from cockpit to crew reflects a growing trend to extend the training to other components of the aviation system including flight attendants, dispatchers, maintenance personnel, and Air Traffic Controllers. The paper reports findings and new directions in research into human factors.

  16. Communication skills training in English alone can leave Arab medical students unconfident with patient communication in their native language.

    Science.gov (United States)

    Mirza, D M; Hashim, M J

    2010-08-01

    Communications skills curricula and pedagogy for medical students are often exported to non-English speaking settings. It is assumed that after learning communication skills in English, doctors will be able to communicate effectively with patients in their own language. We distributed a questionnaire to third year Emirati students at a medical school within the United Arab Emirates. We assessed their confidence in interviewing patients in Arabic after communication skills training in English. Of the 49 students in the sample, 36 subjects (73.5%) completed and returned the questionnaire. Nearly three-quarters (72.2%) of students said they felt confident in taking a history in English, while 27.8% of students expressed confidence in taking a history in Arabic. Half of students anticipated that after their training they would be communicating with their patients primarily in Arabic, and only 8.3% anticipated they would be communicating in English. Communication skills training purely in English can leave Arab medical students ill equipped to communicate with patients in their own communities and tongue.

  17. School Board Policies on Leaves and Absences. Educational Policies Development Kit.

    Science.gov (United States)

    National School Boards Association, Waterford, CT. Educational Policies Service.

    This report provides board policy samples and other policy resources on leaves and absences. The intent in providing policy samples is to encourage thinking in policy terms and to provide working papers that can be edited, modified, or adapted to meet local requirements. Topics covered in the samples include (1) sick leave, (2) maternity leave,…

  18. Utilization of the Family and Medical Leave Act in Radiology Practices According to the 2016 ACR Commission on Human Resources Workforce Survey.

    Science.gov (United States)

    Arleo, Elizabeth Kagan; Parikh, Jay R; Wolfman, Darcy; Gridley, Daniel; Bender, Claire; Bluth, Edward

    2016-12-01

    To assess gender utilization of the Family and Medical Leave Act (FMLA) in radiology practices across the United States. The Practice of Radiology Environment Database was utilized to identify U.S. practice leaders, who were asked to complete an electronic survey developed by the ACR Human Resources (HR) Commission. In 2016, new survey questions asked about number of radiologists in each practice who took FMLA, the reasons why, the average number of weeks taken, and how such absences were covered. Thirty-two percent (579/1815) of practice group leaders responded to the survey and of these, 73% (432/579) answered FMLA questions, with 15% of those (64/432) answering affirmatively that a radiologist in their practice had taken FMLA leave. Reasons for this in 2015 included to care for a newborn/adopted child (49%), because of a personal serious health condition (42%), to care for an immediate family member (8%), or for active military duty (1%). Women took a greater number of weeks of FMLA leave than men for all reasons (care of newborn/adopted child: 10.7 versus 4.7; personal serious health condition: 10.3 versus 8.0; care of immediate family member: 9.7 versus 8.7) except for military duty (24 weeks taken, all by men). At least 69% of leave time was paid, irrespective of reason for leave or gender of person taking it. Most practices (82%) made no workforce changes to cover FMLA leave. Both genders of radiologists needed absences from work for FMLA-sanctioned reasons. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  19. Development of a Virtual Crew Resource Management Training Program to Improve Communication.

    Science.gov (United States)

    Tschannen, Dana

    2017-11-01

    Crew Resource Management (CRM), a method focused on the management of human error and risk reduction, has shown promise in reducing communication failure in health care. The purpose of this project was to develop a virtual training program in CRM principles of effective leadership and followership, and evaluate the applicability to nurses working in the hospital setting. The intervention included the development of a virtual CRM training program consisting of a self-learning module and virtual simulation. Beta testing of the module was conducted by six nurses, followed by an evaluation of the training program by nurses (n = 5) in a general medicine department. Nurses reported the overall program to be worthwhile (X̄= 5; SD = 0.5), with great applicability to nursing care (X̄= 4.5, SD = 0.5). Nurses completing the simulation activity reported strong agreement to CRM applicability and training effectiveness. The CRM training module proved to be applicable to nursing care and is ready for widespread use to improve patient care and communication. J Contin Educ Nurs. 2017;48(11):525-532. Copyright 2017, SLACK Incorporated.

  20. Resource effects of training general practitioners in risk communication skills and shared decision making competences.

    Science.gov (United States)

    Cohen, David; Longo, M F; Hood, Kerenza; Edwards, Adrian; Elwyn, Glyn

    2004-08-01

    Involving patients more in decisions about their own care requires doctors to be trained in effective ways of communicating information and in developing competences to negotiate levels of patient involvement which are most appropriate for each case. The aim of this study was to determine the cost of such training and identify which service resource variables are subsequently affected. An explanatory cluster randomized crossover trial was carried out which involved training general practitioners (GPs) in the use of risk communication (RC) tools, shared decision making (SDM) competences or both. Continuing care by GPs of patients with one of four chronic conditions (menopausal symptoms, menorrhagia, atrial fibrillation, prostatism) was reviewed before and after training. Cost of training was assessed by prospective monitoring of resources used. Data on prescribing, referrals and investigations were collected via questionnaires to participating practitioners. Data on follow-up GP consultations were extracted from medical records. Three two-level logistic models were performed to investigate the probability of training having an effect on prescribing, referrals and investigations ordered at the review consultation. Training cost pound 1218 per practitioner which increased the cost of a consultation by pound 2.89. Training in SDM or combined with RC significantly affected the probability of a prescription being issued to women with menopausal symptoms and menorrhagia (although RC on its own had no effect) but did not significantly affect prescribing for patients with prostatism or atrial fibrillation. It did not significantly affect the probability of investigations, referrals or follow-up GP visits for any of the conditions. Unless training has a major influence on consultation length, it is unlikely to have any major impacts on cost.

  1. Dusting Off the Shelves: Getting the Most Value Out of Vocational Education and Training Equity Resources. A National Vocational Education and Training Research and Evaluation Program Report

    Science.gov (United States)

    Mawer, Giselle; Jackson, Elaine

    2006-01-01

    This report provides an analysis of data gathered from vocational education and training (VET) policy-makers, industry representatives, resource development managers and practitioners about their experiences and views on the uptake and implementation of equity learning resources. These resources are aimed at supporting trainers in teaching their…

  2. Use of Case Study Methods in Human Resource Management, Development, and Training Courses: Strategies and Techniques

    Science.gov (United States)

    Maxwell, James R.; Gilberti, Anthony F.; Mupinga, Davison M.

    2006-01-01

    This paper will study some of the problems associated with case studies and make recommendations using standard and innovative methodologies effectively. Human resource management (HRM) and resource development cases provide context for analysis and decision-making designs in different industries. In most HRM development and training courses…

  3. QoS-Aware Resource Allocation for Network Virtualization in an Integrated Train Ground Communication System

    Directory of Open Access Journals (Sweden)

    Li Zhu

    2018-01-01

    Full Text Available Urban rail transit plays an increasingly important role in urbanization processes. Communications-Based Train Control (CBTC Systems, Passenger Information Systems (PIS, and Closed Circuit Television (CCTV are key applications of urban rail transit to ensure its normal operation. In existing urban rail transit systems, different applications are deployed with independent train ground communication systems. When the train ground communication systems are built repeatedly, limited wireless spectrum will be wasted, and the maintenance work will also become complicated. In this paper, we design a network virtualization based integrated train ground communication system, in which all the applications in urban rail transit can share the same physical infrastructure. In order to better satisfy the Quality of Service (QoS requirement of each application, this paper proposes a virtual resource allocation algorithm based on QoS guarantee, base station load balance, and application station fairness. Moreover, with the latest achievement of distributed convex optimization, we exploit a novel distributed optimization method based on alternating direction method of multipliers (ADMM to solve the virtual resource allocation problem. Extensive simulation results indicate that the QoS of the designed integrated train ground communication system can be improved significantly using the proposed algorithm.

  4. REMINDER Saved Leave Scheme (SLS) : Transfer of leave to saved leave accounts

    CERN Multimedia

    HR Division

    2002-01-01

    Under the provisions of the voluntary saved leave scheme (SLS), a maximum total of 10 days'*) annual and compensatory leave (excluding saved leave accumulated in accordance with the provisions of Administrative Circular No. 22B) can be transferred to the saved leave account at the end of the leave year (30 September). We remind you that, since last year, unused leave of all those taking part in the saved leave scheme at the closure of the leave-year accounts is transferred automatically to the saved leave account on that date. Therefore, staff members have no administrative steps to take. In addition, the transfer, which eliminates the risk of omitting to request leave transfers and rules out calculation errors in transfer requests, will be clearly shown in the list of leave transactions that can be consulted in EDH from October 2002 onwards. Furthermore, this automatic leave transfer optimizes staff members' chances of benefiting from a saved leave bonus provided that they are still participants in the schem...

  5. Reflections on the ethics of recruiting foreign-trained human resources for health

    Directory of Open Access Journals (Sweden)

    Labonté Ronald

    2011-01-01

    Full Text Available Abstract Background Developed countries' gains in health human resources (HHR from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR and recruiters working for Canadian health authorities. Methods We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. Results and discussion We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. Conclusions We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence

  6. Reflections on the ethics of recruiting foreign-trained human resources for health.

    Science.gov (United States)

    Runnels, Vivien; Labonté, Ronald; Packer, Corinne

    2011-01-20

    Developed countries' gains in health human resources (HHR) from developing countries with significantly lower ratios of health workers have raised questions about the ethics or fairness of recruitment from such countries. By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own populations. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR) and recruiters working for Canadian health authorities. We conducted interviews with health human resources recruiters employed by Canadian health authorities to describe their recruitment practices and perspectives and to determine whether and how they reflect ethical considerations. We describe the methods that recruiters used to recruit foreign-trained health professionals and the systemic challenges and policies that form the working context for recruiters and recruits. HHR recruiters' reflections on the global flow of health workers from poorer to richer countries mirror much of the content of global-level discourse with regard to HHR recruitment. A predominant market discourse related to shortages of HHR outweighed discussions of human rights and ethical approaches to recruitment policy and action that consider global health impacts. We suggest that the concept of corporate social responsibility may provide a useful approach at the local organizational level for developing policies on ethical recruitment. Such local policies and subsequent practices may inform public debate on the health equity implications of the HHR flows from poorer to richer countries inherent in the global health worker labour market, which in turn could influence political choices at all government and health system levels.

  7. Clinical Neurophysiology Training in a Developing Country: Institutional Resources and Profiles.

    Science.gov (United States)

    Sámano, Arturo G; Ochoa Mena, José D; Padilla, Silvana P; Acevedo, Gerardo R; Orenday Barraza, José M; San-Juan, Daniel

    2018-05-01

    The purpose of this study was to describe the characteristics and preferences of clinical neurophysiology (CN) fellows, as well as the resources available for their training, in a developing country such as Mexico. An online survey (25 questions) was given to Mexican CN fellows from May to June 2017, covering their reasons for choosing the CN subspecialty, their activities, future plans, institutional resources, and administrative staff. Descriptive statistics were used. Total respondents: 20/22 (90%), 65% female from 7 CN centers (80% public and 20% private hospitals) in Mexico City. Seventy-five percent chose CN out of personal interest, and all were not unsatisfied with their academic program. Most plan to work in private practice (75%) and are interested in learning EEG (85%) and intraoperative monitoring (75%-85%). The highest-reported training time by CN area allocated by the programs was as follows: EEG (27%), electromyography (22%), and evoked potentials (16%). The average number of fellows per center was 4; 75% of the centers perform epilepsy surgery, of which 60% offer invasive intracranial studies for the evaluation of surgical candidates. Mexican CN fellows are satisfied with their choice and with the academic program. They are increasingly interested in intraoperative monitoring, which is not addressed in current Mexican CN Programs.

  8. Why Teachers Are Leaving Special Education: Implications for Preservice and Inservice Educators.

    Science.gov (United States)

    Platt, Jennifer M.; Olson, Judy

    1990-01-01

    A survey was administered to 76 special education teachers to determine reasons for their leaving the special education classroom. Significant factors in leaving special education were excessive paperwork, pupil load, inadequate resources, and lack of recognition and support. (Author/JDD)

  9. Pay Now or Pay Later: An Economic Rationale for State-Funded Helping Services to Assist Women Leaving an Abusive Relationship.

    Science.gov (United States)

    DeRiviere, Linda

    2015-01-01

    There has been an increase in costing analysis of intimate partner violence in recent decades, including the monetary impact to government, society, and the individual. Using data collected in a Canadian longitudinal study, the empirical analysis in this article provides an economic rationale for mobilizing public resources that improve the well-being of women leaving an abusive relationship. I estimated six variants of a selection model and used a costing exercise to build an economic case for preventive and other helping services to support women over their healing journey. The removal of financial constraints suffered by abused women, in support of their training needs, as well as reduced barriers to preventive health care services, may potentially lead to fiscal resource savings in the long run.

  10. The effects of Crew Resource Management (CRM) training on flight attendants' safety attitudes.

    Science.gov (United States)

    Ford, Jane; Henderson, Robert; O'Hare, David

    2014-02-01

    A number of well-known incidents and accidents had led the aviation industry to introduce Crew Resource Management (CRM) training designed specifically for flight attendants, and joint (pilot and flight attendant) CRM training as a way to improve teamwork and communication. The development of these new CRM training programs during the 1990s highlighted the growing need for programs to be evaluated using research tools that had been validated for the flight attendant population. The FSAQ (Flight Safety Attitudes Questionnaire-Flight Attendants) was designed specifically to obtain safety attitude data from flight attendants working for an Asia-Pacific airline. Flight attendants volunteered to participate in a study before receiving CRM training (N=563) and again (N=526) after CRM training. Almost half (13) of the items from the 36-item FSAQ showed highly significant changes following CRM training. Years of experience, crew position, seniority, leadership roles, flight attendant crew size, and length of route flown were all predictive of safety attitudes. CRM training for flight attendants is a valuable tool for increasing positive teamwork behaviors between the flight attendant and pilot sub-groups. Joint training sessions, where flight attendants and pilots work together to find solutions to in-flight emergency scenarios, provide a particularly useful strategy in breaking down communication barriers between the two sub-groups. Copyright © 2013 National Safety Council and Elsevier Ltd. All rights reserved.

  11. Specificity of "Live High-Train Low" altitude training on exercise performance

    DEFF Research Database (Denmark)

    Bejder, Jacob; Nordsborg, Nikolai Baastrup

    2018-01-01

    The novel hypothesis that "Live High-Train Low" (LHTL) does not improve sport-specific exercise performance (e.g., time trial) is discussed. Indeed, many studies demonstrate improved performance after LHTL but unfortunately control groups are often lacking, leaving open the possibility of training...

  12. Linguistic ethnography as a resource in literacy teaching and teacher training

    DEFF Research Database (Denmark)

    Dolmer, Grete

    2017-01-01

    between teacher and pupils and 2) the literacy teacher’s assessment of and feedback on pupils’ written and oral texts. Based on the analyses, we will discuss how linguistic ethnography can contribute to the development of literacy teaching at intermediate level in primary and lower secondary school......Linguistic ethnography as a resource in literacy teaching and teacher training This poster presents work-in-progress from an ongoing case study of literacy teaching in a multilingual and socially complex Year 4 class in Aarhus, Denmark. The underlying assumption is that pupils’ understandings...... and highlight the potentials and benefits of linguistic ethnography as a resource in current attempts to research-base teacher education.Lefstein, A. & J. Snell. 2014. Better than best practice. Developing teaching and learning through dialogue. London: Routledge.Keywords: literacy teaching classroom dialogue...

  13. Ladybugs and Lettuce Leaves. Teachers' Manual.

    Science.gov (United States)

    Barnes, Tracy; And Others

    This is a guide for use with "Ladybugs and Lettuce Leaves" activity cards which are activities for elementary school students (grades 4 to 6) focusing on gardening. It includes educational objectives for each topic as well as lists of vocabulary words, comments, questions for discussion, additional activities, and resources. An interdisciplinary…

  14. Impact of crisis resource management simulation-based training for interprofessional and interdisciplinary teams: A systematic review.

    Science.gov (United States)

    Fung, Lillia; Boet, Sylvain; Bould, M Dylan; Qosa, Haytham; Perrier, Laure; Tricco, Andrea; Tavares, Walter; Reeves, Scott

    2015-01-01

    Crisis resource management (CRM) abilities are important for different healthcare providers to effectively manage critical clinical events. This study aims to review the effectiveness of simulation-based CRM training for interprofessional and interdisciplinary teams compared to other instructional methods (e.g., didactics). Interprofessional teams are composed of several professions (e.g., nurse, physician, midwife) while interdisciplinary teams are composed of several disciplines from the same profession (e.g., cardiologist, anaesthesiologist, orthopaedist). Medline, EMBASE, CINAHL, Cochrane Central Register of Controlled Trials, and ERIC were searched using terms related to CRM, crisis management, crew resource management, teamwork, and simulation. Trials comparing simulation-based CRM team training versus any other methods of education were included. The educational interventions involved interprofessional or interdisciplinary healthcare teams. The initial search identified 7456 publications; 12 studies were included. Simulation-based CRM team training was associated with significant improvements in CRM skill acquisition in all but two studies when compared to didactic case-based CRM training or simulation without CRM training. Of the 12 included studies, one showed significant improvements in team behaviours in the workplace, while two studies demonstrated sustained reductions in adverse patient outcomes after a single simulation-based CRM team intervention. In conclusion, CRM simulation-based training for interprofessional and interdisciplinary teams show promise in teaching CRM in the simulator when compared to didactic case-based CRM education or simulation without CRM teaching. More research, however, is required to demonstrate transfer of learning to workplaces and potential impact on patient outcomes.

  15. Competency-based training model for human resource management and development in public sector

    Science.gov (United States)

    Prabawati, I.; Meirinawati; AOktariyanda, T.

    2018-01-01

    Human Resources (HR) is a very important factor in an organization so that human resources are required to have the ability, skill or competence in order to be able to carry out the vision and mission of the organization. Competence includes a number of attributes attached to the individual which is a combination of knowledge, skills, and behaviors that can be used as a mean to improve performance. Concerned to the demands of human resources that should have the knowledge, skills or abilities, it is necessary to the development of human resources in public organizations. One form of human resource development is Competency-Based Training (CBT). CBT focuses on three issues, namely skills, competencies, and competency standard. There are 5 (five) strategies in the implementation of CBT, namely: organizational scanning, strategic planning, competency profiling, competency gap analysis, and competency development. Finally, through CBT the employees within the organization can reduce or eliminate the differences between existing performance with a potential performance that can improve the knowledge, expertise, and skills that are very supportive in achieving the vision and mission of the organization.

  16. The quest for One Health: Human Resource training aspects

    Directory of Open Access Journals (Sweden)

    Angwara Kiwara

    2014-04-01

    Full Text Available Appropriately trained Human Resources for Health (HRH are key inputs into One Health. ‘… more than 50% of all infectious diseases of humans originate from animals and that, of the emerging diseases about 75% could be traced back to animal origin’ (Rweyemamu et al. 2006. A comprehensive understanding of the social determinants of health, through an appropriate training model for HRH, is a key input. This study aimed to explore if human and veterinary medical schools were using such a model or providing time for this model in their curricula. Specific objectives were to: determine the time that human and veterinary medical schools’ curricula provide for subjects or courses related to the social determinants of health; analyse the curricula contents to establish how they relate to the social determinants of health; and explore how a bio-medical model may influence the graduates’ understanding and practice of One Health. A review of human and veterinary graduate-level medical schools’ curricula in East Africa was performed in April 2013 and May 2013. The findings were: in the curricula, SDH contents for knowledge enhancement about One Health are minimal and that teaching is Germ Theory model-driven and partisan. Out of the total training time for physicians and veterinarians, less than 10% was provided for the social determinants of health-related courses. In conclusion, the curricula and training times provided are inadequate for graduates to fully understand the social determinants of health and their role in One Health. Furthermore, the Germ Theory model that has been adopted addresses secondary causes and is inappropriate. There is a need for more in-depth model. This article suggests that a vicious cycle of ill-health model must be taught.

  17. Development of a personalized training system using the Lung Image Database Consortium and Image Database resource Initiative Database.

    Science.gov (United States)

    Lin, Hongli; Wang, Weisheng; Luo, Jiawei; Yang, Xuedong

    2014-12-01

    The aim of this study was to develop a personalized training system using the Lung Image Database Consortium (LIDC) and Image Database resource Initiative (IDRI) Database, because collecting, annotating, and marking a large number of appropriate computed tomography (CT) scans, and providing the capability of dynamically selecting suitable training cases based on the performance levels of trainees and the characteristics of cases are critical for developing a efficient training system. A novel approach is proposed to develop a personalized radiology training system for the interpretation of lung nodules in CT scans using the Lung Image Database Consortium (LIDC) and Image Database Resource Initiative (IDRI) database, which provides a Content-Boosted Collaborative Filtering (CBCF) algorithm for predicting the difficulty level of each case of each trainee when selecting suitable cases to meet individual needs, and a diagnostic simulation tool to enable trainees to analyze and diagnose lung nodules with the help of an image processing tool and a nodule retrieval tool. Preliminary evaluation of the system shows that developing a personalized training system for interpretation of lung nodules is needed and useful to enhance the professional skills of trainees. The approach of developing personalized training systems using the LIDC/IDRL database is a feasible solution to the challenges of constructing specific training program in terms of cost and training efficiency. Copyright © 2014 AUR. Published by Elsevier Inc. All rights reserved.

  18. Effects of Crew Resource Management Training on Medical Errors in a Simulated Prehospital Setting

    Science.gov (United States)

    Carhart, Elliot D.

    2012-01-01

    This applied dissertation investigated the effect of crew resource management (CRM) training on medical errors in a simulated prehospital setting. Specific areas addressed by this program included situational awareness, decision making, task management, teamwork, and communication. This study is believed to be the first investigation of CRM…

  19. Energy-efficient two-hop LTE resource allocation in high speed trains with moving relays

    KAUST Repository

    Alsharoa, Ahmad M.

    2014-05-01

    High-speed railway system equipped with moving relay stations placed on the middle of the ceiling of each train wagon is investigated. The users inside the train are served in two hops via the 3GPP Long Term Evolution (LTE) technology. The objective of this work is to maximize the number of served users by respecting a specific quality-of-service constraint while minimizing the total power consumption of the eNodeB and the moving relays. We propose an efficient algorithm based on the Hungarian method to find the optimal resource allocation over the LTE resource blocks in order to serve the maximum number of users with the minimum power consumption. Moreover, we derive a closed-form expression for the power allocation problem. Our simulation results illustrate the performance of the proposed scheme and compare it with various previously developed algorithms as well as with the direct transmission scenario. © 2014 IFIP.

  20. The importance of material resources and qualified trainers in adult non-formal education and training centres in South Africa

    Science.gov (United States)

    Mayombe, Celestin; Lombard, Antoinette

    2016-04-01

    Non-formal education and training (NFET) programmes in public and private centres in South Africa aim to meet the training needs of adults who have been deprived of formal education which would have fostered skills acquisition and access to employment earlier in their lives. The concern which informs this paper is that adults who face long-term unemployment due to a lack of marketable skills often remain unemployed after completing NFET programmes. The paper assesses the extent to which material and human resources have affected skills acquisition and graduate employment in KwaZulu-Natal, South Africa. The results show that material and human resource challenges in most public and some private centres have led to gaps in skills training. Programmes focus too strongly on academic credits and certificates and not enough on employment as an end goal. The authors argue that the existence of suitable training materials and qualified trainers with practical experience and specific technical skills constitutes favourable conditions ("enabling environments") for graduate employment. Without improvement in material and human resources, adult trainees will continue to experience difficulties integrating into the labour market, and the cycle of poverty and social exclusion will remain unbroken.

  1. 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.

  2. Dusting Off the Shelves: Getting the Most Value Out of Vocational Education and Training Equity Resources. Support Document

    Science.gov (United States)

    Mawer, Giselle; Jackson, Elaine

    2006-01-01

    This document accompanies the report, "Dusting Off the Shelves: Getting The Most Value Out of Vocational Education and Training Equity Resources." Included in this document are: (1) Consultations; and (2) Questionnaires. [This document was produced with funding provided through the Department of Education, Science and Training. For "Dusting Off…

  3. Radiological health training resources, 1979

    International Nuclear Information System (INIS)

    Munzer, J.E.; Sauer, K.G.

    1979-08-01

    The training collection maintained by the Division of Training and Medical Applications includes videocassettes, movies, and printed material. Titles are limited to radiological health subjects only and include a variety of topics ranging from basic fundamentals to historical perspectives to current state-of-the-art

  4. Training method for enhancement of safety attitude in nuclear power plant based on crew resource management

    International Nuclear Information System (INIS)

    Ishibashi, Akira; Karikawa, Daisuke; Takahashi, Makoto; Wakabayashi, Toshio; Kitamura, Masaharu

    2010-01-01

    A conventional training program for nuclear power plant operators has been developed with emphasis on improvement of knowledge and skills of individual operators. Although it has certainly contributed to safety operation of nuclear power plants, some recent incidents have indicated the necessity of an improved training program aiming at improvement of the performance of operators working as a team. In the aviation area, crew resource management (CRM) training has shown the effect of resolving team management issues of flight crews, aircraft maintenance crews, and so on. In the present research, we attempted to introduce the CRM concept into operator training in nuclear power plants as training for conceptual skill enhancement. In this paper, a training method specially customized for nuclear power plant operators based on CRM is proposed. The proposed method has been practically utilized in the management training course of Japan Nuclear Technology Institute. The validity of the proposed method has been evaluated by means of a questionnaire survey. (author)

  5. Integrating Space Flight Resource Management Skills into Technical Lessons for International Space Station Flight Controller Training

    Science.gov (United States)

    Baldwin, Evelyn

    2008-01-01

    The Johnson Space Center s (JSC) International Space Station (ISS) Space Flight Resource Management (SFRM) training program is designed to teach the team skills required to be an effective flight controller. It was adapted from the SFRM training given to Shuttle flight controllers to fit the needs of a "24 hours a day/365 days a year" flight controller. More recently, the length reduction of technical training flows for ISS flight controllers impacted the number of opportunities for fully integrated team scenario based training, where most SFRM training occurred. Thus, the ISS SFRM training program is evolving yet again, using a new approach of teaching and evaluating SFRM alongside of technical materials. Because there are very few models in other industries that have successfully tied team and technical skills together, challenges are arising. Despite this, the Mission Operations Directorate of NASA s JSC is committed to implementing this integrated training approach because of the anticipated benefits.

  6. Factors Predicting Ethiopian Anesthetists' Intention to Leave Their Job

    NARCIS (Netherlands)

    Kols, Adrienne; Kibwana, Sharon; Molla, Yohannes; Ayalew, Firew; Teshome, Mihereteab; van Roosmalen, Jos; Stekelenburg, Jelle

    BACKGROUND: Ethiopia has rapidly expanded training programs for associate clinician anesthetists in order to address shortages of anesthesia providers. However, retaining them in the public health sector has proven challenging. This study aimed to determine anesthetists' intentions to leave their

  7. Saved Leave Scheme (SLS) : Simplified procedure for the transfer of leave to saved leave accounts

    CERN Multimedia

    HR Division

    2001-01-01

    As part of the process of streamlining procedures, the HR and AS Divisions have jointly developed a system whereby annual and compensatory leave will henceforth be automatically transferred1) to saved leave accounts. Under the provisions of the voluntary saved leave scheme (SLS), a maximum total of 10 days'2) annual and compensatory leave (excluding saved leave accumulated in accordance with the provisions of Administrative Circular No. 22 B) can be transferred to the saved leave account at the end of the leave year (30 September). Previously, every person taking part in the scheme has been individually issued with a form for the purposes of requesting the transfer of leave to the leave account and the transfer has then had to be done manually by HR Division. To streamline the procedure, unused leave of all those taking part in the saved leave scheme at the closure of of the leave-year accounts will henceforth be transferred automatically to the saved leave account on that date. This simplification is in the ...

  8. Classification and Quality Evaluation of Tobacco Leaves Based on Image Processing and Fuzzy Comprehensive Evaluation

    Science.gov (United States)

    Zhang, Fan; Zhang, Xinhong

    2011-01-01

    Most of classification, quality evaluation or grading of the flue-cured tobacco leaves are manually operated, which relies on the judgmental experience of experts, and inevitably limited by personal, physical and environmental factors. The classification and the quality evaluation are therefore subjective and experientially based. In this paper, an automatic classification method of tobacco leaves based on the digital image processing and the fuzzy sets theory is presented. A grading system based on image processing techniques was developed for automatically inspecting and grading flue-cured tobacco leaves. This system uses machine vision for the extraction and analysis of color, size, shape and surface texture. Fuzzy comprehensive evaluation provides a high level of confidence in decision making based on the fuzzy logic. The neural network is used to estimate and forecast the membership function of the features of tobacco leaves in the fuzzy sets. The experimental results of the two-level fuzzy comprehensive evaluation (FCE) show that the accuracy rate of classification is about 94% for the trained tobacco leaves, and the accuracy rate of the non-trained tobacco leaves is about 72%. We believe that the fuzzy comprehensive evaluation is a viable way for the automatic classification and quality evaluation of the tobacco leaves. PMID:22163744

  9. Paid Family Leave, Fathers' Leave-Taking, and Leave-Sharing in Dual-Earner Households.

    Science.gov (United States)

    Bartel, Anne P; Rossin-Slater, Maya; Ruhm, Christopher J; Stearns, Jenna; Waldfogel, Jane

    Using difference-in-difference and difference-in-difference-in-difference designs, we study California's Paid Family Leave (CA-PFL) program, the first source of government-provided paid parental leave available to fathers in the Unites States. Relative to the pre-treatment mean, fathers of infants in California are 46 percent more likely to be on leave when CA-PFL is available. In households where both parents work, we find suggestive evidence that CA-PFL increases both father-only leave-taking (i.e., father on leave while mother is at work) and joint leave-taking (i.e., both parents on leave at the same time). Effects are larger for fathers of first-born children than for fathers of later-born children.

  10. What makes staff consider leaving the health service in Malawi?

    Science.gov (United States)

    Chimwaza, Wanangwa; Chipeta, Effie; Ngwira, Andrew; Kamwendo, Francis; Taulo, Frank; Bradley, Susan; McAuliffe, Eilish

    2014-03-19

    Malawi faces a severe shortage of health workers, a factor that has contributed greatly to high maternal mortality in the country. Most clinical care is performed by mid-level providers (MLPs). While utilization of these cadres in providing health care is a solution to the current shortages, demotivating factors within the Malawian health system are pushing them into private, non-governmental, and other non-health related positions. This study aims to highlight these demotivating factors by exploring the critical aspects that influence MLPs' intention to leave their jobs. This descriptive qualitative study formed part of the larger Health Systems Strengthening for Equity (HSSE) study. Data presented in this paper were collected in Malawi using the Critical Incident Analysis tool. Participants were asked to narrate an incident that had happened during the past three months which had made them seriously consider leaving their job. Data were subjected to thematic analysis using NVivo 8 software. Of the 84 respondents who participated in a Critical Incident Analysis interview, 58 respondents (69%) indicated they had experienced a demotivating incident in the previous three months that had made them seriously consider leaving their job. The most commonly cited critical factors were being treated unfairly or with disrespect, lack of recognition of their efforts, delays and inconsistencies in salary payments, lack of transparent processes and criteria for upgrading or promotion, and death of patients. Staff motivation and an enabling environment are crucial factors for retaining MLPs in the Malawian health system. This study revealed key 'tipping points' that drive staff to seriously consider leaving their jobs. Many of the factors underlying these critical incidents can be addressed by improved management practices and the introduction of fair and transparent policies. Managers need to be trained and equipped with effective managerial skills and staff should have access

  11. Gas emission from anaerobic decomposition of plant resources

    Directory of Open Access Journals (Sweden)

    Marcela Bianchessi da Cunha-Santino

    Full Text Available Abstract: Aim The aim of this study was to quantify the emission rates of gases resulting from the anaerobic decomposition of different plant resources under conditions usually found in sediments of tropical aquatic systems and drained organic soils. Methods Incubations were prepared with green leaves, bark, twigs, plant litter, sugarcane stalks and leaves, soybean leaves, grasses, forest leaves and an aquatic macrophyte (Typha domingensis. Over 10 months, the daily volume of gas evolved from decay was measured and a kinetic model was used to describe the anaerobic mineralization. Results Using the mathematical model, it can be observed that the composition of the plant resources is heterogeneous. The temporal variation of the gas rates indicated that the mineralization of the labile fractions of detritus varied, on a carbon basis, from 16.2 (bark to 100% (samples composed of leaves, grasses and sugar cane stalks. High gas emissions were observed during the mineralization of grasses, sugar cane stalks, leaves and plant litter, while low volumes of gases were measured during the mineralization of bark, twigs, forest leaves and T. domingensis, which are the most fibrous and recalcitrant resources (carbon content: 83.8, 78.2, 64.8 and 53.4%, respectively. The mineralization of labile carbon presented half-life values, which varied from 41 (twigs to 295 days (grasses. Conclusions Considering the high amount of remaining recalcitrant fraction, the anaerobic decomposition of these plant resources showed a strong trend towards accumulating organic matter in flooded soils. Despite the higher temperatures found in the tropical environment, these environments represent a sink of particulate detritus due to its slow decomposition.

  12. Native American Technical Assistance and Training for Renewable Energy Resource Development and Electrical Generation Facilities Management

    Energy Technology Data Exchange (ETDEWEB)

    A. David Lester

    2008-10-17

    The Council of Energy Resource Tribes (CERT) will facilitate technical expertise and training of Native Americans in renewable energy resource development for electrical generation facilities, and distributed generation options contributing to feasibility studies, strategic planning and visioning. CERT will also provide information to Tribes on energy efficiency and energy management techniques.This project will provide facilitation and coordination of expertise from government agencies and private industries to interact with Native Americans in ways that will result in renewable energy resource development, energy efficiency program development, and electrical generation facilities management by Tribal entities. The intent of this cooperative agreement is to help build capacity within the Tribes to manage these important resources.

  13. Paid Family Leave, Fathers' Leave-Taking, and Leave-Sharing in Dual-Earner Households

    OpenAIRE

    Bartel, Ann P.; Rossin-Slater, Maya; Ruhm, Christopher J.; Stearns, Jenna; Waldfogel, Jane

    2015-01-01

    This paper provides quasi-experimental evidence on the impact of paid leave legislation on fathers' leave-taking, as well as on the division of leave between mothers and fathers in dual-earner households. Using difference-in-difference and difference-in-difference-in-difference designs, we study California's Paid Family Leave (CA-PFL) program, which is the first source of government-provided paid parental leave available to fathers in the United States. Our results show that fathers in Califo...

  14. Current Status of Human Resource Training Program for Fostering RIBiomics Professionals

    Energy Technology Data Exchange (ETDEWEB)

    Lee, Dong-Eun; Jang, Beom-Su; Choi, Dae Seong [Advanced Radiation Technology Institute, Korea Atomic Energy Research Institute, Jeongeup 580-185 (Korea, Republic of); Park, Tai-jin [Radiation Research Division, Korea Radioisotope Association, Seoul 132-822, Republic of Korea (Korea, Republic of); Park, Sang Hyun [Advanced Radiation Technology Institute, Korea Atomic Energy Research Institute, Jeongeup 580-185 (Korea, Republic of); Radiation Research Division, Korea Radioisotope Association, Seoul 132-822, Republic of Korea (Korea, Republic of); Department of Radiobiotechnology and Applied Radioisotope Science, Korea University of Science and Technology, Deajeon 305-350 (Korea, Republic of)

    2015-07-01

    training program for fostering RI-Biomics professionals in the following key fields; (1) Radio-pharmaceuticals synthesis and labeled compound development, (2) Development of RI-ADME in the living object and image assessment technology. Personnel training program that carries out theoretical education and practical training in the field related to RI-Biomics in parallel is being conducted. Internship training for university students has been administered twice already while educational program for the existing professionals in the RI-Biomics field will be carried out during the summer of 2014. The human resource training program for combination of RIADME and different molecular imaging techniques can offer synergistic advantages to facilitate understanding RIADME and fostering RI-ADME professionals. (authors)

  15. Current Status of Human Resource Training Program for Fostering RIBiomics Professionals

    International Nuclear Information System (INIS)

    Lee, Dong-Eun; Jang, Beom-Su; Choi, Dae Seong; Park, Tai-jin; Park, Sang Hyun

    2015-01-01

    training program for fostering RI-Biomics professionals in the following key fields; (1) Radio-pharmaceuticals synthesis and labeled compound development, (2) Development of RI-ADME in the living object and image assessment technology. Personnel training program that carries out theoretical education and practical training in the field related to RI-Biomics in parallel is being conducted. Internship training for university students has been administered twice already while educational program for the existing professionals in the RI-Biomics field will be carried out during the summer of 2014. The human resource training program for combination of RIADME and different molecular imaging techniques can offer synergistic advantages to facilitate understanding RIADME and fostering RI-ADME professionals. (authors)

  16. Improving practical training ability at Nuclear Research Institute oriented to nuclear human resource development within First Phase

    International Nuclear Information System (INIS)

    Nguyen Xuan Hai; Nguyen Nhi Dien; Pham Dinh Khang; Pham Ngoc Tuan; Tuong Thi Thu Huong

    2016-01-01

    This report presents results of a research project “Improving practical training ability at Nuclear Research Institute oriented to nuclear human resource development within first phase”. In the frameworks of the project, a guiding document on 27 Ortec’s experiments was translated into Vietnamese. Several equipment are used in the experiments such as neutron howitzer, gamma counter, multi-channel analyzer and alpha-gamma coincidence spectroscopy were designed and fabricated. These products contributed to improving the ability of research and training of Training and Education Center, Nuclear Research Institute (NRI). (author)

  17. Can the 'Assessment Drives Learning' effect be detected in clinical skills training? - Implications for curriculum design and resource planning

    Science.gov (United States)

    Buss, Beate; Krautter, Markus; Möltner, Andreas; Weyrich, Peter; Werner, Anne; Jünger, Jana; Nikendei, Christoph

    2012-01-01

    Purpose: The acquisition of clinical-technical skills is of particular importance for the doctors of tomorrow. Procedural skills are often trained for the first time in skills laboratories, which provide a sheltered learning environment. However, costs to implement and maintain skills laboratories are considerably high. Therefore, the purpose of the present study was to investigate students’ patterns of attendance of voluntary skills-lab training sessions and thereby answer the following question: Is it possible to measure an effect of the theoretical construct related to motivational psychology described in the literature – ‘Assessment drives learning’ – reflected in patterns of attendance at voluntary skills-lab training sessions? By answering this question, design recommendations for curriculum planning and resource management should be derived. Method: A retrospective, descriptive analysis of student skills-lab attendance related to voluntary basic and voluntary advanced skills-lab sessions was conducted. The attendance patterns of a total of 340 third-year medical students in different successive year groups from the Medical Faculty at the University of Heidelberg were assessed. Results: Students showed a preference for voluntary basic skills-lab training sessions, which were relevant to clinical skills assessment, especially at the beginning and at the end of the term. Voluntary advanced skills-lab training sessions without reference to clinical skills assessment were used especially at the beginning of the term, but declined towards the end of term. Conclusion: The results show a clear influence of assessments on students’ attendance at skills-lab training sessions. First recommendations for curriculum design and resource management will be described. Nevertheless, further prospective research studies will be necessary to gain a more comprehensive understanding of the motivational factors impacting students’ utilisation of voluntary skills

  18. Meteorological Instrumentation and Measurements Open Resource Training Modules for Undergraduate and Graduate Education

    Science.gov (United States)

    Rockwell, A.; Clark, R. D.; Stevermer, A.

    2017-12-01

    The National Center for Atmospheric Research Earth Observing Laboratory, Millersville University and The COMET Program are collaborating to produce a series of nine online modules on the the topic of meteorological instrumentation and measurements. These interactive, multimedia educational modules can be integrated into undergraduate and graduate meteorology courses on instrumentation, measurement science, and observing systems to supplement traditional pedagogies and enhance blended instruction. These freely available and open-source training tools are designed to supplement traditional pedagogies and enhance blended instruction. Three of the modules are now available and address the theory and application of Instrument Performance Characteristics, Meteorological Temperature Instrumentation and Measurements, and Meteorological Pressure Instrumentation and Measurements. The content of these modules is of the highest caliber as it has been developed by scientists and engineers who are at the forefront of the field of observational science. Communicating the availability of these unique and influential educational resources with the community is of high priority. These modules will have a profound effect on the atmospheric observational sciences community by fulfilling a need for contemporary, interactive, multimedia guided education and training modules integrating the latest instructional design and assessment tools in observational science. Thousands of undergraduate and graduate students will benefit, while course instructors will value a set of high quality modules to use as supplements to their courses. The modules can serve as an alternative to observational research training and fill the void between field projects or assist those schools that lack the resources to stage a field- or laboratory-based instrumentation experience.

  19. Journaling as reinforcement for the resourcefulness training intervention in mothers of technology-dependent children.

    Science.gov (United States)

    Toly, Valerie Boebel; Blanchette, Julia E; Musil, Carol M; Zauszniewski, Jaclene A

    2016-11-01

    Resourcefulness, a set of cognitive and behavioral skills used to attain, maintain, or regain health, is a factor related to depressive symptoms in mothers of children with chronic conditions and complex care needs who are dependent on medical technology such as mechanical ventilation or feeding tubes. The purpose of this secondary analysis of a randomized, controlled pilot intervention study was to determine the feasibility, acceptability and fidelity of daily journal writing as a method of reinforcement of resourcefulness training (RT) that teaches the use of social and personal resourcefulness skills. Participants returned their journals to the study office at the end of the four-week journaling exercise. Content analysis from exit interviews and journals supported the feasibility, acceptability and fidelity of daily journaling for reinforcement of RT in this population. Journal writing can be used by pediatric nurses to reinforce and promote resourcefulness skill use in parents of technology-dependent children. Copyright © 2016 Elsevier Inc. All rights reserved.

  20. A school mental health literacy curriculum resource training approach: effects on Tanzanian teachers' mental health knowledge, stigma and help-seeking efficacy.

    Science.gov (United States)

    Kutcher, Stan; Wei, Yifeng; Gilberds, Heather; Ubuguyu, Omary; Njau, Tasiana; Brown, Adena; Sabuni, Norman; Magimba, Ayoub; Perkins, Kevin

    2016-01-01

    Mental health literacy (MHL) is foundational for mental health promotion, prevention, stigma reduction, and care; School supported information pertaining to MHL in sub-Saharan Africa is extremely limited, including in Tanzania. Successful application of a school MHL curriculum resource may be an effective way to increase teacher MHL and therefore help to improve mental health outcomes for students. Secondary school teachers in Tanzania were trained on the African Guide (AG) a school MHL curriculum resource culturally adapted from a Canadian MHL resource (The Guide) for use in Africa. Teacher training workshops on the classroom application of the AG were used to evaluate its impact on mental health literacy in a sample of Tanzanian Secondary school teachers. Pre-post training assessment of participant knowledge and attitudes was conducted. Help-seeking efficacy for teachers themselves and their interventions for students, friends, family members and peers were determined. Paired t test (n = 37) results demonstrate highly significant improvements in teacher's overall knowledge (p Teachers' stigma against mental illness decreased significantly following the training (p teacher's overall knowledge (p Teachers also reported high rates (greater than ¾ of the sample) of positive help-seeking efficacy for themselves as well as for their students, friends, family members and peers. As a result of the training, the number of students teachers identified for potential mental health care totaled over 200. These positive results, when taken together with other research, suggest that the use of a classroom-based resource (the AG) that integrates MHL into existing school curriculum through training teachers may be an effective and sustainable way to increase the MHL (improved knowledge, decreased stigma and positive help-seeking efficacy) of teachers in Tanzania. As this study replicated the results of a previous intervention in Malawi, consideration could be given to

  1. Spaceflight Resource Management Training

    Data.gov (United States)

    National Aeronautics and Space Administration — In an effort to streamline the way that International Space Station (ISS) flight controllers are trained, two new levels of flight controller have been developed –...

  2. Crew resource management training in the intensive care unit. A multisite controlled before–after study

    NARCIS (Netherlands)

    Kemper, Peter F.; de Bruijne, Martine; van Dyck, C.; Wagner, Cordula

    Introduction There is a growing awareness today that adverse events in the intensive care unit (ICU) are more often caused by problems related to non-technical skills than by a lack of technical, or clinical, expertise. Team training, such as crew resource management (CRM), aims to improve these

  3. Crew resource management training in the intensive care unit: a multisite controlled before-after study.

    NARCIS (Netherlands)

    Kemper, P.F.; Bruijne, M. de; Dyck, C. van; So, R.L.; Tangkau, P.; Wagner, C.

    2016-01-01

    Introduction There is a growing awareness today that adverse events in the intensive care unit (ICU) are more often caused by problems related to non-technical skills than by a lack of technical, or clinical, expertise. Team training, such as crew resource management (CRM), aims to improve these

  4. Creativity as a developmental resource in sport training activities

    DEFF Research Database (Denmark)

    Rasmussen, Ludvig Johan Torp; Østergaard, Lars Domino; Glaveanu, Vlad Petre

    2018-01-01

    The multidimensional concept of creativity has a much wider scope of application than disclosed by prevailing research on sporting creativity. In this area, creativity is mostly perceived, praised, and approached for its performative, in-game benefits. Pointing to the belief that creativity...... and nuance practical and scholastic dialogues, the purpose of this paper is to conceptualize creativity as a developmental resource in sport training activities. This is accomplished by building on and articulating Shilling's (2005) body-sociology, Glăveanu's (2012). socio-cultural notions about creativity...... requires well-developed technical skills, this phenomenon is often treated as a performative end. When targeting creative match performances, the developmental and experiential benefits of creative activities may be neglected, and creativity may be reserved for the best offensive players. To nourish...

  5. Ecosystem-learning blended training for enterprises and assist in the university. Assessment of student resource

    Directory of Open Access Journals (Sweden)

    Emilio ÁLVAREZ ARREGUI

    2011-12-01

    Full Text Available 0 0 1 134 740 Instituto Universitario de Ciencias de la Educación 6 1 873 14.0 Normal 0 21 false false false ES JA X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Tabla normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:Calibri; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin; mso-ansi-language:ES; mso-fareast-language:EN-US;} In this work we present the results obtained in an innovation project that is part of a longitudinal study on ecosystems Training we are developing in collaboration with the University of Algarve and other centers of innovation (Innobridge, Switzerland and Valnalón, Spain. This time we present the assessment of the resources employed students perform in various degrees and courses at the Faculty of Teacher Training and Education at the University of Oviedo. The sample consisted of 120 students and the methodology is quantitative. Results indicate a positive assessment of the context blended learning teaching and technological resources and human resources used because they facilitate knowledge management in a collaborative manner between the educational agents involved and the participation of outside professionals that ecosystem project training the workplace.

  6. Taking Leave?

    CERN Multimedia

    2000-01-01

    Planning a holiday? Then if you're a member of the personnel, you'll need to use the Laboratory's new leave system that will be put in place on 1 October. Leave allocations don't change - you are entitled to just as much holiday as before - but instead of being credited annually, your leave will be credited on a monthly basis, and this information will be communicated on your salary slip. The reason for the change is that with the various new leave schemes such as Recruitment by Saved Leave (RSL) and the Progressive Retirement Programme (PRP), a streamlined procedure was required for dealing with all kinds of leave. In the new system, each member of the personnel will have leave accounts to which leave will be credited monthly from the payroll and debited each time an absence is registered in the CERN Electronic Document Handling system (EDH). Leave balances will appear on monthly pay slips, and full details of leave transactions and balances will be available through EDH at all times. As the leave will be c...

  7. Assessment of Resources for Training Prospective Teachers in Business Education at the Colleges of Education

    Science.gov (United States)

    Okoro, James

    2014-01-01

    This study assessed Resources for Training Prospective Teachers in Business Education at the colleges of Education at South South Nigeria. Business Teacher Education programmes are set up to produce competent teachers for the secondary schools and skilled labour force for the private sector. These products of Business Education programme at the…

  8. Error Detection-Based Model to Assess Educational Outcomes in Crisis Resource Management Training: A Pilot Study.

    Science.gov (United States)

    Bouhabel, Sarah; Kay-Rivest, Emily; Nhan, Carol; Bank, Ilana; Nugus, Peter; Fisher, Rachel; Nguyen, Lily Hp

    2017-06-01

    Otolaryngology-head and neck surgery (OTL-HNS) residents face a variety of difficult, high-stress situations, which may occur early in their training. Since these events occur infrequently, simulation-based learning has become an important part of residents' training and is already well established in fields such as anesthesia and emergency medicine. In the domain of OTL-HNS, it is gradually gaining in popularity. Crisis Resource Management (CRM), a program adapted from the aviation industry, aims to improve outcomes of crisis situations by attempting to mitigate human errors. Some examples of CRM principles include cultivating situational awareness; promoting proper use of available resources; and improving rapid decision making, particularly in high-acuity, low-frequency clinical situations. Our pilot project sought to integrate CRM principles into an airway simulation course for OTL-HNS residents, but most important, it evaluated whether learning objectives were met, through use of a novel error identification model.

  9. The relevance of the psychometrist category as a professional resource: Training-related issues

    Directory of Open Access Journals (Sweden)

    René van Eeden

    2016-05-01

    Research purpose: The aim was to explore if the training of student psychometrists contributes to the relevance of this category in terms of the demographic profile of student psychometrists, the scope of services potentially provided by them and the content of training programmes. Motivation for the study: There is a paucity of research on training in the psychometrist category. Research design, approach and method: Data were obtained from the files of a cohort of student psychometrists who were registered in the Department of Psychology at the University of South Africa (UNISA. Follow-up surveys on training and work contexts were conducted amongst these students and their in-practice supervisors to confirm and supplement the data. In addition, a survey on the national availability of training programmes for psychometrists was conducted at South African universities. Main findings: Gender and racial skewness in terms of the demographic profile of the UNISA students seemed to reflect a national trend. In terms of the scope of services, training opportunities and perceived job opportunities for psychometrists seemed limited and despite the utilisation of the skills area in all the applied contexts, concerns related to the sectors being served were identified. With regard to the content of the training programmes, students and in-practice supervisors expressed a need for greater preparation in test use before related practical experience takes place. The importance of the university’s involvement during the practicum was also emphasised. Practical/managerial implications: Recommendations are made regarding the structure and content of training programmes. This information could be applied in adapting existing programmes and in developing new programmes. Contribution/value-add: Ultimately, these recommendations could contribute to the value of the psychometrist category as a professional resource relevant to a variety of settings.

  10. 5 CFR 630.1204 - Intermittent leave or reduced leave schedule.

    Science.gov (United States)

    2010-01-01

    ... insurance, health benefits, retirement coverage, and leave accrual). (e) The agency shall determine the... REGULATIONS ABSENCE AND LEAVE Family and Medical Leave § 630.1204 Intermittent leave or reduced leave schedule... reduced leave schedule unless the employee and the agency agree to do so. (b) Leave under § 630.1203(a) (3...

  11. Pregnancy and Motherhood During Surgical Training.

    Science.gov (United States)

    Rangel, Erika L; Smink, Douglas S; Castillo-Angeles, Manuel; Kwakye, Gifty; Changala, Marguerite; Haider, Adil H; Doherty, Gerard M

    2018-03-21

    Although family priorities influence specialty selection and resident attrition, few studies describe resident perspectives on pregnancy during surgical training. To directly assess the resident experience of childbearing during training. A self-administered 74-question survey was electronically distributed in January 2017 to members of the Association of Women Surgeons, to members of the Association of Program Directors in Surgery listserv, and through targeted social media platforms. Surgeons who had 1 or more pregnancies during an Accreditation Council for Graduate Medical Education-accredited US general surgery residency program and completed training in 2007 or later were included. Important themes were identified using focus groups of surgeons who had undergone pregnancy during training in the past 7 years. Additional topics were identified through MEDLINE searches performed from January 2000 to July 2016 combining the keywords pregnancy, resident, attrition, and parenting in any specialty. Descriptive data on perceptions of work schedule during pregnancy, maternity leave policies, lactation and childcare support, and career satisfaction after childbirth. This study included 347 female surgeons (mean [SD] age, 30.5 [2.7] years) with 452 pregnancies. A total of 297 women (85.6%) worked an unmodified schedule until birth, and 220 (63.6%) were concerned that their work schedule adversely affected their health or the health of their unborn child. Residency program maternity leave policies were reported by 121 participants (34.9%). A total of 251 women (78.4%) received maternity leave of 6 weeks or less, and 250 (72.0%) perceived the duration of leave to be inadequate. The American Board of Surgery leave policy was cited as a major barrier to the desired length of leave by 268 of 326 respondents (82.2%). Breastfeeding was important to 329 (95.6%), but 200 (58.1%) stopped earlier than they wished because of poor access to lactation facilities and challenges leaving

  12. Electronic pay and leave statements (e-Payslips)

    CERN Document Server

    2004-01-01

    Within the framework of measures to simplify and rationalise administrative procedures, the FI and IT Departments proposed a project to introduce electronic pay and leave statements. The project was launched at the beginning of 2004 after it had been approved by the Director of the Finance and Human Resources Departments. The project was presented to the GTPA (Groupe de Travail sur les Procédures Administratives) and discussed at the meeting of the SCC (Standing Concertation Committee) on 8 July 2004. The system designed and developed by the IT Department is now operational. What will change? Members of the personnel who currently receive a paper copy of their pay and/or leave statement will, in future, receive monthly e-mail notification of their electronic pay and leave statement, instead of the paper document. The current project does not affect retired members of the personnel. Each person receiving the e-mail notification will be invited to consult these electronic statements by clicking on a link p...

  13. Training for cervical cancer prevention programs in low-resource settings: focus on visual inspection with acetic acid and cryotherapy.

    Science.gov (United States)

    Blumenthal, P D; Lauterbach, M; Sellors, J W; Sankaranarayanan, R

    2005-05-01

    The modern approach to cervical cancer prevention, characterized by use of cytology and multiple visits for diagnosis and treatment, has frequently proven challenging and unworkable in low-resource settings. Because of this, the Alliance for Cervical Cancer Prevention (ACCP) has made it a priority to investigate and assess alternative approaches, particularly the use of visual screening methods, such as visual inspection with acetic acid (VIA) and visual inspection with Lugol's iodine (VILI), for precancer and cancer detection and the use of cryotherapy as a precancer treatment method. As a result of ACCP experience in providing training to nurses and doctors in these techniques, it is now widely agreed that training should be competency based, combining both didactic and hands-on approaches, and should be done in a clinical setting that resembles the service-delivery conditions at the program site. This article reviews ACCP experiences and perceptions about the essentials of training in visual inspection and cryotherapy and presents some lessons learned with regard to training in these techniques in low-resource settings.

  14. The Earth Resources Observation Systems data center's training technical assistance, and applications research activities

    Science.gov (United States)

    Sturdevant, J.A.

    1981-01-01

    The Earth Resources Observation Systems (EROS) Data Center (EDO, administered by the U.S. Geological Survey, U.S. Department of the Interior, provides remotely sensed data to the user community and offers a variety of professional services to further the understanding and use of remote sensing technology. EDC reproduces and sells photographic and electronic copies of satellite images of areas throughout the world. Other products include aerial photographs collected by 16 organizations, including the U.S. Geological Survey and the National Aeronautics and Space Administration. Primary users of the remotely sensed data are Federal, State, and municipal government agencies, universities, foreign nations, and private industries. The professional services available at EDC are primarily directed at integrating satellite and aircraft remote sensing technology into the programs of the Department of the Interior and its cooperators. This is accomplished through formal training workshops, user assistance, cooperative demonstration projects, and access to equipment and capabilities in an advanced data analysis laboratory. In addition, other Federal agencies, State and local governments, universities, and the general public can get assistance from the EDC Staff. Since 1973, EDC has contributed to the accelerating growth in development and operational use of remotely sensed data for land resource problems through its role as educator and by conducting basic and applied remote sensing applications research. As remote sensing technology continues to evolve, EDC will continue to respond to the increasing demand for timely information on remote sensing applications. Questions most often asked about EDC's research and training programs include: Who may attend an EDC remote sensing training course? Specifically, what is taught? Who may cooperate with EDC on remote sensing projects? Are interpretation services provided on a service basis? This report attempts to define the goals and

  15. Designing evaluation studies to optimally inform policy: what factors do policy-makers in China consider when making resource allocation decisions on healthcare worker training programmes?

    Science.gov (United States)

    Wu, Shishi; Legido-Quigley, Helena; Spencer, Julia; Coker, Richard James; Khan, Mishal Sameer

    2018-02-23

    In light of the gap in evidence to inform future resource allocation decisions about healthcare provider (HCP) training in low- and middle-income countries (LMICs), and the considerable donor investments being made towards training interventions, evaluation studies that are optimally designed to inform local policy-makers are needed. The aim of our study is to understand what features of HCP training evaluation studies are important for decision-making by policy-makers in LMICs. We investigate the extent to which evaluations based on the widely used Kirkpatrick model - focusing on direct outcomes of training, namely reaction of trainees, learning, behaviour change and improvements in programmatic health indicators - align with policy-makers' evidence needs for resource allocation decisions. We use China as a case study where resource allocation decisions about potential scale-up (using domestic funding) are being made about an externally funded pilot HCP training programme. Qualitative data were collected from high-level officials involved in resource allocation at the national and provincial level in China through ten face-to-face, in-depth interviews and two focus group discussions consisting of ten participants each. Data were analysed manually using an interpretive thematic analysis approach. Our study indicates that Chinese officials not only consider information about the direct outcomes of a training programme, as captured in the Kirkpatrick model, but also need information on the resources required to implement the training, the wider or indirect impacts of training, and the sustainability and scalability to other settings within the country. In addition to considering findings presented in evaluation studies, we found that Chinese policy-makers pay close attention to whether the evaluations were robust and to the composition of the evaluation team. Our qualitative study indicates that training programme evaluations that focus narrowly on direct training

  16. Administrative circular n°3 (Rev. 2) – Home leave, travel to home station and assimilated leave and travel

    CERN Multimedia

    2013-01-01

    Administrative Circular No. 3 (Rev. 2) entitled “Home leave, travel to the home station and assimilated leave and travel”, approved by the Director-General following discussion at the Standing Concertation Committee meeting of 11 October 2012 and entering into force on 1 January 2013, is available on the intranet site of the Human Resources Department.   This circular is applicable to employed members of the personnel. It cancels and replaces Administrative Circular No. 3 (Rev. 1) entitled “Travel to the home station and home leave” of June 2002. The circular was revised in order to take into account the new status of Associate Member State and the fact that henceforth, home stations may be situated on territory outside of Europe. It is proposed to introduce a new system of determination of the benefits (Travel expenses, travel time and distance indemnity) granted in the context of home leave and supplementary journeys to the home station.  For t...

  17. The effect of Beetle leaves (Piper Betle Linn for dental caries formation

    Directory of Open Access Journals (Sweden)

    Adi Kurniawan

    2007-11-01

    Full Text Available Dental caries is still the main problem in dental and oral health. Caries is caused by several factors working simultaneously. The main principle of management caries is by prioritizing preventive action and avoiding invasive action. Beetle leaves are medicamentous plant which are widely cultivated and very beneficial for Indonesian people. Its active content enable beetle leaves to be used as antimicrobial, antiseptic, antifungal, antioxidant, and disinfectant. The government of Indonesia and WHO greatly support the utilization of natural resources as medical cure. Currently we can find a lot of toothpaste and mouthwash products which use beetle leaves as additional ingredient. Various researches have proved that the use of beetle leaves extract as mouthwash, toothpaste and chewing beetle leaves may decrease plaque score. Chavicol and chavibetol content enable beetle leaves to function as very good antimicrobial. Beetle leaves also contain charvacrol, eugenol, methyl eugenol, cadinene, and seskuiterpene, which can function as antiseptic. Beetle leaves may effect salivary function and secretion and also impede the forming of dental caries.

  18. Comparison of Light Interception and Field Photosynthesis between Vertically and Horizontally Trained Watermelon [Citrullus lanatus (Thunb.) Matsum. et Nakai] Plants

    International Nuclear Information System (INIS)

    Watanabe, S.; Nakano, Y.; Okano, K.

    2001-01-01

    The light-interception characteristics and field photosynthetic rates of individual leaves were compared between vertically and horizontally trained watermelon plants to determine why the former produced smaller fruit than the latter. The planting density of the vertically trained plants was 3 times greater than that of the horizontally trained plants, because in the former the shoots were trained upward, whereas the latter were spread on the ground. Although the amount of solar radiation received by the upper leaves was similar in both plots, significantly less light was received by the middle and lower leaves of the vertically trained plants than by those of the horizontally trained ones. In the vertically trained plants, the photosynthetic rate was high at the upper leaves and decreased gradually with lower leaf positions. The photosynthetic rate in the horizontally trained plants was generally high, but the difference in the rate among leaves in different positions varied. We conclude that the main reason for the lighter fruits on the vertically trained watermelon plants is that the middle and lower leaves received less light because of shading compared with horizontally grown vines

  19. Helping mothers survive bleeding after birth: an educational of simulation-based training in a low resource setting

    NARCIS (Netherlands)

    Nelissen, E.J.T.; Ersdal, H.; Ostergaard, D.; Mduma, E.; Broerse, J.E.W.; Evjen-Olsen, B.; van Roosmalen, J.; Stekelenburg, J.

    2014-01-01

    Objective To evaluate "Helping Mothers Survive Bleeding After Birth" (HMS BAB) simulation-based training in a low-resource setting. Design Educational intervention study. Setting Rural referral hospital in Northern Tanzania. Population Clinicians, nurse-midwives, medical attendants, and ambulance

  20. Time away from work predicts later cognitive function: differences by activity during leave.

    Science.gov (United States)

    Leist, Anja K; Glymour, M Maria; Mackenbach, Johan P; van Lenthe, Frank J; Avendano, Mauricio

    2013-08-01

    We sought to examine how different activities performed during employment gaps are associated with later cognitive function and change. Five cognitive measures were used to indicate cognitive impairment of 18,259 respondents to the Survey of Health, Ageing, and Retirement in Europe (ages 50-73) in 2004/5 or 2006/7. Using complete employment histories, employment gaps of ≥6 months between ages 25 and 65 were identified. Controlling for early life socioeconomic status, school performance, and education, higher risk of cognitive impairment was associated with employment gaps described as unemployment (odds ratio [OR], 1.18; 95% confidence interval [CI], 1.04-1.35) and sickness (OR, 1.78; 95% CI, 1.52-2.09). In contrast, lower risk of cognitive impairment was associated with employment gaps described as training (OR, 0.73; 95% CI, 0.52-1.01) or maternity leave (OR, 0.65; 95% CI, 0.57-0.79). In longitudinal mixed effects models, training and maternity leave were associated with lower 2-year aging-related cognitive decline. Periods away from work described as unemployment or sickness are associated with lower cognitive function, whereas maternity and training leaves are associated with better late-life cognitive function. Both causation and selection mechanisms may explain these findings. Copyright © 2013 Elsevier Inc. All rights reserved.

  1. 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.

  2. RESOURCE TRAINING AND METHODOLOGICAL CENTER FOR THE TRAINING OF PEOPLE WITH DISABILITIES: EXPERIENCE AND DIRECTION OF DEVELOPMENT

    Directory of Open Access Journals (Sweden)

    A. A. Fedorov

    2018-01-01

    Full Text Available Introduction: The presented article is devoted to the new and actual direction in the system of higher education - the development of inclusive education. The experience of creating a resource training and methodological center (RТMC of the University of Minin in 2017 is presented, the directions of its activity in 2017 and the results are described. The article outlines the role of RТMC in the development of inclusive culture.Materials and methods: The method of analyzing the literature of domestic and foreign authors was used as the basis for writing the article; the monitoring data of the state of inclusive higher education, which was implemented within the framework of the State Contract dated 07.06.2016 No. 05.020.11 007 on the project «Monitoring Information and Analytical Support of Activities regional resource centers for higher education for disabled people».Results: Analyzing the results of the RТMC activity, the authors update the problems that arose during the project implementation and suggest ways of their solution. The authors see the development of the RТMC activity through the development of forms and mechanisms of interdepartmental, interregional and inter-institutional cooperation in order to achieve coherence of actions and effectiveness of all participants in the support of inclusion in higher education, taking into account the educational needs of entrants and labor market needs throughout the fixed territory. As a special mission of the RТMC, the authors see the management of the development of inclusive culture in the university. The system of higher education is considered as an instrument of fulfilling the social order for the formation of a generation of people who tolerate and organically perceive the fact of inclusion in all spheres of life.Discussion and conclusion: The role of the resource training and methodological center in the development of inclusive higher education is determined by the identification

  3. Training of manpower resources at the National Atomic Energy Commission of Argentina

    International Nuclear Information System (INIS)

    Ambrosis de Libanati, Nelly

    1982-01-01

    The main factors that influenced the development of the manpower resources required by CNEA over its thirty years of life are discussed: a careful specialized training; basic and applied research groups as a basic support for the other activities; teams responsible for the applications and for the concrete realizations of increasing complexity carried out by CNEA, culminating with the nuclear power plants; CNEA's relations with the national educational system regarding nuclear specialization; CNEA's international interaction, either by the participation of foreigners in its internal courses, by the commissioning of Argentinians abroad, and by the cooperation with international agencies in organizing courses, seminars and conferences; the influence of the radiological protection and nuclear safety requirements on the training programs, on nuclear industry, and on the users of radioisotopes and radiations; the importance of feeding the results of each activity back into the system so as to obtain a dynamic programming adapted to the requirements at all times. (M.E.L.) [es

  4. Analysis of eighty-four commercial aviation incidents - Implications for a resource management approach to crew training

    Science.gov (United States)

    Murphy, M. R.

    1980-01-01

    A resource management approach to aircrew performance is defined and utilized in structuring an analysis of 84 exemplary incidents from the NASA Aviation Safety Reporting System. The distribution of enabling and associated (evolutionary) and recovery factors between and within five analytic categories suggests that resource management training be concentrated on: (1) interpersonal communications, with air traffic control information of major concern; (2) task management, mainly setting priorities and appropriately allocating tasks under varying workload levels; and (3) planning, coordination, and decisionmaking concerned with preventing and recovering from potentially unsafe situations in certain aircraft maneuvers.

  5. REMINDER Saved Leave Scheme (SLS) : Simplified procedure for the transfer of leave to saved leave accounts

    CERN Multimedia

    HR Division

    2001-01-01

    As part of the process of streamlining procedures, the HR and AS Divisions have jointly developed a system whereby annual and compensatory leave will henceforth be automatically transferred1) to saved leave accounts. Under the provisions of the voluntary saved leave scheme (SLS), a maximum total of 10 days'2)Previously, every person taking part in the scheme has been individually issued with a form for the purposes of requesting the transfer of leave to the leave account and the transfer has then had to be done manually by HR Division. To streamline the procedure, unused leave of all those taking part in the saved leave scheme at the closure of the leave-year accounts will henceforth be transferred automatically to the saved leave account on that date. This simplification is in the interest of all parties concerned. This automatic transfer procedure has a number of advantages for participants in the SLS scheme. First, staff members will no longer have to take any administrative steps. Secondly, the new proced...

  6. Parental leave: the impact of recent legislation on parents' leave taking.

    Science.gov (United States)

    Han, Wen-Jui; Waldfogel, Jane

    2003-02-01

    We use data from the Survey of Income and Program Participation to examine the impact of leave entitlements on unpaid leave usage by men and women after the birth of a child from 1991 to 1999. The results indicate that legislation providing the right to unpaid leave has not affected men's leave usage. The results for women are mixed: in some specifications, leave entitlements are associated with increased leave taking or longer leaves, but the results depend on how we define leave coverage. Our results point to the limited impact of unpaid leave policies and the potential importance of paid-leave policies.

  7. What Provisions Do Orthopaedic Programs Make for Maternity, Paternity, and Adoption Leave?

    Science.gov (United States)

    Weiss, Jennifer; Teuscher, David

    2016-09-01

    The process of choosing medical specialty and residency programs is multifaceted. Today's generation of medical students may have an increased interest in work-life balance and time with their families. In considering this factor, medical students may be influenced by policy regarding maternity, paternity, and adoption leave during residency and fellowship training. Current policy among orthopaedic programs regarding maternity, paternity, and adoption leave is not well described. To understand the influence these policies may have on the choices that medical students make in choosing their specialty, the policies must first be better understood. (1) What proportion of orthopaedic programs have formal or unwritten policies regarding maternity, paternity, and adoptive leave? (2) What are the provisions for time away, allotment of time, and makeup options for trainees who take leave? (3) What proportion of orthopaedic programs report utilization of leave, and what proportions of leave are for maternity, paternity, or adoptive reasons? Accredited programs in orthopaedic surgery were identified through the Council of Orthopedic Residency Directors within the American Orthopaedic Association. Current program directors of these accredited programs were surveyed. The survey was emailed to 144 program directors, of which 141 emails were delivered. Responses were received from 45 program directors, representing 31% of programs. The survey focused on maternity, paternity, and adoptive leave, and it consisted of questions designed to explore program policies (formal, unwritten, no policy, or in development), time considerations (amount allowed, allocation of time away, and makeup requirements), and utilization (trainees who took leave and type of leave used). Most respondents have maternity leave policy (formal: 36 of 45 [80%]; unwritten: 17 of 45 [38%]). Sixteen programs (16 of 45 [36%]) reported having both a formal and an unwritten maternity leave policy. Less than half of

  8. 29 CFR 825.202 - Intermittent leave or reduced leave schedule.

    Science.gov (United States)

    2010-07-01

    ... leave schedule is a leave schedule that reduces an employee's usual number of working hours per workweek, or hours per workday. A reduced leave schedule is a change in the employee's schedule for a period of... 29 Labor 3 2010-07-01 2010-07-01 false Intermittent leave or reduced leave schedule. 825.202...

  9. Anthocyanin indexes, quercetin, kaempferol, and myricetin concentration in leaves and fruit of Abutilon theophrasti Medik. genetic resources

    Science.gov (United States)

    Anthocyanin indexes, quercetin, kaempferol, and myricetin may provide industry with potential new medicines or nutraceuticals. Velvetleaf (Abutilon theophrasti Medik) leaves from 42 accessions were analyzed for anthocyanin indexes while both leaves and fruit were used for quercetin, kaempferol, and ...

  10. Are there too many or too few physicians in Spain? Is emigration the timeless resource.

    Science.gov (United States)

    Sánchez-Sagrado, T

    2013-10-01

    At the end of the last century, several Spanish doctors had to migrate overseas looking for a decent job. No decent jobs were offered by then in Spain. Last decade, the lack of doctors was a problem and a great social alarm was born. Mechanisms to attract doctors form overseas and medical training, both uncontrolled, were settled in, to get the numbers right. The result was a surplus of qualified health professionals. Today, overseas doctors who were invited to come and native doctors, both, trained for specific health situations have to leave the country. An extraordinary planning never heard of in neighbouring countries due to its "inefficiency". It was characteristic its lack of capability to take advantage of health professional's abilities - doctors and nurses-, its lack of population's health education, its waste of resources in training and its uncontrolled immigration. Copyright © 2012 Elsevier España, S.L. All rights reserved.

  11. Training of human resources in the UNAM

    International Nuclear Information System (INIS)

    Iturbe H, F.

    2008-12-01

    rest doing doctoral work and some do not have other information. As turn the UNAM, Dr. Augusto Moreno, was a pioneer in human resources training in RP. (Author)

  12. How did crew resource management take-off outside of the cockpit? : a systematic review of how crew resource management training is conceptualised and evaluated for non-pilots

    NARCIS (Netherlands)

    Havinga, Jop; de Boer, R.J.; Rae, Andrew; Dekker, Sidney

    2017-01-01

    Crew resource management (CRM) training for flight crews is widespread and has been credited with improving aviation safety. As other industries have adopted CRM, they have interpreted CRM in different ways. We sought to understand how industries have adopted CRM, regarding its conceptualisation and

  13. Do Lessons Learned in a Training Intervention on Web-Based Health Care Resources Diffuse to Nonexposed Members in the Primary Care Setting? A Comparative Study

    Science.gov (United States)

    Homa, Karen; Schifferdecker, Karen E.; Reed, Virginia A.

    2009-01-01

    Objective The Internet offers a significant information resource for health professionals. A strategy to improve the use of these resources is for health care providers and staff to receive specific training. The aim of this study was to determine whether those who attended an Internet health care resource training intervention transferred knowledge and skills to others in the practice. Methods Twenty-four primary care practices participated in the study in which 64 providers and staff attended a training intervention and 288 did not. A preintervention questionnaire that assessed knowledge, skill, and Internet usage was compared with a postintervention questionnaire. The main effect of interest in the linear model was the group by time interaction term, to determine whether knowledge and skill improved for both groups. Results There were 41 attendees and 222 nonattendees that completed both pre- and postintervention questionnaires. There were 9 variables that showed a possible diffusion pattern, in which both attendees and nonattendees improved between pre- and postintervention. Overall, the training intervention seemed to have impacted knowledge and skills of the respondents and also reported improvements in the clinical area of patient education, but frequency of use for most Web resources for medical decision making did not improve. Conclusion An improvement strategy that depends on a training intervention for a few members in a practice may not necessarily transfer relative to all aspects of patient care. PMID:19020403

  14. Training in the Context of a Reduction in Working Hours.

    Science.gov (United States)

    Trautmann, Jacques

    2001-01-01

    Discusses the increased importance of training to employers, the need to manage training time efficiently, and the impact of legislation regulated training leave in France. Finds the beginnings of a shift of training from work time to leisure time. (Contains 19 references.) (SK)

  15. Perceived barriers, resources, and training needs of rural primary care providers relevant to the management of childhood obesity.

    Science.gov (United States)

    Findholt, Nancy E; Davis, Melinda M; Michael, Yvonne L

    2013-08-01

    To explore the perceived barriers, resources, and training needs of rural primary care providers in relation to implementing the American Medical Association Expert Committee recommendations for assessment, treatment, and prevention of childhood obesity. In-depth interviews were conducted with 13 rural primary care providers in Oregon. Transcribed interviews were thematically coded. Barriers to addressing childhood obesity fell into 5 categories: barriers related to the practice (time constraints, lack of reimbursement, few opportunities to detect obesity), the clinician (limited knowledge), the family/patient (family lifestyle and lack of parent motivation to change, low family income and lack of health insurance, sensitivity of the issue), the community (lack of pediatric subspecialists and multidisciplinary/tertiary care services, few community resources), and the broader sociocultural environment (sociocultural influences, high prevalence of childhood obesity). There were very few clinic and community resources to assist clinicians in addressing weight issues. Clinicians had received little previous training relevant to childhood obesity, and they expressed an interest in several topics. Rural primary care providers face extensive barriers in relation to implementing recommended practices for assessment, treatment, and prevention of childhood obesity. Particularly problematic is the lack of local and regional resources. Employing nurses to provide case management and behavior counseling, group visits, and telehealth and other technological communications are strategies that could improve the management of childhood obesity in rural primary care settings. © 2013 National Rural Health Association.

  16. Negative leave balances

    CERN Multimedia

    Human Resources Department

    2005-01-01

    Members of the personnel entitled to annual leave and, where appropriate, saved leave and/or compensatory leave are requested to take note of the new arrangements described below, which were recommended by the Standing Concertation Committee (SCC) at its meeting on 1Â September 2005 and subsequently approved by the Director-General. The changes do not apply to members of the personnel participating in the Progressive Retirement Programme (PRP) or the Part-time Work as a pre-retirement measure, for whom the specific provisions communicated at the time of joining will continue to apply. Â Negative balances in annual leave, saved leave and/or compensatory leave accounts at the end of the leave year (30th September) and on the date on which bonuses are credited to the saved leave account (31st December): Where members of the personnel have a leave account with a negative balance on 30Â September and/or 31Â December, leave will automatically be transferred from one account to another on the relevant dates i...

  17. Negative leave balances

    CERN Multimedia

    Human Resources Department

    2005-01-01

    Members of the personnel entitled to annual leave and, where appropriate, saved leave and/or compensatory leave are requested to take note of the new arrangements described below, which were recommended by the Standing Concertation Committee (SCC) at its meeting on 1 September 2005 and subsequently approved by the Director-General. The changes do not apply to members of the personnel participating in the Progressive Retirement Programme (PRP) or the Part-time Work as a pre-retirement measure, for whom the specific provisions communicated at the time of joining will continue to apply.  Negative balances in annual leave, saved leave and/or compensatory leave accounts at the end of the leave year (30th September) and on the date on which bonuses are credited to the saved leave account (31st December): Where members of the personnel have a leave account with a negative balance on 30 September and/or 31 December, leave will automatically be transferred from one account to another on the relevant dates in or...

  18. Coping, Stress, and Job Satisfaction as Predictors of Advanced Placement Statistics Teachers' Intention to Leave the Field

    Science.gov (United States)

    McCarthy, Christopher J.; Lambert, Richard G.; Crowe, Elizabeth W.; McCarthy, Colleen J.

    2010-01-01

    This study examined the relationship of teachers' perceptions of coping resources and demands to job satisfaction factors. Participants were 158 Advanced Placement Statistics high school teachers who completed measures of personal resources for stress prevention, classroom demands and resources, job satisfaction, and intention to leave the field…

  19. GOBLET: the Global Organisation for Bioinformatics Learning, Education and Training.

    Science.gov (United States)

    Attwood, Teresa K; Atwood, Teresa K; Bongcam-Rudloff, Erik; Brazas, Michelle E; Corpas, Manuel; Gaudet, Pascale; Lewitter, Fran; Mulder, Nicola; Palagi, Patricia M; Schneider, Maria Victoria; van Gelder, Celia W G

    2015-04-01

    In recent years, high-throughput technologies have brought big data to the life sciences. The march of progress has been rapid, leaving in its wake a demand for courses in data analysis, data stewardship, computing fundamentals, etc., a need that universities have not yet been able to satisfy--paradoxically, many are actually closing "niche" bioinformatics courses at a time of critical need. The impact of this is being felt across continents, as many students and early-stage researchers are being left without appropriate skills to manage, analyse, and interpret their data with confidence. This situation has galvanised a group of scientists to address the problems on an international scale. For the first time, bioinformatics educators and trainers across the globe have come together to address common needs, rising above institutional and international boundaries to cooperate in sharing bioinformatics training expertise, experience, and resources, aiming to put ad hoc training practices on a more professional footing for the benefit of all.

  20. GOBLET: The Global Organisation for Bioinformatics Learning, Education and Training

    Science.gov (United States)

    Atwood, Teresa K.; Bongcam-Rudloff, Erik; Brazas, Michelle E.; Corpas, Manuel; Gaudet, Pascale; Lewitter, Fran; Mulder, Nicola; Palagi, Patricia M.; Schneider, Maria Victoria; van Gelder, Celia W. G.

    2015-01-01

    In recent years, high-throughput technologies have brought big data to the life sciences. The march of progress has been rapid, leaving in its wake a demand for courses in data analysis, data stewardship, computing fundamentals, etc., a need that universities have not yet been able to satisfy—paradoxically, many are actually closing “niche” bioinformatics courses at a time of critical need. The impact of this is being felt across continents, as many students and early-stage researchers are being left without appropriate skills to manage, analyse, and interpret their data with confidence. This situation has galvanised a group of scientists to address the problems on an international scale. For the first time, bioinformatics educators and trainers across the globe have come together to address common needs, rising above institutional and international boundaries to cooperate in sharing bioinformatics training expertise, experience, and resources, aiming to put ad hoc training practices on a more professional footing for the benefit of all. PMID:25856076

  1. U.S. DOE’s Energy Treasure Hunt Exchange In-Plant Trainings – DOE Resources, Early Results and Lessons Learned

    Energy Technology Data Exchange (ETDEWEB)

    Nimbalkar, Sachin U. [ORNL; Brockway, Walter F. [ORNL; Lung, Bruce [U.S. Department of Energy (DOE); Thirumaran, Kiran [ORNL; Wenning, Thomas J. [ORNL

    2017-06-01

    The primary objective of the Department of Energy’s (DOE) Energy Treasure Hunt In-Plant Training (INPLT) is to train Better Plants partner employees to lead and conduct future energy efficiency Treasure Hunts within their facilities without DOE assistance. By taking a “learning-by-doing” approach, this INPLT, like other DOE INPLT trainings, has the added benefit of uncovering real energy and cost-saving opportunities. This INPLT leverages DOE and Better Plants technical staff, resources and tools and the EPA “Energy Treasure Hunt Guide: Simple Steps to Finding Energy Savings” process. While Treasure Hunts are a relatively well-known approach to identifying energy-savings in manufacturing plants, DOE is adding several additional elements in its Treasure Hunt Exchanges. The first element is technical assistance and methodology. DOE provides high-quality technical resources, such as energy efficiency calculators, fact sheets, source books etc., to facilitate the Treasure Hunt process and teaches four fundamentals: 1) how to profile equipment, 2) how to collect data, and 3), data & ROI calculation methodologies. Another element is the “train the trainer” approach wherein the training facilitator will train at least one partner employee to facilitate future treasure hunts. Another element is that DOE provides energy diagnostic equipment and teaches the participants how to use them. Finally, DOE also offers partners the opportunity to exchange teams of employees either within a partners’ enterprise or with other partners to conduct the treasure hunt in each other’s facilities. This exchange of teams is important because each team can bring different insights and uncover energy-saving opportunities that would otherwise be missed. This paper will discuss DOE methodology and the early results and lessons learned from DOE’S Energy Treasure Hunt In-Plant Trainings at Better Plants Partner facilities.

  2. Summary of Training Workshop on the Use of NASA tools for Coastal Resource Management in the Gulf of Mexico

    Energy Technology Data Exchange (ETDEWEB)

    Judd, Chaeli; Judd, Kathleen S.; Gulbransen, Thomas C.; Thom, Ronald M.

    2009-03-01

    A two-day training workshop was held in Xalapa, Mexico from March 10-11 2009 with the goal of training end users from the southern Gulf of Mexico states of Campeche and Veracruz in the use of tools to support coastal resource management decision-making. The workshop was held at the computer laboratory of the Institute de Ecologia, A.C. (INECOL). This report summarizes the results of that workshop and is a deliverable to our NASA client.

  3. Commentary: Compliance education and training: a need for new responses in clinical research.

    Science.gov (United States)

    Steinberg, Mindy J; Rubin, Elaine R

    2010-03-01

    Increasing regulatory mandates, heightened concerns about compliance, accountability, and liability, as well as a movement toward organizational integration are prompting assessment and transformation in education and training programs at academic health centers, particularly with regard to clinical research compliance. Whereas education and training have become a major link between all research and compliance functions, the infrastructure to support and sustain these activities has not been examined in any systematic, comprehensive fashion, leaving many critical interrelated issues unaddressed. Through a series of informal interviews in late 2008 with chief compliance officers and other senior leadership at 10 academic health centers, the authors studied the organization, management, and administration of clinical research compliance education and training programs. The interviews revealed that while clinical research compliance education and training are undergoing growth and expansion to accommodate a rapidly changing regulatory environment and research paradigm, there are no strategies or models for development. The decentralization of education and training is having serious consequences for leadership, resources, and effectiveness. The authors recommend that leaders of academic health centers conduct a comprehensive analysis of clinical research compliance education and training as clinical trials administration undergoes change, focusing on strategic planning, communication, collaboration across the institution, and program evaluation.

  4. Using Local Resources for Small-Business Training.

    Science.gov (United States)

    Kelly, Leslie; Thompson, Phillip L.

    1988-01-01

    A training program for members of the Indianapolis Chamber of Commerce Training Advisory Committee, which is 80 percent small business, incorporated the following features: (1) four hours in the morning; (2) Friday morning programs; (3) $35 per program; (4) series; and (5) low fees to trainers. (JOW)

  5. Private Training Providers: Their Characteristics and Training Activities. Support Document

    Science.gov (United States)

    Harris, Roger; Simons, Michele; McCarthy, Carmel

    2006-01-01

    This document was produced by the authors based on their research for the report, "Private Training Providers: Their Characteristics and Training Activities," [ED495181] and is an added resource for further information. That study examined the nature of the training activity of private registered training organisations (RTOs) offered to…

  6. Establishing Fire Safety Skills Using Behavioral Skills Training

    Science.gov (United States)

    Houvouras, Andrew J., IV; Harvey, Mark T.

    2014-01-01

    The use of behavioral skills training (BST) to educate 3 adolescent boys on the risks of lighters and fire setting was evaluated using in situ assessment in a school setting. Two participants had a history of fire setting. After training, all participants adhered to established rules: (a) avoid a deactivated lighter, (b) leave the training area,…

  7. Pregnancy and parental leave among obstetrics and gynecology residents: results of a nationwide survey of program directors.

    Science.gov (United States)

    Hariton, Eduardo; Matthews, Benjamin; Burns, Abigail; Akileswaran, Chitra; Berkowitz, Lori R

    2018-04-16

    The health and economic benefits of paid parental leave have been well-documented. In 2016, the American College of Obstetricians and Gynecologists released a policy statement about recommended parental leave for trainees; however, data on adoption of said guidelines are nonexistent, and published data on parental leave policies in obstetrics-gynecology are outdated. The objective of our study was to understand existing parental leave policies in obstetrics-gynecology training programs and to evaluate program director opinions on these policies and on parenting in residency. A Web-based survey regarding parental leave policies and coverage practices was sent to all program directors of accredited US obstetrics-gynecology residency programs. Cross-sectional Web-based survey. Sixty-five percent (163/250) of program directors completed the survey. Most program directors (71%) were either not aware of or not familiar with the recommendations of the American College of Obstetricians and Gynecologists 2016 policy statement on parental leave. Nearly all responding programs (98%) had arranged parental leave for ≥1 residents in the past 5 years. Formal leave policies for childbearing and nonchildbearing parents exist at 83% and 55% of programs, respectively. Program directors reported that, on average, programs offer shorter parental leaves than program directors think trainees should receive. Coverage for residents on leave is most often provided by co-residents (98.7%), usually without compensation or schedule rearrangement to reduce work hours at another time (45.4%). Most program directors (82.8%) believed that becoming a parent negatively affected resident performance, and approximately one-half of the program directors believed that having a child in residency decreased well-being (50.9%), although 19.0% believed that it increased resident well-being. Qualitative responses were mixed and highlighted the complex challenges and competing priorities related to parental

  8. Why doctors consider leaving UK medicine: qualitative analysis of comments from questionnaire surveys three years after graduation.

    Science.gov (United States)

    Lambert, Trevor W; Smith, Fay; Goldacre, Michael J

    2018-01-01

    Objective To report the reasons why doctors are considering leaving medicine or the UK. Design Questionnaire survey. Setting UK. Participants Questionnaires were sent three years after graduation to all UK medical graduates of 2008 and 2012. Main outcome measures Comments from doctors about their main reasons for considering leaving medicine or the UK (or both). Results The response rate was 46.2% (5291/11,461). Among the 60% of respondents who were not definitely intent on remaining in UK medicine, 50% were considering working in medicine outside the UK and 10% were considering leaving medicine. Among those considering working in medicine outside the UK, the most commonly cited reasons were to gain wider experience, that things would be 'better' elsewhere and a negative view of the National Health Service and its culture, state and politics. Other reasons included better training or job opportunities, better pay and conditions, family reasons and higher expectations. Three years after graduation, doctors surveyed in 2015 were significantly more likely than doctors surveyed in 2011 to cite factors related to the National Health Service, to pay and conditions, to their expectations and to effects on work-life balance and patient care. Among those considering leaving medicine, the dominant reason for leaving medicine was a negative view of the National Health Service (mentioned by half of those in this group who commented). Three years after graduation, doctors surveyed in 2015 were more likely than doctors surveyed in 2011 to cite this reason, as well as excessive hours and workload, and financial reasons. Conclusions An increasingly negative view is held by many doctors of many aspects of the experience of being a junior doctor in the National Health Service, and the difficulty of delivering high-quality patient care within what many see as an under-funded system. Policy changes designed to encourage more doctors to remain should be motivated by a desire to address

  9. Report of the Regional Intensive Training Course on Education and Human Resources Planning (Damascus, Syrian Arab Republic, November 17 to December 12, 1979).

    Science.gov (United States)

    Caillods, Francoise; Hajjar, Habib

    To train 19 participants from nine Arab governments in educational and human resources planning, an intensive four-week course was offered covering the use of population census data, assessment of economies' demands for education and training, and techniques of evaluation and of manpower forecasting. This report describes the organizing and…

  10. Postgraduate and research programmes in Medicine and Public Health in Rwanda: an exciting experience about training of human resources for health in a limited resources country.

    Science.gov (United States)

    Kakoma, Jean Baptiste

    2016-01-01

    The area of Human Resources for Health (HRH) is the most critical challenge for the achievement of health related development goals in countries with limited resources. This is even exacerbated in a post conflict environment like Rwanda. The aim of this commentary is to report and share the genesis and outcomes of an exciting experience about training of qualified health workers in medicine and public health as well as setting - up of a research culture for the last nine years (2006 - 2014) in Rwanda. Many initiatives have been taken and concerned among others training of qualified health workers in medicine and public health. From 2006 to 2014, achievements were as follows: launching and organization of 8 Master of Medicine programmes (anesthesiology, family and community medicine, internal medicine, obstetrics & gynecology, otorhinolaryngology, pediatrics, psychiatry and surgery) and 4 Master programmes in public health (MPH, MSc Epidemiology, MSc Field Epidemiology & Laboratory Management, and Master in Hospital and Healthcare Administration); training to completion of more than 120 specialists in medicine, and 200 MPH, MSc Epidemiology, and MSc Field Epidemiology holders; revival of the Rwanda Medical Journal; organization of graduate research training (MPhil and PhD); 3 Master programmes in the pipeline (Global Health, Health Financing, and Supply Chain Management); partnerships with research institutions of great renown, which contributed to the reinforcement of the institutional research capacity and visibility towards excellence in leadership, accountability, and self sustainability. Even though there is still more to be achieved, the Rwanda experience about postgraduate and research programmes is inspiring through close interactions between main stakeholders. This is a must and could allow Rwanda to become one of the rare examples to other more well-to-do Sub - Saharan countries, should Rwanda carry on doing that.

  11. Free amino acids of leaves and berries of Cabernet Sauvignon grapevines

    Directory of Open Access Journals (Sweden)

    Alberto Miele

    2000-03-01

    Full Text Available The composition of free amino acids was studied from leaves, pericarps, skins, musts and seeds of Vitis vinifera L. cv. Cabernet Sauvignon. Vineyards were in the Bordeaux region and the grapevines were conducted in espalier and lyre systems. Grapes were collected at maturity and lyophilized after sampling. Extraction of free amino acids was done with a hydroalcoholic solution and their analysis was performed with an autoanalyzer. A standard of 34 amino acids was utilized for the qualitative analysis. The results showed that, for both espalier and lyre training systems, respectively, the free amino acids were predominant in the pericarps (12.85 and 11.21 mg/g dw - 16.88 and 15.12 mg/g dw in skins and 3.29 and 2.88 g/l in musts -, followed by the seeds (2.37 and 2.32 mg/g dw and leaves (1.87 and 1.98 mg/g dw. The most abundant free amino acids in leaves were glutamic acid (23.8 and 28.8 p. cent, aspartic acid (8.8 and 11.1 p. cent, and glutamine (10.1 and 9.4 p. cent. Proline (41.8 and 41.5 p. cent and arginine (22.8 and 22.4 p. cent predominated in the pericarps. In seeds, the main amino acids were proline (14.5 and 15.8 p. cent, arginine (11.0 and 11.8 p. cent, histidine (11.2 and 8.7 p. cent, and glutamic acid (11.3 and 8.2 p. cent. Grapevine training system showed some differences in the total amount and in the percentages of each free amino acid, but the pattern of these compounds for each tissue was similar for both training systems.

  12. Nuclear Manpower Training

    International Nuclear Information System (INIS)

    Han, K. W.; Lee, H. Y.; Lee, E. J. and others

    2004-12-01

    Through the project on nuclear human resources development in 2004, the Nuclear Training Center of KAERI has provided various nuclear education and training courses for 1,962 persons from the domestic nuclear related organizations such as Government Agencies, nuclear industries, R and D institutes, universities, and public as well as from IAEA Member States. The NTC has developed education programs for master/doctorial course on advanced nuclear engineering in cooperation with the University of Science and Technology which was established in 2003. Additionally, nuclear education programs such as nuclear technical training courses for the promotion of cooperation with member countries, have developed during the project period. The center has also developed and conducted 7 training courses on nuclear related technology. In parallel, the center has produced 20 training materials including textbooks, 3 multi-media education materials, and 56 Video On Demand (VOD) cyber training materials. In order to promote international cooperation for human resources development, the NTC has implemented a sub-project on the establishment of a web-portal including database for the exchange of information and materials within the framework of ANENT. Also, the center has cooperated with FNCA member countries to establish a model of human resources development, as well as with member countries on bilateral cooperation bases to develop training programs. The International Nuclear Training and Education Center (INTEC), which was opened in 2002, has hosted 318 international and domestic events (training courses, conferences, workshops, etc.) during the project period

  13. Effectiveness of classroom based crew resource management training in the intensive care unit: Study design of a controlled trial

    NARCIS (Netherlands)

    Kemper, P.F.; de Bruijne, M.C.; van Dyck, C.; Wagner, C.

    2011-01-01

    Background: Crew resource management (CRM) has the potential to enhance patient safety in intensive care units (ICU) by improving the use of non-technical skills. However, CRM evaluation studies in health care are inconclusive with regard to the effect of this training on behaviour and

  14. Effectiveness of classroom based crew resource management training in the intensive care unit: study design of a controlled trial.

    NARCIS (Netherlands)

    Kemper, P.F.; Bruijne, M. de; Dyck, C. van; Wagner, C.

    2011-01-01

    Background: Crew resource management (CRM) has the potential to enhance patient safety in intensive care units (ICU) by improving the use of non-technical skills. However, CRM evaluation studies in health care are inconclusive with regard to the effect of this training on behaviour and

  15. POLICY DEVELOPMENT TRAINING AND EDUCATION RESOURCES TO REFORM THE LOCAL GOVERNMENT DISTRICT OF MAKASSAR SIDENRENG RAPPANG

    Directory of Open Access Journals (Sweden)

    Syamsuddin Maldun

    2015-02-01

    Full Text Available This research aims to know and study the strategy of resource development policy reform of local government district of Makassar Sidenreng Rappang. The research method used is descriptive qualitative study type, while the phenomenological approach is used. This is intended to give description in a systematic, factual and actual response object is examined. Results of the research implementation of education and training is not conducted in a planned and timely to get quality apparatus of the abilities, knowledge, skills, expertise, and job skills, as well as a good mental attitude, and optimal performance. Whereas in the era of regional autonomy, it takes the resources of local government apparatus that is intelligent and responsive to the needs of an increasingly complex society services. 

  16. Satisfaction of women urologists with maternity leave and childbirth timing.

    Science.gov (United States)

    Lerner, Lori B; Baltrushes, Robin J; Stolzmann, Kelly L; Garshick, Eric

    2010-01-01

    Women physicians must consider many conflicting issues when timing childbirth. We characterized maternity leave, breast-feeding practices and satisfaction associated with pregnancy timing in women urologists. A 114-item anonymous survey including questions on maternity leave duration for firstborn children, workplace policies, attitudes and satisfaction was mailed to all 365 American board certified women urologists in May and July 2007. Logistic regression was used to identify factors associated with greater satisfaction. A total of 243 women urologists (69%) responded, of whom 158 had at least 1 biological child. Average maternal age at first birth was 32.6 years. Of the children 10%, 32% and 52% were born before, during and after residency, respectively. Only 42% of women reported the existence of a formal maternity leave policy. Of the women 70% took 8 weeks or less of leave. Those with 9 weeks or greater were 3.8 times more likely to report satisfaction (p = 0.001). Although women in practice were 2.0 times more likely to take 9 weeks or greater compared to those in training or earlier (p = 0.046), only 30% in practice took this much time. Dissatisfaction with leave was not related to birth timing (residency vs practice) or maternal age at delivery but to work/residency related issues in 69% of respondents, financial concerns in 13% and personal/other in 18%. For breast-feeding 67% of respondents were satisfied with the duration and 22% were not. Dissatisfaction was secondary to work factors. Satisfaction with leave was related to the amount of maternity leave with women with 9 weeks or greater more likely to report satisfaction. Women in practice were more likely to take 9 weeks or greater but most did not due to strong stressors related to work, partners/peers or finances. Work factors were cited for dissatisfaction with breast-feeding.

  17. REMINDER: Saved Leave Scheme (SLS)

    CERN Multimedia

    2003-01-01

    Transfer of leave to saved leave accounts Under the provisions of the voluntary saved leave scheme (SLS), a maximum total of 10 days'* annual and compensatory leave (excluding saved leave accumulated in accordance with the provisions of Administrative Circular No 22B) can be transferred to the saved leave account at the end of the leave year (30 September). We remind you that unused leave of all those taking part in the saved leave scheme at the closure of the leave year accounts is transferred automatically to the saved leave account on that date. Therefore, staff members have no administrative steps to take. In addition, the transfer, which eliminates the risk of omitting to request leave transfers and rules out calculation errors in transfer requests, will be clearly shown in the list of leave transactions that can be consulted in EDH from October 2003 onwards. Furthermore, this automatic leave transfer optimizes staff members' chances of benefiting from a saved leave bonus provided that they ar...

  18. Creating Online Training for Procedures in Global Health with PEARLS (Procedural Education for Adaptation to Resource-Limited Settings).

    Science.gov (United States)

    Bensman, Rachel S; Slusher, Tina M; Butteris, Sabrina M; Pitt, Michael B; On Behalf Of The Sugar Pearls Investigators; Becker, Amanda; Desai, Brinda; George, Alisha; Hagen, Scott; Kiragu, Andrew; Johannsen, Ron; Miller, Kathleen; Rule, Amy; Webber, Sarah

    2017-11-01

    The authors describe a multiinstitutional collaborative project to address a gap in global health training by creating a free online platform to share a curriculum for performing procedures in resource-limited settings. This curriculum called PEARLS (Procedural Education for Adaptation to Resource-Limited Settings) consists of peer-reviewed instructional and demonstration videos describing modifications for performing common pediatric procedures in resource-limited settings. Adaptations range from the creation of a low-cost spacer for inhaled medications to a suction chamber for continued evacuation of a chest tube. By describing the collaborative process, we provide a model for educators in other fields to collate and disseminate procedural modifications adapted for their own specialty and location, ideally expanding this crowd-sourced curriculum to reach a wide audience of trainees and providers in global health.

  19. [Experiences in the training of health human resources for the integral care of the victims of violence in a suburban area of Lima, Peru].

    Science.gov (United States)

    Garmendia, Fausto; Perales, Alberto; Miranda, Eva; Mendoza, Pedro; Calderón, Walter; Miano, Jorge

    2010-01-01

    In the year 2003, in the Faculty of Medicine of the Universidad Nacional Mayor de San Marcos, the Permanent Program of Training for the Integral Attention of the Victims of Violence was created, has been training human resources for the comprehensive health care to victims of violence. In this sense, we was considered necessary to develop a methodology for health professionals, identifying their training needs and the conditions under how they work. It is in this context, that the year 2004, a base line study was delineated in the Microrred de Salud Huaycán, in the east of Lima city; that included diverse stages with a multisectorial approach with the aim to identify the training needs of the health professionals, as well as the evaluation of the logistic and administrative support for the development of training activities to diverse levels. In this paper, the procedures and principal results are exposed, in a succinct way. There was demonstrated that the population of Huaycán were affected by the sequels of the political violence; nevertheless, the health services have severe limited resources to give appropriate health care to victims of violence. The health professionals require an intensive training on this issue. An adequate logistic and administrative conditions allowed to carry out an appropriate training program. We suggest that this methodology will facilitate to construct products and instruments for a suitable and specific training for the integral health care to the victims of the violence.

  20. Leaving home in Denmark

    DEFF Research Database (Denmark)

    Nielsen, Rikke Skovgaard

    2015-01-01

    The paper focuses on ethnic differences in the timing and patterns of leaving the parental home. Leaving home is a key transition in the life course of the individual, and extensive research has been conducted on the timing and patterns of leaving it. However, ethnic differences in these patterns...... of leaving home. Results showed that while some differences disappeared when controlling for covariates, others persisted, thus indicating ethnic differences in home-leaving patterns. A strong link between leaving home and marriage was substantiated for Turks, but not for Somalis. The home-leaving patterns...... of Somalis were much more similar to those of Danes. Overall, Turkish descendants were similar to Turkish immigrants but with some differentiation. The analyses identified the existence of ethnic differences in home-leaving patterns but also found evidence of a shift towards less traditional patterns, i...

  1. Environmental scan and evaluation of best practices for online systematic review resources.

    Science.gov (United States)

    Parker, Robin M N; Boulos, Leah M; Visintini, Sarah; Ritchie, Krista; Hayden, Jill

    2018-04-01

    Online training for systematic review methodology is an attractive option due to flexibility and limited availability of in-person instruction. Librarians often direct new reviewers to these online resources, so they should be knowledgeable about the variety of available resources. The objective for this project was to conduct an environmental scan of online systematic review training resources and evaluate those identified resources. The authors systematically searched for electronic learning resources pertaining to systematic review methods. After screening for inclusion, we collected data about characteristics of training resources and assigned scores in the domains of (1) content, (2) design, (3) interactivity, and (4) usability by applying a previously published evaluation rubric for online instruction modules. We described the characteristics and scores for each training resource and compared performance across the domains. Twenty training resources were evaluated. Average overall score of online instructional resources was 61%. Online courses (n=7) averaged 73%, web modules (n=5) 64%, and videos (n=8) 48%. The top 5 highest scoring resources were in course or web module format, featured high interactivity, and required a longer (>5hrs) time commitment from users. This study revealed that resources include appropriate content but are less likely to adhere to principles of online training design and interactivity. Awareness of these resources will allow librarians to make informed recommendations for training based on patrons' needs. Future online systematic review training resources should use established best practices for e-learning to provide high-quality resources, regardless of format or user time commitment.

  2. Parental Leave in Denmark

    DEFF Research Database (Denmark)

    Rostgaard, Tine; Christoffersen, Mogens; Weise, Hanne

    This artcle considders the political aims for different leave schemes and reviews studies af these schemes. The use of parental leave is sensitive to the financial loss involved in taking leave: a decrease in the benefit payments has had a significant influence on take-up, while, in general, fami......, families'' loss of income is less if leave is taken up by the mothers. Only few fathers participate in parental leave....

  3. Simulator-based crew resource management training for interhospital transfer of critically ill patients by a mobile ICU.

    Science.gov (United States)

    Droogh, Joep M; Kruger, Hanneke L; Ligtenberg, Jack J M; Zijlstra, Jan G

    2012-12-01

    Transporting critically ill ICU patients by standard ambulances, with or without an accompanying physician, imposes safety risks. In 2007 the Dutch Ministry of Public Health required that all critically ill patients transferred between ICUs in different hospitals be transported by a mobile ICU (MICU). Since March 2009 a specially designed MICU and a retrieval team have served the region near University Medical Center Groningen, in the northeastern region of the Netherlands. The MICU transport program includes simulator-based crew resource management (CRM) training for the intensivists and ICU nurses, who, with the drivers, constitute the MICU crews. Training entails five pivotal aspects: (1) preparation, (2) teamwork, (3) new equipment, (4) mobility, and (5) safety. For example, the training accustoms participants to working in the narrow, moving ambulance and without benefit of additional manpower. The scenario-based team training, which takes about four hours, occurs in a training facility, with its reconstructed ICU, and then in the MICU itself. A "wireless" patient simulator that is able to mimic hemodynamic and respiratory patterns and to simulate lung and heart sounds is used. All scenarios can be adjusted to simulate medical, logistic, or technical problems. Since the start of MICU training in 2009, more than 70 training sessions, involving 100 team members, have been conducted. Quality issues identified include failure to anticipate possible problems (such as failing to ask for intubation of a respiratory-compromised patient at intake); late responses to alarms of the ventilator, perfusor pump, or monitor; and not anticipating a possible shortage of medication. Setting up and implementing simulator-based CRM training provides feasible and helpful preparation for an MICU team.

  4. Childhood cancer survivorship educational resources in North American pediatric hematology/oncology fellowship training programs: a survey study.

    Science.gov (United States)

    Nathan, Paul C; Schiffman, Joshua D; Huang, Sujuan; Landier, Wendy; Bhatia, Smita; Eshelman-Kent, Debra; Wright, Jennifer; Oeffinger, Kevin C; Hudson, Melissa M

    2011-12-15

    Childhood cancer survivors require life-long care by clinicians with an understanding of the specific risks arising from the prior cancer and its therapy. We surveyed North American pediatric hematology/oncology training programs to evaluate their resources and capacity for educating medical trainees about survivorship. An Internet survey was sent to training program directors and long-term follow-up clinic (LTFU) directors at the 56 US and Canadian centers with pediatric hematology/oncology fellowship programs. Perceptions regarding barriers to and optimal methods of delivering survivorship education were compared among training program and LTFU clinic directors. Responses were received from 45/56 institutions of which 37/45 (82%) programs require that pediatric hematology/oncology fellows complete a mandatory rotation focused on survivorship. The rotation is 4 weeks or less in 21 programs. Most (36/45; 80%) offer didactic lectures on survivorship as part of their training curriculum, and these are considered mandatory for pediatric hematology/oncology fellows at 26/36 (72.2%). Only 10 programs (22%) provide training to medical specialty trainees other than pediatric hematology/oncology fellows. Respondents identified lack of time for trainees to spend learning about late effects as the most significant barrier to providing survivorship teaching. LTFU clinic directors were more likely than training program directors to identify lack of interest in survivorship among trainees and survivorship not being a formal or expected part of the fellowship training program as barriers. The results of this survey highlight the need to establish standard training requirements to promote the achievement of basic survivorship competencies by pediatric hematology/oncology fellows. Copyright © 2011 Wiley Periodicals, Inc.

  5. Critical parameters in cost-effective alkaline extraction for high protein yield from leaves

    NARCIS (Netherlands)

    Zhang, C.; Sanders, J.P.M.; Bruins, M.E.

    2014-01-01

    Leaves are potential resources for feed or food, but their applications are limited due to a high proportion of insoluble protein and inefficient processing. To overcome these problems, parameters of alkaline extraction were evaluated using green tea residue (GTR). Protein extraction could be

  6. 5 CFR 630.1015 - Movement between voluntary leave bank and leave transfer programs.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Movement between voluntary leave bank and leave transfer programs. 630.1015 Section 630.1015 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE AND LEAVE Voluntary Leave Bank Program § 630.1015 Movement...

  7. On a wing and a prayer: an assessment of modularized crew resource management training for health care professionals.

    Science.gov (United States)

    Clay-Williams, Robyn; Greenfield, David; Stone, Judy; Braithwaite, Jeffrey

    2014-01-01

    Evidence suggests that Crew Resource Management (CRM), a form of team training, is beneficial. In CRM training, participants learn individual portable team skills such as communication and decision making through group discussion and activities. However, the usual 1-day course format is not always compatible with health care organizational routines. A modular training format, while theoretically sound, is untested for interprofessional team training. The aim of this study was to explore the potential for modularized CRM training to be delivered to a group of interprofessional learners. Modularized CRM training, consisting of two 2-hour workshops, was delivered to health care workers in an Australian tertiary hospital. Kirkpatrick's evaluation model provided a framework for the study. Baseline attitude surveys were conducted prior to each workshop. Participants completed a written questionnaire at the end of each workshop that examined their motivations, reactions to the training, and learner demographics. An additional survey, administered 6 weeks post training, captured self-assessed behavior data. Twenty-three individuals from a range of professions and clinical streams participated. One in 5 participants (22%) reported that they translated teamwork skills to the workplace. While positive about the workshop format and content, many respondents identified personal, team, and organizational barriers to the application of the workshop techniques. CRM training when delivered in a modular format has positive outcomes. Following the training, some respondents overcame workplace barriers to attempt to change negative workplace behavior. This progress provides cautious optimism for the potential for modular CRM training to benefit groups of interprofessional health staff. © 2014 The Alliance for Continuing Education in the Health Professions, the Society for Academic Continuing Medical Education, and the Council on Continuing Medical Education, Association for Hospital

  8. A Conceptual Model for the Sustainable Governance of Integrated Management of National Water Resources with a Focus on Training and Capacity Building

    Directory of Open Access Journals (Sweden)

    Alaleh Ghaemi

    2017-09-01

    Full Text Available The instabilities over the past two decades in governing water resources have led to the need for an integrated approach to the problem. Moreover, the decent and sustainable governance of water resources has come to be recognized as the supplement to the integrated management of water resources. The present study strives to develop a conceptual model of water reources sustainable governance with emphasis on training and capacity-building. For this purpose, expert views presented to different international meetings and world conferences on water were reviewed to develop a comprehensive and all-embracuing conceptual model of sustainable governance for the integrated management of water resources with a focus on training and capacity-building. In a second stage of the study, both internationally published literature and the regulatory documents on water management approved at the national level were consulted to derive appropriate standards, criteria, and indicators for the implementation of the proposed conceptual model. The relevance of these indicators was validated by soliciting expert views while their stability was calculated via the Cronbach’s alpha formula to be 0.94. The third stage of the study involved the ranking and gradation of the indicators using the relevant software in a fuzzy decision-making environment based on interviews with 110 senior water executives, academics working in the field, senior agricultural managers, water experts in local communities, and NGO activists. The emerging model finally consisted of 9 criteria and 52 indicators, amongst which the criterion of public participation and the indicator of training and capacity-building won the highest scores. It may be claimed that the proposed conceptual model is quite relevant and adapted to the sustainable governance presently sought. The key roles in this model are played by public participation as well as training and capacity building that must be on the priority

  9. Serious-game for water resources management adaptation training to climatic changes

    Science.gov (United States)

    Leroy, Eve; Saulnier, Georges-Marie

    2013-04-01

    Water resources access is a main issue for territorial development to ensure environmental and human well-being. Indeed, sustainable development is vulnerable to water availability and climate change may affect the quantity and temporality of available water resources for anthropogenic water uses. How then to adapt, how to change water management rules and practices and how to involve stakeholders is such process? To prevent water scarcity situations, which may generate conflicts and impacts on ecosystems, it is important to think about a sustainable development where anthropogenic water uses are in good balance with forecasted water resources availability. This implies to raise awareness and involve stakeholders for a sustainable water management. Stakeholders have to think about future territorial development taking into account climate change impacts on water resources. Collaboration between scientists and stakeholders is essential to insure consistent climate change knowledge, well identification of anthropogenic uses, tensions and stakes of the territory. However sharing information on complex questions such as climate change, hydro-meteorological modeling and practical constraints may be a difficult task. Therefore to contribute to an easier debate and to the global training of all the interested actors, a serious game about water management was built. The serious game uses scientist complex models with real data but via a simple and playful web-game interface. The advantage of this interface is that it may help stakeholders, citizen or the target group to raise their understandings of impacts of climate change on water resources and to raise their awareness to the need for a sustainable water management while using state-of-the-art knowledge. The principle of the game is simple. The gamer is a mayor of a city and has to manage the water withdrawals from hydro systems, water distribution and consumption, water retreatment etc. In the same time, a clock is

  10. Eliminating Barriers: A Training Intervention in the Use of Medical Information Resources Within an Information-rich Ambulatory Care Environment

    Science.gov (United States)

    Cuddy, Colleen; Brewer, Karen; Fitzpatrick, Bronson; Faraino, Richard; Trainor, Angela; Ciotoli, Carlo

    2001-01-01

    The NYU Ehrman Medical Library worked with the NYU Health Center to establish a base line analysis of the Center staff's knowledge and skills about medical information resources and how they apply them to clinical problem solving in their practice. Based on the results of this survey, the library conducted a targeted 12-month training program in how to select and use electronic resources for clinical problem solving. The survey was repeated and analyzed for significant self-reported change in information-seeking behavior and information skills. The poster presents the statistically significant changes and a set of the resultant research hypotheses.

  11. Simulated Trauma and Resuscitation Team Training course-evolution of a multidisciplinary trauma crisis resource management simulation course.

    Science.gov (United States)

    Gillman, Lawrence M; Brindley, Peter; Paton-Gay, John Damian; Engels, Paul T; Park, Jason; Vergis, Ashley; Widder, Sandy

    2016-07-01

    We previously reported on a pilot trauma multidisciplinary crisis resource course titled S.T.A.R.T.T. (Simulated Trauma and Resuscitative Team Training). Here, we study the course's evolution. Satisfaction was evaluated by postcourse survey. Trauma teams were evaluated using the Ottawa global rating scale and an Advanced Trauma Life Support primary survey checklist. Eleven "trauma teams," consisting of physicians, nurses, and respiratory therapists, each completed 4 crisis simulations over 3 courses. Satisfaction remained high among participants with overall mean satisfaction being 4.39 on a 5-point Likert scale. As participants progressed through scenarios, improvements in global rating scale scores were seen between the 1st and 4th (29.8 vs 36.1 of 42, P = .022), 2nd and 3rd (28.2 vs 34.6, P = .017), and 2nd and 4th (28.2 vs 36.1, P = .003) scenarios. There were no differences in Advanced Trauma Life Support checklist with mean scores for each scenario ranging 11.3 to 13.2 of 17. The evolved Simulated Trauma and Resuscitative Team Training curriculum has maintained high participant satisfaction and is associated with improvement in team crisis resource management skills over the duration of the course. Copyright © 2015 Elsevier Inc. All rights reserved.

  12. Backward Instructional design for an educational open resource in Spanish Vocational Training: The case of the Web Apps Project

    Directory of Open Access Journals (Sweden)

    Cristian Jorge GARCÍA MARCOS

    2017-07-01

    Full Text Available The article is concerned with the instructional design process used to elaborate an educational media developing the Web Applications module curriculum of Microcomputer Systems and Networks Intermediate Level Training Cycle, which belongs to the professional family of Computing and Communications within the studies of Vocational Education and Training. A backward model is followed as instructional design to create the educational media, starting with the learning outcomes and ending with the contents, in a reverse way to the procedure used in other instructional designs. The educational media has been designed based on constructivism as pedagogical principle and it has been used to create projects for the student to be actively involved in the development of their knowledge. The result is an open educational resource composed of six didactic sequences, where the student is expected to achieve higher order thinking skills. In addition to openness in access, use, adaptation and redistribution of material, the article provides a detailed view of the process that has been followed in each phase of instructional design. In this way, the educational resource evolves from being not only open in its content, but also in its design, so that the latter becomes accessible, reusable, adapted and redistributed by others. The full open educational resource can be found at the following link: http://www.cristiangarcia.org/WebAppsProject/index.html

  13. Factors influencing nurse managers' intent to stay or leave: a quantitative analysis.

    Science.gov (United States)

    Hewko, Sarah J; Brown, Pamela; Fraser, Kimberly D; Wong, Carol A; Cummings, Greta G

    2015-11-01

    To identify and report on the relative importance of factors influencing nurse managers' intentions to stay in or leave their current position. Effective nurse managers play an important role in staff nurse retention and in the quality of patient care. The advancing age of nurse managers, multiple job opportunities within nursing and the generally negative perceptions of the manager role can contribute to difficulties in retaining nurse managers. Ninety-five Canadian nurse managers participated in a web survey. Respondents rated the importance of factors related to their intent to leave or stay in their current position for another 2 years. Descriptive, t-test and mancova statistics were used to assess differences between managers intending to stay or leave. For managers intending to leave (n = 28), the most important factors were work overload, inability to ensure quality patient care, insufficient resources, and lack of empowerment and recognition. Managers intending to leave reported significantly lower job satisfaction, perceptions of their supervisor's resonant leadership and higher burnout levels. Organisations wishing to retain existing nurse managers and to attract front-line staff into leadership positions must create and foster an environment that supports nurse managers. © 2014 John Wiley & Sons Ltd.

  14. Creating comprehensive Mandarin training model for Taiwanese industry: An anticipation of Taiwan ‘Southbound policy

    Science.gov (United States)

    Ying, Y.; Mursitama, T. N.; Sofi; Anggreani, L.

    2018-03-01

    The study discusses the effort of preparing human resources in mastering Mandarin for Taiwan industry as the anticipation of Southbound policy created by Taiwan government. In this point, the Southbound policy represents Taiwan’s government strategy in 2016-2020 which encourages multilateral and bilateral cooperation with ASEAN and South Asian countries. One of the most important elements in the program centers as the Internship Scholarship Program in Taiwan. Utilizing qualitative research methods, researchers collected secondary data from various available official resources. The publications, documents, books, and websites contain the policy and mechanism of the internship scholarship program. On the other hand, this study conducted interviews with senior high school and vocational high school stakeholders to create synergy in the program. This study offers a model of cooperation between junior high school/vocational school and the candidates of the employer in the Taiwan industry. The contribution of this research is to create a comprehensive cooperative model that includes preparing human resources before leaving for Taiwan, providing teachers and supplying training materials that are relevant to the needs of industry players in Taiwan eventually.

  15. [Human resources for health in the context of the reform of the health system in Mexico: professional training and labor market].

    Science.gov (United States)

    Nigenda, Gustavo; Magaña-Valladares, Laura; Ortega-Altamirano, Doris Verónica

    2013-01-01

    The role that human resources for health should play in future stages of the Mexican Health System reform is discussed. The following dimensions are considered to guide the discussion: the orientation of training, the institutions responsible for training, the mechanisms to link graduates to health institutions and the ways health workers should respond to the current managerial modifications. Changes should be based on a pre-defined strategic planning exercise based on institutional agreements which allow defining common objectives as well as clear procedures to attain those objectives.

  16. The Temporary Leave Dilemma -

    DEFF Research Database (Denmark)

    Amilon, Anna

    2010-01-01

    Lone mothers have to take care of a sick child with little or no help from the child’s other parent and have to carry all costs connected to leave-taking. This paper empirically tests whether lone mothers take more temporary parental leave to care for sick children than partnered mothers...... and whether parental leave is associated with a signaling cost. The results from this study of Swedish mothers show that lone mothers use more temporary parental leave than partnered mothers. Further, within the group of lone mothers, those with higher socioeconomic status take less temporary parental leave...... than those with lower socioeconomic status, whereas no such differences are found within the group of partnered mothers. One possible interpretation is that signaling costs negatively influence the utilization of temporary parental leave for lone mothers....

  17. Improved recognition of ineffective chest compressions after a brief Crew Resource Management (CRM) training: a prospective, randomised simulation study.

    Science.gov (United States)

    Haffner, Leopold; Mahling, Moritz; Muench, Alexander; Castan, Christoph; Schubert, Paul; Naumann, Aline; Reddersen, Silke; Herrmann-Werner, Anne; Reutershan, Jörg; Riessen, Reimer; Celebi, Nora

    2017-03-03

    Chest compressions are a core element of cardio-pulmonary resuscitation. Despite periodic training, real-life chest compressions have been reported to be overly shallow and/or fast, very likely affecting patient outcomes. We investigated the effect of a brief Crew Resource Management (CRM) training program on the correction rate of improperly executed chest compressions in a simulated cardiac arrest scenario. Final-year medical students (n = 57) were randomised to receive a 10-min computer-based CRM or a control training on ethics. Acting as team leaders, subjects performed resuscitation in a simulated cardiac arrest scenario before and after the training. Team members performed standardised overly shallow and fast chest compressions. We analysed how often the team leader recognised and corrected improper chest compressions, as well as communication and resuscitation quality. After the CRM training, team leaders corrected improper chest compressions (35.5%) significantly more often compared with those undergoing control training (7.7%, p = 0.03*). Consequently, four students have to be trained (number needed to treat = 3.6) for one improved chest compression scenario. Communication quality assessed by the Leader Behavior Description Questionnaire significantly increased in the intervention group by a mean of 4.5 compared with 2.0 (p = 0.01*) in the control group. A computer-based, 10-min CRM training improved the recognition of ineffective of chest compressions. Furthermore, communication quality increased. As guideline-adherent chest compressions have been linked to improved patient outcomes, our CRM training might represent a brief and affordable approach to increase chest compression quality and potentially improve patient outcomes.

  18. Measuring the cost of leaving care in Victoria

    OpenAIRE

    Catherine Forbes; Brett Inder; Sunitha Raman

    2006-01-01

    On any given night in Victoria, around 4,000 children and young people live under the care and protection of the State. For many young people, this care extends over a long period of time, sometimes until their 18th birthday. It is well documented that young people leaving State care often lack the social and economic resources to assist them in making the transition into independent living. As a consequence, the long-term life outcomes from this group are frequently very poor. A recent repor...

  19. ["Paternity leave"? Retrospective view on a delayed reform of maternity leave in Austria].

    Science.gov (United States)

    Munz, R

    1984-01-01

    Only 1 of 3 Austrian fathers involves himself daily in child rearing, and the younger the children, the less likely he is to be involved. Austria is among those European countries with the greatest pregnancy benefits. New mothers may take up to 1 year of paid maternity leave without fear of losing their jobs. This article uses 1982 Institute of Demography survey data to determine support for similar paternity leave for fathers. In the last few years, both Social Democrat and Conservative women have worked for this leave, although the movement has also found opposition by women in trade unions, as well as from conservative groups. Survey results show that 46% of married Austrian women, under age 40, favor paternity leave; 1 or 4 women can imagine their husbands taking such leave. Among husbands, 34% favored the leave option, and 1 of 4 could imagine taking the leave for a least part of the baby's first year. The study attempts to identify those husbands most likely to take advantage of paternity leave. At present, most men will not choose to stay with their children at the expense of earnings reduction. Compensation reforms for both mothers and fathers must first occur before men and women in a position to make real decisions on maternity and paternity leave.

  20. Gender differences in the impact of family background on leaving the parental home

    NARCIS (Netherlands)

    Blaauboer, M.; Mulder, C.H.

    2010-01-01

    We address the question to what extent characteristics of the family of origin influence the timing of leaving the parental home and to what extent these effects differ between men and women. We use data from the Netherlands Kinship Panel Study to examine the effects of parental resources,

  1. Tools and approaches to operationalize the commitment to equity, gender and human rights: towards leaving no one behind in the Sustainable Development Goals.

    Science.gov (United States)

    Zamora, Gerardo; Koller, Theadora Swift; Thomas, Rebekah; Manandhar, Mary; Lustigova, Eva; Diop, Adama; Magar, Veronica

    2018-01-01

    The objective of this article is to present specific resources developed by the World Health Organization on equity, gender and human rights in order to support Member States in operationalizing their commitment to leave no one behind in the health Sustainable Development Goals (SDGs), and other health-related goals and targets. The resources cover: (i) health inequality monitoring; (ii) barrier analysis using mixed methods; (iii) human rights monitoring; (iv) leaving no one behind in national and subnational health sector planning; and (v) equity, gender and human rights in national health programme reviews. Examples of the application of the tools in a range of country contexts are provided for each resource.

  2. [Disability leave and sick leave in Spain. 2016 legislative update].

    Science.gov (United States)

    Vicente-Herrero, María Teófila; Terradillos-García, María Jesús; Capdevila-García, Luisa M; Ramírez-Íñiguez de la Torre, María Victoria; Aguilar-Jiménez, Encarna; Aguado-Benedí, María José; López-González, Angel Arturo; Torres-Alberich, José Ignacio

    2018-01-01

    In Spanish, the concepts of discapacidad (disability leave) and incapacidad (sick leave) jointly refer to the impairment of a person due to injuries, diseases or deficiencies that limit their activity in a social, personal or occupational field. However, this common link does not imply that both concepts are the same. Statistical data from INE (Instituto Nacional de Estadística: Statistic National Institute) show that Spain had in 2015 3.85 million persons with a disability (59.8% were women). Statistical data from 2015 from INSS (Instituto Nacional de Seguridad Social: Social Security National Institute) show high levels in the number of processes and in workers affected by temporary sick leave, with social costs to the social security system. Both concepts have been updated: about disability leave, Law 39/2006 adjusted terminology by avoiding the use of concepts with discriminating or pejorative connotation. Regarding sick leave, the Ley General de Seguridad Social (General Social Security Law)has been amended and came into effect in January, 2016. It is necessary to know and distinguish these aspects for a better administrative management, and a more oriented information to the affected patient.

  3. Number, causes and destinations of horses leaving the Australian Thoroughbred and Standardbred racing industries.

    Science.gov (United States)

    Thomson, P C; Hayek, A R; Jones, B; Evans, D L; McGreevy, P D

    2014-08-01

    Significant proportions of horses leave the Australian Thoroughbred and Standardbred racing industries, which has ramifications for both the economic sustainability and the public perception of racing. The aim of this study was to quantify potential horse wastage, describe the destinations of exiting horses and identify risk factors for horses going to these destinations. Questionnaires were sent to 1258 selected Thoroughbred and 981 Standardbred trainers, with response rates of 30% and 32%, respectively. The survey investigated the role of various risk factors for wastage, including horse age, sex and number of years in training. The destination of departing horses was also examined in relation to these risk factors. Total horse exit rates for the 2002-03 official race year were 39.7% and 38.7% for the Thoroughbred and Standardbred racing industries, respectively. Reasons for leaving included 'poor performance/slow' (36.5% Thoroughbreds, 35.2% Standardbreds), 'illness/injury' (31.0%, 27.1%), 'to breed' (9.4%, 10.1%), 'unsuitable temperament/behaviour' (6.4%, 6.4%) and 'other' (16.8%, 21.2%). Statistically significant (P Thoroughbred and Standardbred racing horses included whether the trainer owned the horses, sex, age and reasons for leaving. In addition, some factors were specific to one breed or the other. Improved behaviour training and early identification of the causes of poor performance could assist in reducing wastage. © 2014 Australian Veterinary Association.

  4. Crew Resource Management: An Introductory Handbook

    Science.gov (United States)

    1992-08-01

    AND MAINTENANCE SKILLS: a cluster of CRM skills focusing on interpersonal relationships and effective team practices. 56 TEAM MANAGEMENT : command and...Information Service, Springfield, VA 22161 13. ABSTRACT (Maximum 200 words) Recent research findings suggest that crew resource management ( CRM ) training can...of ways to achieve effective CRM . 14. SUBJECT TERMS 15. NUMBER OF PAGES 62 Crew Resource Management ( CRM ). Air Carrier Training, Flight Crew

  5. Environmental scan and evaluation of best practices for online systematic review resources

    Directory of Open Access Journals (Sweden)

    Robin M. N. Parker

    2018-04-01

    Conclusion: This study revealed that resources include appropriate content but are less likely to adhere to principles of online training design and interactivity. Awareness of these resources will allow librarians to make informed recommendations for training based on patrons’ needs. Future online systematic review training resources should use established best practices for e-learning to provide high-quality resources, regardless of format or user time commitment.

  6. Developing Allies to Transgender and Gender-Nonconforming Youth: Training for Counselors and Educators

    Science.gov (United States)

    Case, Kim A.; Meier, S. Colton

    2014-01-01

    Lack of training regarding transgender youth leaves K-12 educators unprepared to become allies to this disenfranchised community and attend to their needs. This article explores the pedagogical strategies of two professional workshop models (GLSEN Houston training and the Gender Infinity practitioner training), which provide skills and resources…

  7. Manager relations, psychological need satisfaction and intention to leave in the agricultural sector

    Directory of Open Access Journals (Sweden)

    Sebastiaan Rothmann

    2013-08-01

    Research purpose: The aim of this study was to investigate the relationship between manager relations, the satisfaction of the psychological needs of employees and their intentions to leave. Motivation for the study: The effective retention of skilled employees is necessary in organisations in South Africa. However, studies on the psychological processes (and specifically the satisfaction of psychological needs, through which manager relations could promote the retention of staff, are necessary. Research design, approach and method: The authors used a cross-sectional survey design. They drew convenience samples of managers in agricultural organisations (N = 507 in South Africa. They administered the Manager Relations Scale, the Work-related Basic Need Satisfaction Scale and the Turnover Intention Scale. Main findings: The results confirmed a model in which manager relations affected the satisfaction of psychological needs and intentions to leave. Autonomy satisfaction mediated the relationship between manager relations and the intentions of employees to leave. Practical/managerial implications: Managers should participate in training on applying self determination theory to support the autonomy and the relatedness satisfaction of employees. Contribution/value add: This study contributes to the literature by exploring the processes through which manager relations influence the intentions of employees to leave.

  8. Parental Leave Policies and Parents' Employment and Leave-Taking

    Science.gov (United States)

    Han, Wen-Jui; Ruhm, Christopher; Waldfogel, Jane

    2009-01-01

    We describe trends in maternal employment and leave-taking after birth of a newborn and analyze the extent to which these behaviors are influenced by parental leave policies. Data are from the June Current Population Survey (CPS) Fertility Supplements, merged with other months of the CPS, and cover the period 1987 to 1994. This time span is one…

  9. Training 1983 and beyond

    International Nuclear Information System (INIS)

    Hickey, J.M.

    1983-01-01

    Quality training is necessary to assure competent, safe, efficient, and economical operation of a Nuclear Power Plant thereby providing the best insurance for our investors, customers and employees. By providing quality training programs to meet our needs, we can also meet the requirements of the Nuclear Regulatory Commission. Programs designed and administered to meet the utility needs will assure the rapid integration of new employees into the Nuclear Mission staff and operating units. The task of providing quality training for such diverse groups of employees, each with differing needs, is a challenge to the utility both financially and in manpower availability to perform training. A review of current training needs and resources is discussed. A new approach to training is presented to identify possible resources available and cooperative units which could be developed to increase the manpower available for operations, utilize the manpower available for training more effectively, provide more efficient use of classroom facilities, and to be more cost effective providing the funds that will be necessary to support the new needs of the total Nuclear organization

  10. Foundation Year 2 doctors’ reasons for leaving UK medicine: an in-depth analysis of decision-making using semistructured interviews

    OpenAIRE

    Smith, Samantha E.; Tallentire, Victoria R.; Pope, Lindsey M.; Laidlaw, Anita H.; Morrison, Jill

    2018-01-01

    This work was funded by a Scottish Medical Education Research Consortium grant. Objectives:  To explore the reasons that doctors choose to leave UK medicine after their foundation year two posts. Setting : All four regions of Scotland. Participants:  Foundation year two doctors (F2s) working throughout Scotland who were considering leaving UK medicine after foundation training were recruited on a volunteer basis. Maximum variation between participants was sought. Primary and secondary outc...

  11. 29 CFR 825.205 - Increments of FMLA leave for intermittent or reduced schedule leave.

    Science.gov (United States)

    2010-07-01

    ... intermittent leave or working a reduced leave schedule to commence or end work mid-way through a shift, such as... per week, but works only 20 hours a week under a reduced leave schedule, the employee's ten hours of... 29 Labor 3 2010-07-01 2010-07-01 false Increments of FMLA leave for intermittent or reduced...

  12. Training for Information Management in a Company.

    Science.gov (United States)

    Karivalo, Merja

    1989-01-01

    Argues that information resource management is an established philosophy that needs to be linked to human resources management and strategic planning in industrial companies. A training program for information management is presented, including training objectives, participants, contents, and structure. (CLB)

  13. Divergent N Deficiency-Dependent Senescence and Transcriptome Response in Developmentally Old and Young Brassica napus Leaves

    Directory of Open Access Journals (Sweden)

    Vajiheh Safavi-Rizi

    2018-02-01

    Full Text Available In the spring oilseed rape (OSR cultivar ‘Mozart’ grown under optimal N supply (NO or mild N deficiency (NL the transcriptome changes associated with progressing age until early senescence in developmentally old lower canopy leaves (leaf #4 and younger higher canopy leaves (leaf #8 were investigated. Twelve weeks old NO and NL plants appeared phenotypically and transcriptomically identical, but thereafter distinct nutrition-dependent differences in gene expression patterns in lower and upper canopy leaves emerged. In NO leaves #4 of 14-week-old compared to 13-week-old plants, ∼600 genes were up- or downregulated, whereas in NL leaves #4 ∼3000 genes were up- or downregulated. In contrast, in 15-week-old compared to 13-week-old upper canopy leaves #8 more genes were up- or downregulated in optimally N-supplied plants (∼2000 genes than in N-depleted plants (∼750 genes. This opposing effect of N depletion on gene regulation was even more prominent among photosynthesis-related genes (PSGs. Between week 13 and 14 in leaves #4, 99 of 110 PSGs were downregulated in NL plants, but none in NO plants. In contrast, from weeks 13 to 16 in leaves #8 of NL plants only 11 PSGs were downregulated in comparison to 66 PSGs in NO plants. Different effects of N depletion in lower versus upper canopy leaves were also apparent in upregulation of autophagy genes and NAC transcription factors. More than half of the regulated NAC and WRKY transcription factor, autophagy and protease genes were specifically regulated in NL leaves #4 or NO leaves #8 and thus may contribute to differences in senescence and nutrient mobilization in these leaves. We suggest that in N-deficient plants the upper leaves retain their N resources longer than in amply fertilized plants and remobilize them only after shedding of the lower leaves.

  14. AFRA-NEST: A Tool for Human Resource Development

    International Nuclear Information System (INIS)

    Amanor, Edison; Akaho, E.H.K.; Serfor-Armah, Y.

    2014-01-01

    Conclusion: • Regional Networks could serve as a common platform to meet the needs for human resource development. • With AFRA-NEST, International cooperation would be strengthened. • Systematic integration and sharing of available nuclear training resources. • Cost of training future nuclear experts could drastically be reduced

  15. The training of foreign human resources in Argentina

    International Nuclear Information System (INIS)

    Orstein, Roberto M.

    1998-01-01

    The National Atomic Energy Commission (CNEA) has organized in Argentina several training courses and scientific meetings such as inter-regional and regional seminars, symposia and workshops, sponsored by international organizations. In addition, it has accepted a large number of foreign students and scientists sent by those organizations for professional training. These activities have covered a wide range of areas within the nuclear field: the nuclear electrical generation; the various stages of the nuclear fuel cycle from uranium prospecting to fuel manufacture; the production and application of radioisotopes in medicine, biology, veterinary sciences, agriculture, hydrology and industry; the application of ionizing radiation for food preservation and the sterilization of biomedical instruments; radiological protection and nuclear safety, as well as basic and applied scientific and technological research related to nuclear science. Statistics and the description of some of the training courses are given

  16. Who Leaves Suicide Notes? An Exploration of Victim Characteristics and Suicide Method of Completed Suicides in Queensland.

    Science.gov (United States)

    Carpenter, Belinda; Bond, Christine; Tait, Gordon; Wilson, Moira; White, Kris

    2016-01-01

    The objective of this study is to address the question: are those who leave suicide notes representative of the larger population of those who commit suicide? The method involves an analysis of a full population of suicides by residents of Queensland, Australia for the full year of 2004, with the information drawn from Coronial files. Our overall results suggest that, and in support of previous research, the population who leaves suicide notes are remarkably similar to those who do not. Differences are identified in four areas: first, and in contrast to prior research, females are less likely to leave a suicide note; second, and in support of previous research, Aboriginal Australians are less likely to leave suicide notes; third, and in support of some previous research, those who use gas as a method of suicide are more likely to leave notes, while those who use a vehicle or a train are less likely to leave notes; finally, our findings lend support to research which finds that those with a diagnosed mental illness are less likely to leave notes. The discussion addresses some of the reasons these disparities may have occurred, and continues the debate over the degree to which suicide notes give insight into the larger suicide population.

  17. Maintenance training - a modern necessity

    International Nuclear Information System (INIS)

    Bushall, W.

    1987-01-01

    In recent years, there has been an increase in technically advanced systems and equipment and a need for highly skilled and knowledgeable maintenance technicians to maintain them. To implement an effective training program, training groups' and plant staffs' key to success must be cooperation and creativity. This paper deals with plant staff interface and how to effectively conduct performance-based training while holding the line on costs. This paper includes cost effective and innovative measures to produce performance-based training for maintenance disciplines including: Using the plants staff as a resource as subject matter experts in the development and verification of training materials. Using the plant staff as a resource for the construction of training aids. Using salvage and surplus to produce high quality, low cost training aids. Using cutaways for better understanding of he theory of equipment operation. These cost saving practices are currently being used at Gulf States Utilities' River Bend Nuclear Station

  18. Maternity Leave Policies

    Science.gov (United States)

    Strang, Lucy; Broeks, Miriam

    2017-01-01

    Abstract Over recent years many European Union countries have made changes to the design of the maternity leave provision. These policy developments reflect calls for greater gender equality in the workforce and more equal share of childcare responsibilities. However, while research shows that long period of leave can have negative effects on women's labour market attachment and career advancements, early return to work can be seen as a factor preventing exclusive breastfeeding, and therefore, potentially having negative health impacts for babies. Indeed, the World Health Organisation recommends exclusive breastfeeding up to 6 months of age to provide babies with the nutrition for healthy growth and brain development, protection from life-threatening ailments, obesity and non-communicable diseases such as asthma and diabetes. Therefore, labour market demands on women may be at odds with the health benefits for children gained by longer periods of maternity leave. The aim of this article is to examine the relationship between leave provision and health benefits for children. We examine maternity and parental leave provision across European countries and its potential impact on the breastfeeding of very young babies (up to 6-months of age). We also consider economic factors of potential extension of maternity leave provision to 6 months, such as costs to businesses, effects on the female labour market attachment, and wider consequences (benefits and costs) for individuals, families, employers and the wider society. PMID:28983432

  19. Student retention in athletic training education programs.

    Science.gov (United States)

    Dodge, Thomas M; Mitchell, Murray F; Mensch, James M

    2009-01-01

    The success of any academic program, including athletic training, depends upon attracting and keeping quality students. The nature of persistent students versus students who prematurely leave the athletic training major is not known. Understanding the profiles of athletic training students who persist or leave is important. To (1) explore the relationships among the following variables: anticipatory factors, academic integration, clinical integration, social integration, and motivation; (2) determine which of the aforementioned variables discriminate between senior athletic training students and major changers; and (3) identify which variable is the strongest predictor of persistence in athletic training education programs. Descriptive study using a qualitative and quantitative mixed-methods approach. Thirteen athletic training education programs located in District 3 of the National Athletic Trainers' Association. Ninety-four senior-level athletic training students and 31 college students who changed majors from athletic training to another degree option. Data were collected with the Athletic Training Education Program Student Retention Questionnaire (ATEPSRQ). Data from the ATEPSRQ were analyzed via Pearson correlations, multivariate analysis of variance, univariate analysis of variance, and a stepwise discriminant analysis. Open-ended questions were transcribed and analyzed using open, axial, and selective coding procedures. Member checks and peer debriefing techniques ensured trustworthiness of the study. Pearson correlations identified moderate relationships among motivation and clinical integration (r = 0.515, P accounting for 37.2% of the variance between groups. The theoretic model accurately classified 95.7% of the seniors and 53.8% of the major changers. A common theme emerging from the qualitative data was the presence of a strong peer-support group that surrounded many of the senior-level students. Understanding student retention in athletic training is

  20. 5 CFR 630.1104 - Donations from a leave bank to an emergency leave transfer program.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Donations from a leave bank to an emergency leave transfer program. 630.1104 Section 630.1104 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS ABSENCE AND LEAVE Emergency Leave Transfer Program § 630.1104 Donations...

  1. Sex and Employment-Setting Differences in Work-Family Conflict in Athletic Training.

    Science.gov (United States)

    Mazerolle, Stephanie M; Eason, Christianne M; Pitney, William A; Mueller, Megan N

    2015-09-01

    Work-family conflict (WFC) has received much attention in athletic training, yet several factors related to this phenomenon have not been examined, specifically a practitioner's sex, occupational setting, willingness to leave the profession, and willingness to use work-leave benefits. To examine how sex and occupational differences in athletic training affect WFC and to examine willingness to leave the profession and use work-leave benefits. Cross-sectional study. Multiple occupational settings, including clinic/outreach, education, collegiate, industrial, professional sports, secondary school, and sales. A total of 246 athletic trainers (ATs) (men = 110, women = 136) participated. Of these, 61.4% (n = 151) were between 20 and 39 years old. Participants responded to a previously validated and reliable WFC instrument. We created and validated a 3-item instrument that assessed willingness to use work-leave benefits, which demonstrated good internal consistency (Cronbach α = 0.88), as well as a single question about willingness to leave the profession. The mean (± SD) WFC score was 16.88 ± 4.4 (range = 5 [least amount of conflict] to 25 [highest amount of conflict]). Men scored 17.01 ± 4.5, and women scored 16.76 ± 4.36, indicating above-average WFC. We observed no difference between men and women based on conflict scores (t244 = 0.492, P = .95) or their willingness to leave the profession (t244 = -1.27, P = .21). We noted differences among ATs in different practice settings (F8,245 = 5.015, P work-leave benefits (2-tailed r = -0.533, P work-leave benefits was different among practice settings (F8,245 = 3.01, P = .003). The ATs employed in traditional practice settings reported higher levels of WFC. Male and female ATs had comparable experiences of WFC and willingness to leave the profession.

  2. Trained manpower resources in Brazil. Estimates and preparations

    International Nuclear Information System (INIS)

    Alves, R.N.; Araujo, R. de; Pinto, C.S.M.; Dale, C.M.M.; Souza, J.A.M. de; Spitalnik, J.

    1977-01-01

    The Brazilian nuclear programme will require by 1990 the installation of at least 10000MW(e) of nuclear power capacity, the implementation of the entire fuel cycle complex, and the creation of a reactor heavy-components manufacturing industry and of a nuclear power plant engineering capability. It has been estimated that such a programme will have to employ, up to 1985, some 7000-8000 people at the engineering and technician levels. The paper summarizes the consequent planning for preparation and qualification of manpower, which, as it involved such large numbers, required not only thorough analyses of sectoral requirements but also careful consideration of depletion rates and losses during the training process. Taking this into account, the Universities and Technical Schools will need to graduate, on average, 450 additional engineers and 550 additional technicians per year during the next ten years. For this purpose, the maximum use of the existing educational system in Brazil will avoid excessive reliance on external sources and will strengthen the local infrastructure. Crash specialization courses have been developed, in conjunction with the Universities, to comply specifically with the requirements of the nuclear programme. Only when no industrial experience can be provided in the country is on-the-job training in foreign firms considered. Training of nuclear power plant operators is also to be a local activity. An Operators Training Centre, by using a plant simulator, is being implemented with a scheduled operational date in the early 1980s. To implement the nuclear manpower programme, the Comissao Nacional de Energia Nuclear has been given the task of promoting and co-ordinating the nuclear academic education, while Empresas Nucleares Brasileiras SA is responsible for specialization and training of personnel in nuclear technology. (author)

  3. Requirements for and development of trained manpower resources

    International Nuclear Information System (INIS)

    Alves, R. Nazare; Araujo, R. de; Pinto, C. Syllus M.; Dale, C. Marcio M.; Souza, Jair A.M.; Spitalnik, J.

    1977-01-01

    The Brazilian nuclear programme will require, by 1990, the installation of at least 10 000 MWe of nuclear power capacity, the implementation of the entire fuel cycle complex, and the creation of a reactor heavy components manufacturing industry and of a nuclear power plant engineering capability. It has been estimated that such a programme will have to employ until 1985, some 7000 to 8000 people at the engineering and technician levels. As a consequence, planning the manpower preparation and qualification, involving such large numbers, required not only thorough analyses of sectoral requirements but also careful consideration of depletion rates and losses during the training process. Taking this into account, the Universities and Technical Schools will need to graduate, in average, 450 - 550 additional engineers and technicians respectively per year during the next 10 years. For this purpose, the maximum possible use of the existing educational system in the country will refrain from excessive reliance upon external sources and strengthen the local infrastructure. Crash specialization courses have been developed, in conjunction with the Universities, to specifically comply with the requirements of the nuclear programme. Only in the case where no industrial experience can be provided in the country, on-the-job training in foreign firms is being considered. Training of nuclear power plant operators is also to be a local activity. An Operators Training Center, by using a plant simulator, is under implementation with a scheduled operational date in the early eighties. For the implementation of the nuclear manpower programme, Comissao Nacional de Energia Nuclear (CNEN) has been given the task of promoting and coordinating the nuclear academic education, whereas Empresas Nucleares Brasileiras S.A. (NUCLEBRAS) has the responsibility for the specialization and training of personnel in the nuclear technological fields [es

  4. The Impact of Reason for Training on the Relationship between "Best Practices" and Sexual Harassment Training Effectiveness

    Science.gov (United States)

    Perry, Elissa L.; Kulik, Carol T.; Bustamante, Jennifer; Golom, Frank D.

    2010-01-01

    The current study explored the use of best training practices on human resources managers' perceptions of sexual harassment training success and frequency of sexual harassment complaints. Results revealed no main effects of best training practices on sexual harassment training success. However, effects of best training practices on sexual…

  5. Work-family balance after childbirth: the association between employer-offered leave characteristics and maternity leave duration.

    Science.gov (United States)

    Guendelman, Sylvia; Goodman, Julia; Kharrazi, Martin; Lahiff, Maureen

    2014-01-01

    Early return to work after childbirth has been increasing among working mothers in the US. We assessed the relationship between access to employer-offered maternity leave (EOML) (both paid and unpaid) and uptake and duration of maternity leave following childbirth in a socio-economically diverse sample of full-time working women. We focus on California, a state that has long provided more generous maternity leave benefits than those offered by federal maternity leave policies through the State Disability Insurance program. The sample included 691 mothers who gave birth in Southern California in 2002-2003. Using weighted logistic regression, we examined the EOML-maternity leave duration relationship, controlling for whether the leave was paid, as well as other occupational, personality and health-related covariates. Compared with mothers who were offered more than 12 weeks of maternity leave, mothers with leave had six times higher odds of an early return. These relationships were similar after controlling for whether the leave was paid and after controlling for other occupational and health characteristics. Access to and duration of employer-offered maternity leave significantly determine timing of return to work following childbirth, potentially affecting work-family balance. Policy makers should recognize the pivotal role of employers in offering job security during and after maternity leave and consider widening the eligibility criteria of the Family and Medical Leave Act.

  6. Maternity leave duration and postpartum mental and physical health: implications for leave policies.

    Science.gov (United States)

    Dagher, Rada K; McGovern, Patricia M; Dowd, Bryan E

    2014-04-01

    This study examines the association of leave duration with depressive symptoms, mental health, physical health, and maternal symptoms in the first postpartum year, using a prospective cohort design. Eligible employed women, eighteen years or older, were interviewed in person at three Minnesota hospitals while hospitalized for childbirth in 2001. Telephone interviews were conducted at six weeks (N = 716), twelve weeks (N = 661), six months (N = 625), and twelve months (N = 575) after delivery. Depressive symptoms (Edinburgh Postnatal Depression Scale), mental and physical health (SF-12 Health Survey), and maternal childbirth-related symptoms were measured at each time period. Two-stage least squares analysis showed that the relationship between leave duration and postpartum depressive symptoms is U-shaped, with a minimum at six months. In the first postpartum year, an increase in leave duration is associated with a decrease in depressive symptoms until six months postpartum. Moreover, ordinary least squares analysis showed a marginally significant linear positive association between leave duration and physical health. Taking leave from work provides time for mothers to rest and recover from pregnancy and childbirth. Findings indicate that the current leave duration provided by the Family and Medical Leave Act, twelve weeks, may not be sufficient for mothers at risk for or experiencing postpartum depression.

  7. A Training Intervention to Improve Information Management in Primary Care

    Science.gov (United States)

    Schifferdecker, Karen E.; Reed, Virginia A.; Homa, Karen

    2010-01-01

    Background and Objectives Training programs designed to improve information management have been implemented but not adequately tested. Three critical components for information management were tested in a randomized control study: (1) knowledge of valid, synthesized summary information, (2) skills to use Web-based resources that provide access to these summaries, and (3) use of Web-based resources in clinical practice. Methods Twenty-four primary care practices were provided with computers and high-speed Internet access and then matched, with half randomly assigned to receive training and half to receive training at a later date. Training was designed to address knowledge, skills, and use of Web-based information. Outcomes were assessed by comparing baseline and follow-up questionnaires that focused on five conceptual domains related to Web-based resource use for patient care decisions and patient education. Results Compared to the delayed training group, the initial training group increased their knowledge and skill of Web-based resources and use for patient care decisions. Some measures of communication with patients about using Web-based resources and of incorporating use of Web-based resources into daily practice increased from baseline to follow-up for all participants. Conclusions Our findings suggest that training and providing computers and Internet connections have measurable effects on information management behaviors. PMID:18773781

  8. Training on a Shoestring.

    Science.gov (United States)

    Callahan, Madelyn R.

    1995-01-01

    Describes ways to train employees on a tight budget and cut training costs. Offers ideas such as using local colleges, negotiating outsourcing costs, using computers, making good use of experts, and sharing resources with other companies. (JOW)

  9. Durability of Expanded Physician Assistant Training Positions Following the End of Health Resources and Services Administration Expansion of Physician Assistant Training Funding.

    Science.gov (United States)

    Rolls, Joanne; Keahey, David

    2016-09-01

    The purpose of this study was to assess the number of Health Resources and Services Administration Expansion of Physician Assistant Training (EPAT)-funded physician assistant (PA) programs planning to maintain class size at expanded levels after grant funds expire and to report proposed financing methods. The 5-year EPAT grant expired in 2015, and the effect of this funding on creating a durable expansion of PA training seats has not yet been investigated. The study used an anonymous, 9-question, Web-based survey sent to the program directors at each of the PA programs that received EPAT funding. Data were analyzed in Excel and using SAS statistical analysis software for both simple percentages and for Fisher's exact test. The survey response rate was 81.48%. Eighty-two percent of responding programs indicated that they planned to maintain all expanded positions. Fourteen percent will revert to their previous student class size, and 4% will maintain a portion of the expanded positions. A majority of the 18 programs (66%) maintaining all EPAT seats will be funded by tuition pass-through, and one program (6%) will increase tuition. There was no statistical association between the program type and the decision to maintain expanded positions (P = .820). This study demonstrates that the one-time EPAT PA grant funding opportunity created a durable expansion in PA training seats. Future research should focus on the effectiveness of the program in increasing the number of graduates choosing to practice in primary care and the durability of expansion several years after funding expiration.

  10. The prevalence of sick leave

    DEFF Research Database (Denmark)

    Backhausen, Mette; Damm, Peter; Bendix, Jane

    2018-01-01

    of long-term sick leave. Method Data from 508 employed pregnant women seeking antenatal care was collected by questionnaires from August 2015 to March 2016. The questionnaires, which were filled in at 20 and 32 weeks of gestation, provided information on maternal characteristics, the number of days spent...... on sick leave and the associated reasons. Descriptive statistics and logistic regression analysis were applied. Results The prevalence of sick leave was 56% of employed pregnant women in the first 32 weeks of gestation and more than one in four reported long-term sick leave (>20 days, continuous...... was a negative predictor. Conclusions The prevalence of sick leave was 56% in the first 32 weeks of gestation and more than one in four women reported long-term sick leave. The majority of reasons for sick leave were pregnancy-related and low back pain was the most frequently given reason....

  11. Upgrading NPP personnel. Competence and training through the systematic approach to training

    International Nuclear Information System (INIS)

    Mautner Markhof, F.

    1998-01-01

    This paper presents the reasons for acceptance of SAT (Systematic Approach to Training) as the best international practice in respect to training of NPP personnel and the differences in comparison to traditional approaches to training. The identification and evaluation of the new training needs, resources and other requirements for implementing SAT are discussed as well as new approaches and existing training capabilities and involvement of Regulatory body in training of NPP personnel. The IAEA Guidebook on NPP Personnel Training (TRS-380) was used a a basis for discussion of the mentioned topics with the emphasis on achieving the best possible training programmes for NPP personnel

  12. Controlling collective dynamics in complex minority-game resource-allocation systems

    Science.gov (United States)

    Zhang, Ji-Qiang; Huang, Zi-Gang; Dong, Jia-Qi; Huang, Liang; Lai, Ying-Cheng

    2013-05-01

    Resource allocation takes place in various kinds of real-world complex systems, such as traffic systems, social services institutions or organizations, or even ecosystems. The fundamental principle underlying complex resource-allocation dynamics is Boolean interactions associated with minority games, as resources are generally limited and agents tend to choose the least used resource based on available information. A common but harmful dynamical behavior in resource-allocation systems is herding, where there are time intervals during which a large majority of the agents compete for a few resources, leaving many other resources unused. Accompanying the herd behavior is thus strong fluctuations with time in the number of resources being used. In this paper, we articulate and establish that an intuitive control strategy, namely pinning control, is effective at harnessing the herding dynamics. In particular, by fixing the choices of resources for a few agents while leaving the majority of the agents free, herding can be eliminated completely. Our investigation is systematic in that we consider random and targeted pinning and a variety of network topologies, and we carry out a comprehensive analysis in the framework of mean-field theory to understand the working of control. The basic philosophy is then that, when a few agents waive their freedom to choose resources by receiving sufficient incentives, the majority of the agents benefit in that they will make fair, efficient, and effective use of the available resources. Our work represents a basic and general framework to address the fundamental issue of fluctuations in complex dynamical systems with significant applications to social, economical, and political systems.

  13. HR TRAINING PROGRAMS – CASE STUDY: WHAT ARE THE PARTICIPANTS’ EXPECTATIONS?

    OpenAIRE

    Abrudan Maria-Madela; Hatos Roxana; Matei Mirabela-Constanta

    2010-01-01

    When conducting a training program, training providers should ask themselves this question: What are the participants’ expectations? Training providers must correlate their programs with the needs and expectations of participants in order to be successful. Considering there is a need for the professionalization of human resources management activities, we focused our attention on three key occupations of HR: Human Resources Analyst, Human Resources Inspector and Human Resources Manager. To as...

  14. Factors Associated With Care Workers' Intention to Leave Employment in Nursing Homes: A Secondary Data Analysis of the Swiss Nursing Homes Human Resources Project.

    Science.gov (United States)

    Gaudenz, Clergia; De Geest, Sabina; Schwendimann, René; Zúñiga, Franziska

    2017-07-01

    The emerging care personnel shortage in Swiss nursing homes is aggravated by high turnover rates. As intention to leave is a predictor of turnover, awareness of its associated factors is essential. This study applied a secondary data analysis to evaluate the prevalence and variability of 3,984 nursing home care workers' intention to leave. Work environment factors and care worker outcomes were tested via multiple regression analysis. Although 56% of care workers reported intention to leave, prevalences varied widely between facilities. Overall, intention to leave showed strong inverse relationships with supportive leadership and affective organizational commitment and weaker positive relationships with stress due to workload, emotional exhaustion, and care worker health problems. The strong direct relationship of nursing home care workers' intention to leave with affective organizational commitment and perceptions of leadership quality suggest that multilevel interventions to improve these factors might reduce intention to leave.

  15. [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.

  16. Leave management for promoting organisational efficiency in the Department of Correctional Services and the Department of Home Affairs : Pretoria region / Mathews Tibane Moleki

    OpenAIRE

    Moleki, Mathews Tibane

    2014-01-01

    The framework of this study is based on the reforms of human resource leave management in the field of public administration for the South African public sector. The researcher’s interest lies in the increasing complexity of leave management development pertaining to policy-making, administrative processes and efficiency in the South African public sector. This study aimed to assess leave management at the Department of Correctional Services (DCS) and the Department of Home Affairs (DHA). The...

  17. Crew resource management training in the intensive care unit. A multisite controlled before-after study.

    Science.gov (United States)

    Kemper, Peter F; de Bruijne, Martine; van Dyck, Cathy; So, Ralph L; Tangkau, Peter; Wagner, Cordula

    2016-08-01

    There is a growing awareness today that adverse events in the intensive care unit (ICU) are more often caused by problems related to non-technical skills than by a lack of technical, or clinical, expertise. Team training, such as crew resource management (CRM), aims to improve these non-technical skills. The present study evaluated the effectiveness of CRM in the ICU. Six ICUs participated in a paired controlled trial, with one pretest and two post-test measurements (after 3 and 12 months). Three ICUs received CRM training and were compared with a matched control unit. The 2-day classroom-based training was delivered to multidisciplinary groups (ie, ICU physicians, nurses, managers). All levels of Kirkpatrick's evaluation framework were assessed using a mixed method design, including questionnaires, observations and routinely administered patient outcome data. Level I-reaction: participants were very positive directly after the training. Level II-learning: attitudes towards behaviour aimed at optimising situational awareness were relatively high at baseline and remained stable. Level III-behaviour: self-reported behaviour aimed at optimising situational awareness improved in the intervention group. No changes were found in observed explicit professional oral communication. Level IV-organisation: patient outcomes were unaffected. Error management culture and job satisfaction improved in the intervention group. Patient safety culture improved in both control and intervention units. We can conclude that CRM, as delivered in the present study, does not change behaviour or patient outcomes by itself, yet changes how participants think about errors and risks. This indicates that CRM requires a combination with other initiatives in order to improve clinical outcomes. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

  18. Early detection and classification of powdery mildew-infected rose leaves using ANFIS based on extracted features of thermal images

    Science.gov (United States)

    Jafari, Mehrnoosh; Minaei, Saeid; Safaie, Naser; Torkamani-Azar, Farah

    2016-05-01

    Spatial and temporal changes in surface temperature of infected and non-infected rose plant (Rosa hybrida cv. 'Angelina') leaves were visualized using digital infrared thermography. Infected areas exhibited a presymptomatic decrease in leaf temperature up to 2.3 °C. In this study, two experiments were conducted: one in the greenhouse (semi-controlled ambient conditions) and the other, in a growth chamber (controlled ambient conditions). Effect of drought stress and darkness on the thermal images were also studied in this research. It was found that thermal histograms of the infected leaves closely follow a standard normal distribution. They have a skewness near zero, kurtosis under 3, standard deviation larger than 0.6, and a Maximum Temperature Difference (MTD) more than 4. For each thermal histogram, central tendency, variability, and parameters of the best fitted Standard Normal and Laplace distributions were estimated. To classify healthy and infected leaves, feature selection was conducted and the best extracted thermal features with the largest linguistic hedge values were chosen. Among those features independent of absolute temperature measurement, MTD, SD, skewness, R2l, kurtosis and bn were selected. Then, a neuro-fuzzy classifier was trained to recognize the healthy leaves from the infected ones. The k-means clustering method was utilized to obtain the initial parameters and the fuzzy "if-then" rules. Best estimation rates of 92.55% and 92.3% were achieved in training and testing the classifier with 8 clusters. Results showed that drought stress had an adverse effect on the classification of healthy leaves. More healthy leaves under drought stress condition were classified as infected causing PPV and Specificity index values to decrease, accordingly. Image acquisition in the dark had no significant effect on the classification performance.

  19. Enhancing Science Teacher Training Using Water Resources and GLOBE

    Science.gov (United States)

    Falco, James W.

    2002-01-01

    Heritage College, located on the Yakama Indian Reservation in south central Washington state, serves a multicultural, underserved, rural population and trains teachers to staff the disadvantaged school districts on and surrounding the reservation. In-service teachers and pre-service teachers in the area show strength in biology but have weak backgrounds in chemistry and mathematics. We are addressing this problem by providing a 2-year core of courses for 3 groups of 25 students (15 pre-service and 10 in-service teachers) using GLOBE to teach integrated physical science and mathematics. At the conclusion of the program, the students will qualify for science certification by Washington State. Water resources are the focal point of the curriculum because it is central to life in our desert area. The lack or excess of water, its uses, quality and distribution is being studied by using GIS, remote sensing and historical records. Students are learning the methodology to incorporate scientific protocols and data into all aspects of their future teaching curriculum. In addition, in each of the three years of the project, pre-service teachers attended a seminar series during the fall semester with presentations by collaborators from industry, agriculture, education and government agencies. Students used NASA educational materials in the presentations that they gave at the conclusion of the seminar series. All pre- and in-service teachers continue to have support via a local web site for Heritage College GLOBE participants.

  20. HEMOSTATIC EFFECT OF ETHANOL EXTRACT OF Piper betle, Linn LEAVES TO MALE MICE

    Directory of Open Access Journals (Sweden)

    Sadakata Sinulingga

    2017-05-01

    Full Text Available Hemorrhage occurs in most of the dental care. Untreated hemorrhage could cause excessive blood loss, hypotension, and cyanosis. A Natural resource that reported has an hemostatic effect is ethanol extract of betel leaves (Piper betel, Linn.The aim of this study is to find the minimum concentration of ethanol extract of betel leaves which capable of shortening the bleeding time in mice. The experimental study used pretest-posttest with control group design was conducted on 35 mice that divided into 7 group which are negative control, positive control (feracrylum 1%, the ethanol extract of betel leaves 1%, 5%, 10%, 15%, and 20%. All mice were injected heparin intravenously. Mice’s tail was cut at diameter 3 mm and pretest bleeding time was counted. Mice’s tail was recut at diameter 4 mm, given treatment for 5 seconds and posttest bleeding time was counted. Results of paired t-test showed that reduction of bleeding time between pretest and posttest was significant (p<0,050. The enhancement of ethanol extract of betel leaves concentration leads to better hemostatic effect. Results of ANOVA test showed that comparison of posttest bleeding time among groups was significant (p<0,050. The minimum concentration of ethanol extract of betel leaves which capable of shortening the bleeding time in mice is 5%.

  1. Training in two-tier labor markets : The role of job match quality

    NARCIS (Netherlands)

    Akgündüz, Yusuf Emre; van Huizen, Thomas

    2015-01-01

    This study examines training investments in two-tier labor markets, focusing on the role of job match quality. Temporary workers are in general more likely than permanent workers to leave their employer and therefore are less likely to receive employer-funded training. However, as firms prefer to

  2. [Precautionary maternity leave in Tirol].

    Science.gov (United States)

    Ludescher, K; Baumgartner, E; Roner, A; Brezinka, C

    1998-01-01

    Under Austrian law, precautionary maternity leave is a decree issued by the district public health physician. It forbids a pregnant woman to work and mandates immediate maternity leave. Regular maternity leave for all women employed in all jobs begins at 32 weeks of gestation. Women who work in workplaces deemed dangerous and women with a history of obstetric problems such as premature or growth-retarded babies from previous pregnancies are regularly 'sent' into precautionary maternity leave. The public health physicians of Tirol's nine administrative districts were interviewed and supplied data on precautionary maternity leave from their districts. In 100 women who attended the clinic for pregnancies at risk of the Obstetrics/Gynecology Department of Innsbruck University Hospital and who had already obtained precautionary maternity leave, the medical/administrative procedure was studied in each case and correlated with pregnancy outcome. The town district of Innsbruck and the district that comprises the suburbs of the provincial capital had the highest rates of precautionary maternity leave. The town district of Innsbruck had a rate of 24.3% of all pregnant women (employed and not employed) in precautionary maternity leave in 1997, whereas the whole province of Tirol had 13.4%. More than 80% of decrees for precautionary maternity leave are issued by district public health physicians on the basis of written recommendations from gynecologists. One third of women who are sent into precautionary maternity leave are issued the decree prior to 12 weeks of gestation - mostly cases of multiple pregnancies and women with previous miscarriages. The present system of precautionary maternity leave appears to work in the sense that most working pregnant women with risk factors are correctly identified - with most errors on the side of caution. As the system also helps employers - the employee's pay is paid from the federal family support fund and state insurance once she is in

  3. Filling the Gap: Simulation-based Crisis Resource Management Training for Emergency Medicine Residents

    Directory of Open Access Journals (Sweden)

    Jessica R. Parsons

    2017-12-01

    Full Text Available Introduction In today’s team-oriented healthcare environment, high-quality patient care requires physicians to possess not only medical knowledge and technical skills but also crisis resource management (CRM skills. In emergency medicine (EM, the high acuity and dynamic environment makes CRM skills of physicians particularly critical to healthcare team success. The Accreditation Council of Graduate Medicine Education Core Competencies that guide residency program curriculums include CRM skills; however, EM residency programs are not given specific instructions as to how to teach these skills to their trainees. This article describes a simulation-based CRM course designed specifically for novice EM residents. Methods The CRM course includes an introductory didactic presentation followed by a series of simulation scenarios and structured debriefs. The course is designed to use observational learning within simulation education to decrease the time and resources required for implementation. To assess the effectiveness in improving team CRM skills, two independent raters use a validated CRM global rating scale to measure the CRM skills displayed by teams of EM interns in a pretest and posttest during the course. Results The CRM course improved leadership, problem solving, communication, situational awareness, teamwork, resource utilization and overall CRM skills displayed by teams of EM interns. While the improvement from pretest to posttest did not reach statistical significance for this pilot study, the large effect sizes suggest that statistical significance may be achieved with a larger sample size. Conclusion This course can feasibly be incorporated into existing EM residency curriculums to provide EM trainees with basic CRM skills required of successful emergency physicians. We believe integrating CRM training early into existing EM education encourages continued deliberate practice, discussion, and improvement of essential CRM skills.

  4. Parental leave and child health.

    Science.gov (United States)

    Ruhm, C J

    2000-11-01

    This study investigates whether rights to parental leave improve pediatric health. Aggregate data are used for 16 European countries over the 1969 through 1994 period. More generous paid leave is found to reduce deaths of infants and young children. The magnitudes of the estimated effects are substantial, especially where a causal effect of leave is most plausible. In particular, there is a much stronger negative relationship between leave durations and post-neonatal or child fatalities than for perinatal mortality, neonatal deaths, or low birth weight. The evidence further suggests that parental leave may be a cost-effective method of bettering child health.

  5. Leaves of Absence. School Law Summary.

    Science.gov (United States)

    National Education Association, Washington, DC. Research Div.

    This report contains State-by-State statutory summaries on three types of leaves of absence relating to teachers -- sick leave, maternity leave, and sabbatical leave. Only State laws that have specific reference to one of these three types of leaves of absence are included. Not included are those statutes granting boards of education the general…

  6. Animal Resource Program | Center for Cancer Research

    Science.gov (United States)

    CCR Animal Resource Program The CCR Animal Resource Program plans, develops, and coordinates laboratory animal resources for CCR’s research programs. We also provide training, imaging, and technology development in support of moving basic discoveries to the clinic. The ARP Manager:

  7. Animal Resource Program | Center for Cancer Research

    Science.gov (United States)

    CCR Animal Resource Program The CCR Animal Resource Program plans, develops, and coordinates laboratory animal resources for CCR’s research programs. We also provide training, imaging, and technology development in support of moving basic discoveries to the clinic. The ARP Office:

  8. A qualitative study of factors influencing different generations of Newfoundland and Saskatchewan trained physicians to leave a work location

    OpenAIRE

    Mathews, Maria; Seguin, Maureen; Chowdhury, Nurun; Card, Robert T

    2012-01-01

    Abstract Background Some studies have suggested that young physicians may have different expectations and practice behaviours than their older generational counterparts, including their reasons for wanting to remain or leave a community. This study examined the factors associated with a physician’s decision to leave a work location. We compared different generations of physicians to assess whether these factors have changed over generations. Methods We conducted semi-structured, qualitative i...

  9. Divergent N Deficiency-Dependent Senescence and Transcriptome Response in Developmentally Old and Young Brassica napus Leaves.

    Science.gov (United States)

    Safavi-Rizi, Vajiheh; Franzaring, Jürgen; Fangmeier, Andreas; Kunze, Reinhard

    2018-01-01

    In the spring oilseed rape (OSR) cultivar 'Mozart' grown under optimal N supply (N O ) or mild N deficiency (N L ) the transcriptome changes associated with progressing age until early senescence in developmentally old lower canopy leaves (leaf #4) and younger higher canopy leaves (leaf #8) were investigated. Twelve weeks old N O and N L plants appeared phenotypically and transcriptomically identical, but thereafter distinct nutrition-dependent differences in gene expression patterns in lower and upper canopy leaves emerged. In N O leaves #4 of 14-week-old compared to 13-week-old plants, ∼600 genes were up- or downregulated, whereas in N L leaves #4 ∼3000 genes were up- or downregulated. In contrast, in 15-week-old compared to 13-week-old upper canopy leaves #8 more genes were up- or downregulated in optimally N-supplied plants (∼2000 genes) than in N-depleted plants (∼750 genes). This opposing effect of N depletion on gene regulation was even more prominent among photosynthesis-related genes (PSGs). Between week 13 and 14 in leaves #4, 99 of 110 PSGs were downregulated in N L plants, but none in N O plants. In contrast, from weeks 13 to 16 in leaves #8 of N L plants only 11 PSGs were downregulated in comparison to 66 PSGs in N O plants. Different effects of N depletion in lower versus upper canopy leaves were also apparent in upregulation of autophagy genes and NAC transcription factors. More than half of the regulated NAC and WRKY transcription factor, autophagy and protease genes were specifically regulated in N L leaves #4 or N O leaves #8 and thus may contribute to differences in senescence and nutrient mobilization in these leaves. We suggest that in N-deficient plants the upper leaves retain their N resources longer than in amply fertilized plants and remobilize them only after shedding of the lower leaves.

  10. Integrating educational resources for improvement in operating performance

    International Nuclear Information System (INIS)

    Chewning, J.S.

    1985-01-01

    The contribution nuclear power is making to the world's supply of electric power has greatly decreased our dependence on oil. It is imperative that this vital resource continue to replace finite resources. Improper and/or insufficient attention on the part of nuclear facility management to the quality and amount of training given to operating and maintenance personnel can be a major factor in impeding the growth of nuclear generation. Haphazard, 'knee jerk' attention to staff preparation invites public opposition and fuels the anti-nuclear fires. Plant managers must be the overseers of the training programme for their plant. While they can delegate the day-to-day supervision to a training manager, top management must see that the person chosen for this job is well qualified, that he or she has the physical resources needed to carry out an adequate training programme, and that all plant personnel understand the important position the training programme holds in the plant. Managers must be responsible for seeing that the training programme is an integral part of the plant by defining avenues of communication between the training manager and the instructors, on the one hand, and between the training manager and the supervisors on the other. Management has the greatest impact on the overall attitude throughout the plant towards the importance of training and, therefore, must keep abreast of the quality of the training programme in the plant and move quickly to remedy any deficiencies. Such action is a message to all staff that training should be given the same respect as that given to plant operation

  11. TRAININGS AND MANAGEMENT DEVELOPMENT AT TESCO IN SZEGED

    Directory of Open Access Journals (Sweden)

    László GULYÁS

    2007-01-01

    Full Text Available One of the most important function of human resource management is doing the human resource planning (HRP. It means that effective HRP should result the right people doing the right things in the right place at precisely the right time. If HR-experts do not able to handle precisely this function a gap arises. The exact name of it is training gap. The essence of training gap that there is a difference between employee’s actual performance and employee’s desire performance. The main aim of training is to eliminate this kind of gap. In this paper I examine one of the multinational firms – this is TESCO in Szeged – how to eliminate the training gaps and how to do human resource development. I survey what kind of trainings and manager development does TESCO have.

  12. 30 CFR 56.14214 - Train warnings.

    Science.gov (United States)

    2010-07-01

    ... Safety Practices and Operational Procedures § 56.14214 Train warnings. A warning that is audible above the surrounding noise level shall be sounded— (a) Immediately prior to moving trains; (b) When trains... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Train warnings. 56.14214 Section 56.14214...

  13. Effectiveness of classroom based crew resource management training in the intensive care unit: study design of a controlled trial

    Science.gov (United States)

    2011-01-01

    Background Crew resource management (CRM) has the potential to enhance patient safety in intensive care units (ICU) by improving the use of non-technical skills. However, CRM evaluation studies in health care are inconclusive with regard to the effect of this training on behaviour and organizational outcomes, due to weak study designs and the scarce use of direct observations. Therefore, the aim of this study is to determine the effectiveness and cost-effectiveness of CRM training on attitude, behaviour and organization after one year, using a multi-method approach and matched control units. The purpose of the present article is to describe the study protocol and the underlying choices of this evaluation study of CRM in the ICU in detail. Methods/Design Six ICUs participated in a paired controlled trial, with one pre-test and two post test measurements (respectively three months and one year after the training). Three ICUs were trained and compared to matched control ICUs. The 2-day classroom-based training was delivered to multidisciplinary groups. Typical CRM topics on the individual, team and organizational level were discussed, such as situational awareness, leadership and communication. All levels of Kirkpatrick's evaluation framework (reaction, learning, behaviour and organisation) were assessed using questionnaires, direct observations, interviews and routine ICU administration data. Discussion It is expected that the CRM training acts as a generic intervention that stimulates specific interventions. Besides effectiveness and cost-effectiveness, the assessment of the barriers and facilitators will provide insight in the implementation process of CRM. Trial registration Netherlands Trial Register (NTR): NTR1976 PMID:22073981

  14. Effectiveness of classroom based crew resource management training in the intensive care unit: study design of a controlled trial

    Directory of Open Access Journals (Sweden)

    Kemper Peter F

    2011-11-01

    Full Text Available Abstract Background Crew resource management (CRM has the potential to enhance patient safety in intensive care units (ICU by improving the use of non-technical skills. However, CRM evaluation studies in health care are inconclusive with regard to the effect of this training on behaviour and organizational outcomes, due to weak study designs and the scarce use of direct observations. Therefore, the aim of this study is to determine the effectiveness and cost-effectiveness of CRM training on attitude, behaviour and organization after one year, using a multi-method approach and matched control units. The purpose of the present article is to describe the study protocol and the underlying choices of this evaluation study of CRM in the ICU in detail. Methods/Design Six ICUs participated in a paired controlled trial, with one pre-test and two post test measurements (respectively three months and one year after the training. Three ICUs were trained and compared to matched control ICUs. The 2-day classroom-based training was delivered to multidisciplinary groups. Typical CRM topics on the individual, team and organizational level were discussed, such as situational awareness, leadership and communication. All levels of Kirkpatrick's evaluation framework (reaction, learning, behaviour and organisation were assessed using questionnaires, direct observations, interviews and routine ICU administration data. Discussion It is expected that the CRM training acts as a generic intervention that stimulates specific interventions. Besides effectiveness and cost-effectiveness, the assessment of the barriers and facilitators will provide insight in the implementation process of CRM. Trial registration Netherlands Trial Register (NTR: NTR1976

  15. Nuclear education and training: from concern to capability

    International Nuclear Information System (INIS)

    2012-01-01

    The OECD Nuclear Energy Agency (NEA) first published in 2000 Nuclear Education and Training: Cause for Concern?, which highlighted significant issues in the availability of human resources for the nuclear industry. Ten years on, Nuclear Education and Training: From Concern to Capability considers what has changed in that time and finds that, while some countries have taken positive actions, in a number of others human resources could soon be facing serious challenges in coping with existing and potential new nuclear facilities. This is exacerbated by the increasing rate of retirement as the workforce ages. This report provides a qualitative characterisation of human resource needs and appraises instruments and programmes in nuclear education and training initiated by various stakeholders in different countries. In this context, it also examines the current and future uses of nuclear research facilities for education and training purposes. Regarding the nuclear training component of workforce competence, it outlines a job taxonomy which could be a basis for addressing the needs of workers across this sector. It presents the taxonomy as a way of enhancing mutual recognition and increasing consistency of education and training for both developed and developing countries. Contents: 1 - A decade of change: Background; The evolving environment; A key resource - a competent workforce; 2 - Review of nuclear education and associated facilities: Introduction; Education and training - progress over the last decade; Present use of research infrastructure for education and training in NEA member countries; 3 - Towards a blueprint for workforce development: The benefits of a competent nuclear workforce; Classifying competence; Analysis ; 4 - Ensuring capability - the recommendations: Nuclear human resource features and requirements; Ten years on - the developments; Approach to developing a common job taxonomy; 5 - Appendices: Recommendations from Nuclear Education and Training

  16. Nurture of human resources for geological repository program

    International Nuclear Information System (INIS)

    Fujiwara, A.

    2004-01-01

    The Japanese geological repository program entered the implementing stage in 2002. At the implementing stage of the program, different sectors need various human resources to conduct their functions. This paper discusses a suitable framework of nurture of the human resources to progress the geological repository program. The discussion is based on considering of specific characters involved in the program and of the multidisciplinary knowledge related to geological disposal. Considering the specific characters of the project, two types of the human resources need to be nurtured. First type is the core persons with the highest knowledge on geological disposal. They are expected to communicate with the various stakeholders and pass down the whole knowledge of the project to the next generation. Another is to conduct the project as the managers, the engineers and the workers. The former human resources can be developed through the broad practice and experience in each sector. The latter human resources can be effectively developed by training of the fundamental knowledge on geological disposal at training centers as well as by conventional on-the-job training. The sectors involved in the program need to take their own roles in the nurture of these human resources. (author)

  17. Roadmap for human resources for expanded Indian nuclear industry

    International Nuclear Information System (INIS)

    Singh, R.K.; Srinivasan, G.R.; Goyal, O.P.

    2011-01-01

    This paper deals with detailed requirement of human resources for all phases of nuclear power plant, for the manufacturing sector and the probable roadmap for achieving India's target. The accident in Fukushima has brought out that only nuclear power that avoids being a threat to the health and safety of the population and the environmental will be acceptable to the society and for this to be achieved human resources could be a single major contributor. India has ambitious plan of achieving 20,000MW by 2020 and 63,000MW by 2050. It is felt out of the three resources men, material and money; the critical shortage would be human resources both in quality and quantity. As per IAEA report (Publication of 2008 edition of energy, electricity and nuclear power estimates for the period of 2030), nuclear capacity must grow to at least 1.8 times current capacity by 2030 if global temperature rises are to be kept at 2°C. Objective of recruiting and training human resources for Indian Industry can be as follows: a) For catering domestic market. b) For catering international market later on for nuclear industries outside India. As India will be an important future international player. The above would require a multiplication of human resources by nearly seven times. In addition it has to be wholesome covering all levels and all skills and all disciplines and stages covering the whole nuclear cycle including regulators. Human resources are required for design and engineering, construction, commissioning, operation, manufacturing and for support services. The manpower for these has to be trained to achieve high quality of nuclear standards. Presently Indian Department of Atomic Energy(DAE) runs several training schools giving one year Post Graduate, tailor made courses. This needs to be multiplied by Joint efforts. Training should be on 'SAT (Systematic Approach to Training)' methodology to ensure focussed, specific, needed to culminate in safe, reliable and viable operation of

  18. Roadmap for human resources for expanded Indian nuclear industry

    Energy Technology Data Exchange (ETDEWEB)

    Singh, R.K. [Bhabha Atomic Research Centre, Mumbai (India); Indian Nuclear Society (India); Srinivasan, G.R.; Goyal, O.P. [Bhabha Atomic Research Centre, Mumbai (India)

    2011-07-01

    This paper deals with detailed requirement of human resources for all phases of nuclear power plant, for the manufacturing sector and the probable roadmap for achieving India's target. The accident in Fukushima has brought out that only nuclear power that avoids being a threat to the health and safety of the population and the environmental will be acceptable to the society and for this to be achieved human resources could be a single major contributor. India has ambitious plan of achieving 20,000MW by 2020 and 63,000MW by 2050. It is felt out of the three resources men, material and money; the critical shortage would be human resources both in quality and quantity. As per IAEA report (Publication of 2008 edition of energy, electricity and nuclear power estimates for the period of 2030), nuclear capacity must grow to at least 1.8 times current capacity by 2030 if global temperature rises are to be kept at 2°C. Objective of recruiting and training human resources for Indian Industry can be as follows: a) For catering domestic market. b) For catering international market later on for nuclear industries outside India. As India will be an important future international player. The above would require a multiplication of human resources by nearly seven times. In addition it has to be wholesome covering all levels and all skills and all disciplines and stages covering the whole nuclear cycle including regulators. Human resources are required for design and engineering, construction, commissioning, operation, manufacturing and for support services. The manpower for these has to be trained to achieve high quality of nuclear standards. Presently Indian Department of Atomic Energy(DAE) runs several training schools giving one year Post Graduate, tailor made courses. This needs to be multiplied by Joint efforts. Training should be on 'SAT (Systematic Approach to Training)' methodology to ensure focussed, specific, needed to culminate in safe, reliable and

  19. Optimal beneficiation of global resources

    Energy Technology Data Exchange (ETDEWEB)

    Aloisi de Larderel, J. (Industry and Environment Office, Paris (France). United Nations Environment Programme)

    1989-01-01

    The growth of the world's population and related human activities are clearly leaving major effects on the environment and on the level of use of natural resources: forests are disappearing, air pollution is leading to acid rains, changes are occuring in the atmospheric ozone and global climate, more and more people lack access to reasonable safe supplies of water, soil pollution is becoming a problem, mineral and energy resources are increasingly being used. Producing more with less, producing more, polluting less, these are basic challenges that the world now faces. Low- and non-waste technologies are certainly one of the keys to those challenges.

  20. Fingerprint profiles of flavonoid compounds from different Psidium guajava leaves and their antioxidant activities.

    Science.gov (United States)

    Wang, Lu; Wu, Yanan; Bei, Qi; Shi, Kan; Wu, Zhenqiang

    2017-10-01

    Flavonoids are the main active components in Psidium guajava leaves and have many multi-physiological functions. In this study, the flavonoid compositions were identified in the Psidium guajava leaves samples using a high-performance liquid chromatography with time-of-flight electrospray ionization mass spectrometry method. A high-performance liquid chromatography fingerprint method, combined with chemometrics, was used to perform a quality assessment of the Psidium guajava leaves samples. The eight identified flavonoid compounds including rutin, isoquercitrin, quercetin-3-O-β-d-xylopyranoside, quercetin-3-O-α-l-arabinopyranoside, avicularin, quercitrin, quercetin, and kaempferol were used as the chemical markers. The antioxidant activity of 15 batches of samples was examined using three different methods, and the results revealed the Psidium guajava leaves samples that had higher contents of the flavonoid compounds, glycoside and aglycone, possessed the highest antioxidant capacities. Consequently, a combination of chromatographic fingerprints and chemometric analyses was used for a quality assessment of Psidium guajava leaf tea and its derived products, which can lay the foundation for the development of plant tea resources or other herbs. © 2017 WILEY-VCH Verlag GmbH & Co. KGaA, Weinheim.

  1. "Evita Una Muerte, Esta en Tus Manos" Program: Bystander First Aid Training for Terrorist Attacks.

    Science.gov (United States)

    Pajuelo Castro, J J; Meneses Pardo, J C; Salinas Casado, P L; Hernandez Martin, P; Montilla Canet, R; Del Campo Cuesta, J L; Incera Bustio, G; Martin Ayuso, D

    The latest terrorist attacks in Europe and in the rest of the world, and the military experience in the most recent conflicts leave us with several lessons learned. The most important is that the fate of the wounded rests in the hands of the one who applies the first dressing, because the victims usually die within the first 10 minutes, before professional care providers or police personnel arrive at the scene. A second lesson is that the primary cause of preventable death in these types of incidents involving explosives and firearms is massive hemorraghe. There is a need to develop a training oriented to citizens so they can identify and use available resources to avoid preventable deaths that occur in this kind of incidents, especially massive hemorrhage. A 7-hour training intervention program was developed and conducted between January and May 2017. Data were collected from participants' answers on a multiple-choice test before and after undertaking the training. Improved mean score for at least 75% of a group's members on the posttraining test was considered reflective of adequate knowledge. A total of 173 participants (n = 74 men [42.8%]; n = 99 women [57.2%]) attended the training. They were classified into three groups: a group of citizens/ first responders with no prior health training, a group of health professionals, and a group of nursing students. Significant differences (ρ first responders group. 2017.

  2. Sectoral job training as an intervention to improve health equity.

    Science.gov (United States)

    Tsui, Emma K

    2010-04-01

    A growing literature on the social determinants of health strongly suggests the value of examining social policy interventions for their potential links to health equity. I investigate how sectoral job training, an intervention favored by the Obama administration, might be conceptualized as an intervention to improve health equity. Sectoral job training programs ideally train workers, who are typically low income, for upwardly mobile job opportunities within specific industries. I first explore the relationships between resource redistribution and health equity. Next, I discuss how sectoral job training theoretically redistributes resources and the ways in which these resources might translate into improved health. Finally, I make recommendations for strengthening the link between sectoral job training and improved health equity.

  3. A multi-level approach of evaluating crew resource management training: a laboratory-based study examining communication skills as a function of team congruence.

    Science.gov (United States)

    Sauer, J; Darioly, A; Mast, M Schmid; Schmid, P C; Bischof, N

    2010-11-01

    The article proposes a multi-level approach for evaluating communication skills training (CST) as an important element of crew resource management (CRM) training. Within this methodological framework, the present work examined the effectiveness of CST in matching or mismatching team compositions with regard to hierarchical status and competence. There is little experimental research that evaluated the effectiveness of CRM training at multiple levels (i.e. reaction, learning, behaviour) and in teams composed of members of different status and competence. An experiment with a two (CST: with vs. without) by two (competence/hierarchical status: congruent vs. incongruent) design was carried out. A total of 64 participants were trained for 2.5 h on a simulated process control environment, with the experimental group being given 45 min of training on receptiveness and influencing skills. Prior to the 1-h experimental session, participants were assigned to two-person teams. The results showed overall support for the use of such a multi-level approach of training evaluation. Stronger positive effects of CST were found for subjective measures than for objective performance measures. STATEMENT OF RELEVANCE: This work provides some guidance for the use of a multi-level evaluation of CRM training. It also emphasises the need to collect objective performance data for training evaluation in addition to subjective measures with a view to gain a more accurate picture of the benefits of such training approaches.

  4. Short-Term Saved Leave Scheme

    CERN Multimedia

    2007-01-01

    As announced at the meeting of the Standing Concertation Committee (SCC) on 26 June 2007 and in http://Bulletin No. 28/2007, the existing Saved Leave Scheme will be discontinued as of 31 December 2007. Staff participating in the Scheme will shortly receive a contract amendment stipulating the end of financial contributions compensated by save leave. Leave already accumulated on saved leave accounts can continue to be taken in accordance with the rules applicable to the current scheme. A new system of saved leave will enter into force on 1 January 2008 and will be the subject of a new implementation procedure entitled "Short-term saved leave scheme" dated 1 January 2008. At its meeting on 4 December 2007, the SCC agreed to recommend the Director-General to approve this procedure, which can be consulted on the HR Department’s website at the following address: https://cern.ch/hr-services/services-Ben/sls_shortterm.asp All staff wishing to participate in the new scheme a...

  5. Short-Term Saved Leave Scheme

    CERN Multimedia

    HR Department

    2007-01-01

    As announced at the meeting of the Standing Concertation Committee (SCC) on 26 June 2007 and in http://Bulletin No. 28/2007, the existing Saved Leave Scheme will be discontinued as of 31 December 2007. Staff participating in the Scheme will shortly receive a contract amendment stipulating the end of financial contributions compensated by save leave. Leave already accumulated on saved leave accounts can continue to be taken in accordance with the rules applicable to the current scheme. A new system of saved leave will enter into force on 1 January 2008 and will be the subject of a new im-plementation procedure entitled "Short-term saved leave scheme" dated 1 January 2008. At its meeting on 4 December 2007, the SCC agreed to recommend the Director-General to approve this procedure, which can be consulted on the HR Department’s website at the following address: https://cern.ch/hr-services/services-Ben/sls_shortterm.asp All staff wishing to participate in the new scheme ...

  6. 5 CFR 630.1111 - Limitation on the amount of donated annual leave received by an emergency leave recipient.

    Science.gov (United States)

    2010-01-01

    ... needs of individual emergency leave recipients, an employing agency may allow an employee to receive... annual leave received by an emergency leave recipient. 630.1111 Section 630.1111 Administrative Personnel... recipient. An emergency leave recipient may receive a maximum of 240 hours of donated annual leave at any...

  7. Antioxidant Capacity Comparison of Ethanolic Extract of Soursop (Annona muricata Linn. Leaves and Seeds as Cancer Prevention Candidate

    Directory of Open Access Journals (Sweden)

    Dyah Ayu Widyastuti

    2017-04-01

    Full Text Available Annona muricata Linn. (soursop is one of  tropical plants which have relatively complete chemical compounds. It has flavonoid, tannin, phytosterol, alkaloid, etc. The high antioxidant compound in soursop is believed as cancer prevention so the cancer threat in the world can be minimized. The antioxidant compound in soursop can be found not only in its fruit, but also in other parts like leaves, seeds, etc. Based on that potency, this study aimed to compare antioxidant capacity of soursop leaves and seeds, also to study about the utilization of soursop parts which is usually not used. This research began with maceration to extract leaves and seeds with 96% ethanol. Ethanolic extract of soursop leaves and seeds were then tested for antioxidant capacity with DPPH (1,1-diphenyl-2-picrylhydrazyl method. The result showed that antioxidant capacity of soursop leaves and seeds are 85,66875% and 39,0166, respectively. The antioxidant capacity of leaves is higher than seeds due to seed’s extraction difficulty so its antioxidant compound could not be extracted optimally. However, either leaves or seeds extract in this study are potential as antioxidant resources because there are no significant differences between antioxidant capacity of both extract.

  8. Outreach to the Public on Earthquake and Tsunami Safety with Limited Human Resources: Train the Trainers Pilot Program in Puerto Rico

    Science.gov (United States)

    Gonzalez Ruiz, W.; Vanacore, E. A.; Gomez, G.; Martinez Colon, J. F.; Perez, F.; Baez-Sanchez, G.; Flores Hots, V. E.; Lopez, A. M.; Huerfano, V.; Figueroa, J. M.

    2017-12-01

    Given the limited human resources available to interact directly with the public and disseminate information on earthquake and tsunami safety, the Puerto Rico Seismic Network has developed the Train the Trainers course, designed exclusively for emergency management officers (EMOs). This three-day training course provides a complete package of educational tools that will allow EMOs to present standard conferences, and lectures, with the appropriate and accurate information for different audiences on earthquake and tsunami hazard and safety. Here we present preliminary observations and lessons learned from the pilot program that was offered in July 2017 to 20 EMOs from the twelve Puerto Rico Emergency Management Agency (PREMA) zones and two students from the University of Puerto Rico Mayaguez. To ensure sufficient preparation, the training course provided evaluation tools including written and practical exams that participants were required to score 80% or more to complete the training successfully. Of the 20 EMO participants, 18 EMOs passed the final exam. Preliminary analysis of the pre-test scores and the post-test scores, show a score improvement between 8% to 46% amongst the participants. These 18 participants will receive a certificate as well as tools and resources to offer earthquakes and tsunamis conferences for up to two years across Puerto Rico and its outlying islands. To ensure that the pilot participants will provide conferences to the public PRSN required a signed commitment to give at least 5 conferences in one year from each participant and PRSN will monitor the participants for the next two years to evaluate the efficacy of the program. However, based on the preliminary data this program appears to be an effective method to increase the amount of outreach professionals on the Island.

  9. Model of Activities of the Resource Training Center of the Russian State Social University in Terms of Professional Orientation and Employment of Persons with Disabilities

    Directory of Open Access Journals (Sweden)

    Bikbulatova A.A.,

    2017-08-01

    Full Text Available The paper focuses on the importance of professional and vocational guidance for persons with disabilities. It describes the main approaches to providing such type of guidance to the disabled students and reveals the technologies of motivating people with disabilities to seek education and to make informed choices of profession. The research was aimed at developing the model of career guidance offered at resource and training centers established by the Ministry of Education and Science of the Russian Federation on the basis higher educational institutions. The paper presents the developed model of professional and vocational guidance for persons with disabilities and explains the algorithm of its implementation in the resource and training centers. Also, the paper gives recommendations on how to change the technology of communication between universities, regional job centers and offices of medical and social assessment.

  10. Circles of Women: Professional Skills Training with American Indian Women.

    Science.gov (United States)

    LaFromboise, Teresa D.

    This manual is a resource guide for organizing leadership training workshops for American Indian women at various levels of professional training. The resources and ideas for training were supplied by American Indian women who participated in such workshops. Section 1 of the manual presents an overview of critical issues in the professionalization…

  11. Developing capacities of community health workers in sexual and reproductive, maternal, newborn, child, and adolescent health: a mapping and review of training resources.

    Science.gov (United States)

    Tran, Nguyen Toan; Portela, Anayda; de Bernis, Luc; Beek, Kristen

    2014-01-01

    Given country demands for support in the training of community health workers (CHWs) to accelerate progress towards reaching the Millennium Development Goals in sexual and reproductive health and maternal, newborn, child, and adolescent health (SR/MNCAH), the United Nations Health Agencies conducted a synthesis of existing training resource packages for CHWs in different components of SR/MNCAH to identify gaps and opportunities and inform efforts to harmonize approaches to developing the capacity of CHWs. A mapping of training resource packages for CHWs was undertaken with documents retrieved online and from key informants. Materials were classified by health themes and analysed using agreed parameters. Ways forward were informed by a subsequent expert consultation. We identified 31 relevant packages. They covered different components of the SR/MNCAH continuum in varying breadth (integrated packages) and depth (focused packages), including family planning, antenatal and childbirth care (mainly postpartum haemorrhage), newborn care, and childhood care, and HIV. There is no or limited coverage of interventions related to safe abortion, adolescent health, and gender-based violence. There is no training package addressing the range of evidence-based interventions that can be delivered by CHWs as per World Health Organization guidance. Gaps include weakness in the assessment of competencies of trainees, in supportive supervision, and in impact assessment of packages. Many packages represent individual programme efforts rather than national programme materials, which could reflect weak integration into national health systems. There is a wealth of training packages on SR/MNCAH for CHWs which reflects interest in strengthening the capacity of CHWs. This offers an opportunity for governments and partners to mount a synergistic response to address the gaps and ensure an evidence-based comprehensive package of interventions to be delivered by CHWs. Packages with defined

  12. Paid Maternity Leave and Breastfeeding Outcomes.

    Science.gov (United States)

    Mirkovic, Kelsey R; Perrine, Cria G; Scanlon, Kelley S

    2016-09-01

    Despite the benefits of breastfeeding, rates in the United States are low. Shorter maternity leave is associated with lower initiation and shorter durations of breastfeeding; however, little is known about how paid maternity leave may influence breastfeeding rates. We used data from the 2006-2010 U.S. National Survey of Family Growth on the most recent birth to employed women who delivered a child within the previous 5 years. Separate multivariable logistic regression models were used to describe the associations between paid leave duration (0, 1-5, 6-11, ≥ 12 weeks, maternity leave not taken) and three outcomes: 1) breastfeeding initiation, 2) 6-month duration, and 3) 6-month duration among initiators. Twenty-eight percent of prenatally employed women received no paid leave. Women who received 12 or more weeks of paid leave were more likely to initiate breastfeeding compared to women with no paid leave (87.3% vs 66.7%, adjusted odds ratio [aOR] 2.83 [95% confidence interval {CI} 1.23-6.48]). Similarly, women with 12 or more weeks of paid leave were more likely to breastfeed at 6 months, compared to women with no paid leave (24.9% vs 50.1%, aOR 2.26 [95% CI 1.20-4.26]). Among women who initiated breastfeeding, having received 12 or more weeks' paid leave increased the odds of breastfeeding for 6 or more months; however, the association was not statistically significant in the adjusted model (aOR 1.81 [95% CI 0.93-3.52]). Employed women who received 12 or more weeks of paid maternity leave were more likely to initiate breastfeeding and be breastfeeding their child at 6 months than those without paid leave. Published 2016. This article is a U.S. Government work and is in the public domain in the USA.

  13. Goodbye, Mandatory Maternity Leaves

    Science.gov (United States)

    Nation's Schools, 1972

    1972-01-01

    In precedent-setting decrees, courts and federal and State authorities have branded compulsory maternity leaves either unconstitutional or illegal. School administrators are urged to prod boards of education to adopt more lenient maternity leave policies -- now. (Author)

  14. Why Do Firms Train? Empirical Evidence on the Relationship between Training and Technological and Organizational Change

    Science.gov (United States)

    Neirotti, Paolo; Paolucci, Emilio

    2013-01-01

    We explore the relationship between training and innovation using key insights from the resource-based approach, organizational learning and labour studies. By using data from 304 large enterprises in Italy, the study highlights a twofold role of training in favouring technological and organizational changes. First, training plays a role in…

  15. Health issues and the practicing radiologist: defining concepts and developing recommendations for leave options and policies.

    Science.gov (United States)

    Heilbrun, Marta E; Bender, Claire E; Truong, Hang B; Bluth, Edward I

    2013-09-01

    Radiologists today are faced with the challenges of maintaining and balancing individual and family health needs and the demands of the workplace. To provide the highest quality and safest care of our patients, a corresponding ethos of support for a healthy workforce is required. There is a paucity of targeted information describing protections for and maintenance of the health of the practicing radiologist, in both private and academic settings. However, a review of existing family and medical leave policies may be helpful to practice leaders and practicing radiologists as a platform for the development of strategic workforce plans. This writing, by members of the ACR Commission on Human Resources, addresses the following areas: (1) medical leave, (2) maternity and/or paternity leave, and (3) disability. Copyright © 2013 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  16. 32 CFR 806b.53 - Training tools.

    Science.gov (United States)

    2010-07-01

    ... Justice Privacy web pages. Go to http://www.foia.af.mil. Click on “Resources.” (b) “The Privacy Act of... Privacy Act 101 and is available on-line at http://www.foia.af.mil. (d) Training slides for use by the... http://www.foia.af.mil, under “Resources.” Note: Formal school training groups that develop or modify...

  17. Distinguishing Bovine Fecal Matter on Spinach Leaves Using Field Spectroscopy

    Directory of Open Access Journals (Sweden)

    Colm D. Everard

    2016-08-01

    Full Text Available Detection of fecal contaminants on leafy greens in the field will allow for decreasing cross-contamination of produce during and post-harvest. Fecal contamination of leafy greens has been associated with Escherichia coli (E. coli O157:H7 outbreaks and foodborne illnesses. In this study, passive field spectroscopy measuring reflectance and fluorescence created by the sun’s light, coupled with numerical normalization techniques, are used to distinguish fecal contaminants on spinach leaves from soil on spinach leaves and uncontaminated spinach leaf portions. A Savitzky-Golay first derivative transformation and a waveband ratio of 710:688 nm as normalizing techniques were assessed. A soft independent modelling of class analogies (SIMCA procedure with a 216 sample training set successfully predicted all 54 test set sample types using the spectral region of 600–800 nm. The ratio of 710:688 nm along with set thresholds separated all 270 samples by type. Application of these techniques in-field to avoid harvesting of fecal contaminated leafy greens may lead to a reduction in foodborne illnesses as well as reduced produce waste.

  18. Weed Interference Effects on Leaves, Internode and Harvest Index of Dry Bean (Phaseolus vulgaris L.

    Directory of Open Access Journals (Sweden)

    Hossein GHAMARI

    2015-03-01

    Full Text Available The development of appropriate weed management strategies and efficient use of herbicides relies upon understanding weed-crop interactions. A field study was carried out to assess the effect of weed interference on leaves, internode and harvest index of dry bean (Phaseolus vulgaris L.. The experiment was established under a randomized complete block design with two types of weed interference treatments: plots with weeds and plots without weeds at different time intervals (0, 10, 20, 30, 40 and 50 days after crop emergence. The sigmoid Boltzmann model was used to quantify the crop traits as influenced by weed interference. Prolonged delays in weed removal reduced gradually the number of leaves of the crop. Weed interference decreased dry weight of leaves as well, so that the lowest value of it (33.49 g plant-1 was observed in full season during weed-infested treatment. Infestation of weeds affected the length of the crop internodes. While the weed interference duration increased, the length of the internodes decreased. Harvest index was also sensitive to weed competition. As the crop was kept weed-infested from the emergence for increasing periods of time, harvest index decreased to a value of 28.01%. A significant negative correlation between total biomass of weeds and dry bean traits (number of leaves, leaves dry weight, internode length and harvest index was observed. Therefore, weeds are able to adversely affect dry bean growth through constraining environmental resources and impairing leaves as the photosynthetic areas.

  19. 75 FR 1271 - Technical Revisions to the Supplemental Security Income (SSI) Regulations on Income and Resources

    Science.gov (United States)

    2010-01-11

    ... extend the home exclusion to beneficiaries who, because of domestic abuse, leave a home that had... Domestic Abuse An SSI applicant's or beneficiary's home and associated land are excluded from resources by... abuse leaves the home and resides elsewhere. Currently, a victim fleeing from domestic abuse may return...

  20. 30 CFR 46.3 - Training plans.

    Science.gov (United States)

    2010-07-01

    ... Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR EDUCATION AND TRAINING TRAINING AND..., National Mine Health and Safety Academy, 1301 Airport Road, Beaver, WV 25813-9426, Telephone: (304) 256... responsible for the health and safety training at the mine. This person may be the production-operator or...

  1. Computer Simulation and Digital Resources for Plastic Surgery Psychomotor Education.

    Science.gov (United States)

    Diaz-Siso, J Rodrigo; Plana, Natalie M; Stranix, John T; Cutting, Court B; McCarthy, Joseph G; Flores, Roberto L

    2016-10-01

    Contemporary plastic surgery residents are increasingly challenged to learn a greater number of complex surgical techniques within a limited period. Surgical simulation and digital education resources have the potential to address some limitations of the traditional training model, and have been shown to accelerate knowledge and skills acquisition. Although animal, cadaver, and bench models are widely used for skills and procedure-specific training, digital simulation has not been fully embraced within plastic surgery. Digital educational resources may play a future role in a multistage strategy for skills and procedures training. The authors present two virtual surgical simulators addressing procedural cognition for cleft repair and craniofacial surgery. Furthermore, the authors describe how partnerships among surgical educators, industry, and philanthropy can be a successful strategy for the development and maintenance of digital simulators and educational resources relevant to plastic surgery training. It is our responsibility as surgical educators not only to create these resources, but to demonstrate their utility for enhanced trainee knowledge and technical skills development. Currently available digital resources should be evaluated in partnership with plastic surgery educational societies to guide trainees and practitioners toward effective digital content.

  2. Nutritional composition and condensed tannin concentration changes as browse leaves become litter.

    Science.gov (United States)

    Acero, Amanda; Muir, James P; Wolfe, Richard M

    2010-12-01

    The role of condensed tannins (CT) in ruminant nutrition and health makes changes in leaf litter (LL) after abscission of interest. This study compared the effect of different drying methods of green leaves (GL) with that of natural drying of LL on CT, fibre, crude protein (CP) and phosphorus (P) concentrations in nine Texas browse species. Leaves harvested before autumn shedding were oven-dried (OD) or freeze-dried (FD). Where different (P Drying method changed total CT concentration in three species. Where different, fibre fraction concentrations were greater in LL than in GL, regardless of drying method. In some species, CP and P concentrations were lower in LL than in GL, but in five species they did not change (P > 0.05) from GL to LL, with CP concentrations ranging from 63 to 151 g kg(-1) in the latter. Browse LL had high nutritive value and CT concentrations, explaining why browsing ruminants utilise this feed resource. However, changes in nutrient and CT concentrations as leaves become litter in some species mean that information on one is not necessarily applicable to the other. Copyright © 2010 Society of Chemical Industry.

  3. Relationships between workplace well-being, job demands and resources in a sample of veterinary nurses in New Zealand.

    Science.gov (United States)

    Kimber, S; Gardner, D H

    2016-07-01

    To use a job demands-resources model to examine the associations among perceived job demands, job resources, family-to-work enrichment, positive team relationships, work engagement, emotional exhaustion, cynicism and intention to leave, in a sample of New Zealand veterinary nurses. Data were collected by means of a self-reported online survey, with the help of eight New Zealand tertiary education providers and the New Zealand Veterinary Nurses' Association. Nine measures or variables were assessed using questions or statements with responses categorised on a linear scale. Measurement models for each of the variables in the study were assessed to establish whether the variables represented the respective item-level data. Structural equation modelling was then used to test the hypothesised interrelationships among study variables. There were 253 respondents; 17.1% of individuals who classified themselves as veterinary nurses in the 2013 New Zealand census. In the final structural model job demands were associated with emotional exhaustion (standardised regression coefficient β=0.57), which was related to cynicism (β=0.52) and intention to leave (β=0.56). Job resources were negatively related to emotional exhaustion (β=-0.32). Higher work engagement was associated with lower emotional exhaustion (β=-0.29) and lower intention to leave (β=-0.30). Job resources were associated with work-to-family enrichment (β=0.69), which was related to work engagement (β=0.57); and job resources were associated with positive team relationships (β=0.79). It is important that job resources are available to help deal with demanding work. Without resources, demanding work is associated with exhaustion, cynicism and increased intention to leave, while positive spill over between work and family life are related to higher work engagement.

  4. Human Resource Orientation and Corporate Performance.

    Science.gov (United States)

    Lam, Long W.; White, Louis P.

    1998-01-01

    A study of 14 manufacturing firms found significantly better financial performance among those that strongly emphasized recruitment, compensation, and training and development (a human resource orientation). Human resource development that helped sustain competence combined with that orientation to form a valuable competitive advantage. (SK)

  5. Sick Leave and Factors Influencing Sick Leave in Adult Patients with Atopic Dermatitis: A Cross-Sectional Study.

    Science.gov (United States)

    van Os-Medendorp, Harmieke; Appelman-Noordermeer, Simone; Bruijnzeel-Koomen, Carla; de Bruin-Weller, Marjolein

    2015-03-27

    Little is known about the prevalence of sick leave due to atopic dermatitis (AD). The current literature on factors influencing sick leave is mostly derived from other chronic inflammatory diseases. This study aimed to determine the prevalence of sick leave due to AD and to identify influencing factors. A cross-sectional study was carried out in adult patients with AD. sick leave during the two-week and one-year periods, socio-demographic characteristics, disease severity, quality of life and socio-occupational factors. Logistic regression analyses were used to determine influencing factors on sick leave over the two-week period. In total, 253 patients were included; 12% of the patients had to take sick leave in the last two weeks due to AD and 42% in the past year. A higher level of symptom interference (OR 1.26; 95% CI 1.13-1.40) or perfectionism/diligence (OR 0.90; 95% CI 0.83-0.96) may respectively increase or decrease the number of sick leave days. Sick leave in patients with AD is a common problem and symptom interference and perfectionism/diligence appeared to influence it. Novel approaches are needed to deal with symptoms at work or school to reduce the amount of sick leave due to AD.

  6. Mobile learning for HIV/AIDS healthcare worker training in resource-limited settings

    Directory of Open Access Journals (Sweden)

    Zolfo Maria

    2010-09-01

    Full Text Available Abstract Background We present an innovative approach to healthcare worker (HCW training using mobile phones as a personal learning environment. Twenty physicians used individual Smartphones (Nokia N95 and iPhone, each equipped with a portable solar charger. Doctors worked in urban and peri-urban HIV/AIDS clinics in Peru, where almost 70% of the nation's HIV patients in need are on treatment. A set of 3D learning scenarios simulating interactive clinical cases was developed and adapted to the Smartphones for a continuing medical education program lasting 3 months. A mobile educational platform supporting learning events tracked participant learning progress. A discussion forum accessible via mobile connected participants to a group of HIV specialists available for back-up of the medical information. Learning outcomes were verified through mobile quizzes using multiple choice questions at the end of each module. Methods In December 2009, a mid-term evaluation was conducted, targeting both technical feasibility and user satisfaction. It also highlighted user perception of the program and the technical challenges encountered using mobile devices for lifelong learning. Results With a response rate of 90% (18/20 questionnaires returned, the overall satisfaction of using mobile tools was generally greater for the iPhone. Access to Skype and Facebook, screen/keyboard size, and image quality were cited as more troublesome for the Nokia N95 compared to the iPhone. Conclusions Training, supervision and clinical mentoring of health workers are the cornerstone of the scaling up process of HIV/AIDS care in resource-limited settings (RLSs. Educational modules on mobile phones can give flexibility to HCWs for accessing learning content anywhere. However lack of softwares interoperability and the high investment cost for the Smartphones' purchase could represent a limitation to the wide spread use of such kind mLearning programs in RLSs.

  7. Nuclear Manpower Training

    Energy Technology Data Exchange (ETDEWEB)

    Min, B. J.; Han, K. W.; Lee, H. Y. and others

    2006-01-15

    Through the project on nuclear human resources development in 2005, the Nuclear Training Center of KAERI has provided 67 nuclear education and training courses for 3,658 persons from the domestic nuclear related organizations such as Government Agencies, nuclear industries, R and D institutes, universities, and public as well as from IAEA Member States. In addition, 6 students (MS and Ph D.) have taken nuclear technology related courses offered by UST-KAERI. The project has developed 8 programs and 12 courses. They includes programs for IAEA training, bilateral education and training, and in-house training as well as courses dealing with maintenance of nuclear power plants and management of electricity generation, thermal-hydraulics nuclear hydrogen, nuclear safeguards, radiation emergency preparedness and etc. National and international cooperation has been promoted. For ANENT, test operation, data loading and revision of the web-portal have been undertaken. Also the web-portal operation system has been established. For FNCA, NTC has cooperated for the establishment of a model of human resource development and the exchange of information/materials. With WNU, the NTC has made an effort for hosting 2007 WNU Summer Institute. The infrastructure for nuclear education and training has been strengthened. Basic directions for providing the customers with better service, This includes showing kindness to the customer, renovation of the interior of training facilities, and upgrading of web-based management system for learning and using facilities of NTC. Other efforts have resulted in the publication of 25 course materials (10 for international courses and 15 for national courses), and the improvement of education and training equipment. The International Nuclear Training and Education Center (INTEC), which was opened in 2002, has hosted 296 international and domestic events in 2005.

  8. Career commitment of postprofessional athletic training program graduates.

    Science.gov (United States)

    Bowman, Thomas G; Mazerolle, Stephanie M; Goodman, Ashley

    2015-04-01

    Choosing to pursue an advanced degree in athletic training appears to indicate professional commitment and passion for the profession. Currently, there is a paucity of information regarding why some athletic trainers pursue enrollment in a postprofessional athletic training program (PPATP), indicating commitment to the profession, but later depart for another primary role outside of athletic training. To understand why athletic trainers invested in advanced training via a PPATP but then decided to leave the profession. Qualitative study. Online data collection. Twelve graduates (8 women [67%], 4 men [33%], age = 31.58 ± 3.06 years) from PPATPs who no longer had primary employment as an athletic trainer. Recruits responded to an e-mail invitation to participate by completing a confidential online questionnaire. We analyzed data using a general inductive approach and secured trustworthiness using multiple-analyst triangulation, peer review, and member checks. Two higher-order themes emerged regarding the career commitment of former athletic trainers who were PPATP graduates: (1) departure from an athletic training career and (2) partial continuance in athletic training. Two second-order themes emerged from the reasons for departure: (1) decreased recognition of value and (2) work-life imbalance. Finally, we identified 2 third-order themes from the participants' reasons for departure because of a perceived lack of value: (1) low salary and (2) long, inconsistent hours worked. Most of our participants intended to stay in the profession when they chose to attend a PPATP. However, during role inductance in either the clinical experience of the PPATP they attended or early in their careers, they began to have thoughts of leaving mainly because of inadequate financial compensation, challenging work schedules, or both.

  9. 30 CFR 57.14214 - Train warnings.

    Science.gov (United States)

    2010-07-01

    ... Equipment Safety Practices and Operational Procedures § 57.14214 Train warnings. A warning that is audible above the surrounding noise level shall be sounded— (a) Immediately prior to moving trains; (b) When... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Train warnings. 57.14214 Section 57.14214...

  10. RECRUITMENT FINANCED BY SAVED LEAVE (RSL PROGRAMME)

    CERN Multimedia

    Division du Personnel; Tel. 73903

    1999-01-01

    Transfer to the saved leave account and saved leave bonusStaff members participating in the RSL programme may opt to transfer up to 10 days of unused annual leave or unused compensatory leave into their saved leave account, at the end of the leave year, i.e. 30 September (as set out in the implementation procedure dated 27 August 1997).A leave transfer request form, which you should complete, sign and return, if you wish to use this possibility, has been addressed you. To allow the necessary time for the processing of your request, you should return it without delay.As foreseen in the implementation procedure, an additional day of saved leave will be granted for each full period of 20 days remaining in the saved leave account on 31 December 1999, for any staff member participating in the RSL programme until that date.For part-time staff members participating in the RSL programme, the above-mentioned days of leave (annual, compensatory and saved) are adjusted proportionally to their contractual working week as...

  11. 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

  12. 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

  13. Best practices in bioinformatics training for life scientists

    DEFF Research Database (Denmark)

    Via, Allegra; Blicher, Thomas; Bongcam-Rudloff, Erik

    2013-01-01

    their data efficiently, and progress their research, is a challenge across the globe. Delivering good training goes beyond traditional lectures and resource-centric demos, using interactivity, problem-solving exercises and cooperative learning to substantially enhance training quality and learning outcomes...... to environmental researchers, a common theme is the need not just to use, and gain familiarity with, bioinformatics tools and resources but also to understand their underlying fundamental theoretical and practical concepts. Providing bioinformatics training to empower life scientists to handle and analyse...

  14. Intercultural Training: Six Measures Assessing Training Needs

    Science.gov (United States)

    Graf, Andrea; Mertesacker, Marion

    2009-01-01

    Purpose: The purpose of this paper is to develop recommendations for measures assessing intercultural training needs for international human resource management. Based on scientific as well as application-oriented criteria the aim is to select six measures assessing general intercultural competencies and with the help of behaviour ratings in…

  15. Gastroenterology training and career choices: a prospective longitudinal study of the impact of gender and of managed care.

    Science.gov (United States)

    Arlow, Freda L; Raymond, Patricia L; Karlstadt, Robyn G; Croitoru, Raquel; Rybicki, Benjamin A; Sastri, Suriya V

    2002-02-01

    We aimed to determine if gender differences exist in the selection and training of female and male gastroenterology fellows. One hundred seventy-six of 218 training program directors returned an 18-question survey about their programs, including leave policies, training, and prevalence of female faculty. Two cohorts of graduating trainees from 1993 and 1995 (N = 393) returned anonymous surveys regarding their training program experiences, demographics, and business training. Female gastroenterology trainees are more likely to choose programs according to parental leave policies (p family reasons" (p family planning because of training program restrictions (20% vs 7%, p gender discrimination (39%) and sexual harassment (19%) during gastroenterology training. Trainees of both sexes had mentorship during training (65% vs 71%, ns); female trainees were more likely to have an opposite sex mentor (71% vs 3.4%) despite an almost 50% prevalence of female full-time and clinical faculty. Female trainees were apt to be less trained in advanced endoscopy (p gender felt adequately prepared for the business aspects of gastroenterology. Alterations in gastroenterology training are needed to attract qualified female applicants. New graduates of both sexes lack practice management education.

  16. Sick Leave and Factors Influencing Sick Leave in Adult Patients with Atopic Dermatitis: A Cross-Sectional Study

    Directory of Open Access Journals (Sweden)

    Harmieke van Os-Medendorp

    2015-03-01

    Full Text Available Background: Little is known about the prevalence of sick leave due to atopic dermatitis (AD. The current literature on factors influencing sick leave is mostly derived from other chronic inflammatory diseases. This study aimed to determine the prevalence of sick leave due to AD and to identify influencing factors. Methods: A cross-sectional study was carried out in adult patients with AD. Outcome measures: sick leave during the two-week and one-year periods, socio-demographic characteristics, disease severity, quality of life and socio-occupational factors. Logistic regression analyses were used to determine influencing factors on sick leave over the two-week period. Results: In total, 253 patients were included; 12% of the patients had to take sick leave in the last two weeks due to AD and 42% in the past year. A higher level of symptom interference (OR 1.26; 95% CI 1.13–1.40 or perfectionism/diligence (OR 0.90; 95% CI 0.83–0.96 may respectively increase or decrease the number of sick leave days. Conclusion: Sick leave in patients with AD is a common problem and symptom interference and perfectionism/diligence appeared to influence it. Novel approaches are needed to deal with symptoms at work or school to reduce the amount of sick leave due to AD.

  17. Interpreting the SARA and RCRA training requirements

    International Nuclear Information System (INIS)

    Moreland, W.M.; Wells, S.M.

    1987-01-01

    The Resource Conservation and Recovery Act (RCRA) and the Superfund Amendments and Reauthorization Act (SARA) promulgated by the EPA (RCRA) and the OSHA (SARA) require hazardous materials training for all individuals working with hazardous materials. Facilities that are involved in the generation, storage, treatment, transportation, or disposal/removal of hazardous materials/waste must comply with all relevant training regulations. Using the guidelines contained in the RCRA and SARA regulations, decisions must be made to determine: the type of regulatory requirement based on facility function (i.e., whether the facility is a RCRA or CERCLA facility). The type of training required for specific categories of workers (e.g. managers, supervisors, or general site workers). The level of training needed for each category of worker. This presentation outlines how the Environmental Compliance and Health Protection Technical Resources and Training Group, working with waste operations personnel, establishes specific training requirements

  18. Nuclear Human Resources Development Program using Educational Core Simulator

    International Nuclear Information System (INIS)

    Choi, Yu Sun; Hong, Soon Kwan

    2015-01-01

    KHNP-CRI(Korea Hydro and Nuclear Power Co.-Central Research Institute) has redesigned the existing Core Simulator(CoSi) used as a sort of training tools for reactor engineers in operating nuclear power plant to support Nuclear Human Resources Development (NHRD) Program focusing on the nuclear department of Dalat university in Vietnam. This program has been supported by MOTIE in Korea and cooperated with KNA(Korea Nuclear Association for International Cooperation) and HYU(Hanyang University) for enhancing the nuclear human resources of potential country in consideration with Korean Nuclear Power Plant as a next candidate energy sources. KHNP-CRI has provided Edu-CoSi to Dalat University in Vietnam in order to support Nuclear Human Resources Development Program in Vietnam. Job Qualification Certificates Program in KHNP is utilized to design a training course for Vietnamese faculty and student of Dalat University. Successfully, knowhow on lecturing the ZPPT performance, training and maintaining Edu-CoSi hardware are transferred by several training courses which KHNP-CRI provides

  19. Nuclear Human Resources Development Program using Educational Core Simulator

    Energy Technology Data Exchange (ETDEWEB)

    Choi, Yu Sun; Hong, Soon Kwan [KHNP-CRI, Daejeon (Korea, Republic of)

    2015-10-15

    KHNP-CRI(Korea Hydro and Nuclear Power Co.-Central Research Institute) has redesigned the existing Core Simulator(CoSi) used as a sort of training tools for reactor engineers in operating nuclear power plant to support Nuclear Human Resources Development (NHRD) Program focusing on the nuclear department of Dalat university in Vietnam. This program has been supported by MOTIE in Korea and cooperated with KNA(Korea Nuclear Association for International Cooperation) and HYU(Hanyang University) for enhancing the nuclear human resources of potential country in consideration with Korean Nuclear Power Plant as a next candidate energy sources. KHNP-CRI has provided Edu-CoSi to Dalat University in Vietnam in order to support Nuclear Human Resources Development Program in Vietnam. Job Qualification Certificates Program in KHNP is utilized to design a training course for Vietnamese faculty and student of Dalat University. Successfully, knowhow on lecturing the ZPPT performance, training and maintaining Edu-CoSi hardware are transferred by several training courses which KHNP-CRI provides.

  20. Space Flight Resource Management Training for International Space Station Flight Controllers

    Science.gov (United States)

    O'Keefe, William S.

    2011-01-01

    Training includes both SFRM-dedicated lessons and SFRM training embedded into technical lessons. Goal is to reduce certification times by 50% and integrated simulations by 75-90%. SFRM is practiced, evaluated and debriefed in part task trainers and full-task simulation lessons. SFRM model and training are constantly being evaluated against student/management feedback, best practices from industry/ military, and latest research.

  1. Replacement Value of Untreated or Fungal Treated Carrot Leaves for Corn in Broiler Diet

    International Nuclear Information System (INIS)

    El-Faramawy, A.A.

    2006-01-01

    Three hundred (21 days old) Arbor Acre chicks were used to evaluate the replacement value of untreated or Aspergillus niger treated carrot leaves for corn in broiler diets. Birds were fed a control diet or diets in which 10% untreated or treated carrot leaves was quantitatively substituted for corn in the control diet. Replacement of yellow corn with 10% untreated and treated carrot leaves caused insignificant (P 0.01) in both experimental groups compared to control. These results denoted that although there were negligible changes in body weight and mortality rate in broiler chicken fed untreated and treated carrot leaves the amino acid profile of carcasses lessen their nutritive value which is in consequence reflected negatively on human amino acids intake. Poultry production represents one of the quickest means of correcting the anomaly of protein inadequacy, yet the rising cost of feed which represents 70-80% of the cost of production among other costs, is a major setback (Opera. 1996). The price of most conventional feed ingredients such as yellow corn, soybean meal and fish meal is so high in recent time that it is becoming uneconomical to use them in poultry feeding (Esonu et al., 2001). Consequently poultry feed researchers have been forced to seek alternative and cheaper feed resources

  2. Implementing a Paid Leave Policy for Graduate Students at UW - Madison: The Student Perspective

    Science.gov (United States)

    Gosnell, Natalie M.

    2013-01-01

    In 2010 the University of Wisconsin - Madison Astronomy Department developed and implemented a departmental paid leave policy for our graduate students, even though the university lacks a campus-wide policy and cannot provide institutional funding for such programs. This policy includes 12 weeks of paid leave in event of a medical emergency or chronic medical condition, as well as paid parental leave for both male and female graduate research assistants. (The policy in its entirety can be found at http://www.astro.wisc.edu/grad-students/policies-procedures/medical-and-family-leave-policy.) This is the first of two presentations describing our policy implementation using a "bottom-up" approach, beginning with the graduate students. I will present the perspective of the graduate students who led the effort and will discuss the steps we took to put our policy in place, from the conception of the plan to the full implementation. These steps included identifying faculty allies, becoming knowledgeable about university policies and resources, involving department staff, and anticipating procedural and bureaucratic hurdles in order to come up with creative solutions in advance. Although each individual institution and department's path to implementing a similar plan will be unique, we hope the methods used to implement our policy at UW - Madison may serve as an example.

  3. Evaluation of Training in Organisations: A Proposal for an Integrated Model

    Science.gov (United States)

    Pineda, Pilar

    2010-01-01

    Purpose: Training is a key strategy for human resources development and in achieving organisational objectives. Organisations and public authorities invest large amounts of resources in training, but rarely have the data to show the results of that investment. Only a few organisations evaluate training in depth due to the difficulty involved and…

  4. Training Attestations

    CERN Multimedia

    HR Department

    2004-01-01

    In the past, paper Training Attestations were printed during the first quarter of a New Year for Staff Members having followed courses and seminars the previous year in the context of CERN's official Training Programmes.  The attestations were sent to Divisional Training Officers (DTO's) for distribution to all Staff Members concerned within their Division. In practise many Staff Members did not find this paper useful, however some expressed a wish to be able to have access to a self-service facility in case of need. This change was discussed by the Joint Training Board (JTB) and with the DTO's during 2003 and was supported. As a consequence, following a collaboration between HR-PMD and IT-AIS, from 2004 onwards paper Training Attestations will no longer be printed and distributed as before. Those requiring a list of training followed in the past can now obtain their attestation directly from the Human Resources Toolkit (HRT) application for all training followed since 1997. https://hrt.cern...

  5. Development of a training assurance program

    International Nuclear Information System (INIS)

    Palchinsky, J.; Waylett, W.J. Jr.

    1987-01-01

    The nuclear industry has made a significant commitment to improve training through the implementation of accredited performance-based training programs. Senior management expects that human performance will improve as a result of significant resource allocations. How do they know if training is effective in achieving improved human performance? Florida Power and Light Company is developing a Training Assurance Program to track indicators of training performance and future trends. Integrating the company's Quality Improvement Program processes with systematic training processes is resulting in personnel functioning in a proactive mode and increased customer satisfaction with training performance

  6. Library training to promote electronic resource usage

    DEFF Research Database (Denmark)

    Frandsen, Tove Faber; Tibyampansha, Dativa; Ibrahim, Glory

    2017-01-01

    Purpose: Increasing the usage of electronic resources is an issue of concern for many libraries all over the world. Several studies stress the importance of information literacy and instruction in order to increase the usage. Design/methodology/approach: The present article presents the results...

  7. Timing matters: length of leave and working mothers' daily reentry regrets.

    Science.gov (United States)

    Wiese, Bettina S; Ritter, Johannes O

    2012-11-01

    Dealing with developmental tasks in work and family domains is an important challenge for young and middle-aged adults. We investigated a transition that has evolved into a normative task for women, namely, the retransition back to paid work following maternity leave. In a diary study with 149 mothers who had just returned to work, we examined the daily experienced regrets concerning this return. In addition to personal resources (i.e., emotional stability, feeling prepared for the transition) and financial requirements needed to return to work, daily experienced family stress predicted decisional regrets. Moreover, our results suggest that leave length is related to psychological resilience in the face of day-to-day stress experiences: Late returners reported fewer regrets in general and were unaffected by daily family stress. Return-to-work regrets, in turn, were predictive of withdrawal intentions. This underlines the relevancy of the timing of the transition back to work in terms of successful development during this life phase.

  8. Overview of Trends Shaping Human Resource Management for ...

    African Journals Online (AJOL)

    Human Resource Management (HRM) is a strategic and coherent approach to the ... effectively, human resources will make a substantial impact on firm.s performance used. ... resource managers do and the models for engagement of human capital. ... education, training, skills, and expertise of an organization.s employees.

  9. Validation of sick leave measures: self-reported sick leave and sickness benefit data from a Danish national register compared to multiple workplace-registered sick leave spells in a Danish municipality.

    Science.gov (United States)

    Stapelfeldt, Christina Malmose; Jensen, Chris; Andersen, Niels Trolle; Fleten, Nils; Nielsen, Claus Vinther

    2012-08-15

    Previous validation studies of sick leave measures have focused on self-reports. Register-based sick leave data are considered to be valid; however methodological problems may be associated with such data. A Danish national register on sickness benefit (DREAM) has been widely used in sick leave research. On the basis of sick leave records from 3,554 and 2,311 eldercare workers in 14 different workplaces, the aim of this study was to: 1) validate registered sickness benefit data from DREAM against workplace-registered sick leave spells of at least 15 days; 2) validate self-reported sick leave days during one year against workplace-registered sick leave. Agreement between workplace-registered sick leave and DREAM-registered sickness benefit was reported as sensitivities, specificities and positive predictive values. A receiver-operating characteristic curve and a Bland-Altman plot were used to study the concordance with sick leave duration of the first spell. By means of an analysis of agreement between self-reported and workplace-registered sick leave sensitivity and specificity was calculated. Ninety-five percent confidence intervals (95% CI) were used. The probability that registered DREAM data on sickness benefit agrees with workplace-registered sick leave of at least 15 days was 96.7% (95% CI: 95.6-97.6). Specificity was close to 100% (95% CI: 98.3-100). The registered DREAM data on sickness benefit overestimated the duration of sick leave spells by an average of 1.4 (SD: 3.9) weeks. Separate analysis on pregnancy-related sick leave revealed a maximum sensitivity of 20% (95% CI: 4.3-48.1).The sensitivity of self-reporting at least one or at least 56 sick leave day/s was 94.5 (95% CI: 93.4 - 95.5) % and 58.5 (95% CI: 51.1 - 65.6) % respectively. The corresponding specificities were 85.3 (95% CI: 81.4 - 88.6) % and 98.9 (95% CI: 98.3 - 99.3) %. The DREAM register offered valid measures of sick leave spells of at least 15 days among eldercare employees. Pregnancy

  10. Validation of sick leave measures: self-reported sick leave and sickness benefit data from a Danish national register compared to multiple workplace-registered sick leave spells in a Danish municipality

    Directory of Open Access Journals (Sweden)

    Stapelfeldt Christina Malmose

    2012-08-01

    Full Text Available Abstract Background Previous validation studies of sick leave measures have focused on self-reports. Register-based sick leave data are considered to be valid; however methodological problems may be associated with such data. A Danish national register on sickness benefit (DREAM has been widely used in sick leave research. On the basis of sick leave records from 3,554 and 2,311 eldercare workers in 14 different workplaces, the aim of this study was to: 1 validate registered sickness benefit data from DREAM against workplace-registered sick leave spells of at least 15 days; 2 validate self-reported sick leave days during one year against workplace-registered sick leave. Methods Agreement between workplace-registered sick leave and DREAM-registered sickness benefit was reported as sensitivities, specificities and positive predictive values. A receiver-operating characteristic curve and a Bland-Altman plot were used to study the concordance with sick leave duration of the first spell. By means of an analysis of agreement between self-reported and workplace-registered sick leave sensitivity and specificity was calculated. Ninety-five percent confidence intervals (95% CI were used. Results The probability that registered DREAM data on sickness benefit agrees with workplace-registered sick leave of at least 15 days was 96.7% (95% CI: 95.6-97.6. Specificity was close to 100% (95% CI: 98.3-100. The registered DREAM data on sickness benefit overestimated the duration of sick leave spells by an average of 1.4 (SD: 3.9 weeks. Separate analysis on pregnancy-related sick leave revealed a maximum sensitivity of 20% (95% CI: 4.3-48.1. The sensitivity of self-reporting at least one or at least 56 sick leave day/s was 94.5 (95% CI: 93.4 – 95.5 % and 58.5 (95% CI: 51.1 – 65.6 % respectively. The corresponding specificities were 85.3 (95% CI: 81.4 – 88.6 % and 98.9 (95% CI: 98.3 – 99.3 %. Conclusions The DREAM register offered valid measures of sick

  11. VISITOR PERCEPTIONS OF THE ROLE OF TOUR GUIDES IN NATURAL RESOURCE MANAGEMENT AND SUSTAINABLE TOURISM

    OpenAIRE

    Ozlem Koroglu; Ozlem Guzel

    2013-01-01

    Undoubtedly, development of sustainable tourism activities is closely related to the protection of natural resources. Protection of natural resources is an important issue that should be taken seriously by the communities. Natural resource management includes sharing all the necessary responsibility for the purpose of protecting natural resources, ensuring the sustainability and leaving it to the next generation. This paper aims to explore the visitor perceptions of tour guides to contribute ...

  12. Maxillofacial prostheses challenges in resource constrained regions.

    Science.gov (United States)

    Tetteh, Sophia; Bibb, Richard J; Martin, Simon J

    2017-10-24

    This study reviewed the current state of maxillofacial rehabilitation in resource-limited nations. A rigorous literature review was undertaken using several technical and clinical databases using a variety of key words pertinent to maxillofacial prosthetic rehabilitation and resource-limited areas. In addition, interviews were conducted with researchers, clinicians and prosthetists that had direct experience of volunteering or working in resource-limited countries. Results from the review and interviews suggest rehabilitating patients in resource-limited countries remains challenging and efforts to improve the situation requires a multifactorial approach. In conclusion, public health awareness programmes to reduce the causation of injuries and bespoke maxillofacial prosthetics training programmes to suit these countries, as opposed to attempting to replicate Western training programmes. It is also possible that usage of locally sourced and cheaper materials and the use of low-cost technologies could greatly improve maxillofacial rehabilitation efforts in these localities. Implications for Rehabilitation More information and support needs to be provided to maxillofacial defect/injuries patients and to their families or guardians in a culturally sensitive manner by governments. The health needs, economic and psychological needs of the patients need to be taken into account during the rehabilitation process by clinicians and healthcare organizations. The possibility of developing training programs to suit these resource limited countries and not necessarily follow conventional fabrication methods must be looked into further by educational entities.

  13. Medical team training: applying crew resource management in the Veterans Health Administration.

    Science.gov (United States)

    Dunn, Edward J; Mills, Peter D; Neily, Julia; Crittenden, Michael D; Carmack, Amy L; Bagian, James P

    2007-06-01

    Communication failure, a leading source of adverse events in health care, was involved in approximately 75% of more than 7,000 root cause analysis reports to the Department of Veterans Affairs (VA) National Center for Patient Safety (NCPS). The VA NCPS Medical Team Training (MTT) program, which is based on aviation principles of crew resource management (CRM), is intended to improve outcomes of patient care by enhancing communication between health care professionals. Unique features of MTT include a full-day interactive learning session (facilitated entirely by clinical peers in a health care context), administration of pre-and postintervention safety attitudes questionnaires, and follow-up semistructured interviews with reports of program activities and lessons learned. Examples of projects in these facilities include intensive care unit (ICU) teams' patient-centered multidisciplinary rounds, surgical teams' preoperative briefings and debriefings, an entire operating room (OR) unit's adoption of "Rules of Conduct" for expected staff behavior, and an ICU team's use of the model for daily administrative briefings. An MTT program based on applied CRM principles was successfully developed and implemented in 43 VA medical centers from September 2003 to May 2007.

  14. Sugar beet leaves for functional ingredients

    NARCIS (Netherlands)

    Tamayo Tenorio, Angelica

    2017-01-01

    Plant leaves are recognised as a potential source for food applications based on their nutritional profile and interesting technological properties of leaf components, and based on the large availability of plant leaves in agricultural waste streams. Besides proteins, leaves have a rich

  15. Human resource management in post-conflict health systems: review of research and knowledge gaps.

    Science.gov (United States)

    Roome, Edward; Raven, Joanna; Martineau, Tim

    2014-01-01

    In post-conflict settings, severe disruption to health systems invariably leaves populations at high risk of disease and in greater need of health provision than more stable resource-poor countries. The health workforce is often a direct victim of conflict. Effective human resource management (HRM) strategies and policies are critical to addressing the systemic effects of conflict on the health workforce such as flight of human capital, mismatches between skills and service needs, breakdown of pre-service training, and lack of human resource data. This paper reviews published literatures across three functional areas of HRM in post-conflict settings: workforce supply, workforce distribution, and workforce performance. We searched published literatures for articles published in English between 2003 and 2013. The search used context-specific keywords (e.g. post-conflict, reconstruction) in combination with topic-related keywords based on an analytical framework containing the three functional areas of HRM (supply, distribution, and performance) and several corresponding HRM topic areas under these. In addition, the framework includes a number of cross-cutting topics such as leadership and governance, finance, and gender. The literature is growing but still limited. Many publications have focused on health workforce supply issues, including pre-service education and training, pay, and recruitment. Less is known about workforce distribution, especially governance and administrative systems for deployment and incentive policies to redress geographical workforce imbalances. Apart from in-service training, workforce performance is particularly under-researched in the areas of performance-based incentives, management and supervision, work organisation and job design, and performance appraisal. Research is largely on HRM in the early post-conflict period and has relied on secondary data. More primary research is needed across the areas of workforce supply, workforce

  16. Additive effect of calcium depletion and low resource quality on Gammarus fossarum (Crustacea, Amphipoda) life history traits.

    Science.gov (United States)

    Rollin, Marc; Coulaud, Romain; Danger, Michael; Sohm, Bénédicte; Flayac, Justine; Bec, Alexandre; Chaumot, Arnaud; Geffard, Olivier; Felten, Vincent

    2018-04-01

    Gammarus fossarum is an often-abundant crustacean detritivore that contributes importantly to leaf litter breakdown in oligotrophic, mainly heterotrophic, headwater streams. This species requires large amounts of Ca to moult, thus allowing growth and reproduction. Because resource quality is tightly coupled to the organism's growth and physiological status, we hypothesised that low Ca concentration [Ca] and low food resource quality (low phosphorus [P] and/or reduced highly unsaturated fatty acid [HUFA] contents) would interactively impair molecular responses (gene expression) and reproduction of G. fossarum. To investigate the effects of food resources quality, we experimentally manipulated the P content of sycamore leaves and also used diatoms because they contain high amounts of HUFAs. Three resource quality treatments were tested: low quality (LQ, unmanipulated leaves: low P content), high quality 1 (HQ1; P-manipulated leaves: high P content), and high quality 2 (unmanipulated leaves supplemented with a pellet containing diatoms: high P and HUFA content). Naturally, demineralised stream water was supplemented with CaSO 4 to obtain three Ca concentrations (2, 3.5, and 10.5 mg Ca L -1 ). For 21 days, pairs of G. fossarum were individually exposed to one of the nine treatments (3 [Ca] × 3 resource qualities). At the individual level, strong and significant delays in moult stage were observed in gammarids exposed to lower [Ca] and to lower resource quality, with additive effects lengthening the duration of the reproductive cycle. Effects at the molecular level were investigated by measuring expression of 12 genes involved in energy production, translation, or Ca or P homeostasis. Expression of ATP synthase beta (higher in HQ2), calcified cuticle protein (higher in HQ1 and HQ2), and tropomyosin (higher in HQ2 compared to HQ1) was significantly affected by resource quality, and significant additive effects on Ca transporting ATPase expression were induced by

  17. Real Time Cockpit Resource Management (CRM) Training

    Science.gov (United States)

    2010-10-01

    large numbers of these systems (Office of the Secretary of Defense, 2006). Future aircraft design is following current trends towards unmanned...effects of interactive immersive classroom training, eLearning , Web-based gaming and the hands-on team trainer. With the pertinent human factors skills...will be extremely valuable in making improvements to the course in the future . On a slightly less positive note, responses to questions 19-22

  18. INTRODUCTION OF A NEW LEAVE MANAGEMENT SYSTEM

    CERN Document Server

    HR Division

    2000-01-01

    The introduction of new leave rules (arising from the RSL, PRP and other programmes) has made the present leave management system rather complicated and difficult to manage. It has therefore been decided to replace it with a more flexible and adaptable system, which will come into force on 1st October 2000. Henceforth, days of leave will be credited monthly instead of annually. Members of the personnel will have round-the-clock direct access to more detailed, confidential information regarding their various kinds of leave.They will also receive a personal monthly statement with their pay slips. The new system does not require any amendment of the regulations, except with respect to the frequency of leave calculations (monthly instead of annual). I. Main characteristics of the new leave system 1. The main feature of the new system is the creation of accounts to which leave will be credited or debited as appropriate. Depending on their circumstances, members of the personnel may have up to four individual leave...

  19. Motherhood during residency training: challenges and strategies.

    Science.gov (United States)

    Walsh, Allyn; Gold, Michelle; Jensen, Phyllis; Jedrzkiewicz, Michelle

    2005-07-01

    To determine what factors enable or impede women in a Canadian family medicine residency program from combining motherhood with residency training. To determine how policies can support these women, given that in recent decades the number of female family medicine residents has increased. Qualitative study using in-person interviews. McMaster University Family Medicine Residency Program. Twenty-one of 27 family medicine residents taking maternity leave between 1994 and 1999. Semistructured interviews. The research team reviewed transcripts of audiotaped interviews for emerging themes; consensus was reached on content and meaning. NVIVO software was used for data analysis. Long hours, unpredictable work demands, guilt because absences from work increase workload for colleagues, and residents' high expectations of themselves cause pregnant residents severe stress. This stress continues upon return to work; finding adequate child care is an added stress. Residents report receiving less support from colleagues and supervisors upon return to work; they associate this with no longer being visibly pregnant. Physically demanding training rotations put additional strain on pregnant residents and those newly returned to work. Flexibility in scheduling rotations can help accommodate needs at home. Providing breaks, privacy, and refrigerators at work can help maintain breastfeeding. Allowing residents to remain involved in academic and clinical work during maternity leave helps maintain clinical skills, build new knowledge, and promote peer support. Pregnancy during residency training is common and becoming more common. Training programs can successfully enhance the experience of motherhood during residency by providing flexibility at work to facilitate a healthy balance among the competing demands of family, work, and student life.

  20. Distributed Problem Based Learning in a Low Resources Setting: The design and evaluation of a problem-based, web-based curriculum for training family doctors in Brazil

    NARCIS (Netherlands)

    J.B.C. Tomaz (Cisne)

    2013-01-01

    markdownabstract__Abstract__ This thesis explored the use of distributed PBL in health professional education in a low-resources context. Three central questions were studied in this thesis: (a) Is distance education an acceptable educational strategy to train family health professionals in the

  1. Selection of anthracnose resistant common beans using detached leaves in partially controlled environment

    Directory of Open Access Journals (Sweden)

    Alisson Campos Pereira

    2014-08-01

    Full Text Available The objectives of this study were to evaluate the possibility of selecting anthracnose resistant common bean plants using detached primary leaves in partially controlled environment of a greenhouse and identify differences in the reaction of genotypes to anthracnose. The common bean cultivars Ouro Negro, OuroVermelho, ManteigãoFosco 11, Rudá, Rudá-R, VP8, BRSMG Madrepérola, Pérola, MeiaNoite and BRSMG Talismãwere characterizedfor resistance to the races 65, 81 and 453 of Colletotrichum lindemuthianum and the method of detached primary leaves was compared to the method with the traditional inoculation of plants at the phenological stage V2. The lines Rudá, Rudá-R and Pérola were inoculated with the races 65 and 453 of C. lindemuthianum, aiming to assess the rate of coincidence of anthracnose severity by both inoculation methods. In general, the two methods presented similar results for the reaction of the cultivars. The use of detached primary leaves of common bean plants in the partially controlled environment was feasible for selection of plants resistant to anthracnose and has the advantages of low-needed infrastructure and reduction of resources, space and time.

  2. Female Intimate Partner Violence Survivors' Experiences with Accessing Resources

    Science.gov (United States)

    McLeod, Amy L.; Hays, Danica G.; Chang, Catherine Y.

    2010-01-01

    This phenomenological study investigates the types of personal and community resources that female intimate partner violence (IPV) survivors used when leaving an abusive male partner. Three African American and 2 European American IPV survivors, ages 24 to 38 years, described positive and negative experiences with social support, personal…

  3. Training Standardization

    International Nuclear Information System (INIS)

    Agnihotri, Newal

    2003-01-01

    The article describes the benefits of and required process and recommendations for implementing the standardization of training in the nuclear power industry in the United States and abroad. Current Information and Communication Technologies (ICT) enable training standardization in the nuclear power industry. The delivery of training through the Internet, Intranet and video over IP will facilitate this standardization and bring multiple benefits to the nuclear power industry worldwide. As the amount of available qualified and experienced professionals decreases because of retirements and fewer nuclear engineering institutions, standardized training will help increase the number of available professionals in the industry. Technology will make it possible to use the experience of retired professionals who may be interested in working part-time from a remote location. Well-planned standardized training will prevent a fragmented approach among utilities, and it will save the industry considerable resources in the long run. It will also ensure cost-effective and safe nuclear power plant operation

  4. 38 CFR 21.342 - Leave accounting policy.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Leave accounting policy. 21.342 Section 21.342 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS.... Chapter 31 Leaves of Absence § 21.342 Leave accounting policy. (a) Amount of leave. A veteran pursuing one...

  5. A rehabilitation training partnership in Madagascar.

    Science.gov (United States)

    Andrianabela, Sonia; Hariharan, Ram; Ford, Helen L; Chamberlain, M Anne

    2015-09-01

    We describe here the development of a mid-level training programme for doctors in Madagascar to direct regional and national rehabilitation services. Eight doctors enrolled and all gained their diplomas and have gone on to form the Association of Physical and Rehabilitation Medicine of Madagascar, which is leading further training and service developments. The course was specific to Madagascar's needs, and was devised according to the vision of the senior rehabilitation specialist in the Ministry of Health in Madagascar with support from the University of Antananarivo. The syllabus was developed with a senior Rehabilitation Medicine consultant responsible for setting up a comprehensive range of services and teaching in a University teaching hospital in the UK. Major barriers to success include the economic and political situation in Madagascar, which worsened steadily over the period of the training, the lack of resources for health, rehabilitation and rehabilitation workshops, and the withdrawal of aid. The sustainability of the training and the improved services that have been initiated will be evaluated, but these will be influenced by the situation of the country. It is hoped that this description of a highly practical training using modern teaching methods will be of use in other low-resource countries. Much of the teaching input was given by clinicians from a UK teaching hospital, and this resource will continue to be needed.

  6. Agroforestry In-Service Training. A Training Aid for Asia & the Pacific Islands (Honiara, Solomon Islands, South Pacific, October 23-29, 1983). Training for Development. Peace Corps Information Collection & Exchange Training Manual No. T-16.

    Science.gov (United States)

    Fillion, Jacob; Weeks, Julius

    The Forestry/Natural Resources Sector in the Office of Training and Program Support of the Peace Corps conducted an agroforestry inservice training workshop in Honiara, Solomon Islands, in 1983. Participants included Peace Corps volunteers and their host country national counterparts from six countries of the Pacific Islands and Asia (Western…

  7. Human resource development for management of decommissioning

    International Nuclear Information System (INIS)

    Tanaka, Kenichi

    2017-01-01

    This paper described the contents of 'Human resource development for the planning and implementation of safe and reasonable nuclear power plant decommissioning' as the nuclear human resource development project by the Ministry of Education, Culture, Sports, Science and Technology. The decommissioning of a nuclear power plant takes 30 to 40 years for its implementation, costing tens of billions of yen. As the period of decommissioning is almost the same as the operation period, it is necessary to provide a systematic and continuous supply of engineers who understand the essence of the decommissioning project. The engineers required here should have project management ability to take charge of preparation, implementation, and termination of decommissioning, and have the ability to perform not only technology, but also factor management, cost management, and the like. As the preconditions of these abilities, it is important to develop human resources who possess qualities that can oversee decommissioning in the future. The contents of human resource education are as follows; (1) desk training (teaching materials: facilities of nuclear power plants, management of nuclear fuels, related laws, decommissioning work, decontamination, dismantling, disposal of waste, etc.), (2) field training (simulators, inspection of power station under decommissioning, etc.), (3) practical training (radiation inventory evaluation, and safety assessment), and (4) inspection of overseas decommissioning, etc. (A.O.)

  8. Can training improve human performance

    International Nuclear Information System (INIS)

    Waylett, W.J. Jr.

    1986-01-01

    The nuclear industry has made a significant commitment to improve training through the implementation of performance-based training programs. Senior management expects that human performance improvement will result from this significant resource allocation. The author examines this hypothesis and discusses other issues that may interfere with enhancing human performance through training. The integration of quality improvement concepts to support training is also discussed by the author, who was a pioneer facilitator during the development of Florida Power and Light Company's Quality Improvement Program. Critical success factors are proposed based on the author's experience as a plant manager, training manager and quality facilitator

  9. Sick Leave and Factors Influencing Sick Leave in Adult Patients with Atopic Dermatitis : A Cross-Sectional Study

    NARCIS (Netherlands)

    van Os-Medendorp, Harmieke; Appelman-Noordermeer, Simone; Bruijnzeel-Koomen, Carla A.F.M.; de Bruin-Weller, MS

    2015-01-01

    BACKGROUND: Little is known about the prevalence of sick leave due to atopic dermatitis (AD). The current literature on factors influencing sick leave is mostly derived from other chronic inflammatory diseases. This study aimed to determine the prevalence of sick leave due to AD and to identify

  10. Genes up-regulated during red coloration in UV-B irradiated lettuce leaves.

    Science.gov (United States)

    Park, Jong-Sug; Choung, Myoung-Gun; Kim, Jung-Bong; Hahn, Bum-Soo; Kim, Jong-Bum; Bae, Shin-Chul; Roh, Kyung-Hee; Kim, Yong-Hwan; Cheon, Choong-Ill; Sung, Mi-Kyung; Cho, Kang-Jin

    2007-04-01

    Molecular analysis of gene expression differences between green and red lettuce leaves was performed using the SSH method. BlastX comparisons of subtractive expressed sequence tags (ESTs) indicated that 7.6% of clones encoded enzymes involved in secondary metabolism. Such clones had a particularly high abundance of flavonoid-metabolism proteins (6.5%). Following SSH, 566 clones were rescreened for differential gene expression using dot-blot hybridization. Of these, 53 were found to overexpressed during red coloration. The up-regulated expression of six genes was confirmed by Northern blot analyses. The expression of chalcone synthase (CHS), flavanone 3-hydroxylase (F3H), and dihydroflavonol 4-reductase (DFR) genes showed a positive correlation with anthocyanin accumulation in UV-B-irradiated lettuce leaves; flavonoid 3',5'-hydroxylase (F3',5'H) and anthocyanidin synthase (ANS) were expressed continuously in both samples. These results indicated that the genes CHS, F3H, and DFR coincided with increases in anthocyanin accumulation during the red coloration of lettuce leaves. This study show a relationship between red coloration and the expression of up-regulated genes in lettuce. The subtractive cDNA library and EST database described in this study represent a valuable resource for further research for secondary metabolism in the vegetable crops.

  11. Water Resources Research Institute | Mississippi State University

    Science.gov (United States)

    Welcome The Mississippi Water Resources Research Institute provides a statewide center of expertise in water and associated land-use and serves as a repository of knowledge for use in education private interests in the conservation, development, and use of water resources; to provide training

  12. Employer Provisions for Parental Leave.

    Science.gov (United States)

    Meisenheimer, Joseph R., II

    1989-01-01

    Slightly more than one-third of full-time employees in medium and large firms in private industry were covered by maternity- or paternity-leave policies; days off were usually leave without pay. (Author)

  13. THE EFFECT OF HARVESTING TIME AND DEGREE OF LEAVES MATURATION ON VITEKSIKARPIN LEVEL IN LEGUNDI LEAVES (Vitex trifolia L.

    Directory of Open Access Journals (Sweden)

    Yosi Bayu Murti

    2015-11-01

    Full Text Available Legundi (Vitex trifolia L. is one of Indonesia’s traditional crops that have not been studied and developed into fitofarmaka. Legundi leaves can be used for therapy in asthmatics with optimum level. Therefore it is necessary for optimization of harvesting Legundi leaves which includes time and degree of maturation of the leaves. Harvesting time optimization by means of harvesting the leaves at the different times i.e. morning, noon, and evening, while the leaf maturation level optimization by way of harvesting leaves numbered one through five of the youngest end, then the time of harvesting and leaves that provide optimum levels of viteksikarpin were assigned. Measurements of viteksikarpin assigned using TLCdensitometry then analyzed using Wincats software and Microsoft Office Excel 2007. The highest viteksikarpin levels in Legundi leaves harvested in the afternoon, then during the day, and the lowest in the morning. The highest viteksikarpin levels of Legundi leaves were on second leaf, first leaf, third leaf, fourth leaf, and the lowest on fifth leaf. Optimum levels of viteksikarpin in Legundi leaves was harvested in the afternoon by picking the first until the third leaf.

  14. Decision Making Training in the Mission Operations Directorate

    Science.gov (United States)

    O'Keefe, William S.

    2013-01-01

    At JSC, we train our new flight controllers on a set of team skills that we call Space Flight Resource Management (SFRM). SFRM is akin to Crew Resource Management for the airlines and trains flight controllers to work as an effective team to reduce errors and improve safety. We have developed this training over the years with the assistance of Ames Research Center, Wyle Labs and University of Central Florida. One of the skills we teach is decision making/ problem solving (DM/PS). We teach DM/PS first in several classroom sessions, reinforce it in several part task training environments, and finally practice it in full-mission, full-team simulations. What I am proposing to talk about is this training flow: its content and how we teach it.

  15. Fair Access to and Benefit Sharing of Genetic Resources : National ...

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

    Local practices pertaining to biodiversity conservation, crop improvement and natural resource management are under stress. Existing laws and mechanisms - such as intellectual property rights (IPRs) - leave communities open to biopiracy because they protect individual as opposed to collective rights and do not recognize ...

  16. INTRODUCTION OF A NEW LEAVE MANAGEMENT SYSTEM

    CERN Multimedia

    DIVISION HR

    2000-01-01

    The introduction of new leave rules (arising from the RSL, PRP and other programs) has made the present leave management system rather complicated and difficult to manage. It has therefore been decided to replace it with a more flexible and adaptable system, which will come into force on 1st October 2000. Henceforth, days of leave will be credited monthly instead of annually. Members of the personnel will have round-the-clock direct access to more detailed, confidential information regarding their various kinds of leave. They will also receive a personal monthly statement with their pay slips. The new system does not require any amendment of the regulations, except with respect to the frequency of leave calculations (monthly instead of annual). I. Main characteristics of the new leave system1. The main feature of the new system is the creation of accounts to which leave will be credited or debited as appropriate. Depending on their circumstances, members of the personnel may have up to four individual leave a...

  17. 30 CFR 46.4 - Training plan implementation.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Training plan implementation. 46.4 Section 46.4..., SURFACE CLAY, COLLOIDAL PHOSPHATE, OR SURFACE LIMESTONE MINES. § 46.4 Training plan implementation. (a... accordance with the written training plan; (2) Presented by a competent person; and (3) Presented in language...

  18. DYNAMIC SUFFICIENCY OF THE MAGNETICALLY SUSPENDED TRAIN

    Directory of Open Access Journals (Sweden)

    V. A. Polyakov

    2013-11-01

    Full Text Available Purpose. The basic criterion of the magnetically suspended train's consumer estimation is a quality of its mechanical motion. This motion is realized in unpredictable conditions and, for purposefulness preservation, should adapt to them. Such adaptation is possible only within the limits of system’s dynamic sufficiency. Sufficiency is understood as presence at system of resources, which allow one to realize its demanded motions without violating actual restrictions. Therefore presence of such resources is a necessary condition of preservation of required purposefulness of train's dynamics, and verification of the mentioned sufficiency is the major component of this dynamic research. Methodology. Methods of the set theory are used in work. Desirable and actual approachability spaces of the train are found. The train is considered dynamically sufficient in zones of the specified spaces overlapping. Findings. Within the limits of the accepted treatment of train's dynamic sufficiency, verification of its presence, as well as a stock (or deficiency of preservations can be executed by the search and the subsequent estimation of such overlapping zones. Operatively (directly during motion it can be realized on the train's ODC with use, for example, of computer mathematics system Mathematica. It possesses extensive opportunities of highly efficient and, at the same time, demanding an expense concerning small resources information manipulation. The efficiency of using of created technique is illustrated on an example of vehicle's acceleration research. Calculation is executed with use of the constructed computer model of interaction of an independent traction electromagnetic subsystem of an artifact with its mechanical subsystem. Originality. The technique of verification of the high-speed magnetically suspended train's dynamic sufficiency is developed. The technique is highly efficient, it provides sufficient presentation and demands an expense of the

  19. Examining the Evolution of Paid Parental Leave.

    Science.gov (United States)

    Sladek, Carol

    While the United States continues to be the only developed nation without mandated paid maternity leave, U.S. employers are blazing their own trail for new parents. This article defines parental leave, explains what's driving the increased interest in paid parental leave among employers offering it and discusses how paid parental leave can benefit employers and employees alike. Finally, the author discusses why not all employers are offering these benefits as well as considerations for employers contemplating whether paid parental leave is right for them.

  20. Different gene expression patterns between leaves and flowers in Lonicera japonica revealed by transcriptome analysis

    Directory of Open Access Journals (Sweden)

    Libin eZhang

    2016-05-01

    Full Text Available The perennial and evergreen twining vine, Lonicera japonica is an important herbal medicine with great economic value. However, gene expression information for flowers and leaves of L. japonica remains elusive, which greatly impedes functional genomics research on this species. In this study, transcriptome profiles from leaves and flowers of L. japonica were examined using next-generation sequencing technology. A total of 239.41 million clean reads were used for de novo assembly with Trinity software, which generated 150,523 unigenes with N50 containing 947 bp. All the unigenes were annotated using Nr, SwissProt, COGs (Clusters of Orthologous Groups, GO (Gene Ontology and KEGG (Kyoto Encyclopedia of Genes and Genomes databases. A total of 35,327 differentially expressed genes (DEGs, P≤0.05 between leaves and flowers were detected. Among them, a total of 6,602 DEGs were assigned with important biological processes including Metabolic process, Response to stimulus, Cellular process and etc. KEGG analysis showed that three possible enzymes involved in the biosynthesis of chlorogenic acid were up-regulated in flowers. Furthermore, the TF-based regulation network in L. japonica identified three differentially expressed transcription factors between leaves and flowers, suggesting distinct regulatory roles in L. japonica. Taken together, this study has provided a global picture of differential gene expression patterns between leaves and flowers in L japonica, providing a useful genomic resource that can also be used for functional genomics research on L. japonica in the future.

  1. Global Mental Health: Five Areas for Value-Driven Training Innovation.

    Science.gov (United States)

    Kohrt, Brandon A; Marienfeld, Carla B; Panter-Brick, Catherine; Tsai, Alexander C; Wainberg, Milton L

    2016-08-01

    In the field of global mental health, there is a need for identifying core values and competencies to guide training programs in professional practice as well as in academia. This paper presents the results of interdisciplinary discussions fostered during an annual meeting of the Society for the Study of Psychiatry and Culture to develop recommendations for value-driven innovation in global mental health training. Participants (n = 48), who registered for a dedicated workshop on global mental health training advertised in conference proceedings, included both established faculty and current students engaged in learning, practice, and research. They proffered recommendations in five areas of training curriculum: values, competencies, training experiences, resources, and evaluation. Priority values included humility, ethical awareness of power differentials, collaborative action, and "deep accountability" when working in low-resource settings in low- and middle-income countries and high-income countries. Competencies included flexibility and tolerating ambiguity when working across diverse settings, the ability to systematically evaluate personal biases, historical and linguistic proficiency, and evaluation skills across a range of stakeholders. Training experiences included didactics, language training, self-awareness, and supervision in immersive activities related to professional or academic work. Resources included connections with diverse faculty such as social scientists and mentors in addition to medical practitioners, institutional commitment through protected time and funding, and sustainable collaborations with partners in low resource settings. Finally, evaluation skills built upon community-based participatory methods, 360-degree feedback from partners in low-resource settings, and observed structured clinical evaluations (OSCEs) with people of different cultural backgrounds. Global mental health training, as envisioned in this workshop, exemplifies

  2. Positive and negative consequences of sick leave for the individual, with special focus on part-time sick leave.

    Science.gov (United States)

    Sieurin, Leif; Josephson, Malin; Vingård, Eva

    2009-01-01

    To describe the consequences of long-term sick leave (>28 days) on working situation, health and lifestyle among employees from the public sector in Sweden. Employees in four county councils and two municipalities on long term sick leave on 1 November 2005 (n = 1,128) answered a questionnaire in February 2006. The response rate was 71.7%. Eighty seven per cent were still on sick leave when the questionnaire was answered: 54% part time and 33% full time. Reporting positive consequences was rare but reporting negative consequences, such as effects on the development of salary, the possibilities of pursuing a career or to change to another job were common. Sick leave seemed to lead to a considerable loss of zest for work, even if the respondents were back in work full time. Regardless of the negative consequences at work, 92% of those on part-time sick leave believed that the part-time sick leave was good for them even if many thought it had negative consequences for employer and colleagues. Long-term sick leave has negative consequences for the individual in work situations, even for those back at work full time. The development of salary and career seem to be most affected. The attitude towards part-time sick leave was positive and this result indicates that there is a potential for an increased degree of partial return to work in the group of people on long-term sick leave.

  3. A scoping review of training and deployment policies for human resources for health for maternal, newborn, and child health in rural Africa.

    Science.gov (United States)

    Murphy, Gail Tomblin; Goma, Fastone; MacKenzie, Adrian; Bradish, Stephanie; Price, Sheri; Nzala, Selestine; Rose, Annette Elliott; Rigby, Janet; Muzongwe, Chilweza; Chizuni, Nellisiwe; Carey, Amanda; Hamavhwa, Derrick

    2014-12-16

    Most African countries are facing a human resources for health (HRH) crisis, lacking the required workforce to deliver basic health care, including care for mothers and children. This is especially acute in rural areas and has limited countries' abilities to meet maternal, newborn, and child health (MNCH) targets outlined by Millennium Development Goals 4 and 5. To address the HRH challenges, evidence-based deployment and training policies are required. However, the resources available to country-level policy makers to create such policies are limited. To inform future HRH planning, a scoping review was conducted to identify the type, extent, and quality of evidence that exists on HRH policies for rural MNCH in Africa. Fourteen electronic health and health education databases were searched for peer-reviewed papers specific to training and deployment policies for doctors, nurses, and midwives for rural MNCH in African countries with English, Portuguese, or French as official languages. Non-peer reviewed literature and policy documents were also identified through systematic searches of selected international organizations and government websites. Documents were included based on pre-determined criteria. There was an overall paucity of information on training and deployment policies for HRH for MNCH in rural Africa; 37 articles met the inclusion criteria. Of these, the majority of primary research studies employed a variety of qualitative and quantitative methods. Doctors, nurses, and midwives were equally represented in the selected policy literature. Policies focusing exclusively on training or deployment were limited; most documents focused on both training and deployment or were broader with embedded implications for the management of HRH or MNCH. Relevant government websites varied in functionality and in the availability of policy documents. The lack of available documentation and an apparent bias towards HRH research in developed areas suggest a need for

  4. Use of Job and Task Analysis in Training.

    Science.gov (United States)

    George Washington Univ., Alexandria, VA. Human Resources Research Office.

    A t a briefing sponsored by the Office of the Deputy Chief of Staff for Individual Training, members of the Human Resources Research Office reported on four projects using job and task analysis in different training situations. Wor k Unit STOCK was a training program designed to develop training management procedures for heterogeneous ability…

  5. Associational resistance protects mangrove leaves from crab herbivory

    Science.gov (United States)

    Erickson, Amy A.; Bell, Susan S.; Dawes, Clinton J.

    2012-05-01

    While associational defenses have been well documented in many plant and algal ecosystems, this study is the first to document associational resistance in mangroves. Mangrove tree crab (Aratus pisonii) density and herbivory on three life-stages of the red mangrove (Rhizophora mangle) were documented in pure red versus mixed-species and predominantly non-red mangrove stands containing black (Avicennia germinans) and white (Laguncularia racemosa) mangroves in 1999-2000 in Tampa Bay, Florida. This study first established that R. mangle is the focal species in the context of associational resistance because it is damaged more than either of the other mangrove species. Next, it was hypothesized that crab density and leaf damage on R. mangle would be lower when in mixed-species and predominantly non-red versus red mangrove stands. A non-significant trend suggested that crab density varies among stands, and crab damage on R. mangle leaves was significantly lower in mixed-species and non-red stands. Mechanisms to explain associational resistance were examined. Positive Pearson correlations between the percent of adult R. mangle in a stand and both crab density and R. mangle leaf damage provided support for the resource concentration hypothesis. Limited support was found for the attractant-decoy hypothesis because the total amount of damaged leaves of all mangrove species combined typically differed among stands, suggesting that crabs were not shifting to alternative mangrove species to offset reduced availability of R. mangle leaves. Finally, while R. mangle seedlings were shorter in non-red stands compared to others, intra-specific differences in R. mangle leaf chemistry and sclerophylly among stands failed to explain associational patterns. These combined results argue for the need for additional experiments to elucidate mechanisms responsible for defensive plant associations in mangrove ecosystems and to determine whether such associations could be of use in mangrove

  6. 5 CFR 630.906 - Transfer of annual leave.

    Science.gov (United States)

    2010-01-01

    ... employing agency may not be sufficient to meet the needs of the leave recipient; or (3) In the judgment of... specified leave recipient. Except as provided in paragraph (f) of this section, annual leave may be transferred only to a leave recipient employed by the leave donor's employing agency. (b) Except as provided...

  7. Three essays on human resource management

    OpenAIRE

    Avgoustaki, Argyro

    2012-01-01

    This thesis comprises three essays on human resource management. The first one studies the effect of on-the-job training on firm productivity using a micro-dataset of a large firm in Greece for the period 2005 to 2006. The data consist of daily observations on the productivity of the same workers tracked before, during, and after the receipt of training. Overall, the empirical findings show that after the implementation of on-the-job training, productivity improves by almost 6.5 percent. Resu...

  8. Nurses' leaving intentions: antecedents and mediating factors.

    Science.gov (United States)

    Takase, Miyuki; Yamashita, Noriko; Oba, Keiko

    2008-05-01

    This paper is a report of a study to investigate how nurses' work values, perceptions of environmental characteristics, and organizational commitment are related to their leaving intentions. Nurse leaving is a serious international problem as it contributes to the nursing shortage that threatens the welfare of society. The characteristics of nurses, the work environment and nurses' feelings towards their jobs (or organizations) have an impact on their leaving intentions. A convenience sample of 849 Registered Nurses was recruited from three public hospitals in the central-west region of Japan during 2006 and 319 completed questionnaires were returned (response rate 39%). Data were analysed using regression analysis. Nurses' work values and their perceptions of their workplace environment interacted to influence leaving intentions. When there was a match between the importance nurses placed on being able to challenge current clinical practices and the number of the actual opportunities to do so, leaving intentions were low. When there was a mismatch, intention to quit the job became stronger. In addition, organizational commitment intervened between nurses' perceptions of the match in clinical challenges and leaving intention. Nurses' leaving intentions, deserve extensive exploration of their causes. Such exploration should include attending to both nurses' needs and organizational characteristics, investigating how the match between them could affect nurses' leaving intention, and exploring factors that intervene between nurses' perceptions of the match and leaving intention.

  9. [Modeling polarimetric BRDF of leaves surfaces].

    Science.gov (United States)

    Xie, Dong-Hui; Wang, Pei-Juan; Zhu, Qi-Jiang; Zhou, Hong-Min

    2010-12-01

    The purpose of the present paper is to model a physical polarimetric bidirectional reflectance distribution function (pBRDF), which can character not only the non-Lambertian but also the polarized features in order that the pBRDF can be applied to analyze the relationship between the degree of polarization and the physiological and biochemical parameters of leaves quantitatively later. Firstly, the bidirectional polarized reflectance distributions from several leaves surfaces were measured by the polarized goniometer developed by Changchun Institute of Optics, Fine Mechanics and Physics, Chinese Academy of Sciences. The samples of leaves include two pieces of zea mays L. leaves (young leaf and mature leaf) and a piece of E. palcherrima wild leaf. Non-Lambertian characteristics of directional reflectance from the surfaces of these three leaves are obvious. A Cook-Torrance model was modified by coupling the polarized Fresnel equations to simulate the bidirectional polarized reflectance properties of leaves surfaces. The three parameters in the modified pBRDF model, such as diffuse reflectivity, refractive index and roughness of leaf surface were inversed with genetic algorithm (GA). It was found that the pBRDF model can fit with the measured data well. In addition, these parameters in the model are related with both the physiological and biochemical properties and the polarized characteristics of leaves, therefore it is possible to build the relationships between them later.

  10. Quality of Work Life, Nurses' Intention to Leave the Profession, and Nurses Leaving the Profession: A One-Year Prospective Survey.

    Science.gov (United States)

    Lee, Ya-Wen; Dai, Yu-Tzu; Chang, Mei Yeh; Chang, Yue-Cune; Yao, Kaiping Grace; Liu, Mei-Chun

    2017-07-01

    To examine the associations among quality of work life, nurses' intention to leave the profession, and nurses leaving the profession. A prospective study design was used. Participants were 1,283 hospital nurses with a purposive sampling in Taiwan. The self-reported questionnaire consisted of three questionnaires: the Chinese version of the Quality of Nursing Work Life scale, an intention-to-leave profession questionnaire, and a demographic questionnaire. Records of nurses leaving the profession were surveyed 1 year later. Data were analyzed by descriptive statistics and inferential statistics. As many as 720 nurses (56.1%) had tendencies to leave their profession. However, only 31 nurses (2.5%) left their profession 1 year later. Nurses' intention to leave the profession mediated the relationship between the milieu of respect and autonomy, quality of work life, and nurses leaving the profession. The milieu of respect and autonomy describing the quality of work life predicts the nurses' intention to leave the profession, and together these predict nurses leaving the profession. This study illustrates that nurse managers could provide effective interventions to ameliorate the milieu of respect and autonomy aspect of quality of work life to prevent nurses from leaving their profession. © 2017 Sigma Theta Tau International.

  11. A Comparative Evaluation of Preservice Training of Kinship and Nonkinship Foster/Adoptive Families

    Science.gov (United States)

    Christenson, Brian; McMurtry, Jerry

    2007-01-01

    In 2003, Idaho selected the Foster PRIDE/Adopt PRIDE preservice training and resource family development program. PRIDE participants (n=228) completed a pre and posttest survey based on the PRIDE training competencies in 2004-2005. Results indicate that PRIDE is an effective training and resource family development program. Providing and…

  12. Army Transformation and Digitization - Training and Resource Challenges

    National Research Council Canada - National Science Library

    Ferrell, Robert

    2002-01-01

    .... A changing world order, diminishing resources and rapid and continuous advances in technology are the driving forces behind the Army's transformation campaign and the redesign of the force to the Force XXI concept...

  13. Upgrading Training Skill Levels And Overall Human Resource ...

    African Journals Online (AJOL)

    African Journal for the Psychological Study of Social Issues ... Human Resource Development Of Women For Employment Opportunities ... This setoff inferiority complex and gender enslavement that have been given chance to grow in Nigeria.

  14. Cost-utility analysis of a one-time supervisor telephone contact at 6-weeks post-partum to prevent extended sick leave following maternity leave in The Netherlands: results of an economic evaluation alongside a randomized controlled trial.

    Science.gov (United States)

    Uegaki, Kimi; Stomp-van den Berg, Suzanne G M; de Bruijne, Martine C; van Poppel, Mireille N M; Heymans, Martijn W; van Mechelen, Willem; van Tulder, Maurits W

    2011-01-27

    Working women of childbearing age are a vital part of the population. Following childbirth, this group of women can experience a myriad of physical and mental health problems that can interfere with their ability to work. Currently, there is little known about cost-effective post-partum interventions to prevent work disability. The purpose of the study was to evaluate whether supervisor telephone contact (STC) during maternity leave is cost-effective from a societal perspective in reducing sick leave and improving quality-adjusted life years (QALYs) compared to common practice (CP). We conducted an economic evaluation alongside a randomized controlled trial. QALYs were measured by the EuroQol 5-D, and sick leave and presenteeism by the Health and work Performance Questionnaire. Resource use was collected by questionnaires. Data were analysed according to intention-to-treat. Missing data were imputed via multiple imputation. Uncertainty was estimated by 95% confidence intervals, cost-utility planes and curves, and sensitivity analyses. 541 working women from 15 companies participated. Response rates were above 85% at each measurement moment. At the end of the follow-up, no statistically significant between-group differences in QALYs, mean hours of sick leave or presenteeism or costs were observed. STC was found to be less effective and more costly. For willingness-to-pay levels from €0 through €50,000, the probability that STC was cost-effective compared to CP was 0.2. Overall resource use was low. Mean total costs were €3678 (95% CI: 3386; 3951). Productivity loss costs represented 37% of the total costs and of these costs, 48% was attributable to sick leave and 52% to work presenteeism. The cost analysis from a company's perspective indicated that there was a net cost associated with the STC intervention. STC was not cost-effective compared to common practice for a healthy population of working mothers; therefore, implementation is not indicated. The cost

  15. Cost-utility analysis of a one-time supervisor telephone contact at 6-weeks post-partum to prevent extended sick leave following maternity leave in The Netherlands: results of an economic evaluation alongside a randomized controlled trial

    Directory of Open Access Journals (Sweden)

    van Poppel Mireille NM

    2011-01-01

    Full Text Available Abstract Background Working women of childbearing age are a vital part of the population. Following childbirth, this group of women can experience a myriad of physical and mental health problems that can interfere with their ability to work. Currently, there is little known about cost-effective post-partum interventions to prevent work disability. The purpose of the study was to evaluate whether supervisor telephone contact (STC during maternity leave is cost-effective from a societal perspective in reducing sick leave and improving quality-adjusted life years (QALYs compared to common practice (CP. Methods We conducted an economic evaluation alongside a randomized controlled trial. QALYs were measured by the EuroQol 5-D, and sick leave and presenteeism by the Health and work Performance Questionnaire. Resource use was collected by questionnaires. Data were analysed according to intention-to-treat. Missing data were imputed via multiple imputation. Uncertainty was estimated by 95% confidence intervals, cost-utility planes and curves, and sensitivity analyses. Results 541 working women from 15 companies participated. Response rates were above 85% at each measurement moment. At the end of the follow-up, no statistically significant between-group differences in QALYs, mean hours of sick leave or presenteeism or costs were observed. STC was found to be less effective and more costly. For willingness-to-pay levels from €0 through €50,000, the probability that STC was cost-effective compared to CP was 0.2. Overall resource use was low. Mean total costs were €3678 (95% CI: 3386; 3951. Productivity loss costs represented 37% of the total costs and of these costs, 48% was attributable to sick leave and 52% to work presenteeism. The cost analysis from a company's perspective indicated that there was a net cost associated with the STC intervention. Conclusions STC was not cost-effective compared to common practice for a healthy population of working

  16. Further Democratizing Latin America: Broadening Access to Higher Education and Promoting Science Policies Focused on the Advanced Training of Human Resources

    Directory of Open Access Journals (Sweden)

    Manuel Heitor

    2014-08-01

    Full Text Available We focus this paper on the conditions to build reliable science, technology and higher education systems in Latin America, based on international comparative studies, fieldwork and interviews conducted over the last three years. The analysis shows that science can have a major role in furthering the democratization of society through public policies that foster opportunities to access knowledge and the advanced training of human resources. Broadening the social basis for higher education promotes the qualification of the labour force and contributes to social and economic development. The need to guarantee higher education diversity, strengthening scientific institutions and investing in a strong science base, is deemed as critical, but goes far beyond policies centred on innovation and industry-science relationships. It requires adequate training and attraction of skilled people, as well as the social promotion of a scientific and technological culture.

  17. The unintended consequences of maternity leaves: How agency interventions mitigate the negative effects of longer legislated maternity leaves.

    Science.gov (United States)

    Hideg, Ivona; Krstic, Anja; Trau, Raymond N C; Zarina, Tanya

    2018-06-07

    To support women in the workplace, longer legislated maternity leaves have been encouraged in Scandinavian countries and recently in Canada. Yet, past research shows that longer legislated maternity leaves (i.e., 1 year and longer) may unintentionally harm women's career progress. To address this issue, we first sought to identify one potential mechanism underlying negative effects of longer legislated maternity leaves: others' lower perceptions of women's agency. Second, we utilize this knowledge to test interventions that boost others' perceptions of women's agency and thus mitigate negative effects of longer legislated maternity leaves. We test our hypotheses in three studies in the context of Canadian maternity leave policies. Specifically, in Study 1, we found that others' lower perceptions of women's agency mediated the negative effects of a longer legislated maternity leave, that is, 1 year (vs. shorter, i.e., 1 month maternity leave) on job commitment. In Study 2, we found that providing information about a woman's agency mitigates the unintended negative effects of a longer legislated maternity leave on job commitment and hireability. In Study 3, we showed that use of a corporate program that enables women to stay in touch with the workplace while on maternity leave (compared to conditions in which no such program was offered; a program was offered but not used by the applicant; and the program was offered, but there was no information about its usage by the applicant) enhances agency perceptions and perceptions of job commitment and hireability. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  18. Remedial training: Will CRM work for everyone

    Science.gov (United States)

    Johnston, A. N.

    1987-01-01

    The subject of those pilots who seem unresponsive to Cockpit Resource Management (CRM) training is addressed. Attention is directed to the need and opportunity for remedial action. Emphasis is given to the requirement for new perspectives and additional training resources. It is also argued that, contrary to conventional training wisdom, such individuals do not represent a hard core which is beyond assistance. Some evidence is offered that such a new perspective will lend itself to a wider appreciation of certain specific training needs. The role of appropriately trained specialists is briefly outlined, and a selected bibliography is attached. The combined experiences of several Pilot Advisory Groups (PAG's) within IFALPA member association form the basis for this discussion. It does not purport to desribe the activities of any one PAG. While much of the activities of PAG's have no relevance to CRM, there are clearly some very important points of intersection. The relevance of these points to diagnostic skills, and remedial training in the general domain of CRM is made obvious.

  19. Superfund Training/Tech Transfer

    Data.gov (United States)

    U.S. Environmental Protection Agency — This asset includes a collection of information resources, training, and other media related to hazardous waste site cleanup and characterization. A major part of...

  20. Does CRM training work?

    Science.gov (United States)

    Helmreich, R. L.

    1991-01-01

    Formal cockpit resource management training in crew coordination concepts increases the percentage of crews rated as above average in performance and decreases the percentage of crews rated as below average.

  1. Simple measurement of light-interception by individual leaves in fruit vegetables by using an integrated solarimeter film

    International Nuclear Information System (INIS)

    Watanabe, S.; Nakano, Y.; Okano, K.

    2001-01-01

    Applicability of the integrated solarimeter film (Taisei Chemical Co. Ltd., Optleaf R-2D) for the measurement of amount of light-interception by individual leaves in fruit vegetables was investigated The fading rate of the film was highly correlated with the values measured by an integrated solarimeter at an open field, though the rate was depended on the air temperature during the measurement. Integrated solar radiation in a glasshouse could be estimated by the film as well as at an open field. Amount of light-interception by individual leaves of vertically trained watermelon plants could be measured by the film and light-interception characteristics of the plants could be expressed numerically. The integrated solarimeter film would be useful for analyzing light-interception characteristics in fruit vegetables

  2. [Comparison on polysaccharide content and PMP-HPLC fingerprints of polysaccharide in stems and leaves of Dendrobium officinale].

    Science.gov (United States)

    Zhou, Gui-Fen; Pang, Min-Xia; Chen, Su-Hong; Lv, Gui-Yuan; Yan, Mei-Qiu

    2014-03-01

    In order to provide scientific basics for exploitation and sufficient application of Dendrobium officinale leaves resources, the phenol-sulfuric acid method was applied to determine the polysaccharide content. The monosaccharides were derivated by PMP and the derivatives were identified by HPLC-DAD-ESI-MS(n) and the contents of mannose and glucose were determined simultaneously. Similarity evaluation system for chromatographic fingerprint of traditional Chinese medicine (2004A) was employed to generate the mean chromatogram and similarity analysis of the samples was carried out. The results demonstrated that polysaccharide content, monosaccharide compositions and composition ratio had an obvious difference between stems and leaves. The polysaccharide content of stems was higher than that of leaves. Monosaccharide composition in leaf was significantly different from that in stem. The polysaccharide from stems was composed of mannose and glucose, however the polysaccharide of leaves was acid heteropolysaccharide and was mainly composed of five monosaccharides, including mannose, galacturonic acid, glucose, galactose and arabinose. The similarity value of the 14 batches was above 0.9, indicating that similarity of fingerprints among different samples was high. The study can provide evidence for expanding the medicinal parts of D. officinale.

  3. 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.

  4. NDE training activities at the EPRI NDE Center

    International Nuclear Information System (INIS)

    Pherigo, G.L.

    1988-01-01

    The three principal categories of training activity at the EPRI NDE Center are in-service inspection (ISI) training, technical skills training, and human resource development. The ISI training category, which addresses recently developed NDE technologies that are ready for field application, is divided into two areas. One area provides ongoing training and qualification service to boiling water reactor (BWR) utilities in accordance with the Coordination Plan for NRC/EPRI/BWROG Training and Qualification Activities of NDE Personnel. This plan specifically addresses the detection and sizing of intergranular stress corrosion cracking (IGSCC). The second area includes training activities for other recently developed NDE technologies. Courses in this area include weld overlay examination and advanced eddy current data analysis. The technical skills training is developed and offered to support the basic NDE technology needs of the utilities, with emphasis on utility applications. These programs are provided in direct response to generic or specific needs identified by the utility NDE community. The human resource development activities are focused on long-term utility needs through awareness programs for high schools, technical schools, and universities. These training programs are described

  5. Best practices in bioinformatics training for life scientists.

    KAUST Repository

    Via, Allegra

    2013-06-25

    The mountains of data thrusting from the new landscape of modern high-throughput biology are irrevocably changing biomedical research and creating a near-insatiable demand for training in data management and manipulation and data mining and analysis. Among life scientists, from clinicians to environmental researchers, a common theme is the need not just to use, and gain familiarity with, bioinformatics tools and resources but also to understand their underlying fundamental theoretical and practical concepts. Providing bioinformatics training to empower life scientists to handle and analyse their data efficiently, and progress their research, is a challenge across the globe. Delivering good training goes beyond traditional lectures and resource-centric demos, using interactivity, problem-solving exercises and cooperative learning to substantially enhance training quality and learning outcomes. In this context, this article discusses various pragmatic criteria for identifying training needs and learning objectives, for selecting suitable trainees and trainers, for developing and maintaining training skills and evaluating training quality. Adherence to these criteria may help not only to guide course organizers and trainers on the path towards bioinformatics training excellence but, importantly, also to improve the training experience for life scientists.

  6. Optimizing compliance training for the waste management worker

    International Nuclear Information System (INIS)

    Copenhaver, E.D.

    1988-01-01

    Waste management workers are required to participate in special training mandated by a variety of Federal laws and DOE (Department of Energy) Orders; these include the Resource Conservation and Recovery Act (RCRA), Superfund Amendments Reauthorization Act (SARA) as implemented by OSHA (Occupational Safety and Health Administration) in CFR 1910.120, in addition to requirements for Hazard Communication, Radiation Workers, Respiratory Protection, Transportation, and Waste Generator training. The Technical Resources and Training Program is examining the course contents and mandated requirements to determine how to best meld these requirements into a training program that will still fulfill all requirements but eliminate the potential for duplication of some elements in successive courses. This approach may not eliminate all duplication between courses, but it should result in significant savings in man-hours demanded in a training environment which requires similar information to meet a host of regulatory requirements. The training matrix planned for Oak Ridge National Laboratory (ORNL) will be presented and discussed

  7. Optimizing compliance training for the waste management worker

    International Nuclear Information System (INIS)

    Copenhaver, E.D.

    1988-01-01

    Waste management workers are required to participate in special training mandated by a variety of Federal laws and DOE Orders; these include the Resource Conservation and Recovery Act (RCRA), Superfund Amendments Reauthorization Act (SARA) as implemented by OSHA in CFR 1920.120, in addition to requirements for Hazard Communication, Radiation Workers, Respiratory Protection, Transportation, and Waste Generator training. The Technical Resources and Training program is examining the course contents and mandated requirements to determine how to best meld these requirements into a training program that will still fulfill all requirements but eliminate the potential for duplication of some elements in successive courses. This approach may not eliminate all duplication between courses, but it should result in significant savings in manhours demanded in a training environment which requires similar information to meet a host of regulatory requirements. The training matrix planned for Oak Ridge National Laboratory (ORNL) will be presented and discussed. 22 refs., 3 tabs

  8. 30 CFR 250.1504 - May I use alternative training methods?

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 2 2010-07-01 2010-07-01 false May I use alternative training methods? 250... Safety Training § 250.1504 May I use alternative training methods? You may use alternative training methods. These methods may include computer-based learning, films, or their equivalents. This training...

  9. Training yourself while training students: the constant challenge of vocational training teachers.

    Science.gov (United States)

    Chatigny, Céline; Lévesque, Sophie; Riel, Jessica

    2012-01-01

    This study characterized teachers' work at a vocational training (VT) center and the conditions under which the activity is learned. We interviewed administrators and 12 teachers (4 males, 8 females) representing three study programs, selected as representative (age, seniority, and employment status). What emerged was a portrait of an evolving profession within an organization that was highly structured in terms of the assignment of tasks and schedules, but unstructured in terms of support for job adaptation and job retention. The major challenges for the teachers were to integrate their trade-specific knowledge with the new skills required to teach the trade, and to find time for class preparation. The lack of resources and support caused dissatisfaction, stress, problematic work-study-family balance, and health problems, particularly among new teachers. A passion for teaching seems to compensate partly for these difficulties but it is uncertain for how long. Further research is necessary in order to understand the coping strategies employed by vocational training teachers. The findings of this study offer guidance for the development of resources that can assist with learning and performing the work of a VT teacher, and for a better recognition of the work of VT teachers.

  10. Influences of Training on Individual Outcomes for High School Sports Officials

    Directory of Open Access Journals (Sweden)

    Timothy D. Ryan

    2014-04-01

    Full Text Available The primary purpose of this study was to explore the influences of training on specific quality of work outcomes of job satisfaction, pay satisfaction, and intentions to leave within high school sports officials. Evidence suggests that there is a shortage of high school officials in all categories of high school sport. Via a web-based survey, we explored the effects of training on the individual outcomes under study. Results indicated that the level of training had a significant effect on job satisfaction, pay satisfaction, and turnover intentions. Analyses indicated that officials with less training had higher turnover intentions and lower job satisfaction than officials who had more training. Conversely, officials who engaged numerous training hours had lower pay satisfaction. This exploratory study supports the importance of training high school officials but, more importantly, provides an initial assessment on the reverse effects of training on pay satisfaction.

  11. Training Select-in Interviewers for Astronaut Selection: A Program Evaluation

    Science.gov (United States)

    Hysong, S.; Galarza, L.; Holland, A.; Billica, Roger (Technical Monitor)

    2000-01-01

    Psychological factors critical to the success of short and long-duration missions have been identified in previous research; however, evaluation for such critical factors in astronaut applicants leaves much room for human interpretation. Thus, an evaluator training session was designed to standardize the interpretation of critical factors, as well as the structure of the select-in interview across evaluators. The purpose of this evaluative study was to determine the effectiveness of the evaluator training sessions and their potential impact on evaluator ratings.

  12. 20 CFR 628.215 - State Human Resource Investment Council.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State Human Resource Investment Council. 628... PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT State Planning § 628.215 State Human Resource..., 702, and 703 of the Act, establish a State Human Resource Investment Council (HRIC). The HRIC's...

  13. Maternity and family leave policies in rural family practices.

    Science.gov (United States)

    Mainguy, S; Crouse, B J

    1998-09-01

    To help recruit and retain physicians, especially women, rural family practice groups need to establish policies regarding maternity and other family leaves. Also important are policies regarding paternity leave, adoptive leave, and leave to care for elderly parents. We surveyed members of the American Academy of Family Physicians in rural practice in 1995 to assess the prevalence of leave policies, the degree to which physicians are taking family leave, and the characteristics of ideal policies. Currently, both men and women physicians are taking family leaves of absence, which indicates a need for leave policies. Furthermore, a lack of family leave policies may deter women from entering rural practice.

  14. Antioxidant Activity, Colour and Mineral Content Of Herbal Tea Prepared From Cosmos Caudatus Leaves at Different Maturity Stages

    International Nuclear Information System (INIS)

    Dian Nashiela Fatanah; Noriham Abdullah; Nooraain Hashim; Azizah Abd Hamid

    2016-01-01

    In recent years, increasing consumption of herbal tea is a worldwide trend because of their refreshing taste, positive potential health effect, convenience, abundant resources and also cheaper in price. However, different maturity stages of plants being used as raw material could affect the antioxidant activity, colour and mineral content in herbal tea. Thus, this present study was aimed at determining antioxidant activity, colour and mineral content of herbal tea prepared from Cosmos caudatus (C. caudatus) leaves at three different maturity stages namely young, mature and old. All prepared herbal tea were analysed for total phenolic content (TPC), total flavonoid content (TFC), ferric reducing antioxidant power (FRAP), 2-2-diphenyl-1-picrylhydrazyl (DPPH) radical scavenging assay, colour and mineral content. The results demonstrated that herbal tea prepared from young leaves had strong (p<0.05) antioxidant activity compared to mature and old leaves for all assays tested. Pearsons correlation coefficient also revealed that TPC and TFC exhibited a strong positive correlation with reducing power but negatively correlated with DPPH scavenging activity indicating that these compounds are major contributors to the antioxidant activity. In fact, the darker (p<0.05) colour of C. caudatus herbal tea prepared from young leaves relates to their higher antioxidant activity as compared to mature and old leaves. However, C. caudatus herbal tea prepared from old leaves showed significantly higher in mineral content compared to mature and young leaves. Hence, it can be concluded that, as maturity increased, antioxidant activity and colour in C. caudatus herbal tea decreased and vice-versa for mineral content. (author)

  15. The relationship between job satisfaction and intention to leave current employment among registered nurses in a teaching hospital.

    Science.gov (United States)

    Ramoo, Vimala; Abdullah, Khatijah L; Piaw, Chua Yan

    2013-11-01

    To assess Malaysian nurses' perceived job satisfaction and to determine whether any association exists between job satisfaction and intention to leave current employment. There is currently a shortage of qualified nurses, and healthcare organisations often face challenges in retaining trained nurses. Job satisfaction has been identified as a factor that influences nurse turnover. However, this has not been widely explored in Malaysia. Cross-sectional survey. Registered nurses in a teaching hospital in Malaysia completed a self-administered questionnaire. Of the 150 questionnaires distributed, 141 were returned (response rate = 94%). Overall, nurses had a moderate level of job satisfaction, with higher satisfaction for motivational factors. Significant effects were observed between job satisfaction and demographic variables. About 40% of the nurses intended to leave their current employment. Furthermore, age, work experience and nursing education had significant associations with intention to leave. Logistic regression analysis revealed that job satisfaction was a significant and independent predictor of nurses' intention to leave after controlling for demographic variables. The results suggest that there is a significant association between job satisfaction and nurses' intention to leave their current employment. It adds to the existing literature on the relationship between nurses' job satisfaction and intention to leave. Methods for enhancing nurses' job satisfaction are vital to promote the long-term retention of nurses within organisations. Attention must be paid to the needs of younger nurses, as they represent the majority of the nursing workforce and often have lower satisfaction and greater intention to leave than older nurses do. Strategies to nurture younger nurses, such as providing opportunities for further education, greater management decision-making capabilities and flexible working environment, are essential. © 2013 John Wiley & Sons Ltd.

  16. Manual cleaning of hospital mattresses: an observational study comparing high- and low-resource settings.

    Science.gov (United States)

    Hopman, J; Hakizimana, B; Meintjes, W A J; Nillessen, M; de Both, E; Voss, A; Mehtar, S

    2016-01-01

    Hospital-associated infections (HAIs) are more frequently encountered in low- than in high-resource settings. There is a need to identify and implement feasible and sustainable approaches to strengthen HAI prevention in low-resource settings. To evaluate the biological contamination of routinely cleaned mattresses in both high- and low-resource settings. In this two-stage observational study, routine manual bed cleaning was evaluated at two university hospitals using adenosine triphosphate (ATP). Standardized training of cleaning personnel was achieved in both high- and low-resource settings. Qualitative analysis of the cleaning process was performed to identify predictors of cleaning outcome in low-resource settings. Mattresses in low-resource settings were highly contaminated prior to cleaning. Cleaning significantly reduced biological contamination of mattresses in low-resource settings (P cleaning in both the high- and low-resource settings seemed comparable. Cleaning with appropriate type of cleaning materials reduced the contamination of mattresses adequately. Predictors for mattresses that remained contaminated in a low-resource setting included: type of product used, type of ward, training, and the level of contamination prior to cleaning. In low-resource settings mattresses were highly contaminated as noted by ATP levels. Routine manual cleaning by trained staff can be as effective in a low-resource setting as in a high-resource setting. We recommend a multi-modal cleaning strategy that consists of training of domestic services staff, availability of adequate time to clean beds between patients, and application of the correct type of cleaning products. Copyright © 2015 The Healthcare Infection Society. Published by Elsevier Ltd. All rights reserved.

  17. Safety activities and human resource development at NCA

    International Nuclear Information System (INIS)

    Kumanomido, Hironori; Sakurada, Koichi; Yanagisawa, Shigeru; Masuyama, Tadaharu

    2015-01-01

    Toshiba Nuclear Critical Assembly (NCA) has been safely operated since the first criticality in December 1963. The topics covered in this Yayoi Meeting Report are: (1) the outline of NCA, (2) the safety control situation mainly after the Great East Japan Earthquake in 2011, (3) educational training incorporates the lessons learned in this earthquake, and (4) human resource development during 2008-2015. Regarding safety control, facility maintenance has been conducted systematically according to the maintenance plan from the viewpoint of preventive maintenance. Regarding educational training, two disaster handling training based on the safety regulation and one nuclear emergency drill based on the emergency drill plan for licensee of nuclear energy activity based on the Act of Special Measures Concerning Nuclear Emergency Preparedness every year. Regarding human resource development, development training was given to 358 people including students. This year, training that does not require NCA operation was conducted including gamma-ray spectrum measurement of NCA fuel rod and neutron deceleration property measurement using 252 Cf neutron source. (S.K.)

  18. Digital control systems training on a distance learning platform

    Directory of Open Access Journals (Sweden)

    Jan PIECHA

    2009-01-01

    Full Text Available The paper deals with new training technologies development based on approach to distance learning website, implemented in the laboratory of a Traffic Engineering study branch at Faculty of Transport. The discussed computing interface allows students complete knowledge of traffic controllers’ architecture and machine language programming fundamentals. These training facilities are available at home; at their remote terminal. The training resources consist of electronic / computer based training; guidebooks and software units. The laboratory provides the students with an interface entering into simulation packages and programming interfaces, supporting the web training facilities. The courseware complexity selection is one of the most difficult factors in intelligent training unit’s development. The dynamically configured application provides the user with his individually set structure of the training resources. The trainee controls the application structure and complexity, from the time he started. For simplifying the training process and studying activities, several unifications were provided. The introduced ideas need various standardisations, simplifying the e-learning units’ development and application control processes [8], [9]. Further training facilities development concerns virtual laboratory environment organisation in laboratories of Transport Faculty.

  19. Negotiating leave in the workplace

    DEFF Research Database (Denmark)

    Bloksgaard, Lotte

    In Denmark leave entitlement is not only regulated by law but is also part of the various collective agreements established in the respective occupational sectors and at the local workplace level. Consequently, Danish fathers have very different leave entitlements, depending on the sector, branch...

  20. Negotiating leave in the workplace

    DEFF Research Database (Denmark)

    Bloksgaard, Lotte

    2014-01-01

    In Denmark leave entitlement is not only regulated by law but is also part of the various collective agreements established in the respective occupational sectors and at the local workplace level. Consequently, Danish fathers have very different leave entitlements, depending on the sector, branch...

  1. Competency build up, sustained performance enhancement of human resource through effective man power planning, training and proper safety culture and organizational climate

    International Nuclear Information System (INIS)

    Jha, B.D.; Goyal, O.P.

    2006-01-01

    Human resource competence building and continued enhancement of performance is the most vital input for safe and reliable operations of a Nuclear Power Plant. Integrated planning leading to the decision of timely selection of optimum number of fresh people and deployment of experienced manpower with desired lead time is inevitable to achieve the above objective. For safe and reliable plant operation human performance analysis followed by suggestive measures to improve the same is needed. Corrective or strengthening input may be in terms of training, work environment, motivations, organizational culture and climate, leadership and prevailing environmental force and bio-rhythm of individuals with critical days are to be worked out The adequacy in training and development not only gives safe and reliable plant operations but results in greater employee satisfaction and self esteem as well. As of date, in the present vibrant global scenario, only the organization which impart good training in addition to competitive pay and perks to their employees are able to attract good people. Indian nuclear power plant in general and TAPP 3 and 4 in particular has been referred. (author)

  2. Marketing Human Resource Development.

    Science.gov (United States)

    Frank, Eric, Ed.

    1994-01-01

    Describes three human resource development activities: training, education, and development. Explains marketing from the practitioners's viewpoint in terms of customer orientation; external and internal marketing; and market analysis, research, strategy, and mix. Shows how to design, develop, and implement strategic marketing plans and identify…

  3. QUALITY OF HUMAN RESOURCES IN THE CONSTRUCTION INDUSTRY

    Directory of Open Access Journals (Sweden)

    Sofronov Daniil Sergeevich

    2012-10-01

    Full Text Available Human resources serve as the basis for development of the national economy, as a whole, and the construction industry, as its constituent part. The problem of inferior labor productivity within the framework of the national economy and its construction industry is considered in the paper. The author has identified the reasons why the productivity of the national economy and its construction industry is low. Low quality manpower is one of the reasons. Analysis of the statistical information has proven that the quality of the manpower in the construction industry is unsatisfactory. The author has also analyzed the relation between the construction industry development pattern and the quality of the manpower. Low manpower quality is a consequence of low personnel training and development expenditures assumed by local construction companies, if compared to the same assumed in the developed economies. Russian businesses do not invest any proceeds into their employees, as any employee may leave the company at any moment, and the employer will lose the investment. Therefore, the performance rate of the Russian construction industry cannot catch up with its western counterpart. The author also provides the analysis of the western personnel development concept. The author also makes his suggestions designated to reverse the unfavourable trend of the construction industry.

  4. Recent experience of Almaraz NPP in operator training

    International Nuclear Information System (INIS)

    Sanchez Cabanero, J.G.; Gomez de la Torre, J.M.

    1994-01-01

    In recent years the nuclear industry has been paying special attention to boosting nuclear power plant operation. To this end, it has optimized its maintenance, engineering, safety, management and other systems, using the appropriate resources to achieve its target. Optimization of these systems required the allocation of new resources for training plant personnel. The activity of training, which hitherto dedicated most of its attention and resources to the operating area, now extends them to schooling required in other areas of the plant, with the aim of updating the skills and knowledge of personnel to deal with new needs which have arisen. Regulations at present cover the training and qualification of only personnel responsible for handling reactor or for directing plant operation activities and capable of evaluating the nature and magnitude of possible incidents, especially those causing radioactive emissions, and of personnel requiring knowledge and experience to guarantee effective protection of individuals, ie, operators, supervisors, and qualified radiological protection experts. However, it should be borne in mind that, in the future, the training of other plant personnel could also be subject to regulations. (Author)

  5. Medical school faculty discontent: prevalence and predictors of intent to leave academic careers.

    Science.gov (United States)

    Lowenstein, Steven R; Fernandez, Genaro; Crane, Lori A

    2007-10-14

    Medical school faculty are less enthusiastic about their academic careers than ever before. In this study, we measured the prevalence and determinants of intent to leave academic medicine. A 75-question survey was administered to faculty at a School of Medicine. Questions addressed quality of life, faculty responsibilities, support for teaching, clinical work and scholarship, mentoring and participation in governance. Of 1,408 eligible faculty members, 532 (38%) participated. Among respondents, 224 (40%; CI95: 0.35, 0.44) reported that their careers were not progressing satisfactorily; 236 (42%; CI95: 0.38, 0.46) were "seriously considering leaving academic medicine in the next five years." Members of clinical departments (OR = 1.71; CI95: 1.01, 2.91) were more likely to consider leaving; members of inter-disciplinary centers were less likely (OR = 0.68; CI95: 0.47, 0.98). The predictors of "serious intent to leave" included: Difficulties balancing work and family (OR = 3.52; CI95: 2.34, 5.30); inability to comment on performance of institutional leaders (OR = 3.08; CI95: 2.07, 4.72); absence of faculty development programs (OR = 3.03; CI95: 2.00, 4.60); lack of recognition of clinical work (OR = 2.73; CI95: 1.60, 4.68) and teaching (OR = 2.47; CI95: 1.59, 3.83) in promotion evaluations; absence of "academic community" (OR = 2.67; CI95: 1.86, 3.83); and failure of chairs to evaluate academic progress regularly (OR = 2.60; CI95: 1.80, 3.74). Faculty are a medical school's key resource, but 42 percent are seriously considering leaving. Medical schools should refocus faculty retention efforts on professional development programs, regular performance feedback, balancing career and family, tangible recognition of teaching and clinical service and meaningful faculty participation in institutional governance.

  6. Specialization training in Malawi: a qualitative study on the perspectives of medical students graduating from the University of Malawi College of Medicine.

    Science.gov (United States)

    Sawatsky, Adam P; Parekh, Natasha; Muula, Adamson S; Bui, Thuy

    2014-01-06

    There is a critical shortage of healthcare workers in sub-Saharan Africa, and Malawi has one of the lowest physician densities in the region. One of the reasons for this shortage is inadequate retention of medical school graduates, partly due to the desire for specialization training. The University of Malawi College of Medicine has developed specialty training programs, but medical school graduates continue to report a desire to leave the country for specialization training. To understand this desire, we studied medical students' perspectives on specialization training in Malawi. We conducted semi-structured interviews of medical students in the final year of their degree program. We developed an interview guide through an iterative process, and recorded and transcribed all interviews for analysis. Two independent coders coded the manuscripts and assessed inter-coder reliability, and the authors used an "editing approach" to qualitative analysis to identify and categorize themes relating to the research aim. The University of Pittsburgh Institutional Review Board and the University of Malawi College of Medicine Research and Ethics Committee approved this study and authors obtained written informed consent from all participants. We interviewed 21 medical students. All students reported a desire for specialization training, with 12 (57%) students interested in specialties not currently offered in Malawi. Students discussed reasons for pursuing specialization training, impressions of specialization training in Malawi, reasons for staying or leaving Malawi to pursue specialization training and recommendations to improve training. Graduating medical students in Malawi have mixed views of specialization training in their own country and still desire to leave Malawi to pursue further training. Training institutions in sub-Saharan Africa need to understand the needs of the country's healthcare workforce and the needs of their graduating medical students to be able to

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

    Directory of Open Access Journals (Sweden)

    Margherita Zito

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

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

    Science.gov (United States)

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

    2018-01-01

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

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

    Science.gov (United States)

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

    2018-01-01

    Background Turnover intentions refer to employees’ intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors’ support, in the perception of job satisfaction and turnover intentions among an Italian call center. Method The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects. Results Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover. Conclusion This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance. PMID:29401507

  10. Quality in Human Resource Practice

    DEFF Research Database (Denmark)

    Nielsen, Kjeld

    Abstract: Quality in Human Resource Practice – a process perspective The purpose of this article is to establish criteria for what quality in human resource practice (HRP) actually means. The general thesis is that quality in human resource practices is shaped within social processes in the HRM...... areas (recruitment, training, work environment etc.). Initially the concept of quality is defined in general on the basis of selections from the HRM literature, and then related to human resource practice. The question posed in the article is then answered using examples from case studies of human...... resource practice in industrial and service-related work processes. The focus in these studies is directed at behavioural processes between managers and employees, especially at individual and group level. The conclusion is that quality in human resource practice can be considered to be a social process...

  11. Mozambique field epidemiology and laboratory training program: a pathway for strengthening human resources in applied epidemiology.

    Science.gov (United States)

    Baltazar, Cynthia Semá; Taibo, Cátia; Sacarlal, Jahit; Gujral, Lorna; Salomão, Cristolde; Doyle, Timothy

    2017-01-01

    In the last decades, Mozambique has been undergoing demographic, epidemiological, economic and social transitions, which have all had a notable impact on the National Health System. New challenges have emerged, causing a need to expand the preparation and response to emerging disease threats and public health emergencies. We describe the structure and function of the Mozambique Field Epidemiology Training Program (MZ-FELTP) and the main outputs achieved during the first 6 years of program implementation (consisting of 3 cohorts). We also outline the contribution of the program to the National Health System and assess the retention of the graduates. The MZ-FELTP is a post-graduate in-service training program, based on the acquisition of skills, within two tracks: applied epidemiology and laboratory management. The program was established in 2010, with the objective of strengthening capacity in applied epidemiology and laboratory management, so that events of public health importance can be detected and investigated in a timely and effective manner. The program is in its seventh year, having successfully trained 36 health professionals in the advanced course. During the first six years of the program, more than 40 outbreaks were investigated, 37 surveillance system evaluations were conducted and 39 descriptive data analyses were performed. Surveillance activities were implemented for mass events and emergency situations. In addition, more than 100 oral and poster presentations were given by trainees at national and international conferences. The MZ-FELTP has helped provide the Ministry of Health with the human and technical resources and operational capacity, to rapidly and effectively respond to major public health challenges in the country. The continuous involvement of key stakeholders is necessary for the continuation, expansion and ongoing sustainability of the program.

  12. Creating a medical dictionary using word alignment: The influence of sources and resources

    Directory of Open Access Journals (Sweden)

    Åhlfeldt Hans

    2007-11-01

    Full Text Available Abstract Background Automatic word alignment of parallel texts with the same content in different languages is among other things used to generate dictionaries for new translations. The quality of the generated word alignment depends on the quality of the input resources. In this paper we report on automatic word alignment of the English and Swedish versions of the medical terminology systems ICD-10, ICF, NCSP, KSH97-P and parts of MeSH and how the terminology systems and type of resources influence the quality. Methods We automatically word aligned the terminology systems using static resources, like dictionaries, statistical resources, like statistically derived dictionaries, and training resources, which were generated from manual word alignment. We varied which part of the terminology systems that we used to generate the resources, which parts that we word aligned and which types of resources we used in the alignment process to explore the influence the different terminology systems and resources have on the recall and precision. After the analysis, we used the best configuration of the automatic word alignment for generation of candidate term pairs. We then manually verified the candidate term pairs and included the correct pairs in an English-Swedish dictionary. Results The results indicate that more resources and resource types give better results but the size of the parts used to generate the resources only partly affects the quality. The most generally useful resources were generated from ICD-10 and resources generated from MeSH were not as general as other resources. Systematic inter-language differences in the structure of the terminology system rubrics make the rubrics harder to align. Manually created training resources give nearly as good results as a union of static resources, statistical resources and training resources and noticeably better results than a union of static resources and statistical resources. The verified English

  13. Creating a medical dictionary using word alignment: the influence of sources and resources.

    Science.gov (United States)

    Nyström, Mikael; Merkel, Magnus; Petersson, Håkan; Ahlfeldt, Hans

    2007-11-23

    Automatic word alignment of parallel texts with the same content in different languages is among other things used to generate dictionaries for new translations. The quality of the generated word alignment depends on the quality of the input resources. In this paper we report on automatic word alignment of the English and Swedish versions of the medical terminology systems ICD-10, ICF, NCSP, KSH97-P and parts of MeSH and how the terminology systems and type of resources influence the quality. We automatically word aligned the terminology systems using static resources, like dictionaries, statistical resources, like statistically derived dictionaries, and training resources, which were generated from manual word alignment. We varied which part of the terminology systems that we used to generate the resources, which parts that we word aligned and which types of resources we used in the alignment process to explore the influence the different terminology systems and resources have on the recall and precision. After the analysis, we used the best configuration of the automatic word alignment for generation of candidate term pairs. We then manually verified the candidate term pairs and included the correct pairs in an English-Swedish dictionary. The results indicate that more resources and resource types give better results but the size of the parts used to generate the resources only partly affects the quality. The most generally useful resources were generated from ICD-10 and resources generated from MeSH were not as general as other resources. Systematic inter-language differences in the structure of the terminology system rubrics make the rubrics harder to align. Manually created training resources give nearly as good results as a union of static resources, statistical resources and training resources and noticeably better results than a union of static resources and statistical resources. The verified English-Swedish dictionary contains 24,000 term pairs in base

  14. Evaluating Behaviorally Oriented Aviation Maintenance Resource Management (MRM) Training and Programs: Methods, Results, and Conclusions

    Science.gov (United States)

    Taylor, James C.; Thomas, Robert L., III

    2003-01-01

    Assessment of the impact of Aviation Resource Management Programs on aviation culture and performance has compelled a considerable body of research (Taylor & Robertson, 1995; Taylor, 1998; Taylor & Patankar, 2001). In recent years new methods have been applied to the problem of maintenance error precipitated by factors such as the need for self-assessment of communication and trust. The present study - 2002 -- is an extension of that past work. This research project was designed as the conclusion of a larger effort to help understand, evaluate and validate the impact of Maintenance Resource Management (MRM) training programs, and other MRM interventions on participant attitudes, opinions, behaviors, and ultimately on enhanced safety performance. It includes research and development of evaluation methodology as well as examination of psychological constructs and correlates of maintainer performance. In particular, during 2002, three issues were addressed. First, the evaluation of two (independent & different) MRM programs for changing behaviors was undertaken. In one case we were able to further apply the approach to measuring written communication developed during 2001 (Taylor, 2002; Taylor & Thomas, 2003). Second, the MRM/TOQ surveys were made available for completion on the internet. The responses from these on-line surveys were automatically linked to a results calculator (like the one developed and described in Taylor, 2002) to aid industry users in analyzing and evaluating their local survey data on the internet. Third, the main trends and themes from our research about MRM programs over the past dozen years were reviewed.

  15. Democratizing data science through data science training.

    Science.gov (United States)

    Van Horn, John Darrell; Fierro, Lily; Kamdar, Jeana; Gordon, Jonathan; Stewart, Crystal; Bhattrai, Avnish; Abe, Sumiko; Lei, Xiaoxiao; O'Driscoll, Caroline; Sinha, Aakanchha; Jain, Priyambada; Burns, Gully; Lerman, Kristina; Ambite, José Luis

    2018-01-01

    The biomedical sciences have experienced an explosion of data which promises to overwhelm many current practitioners. Without easy access to data science training resources, biomedical researchers may find themselves unable to wrangle their own datasets. In 2014, to address the challenges posed such a data onslaught, the National Institutes of Health (NIH) launched the Big Data to Knowledge (BD2K) initiative. To this end, the BD2K Training Coordinating Center (TCC; bigdatau.org) was funded to facilitate both in-person and online learning, and open up the concepts of data science to the widest possible audience. Here, we describe the activities of the BD2K TCC and its focus on the construction of the Educational Resource Discovery Index (ERuDIte), which identifies, collects, describes, and organizes online data science materials from BD2K awardees, open online courses, and videos from scientific lectures and tutorials. ERuDIte now indexes over 9,500 resources. Given the richness of online training materials and the constant evolution of biomedical data science, computational methods applying information retrieval, natural language processing, and machine learning techniques are required - in effect, using data science to inform training in data science. In so doing, the TCC seeks to democratize novel insights and discoveries brought forth via large-scale data science training.

  16. Awarding global grades in OSCEs: evaluation of a novel eLearning resource for OSCE examiners.

    Science.gov (United States)

    Gormley, Gerard J; Johnston, Jenny; Thomson, Clare; McGlade, Kieran

    2012-01-01

    A novel online resource has been developed to aid OSCE examiner training comprising a series of videos of OSCE performances that allow inter-examiner comparison of global grade decisions. To evaluate this training resource in terms of usefulness and ability to improve examiner confidence in awarding global grades in OSCEs. Data collected from the first 200 users included global grades awarded, willingness to change grades following peer comparison and confidence in awarding grades before and after training. Most (86.5%) agreed that the resource was useful in developing global grade scoring ability in OSCEs, with a significant improvement in confidence in awarding grades after using the training package (p<0.001). This is a useful and effective online training package. As an adjunct to traditional training it offers a practical solution to the problem of availability of examiners.

  17. EFFICIENCY OF THE USE OF AUTHENTIC WEB-RESOURCES IN TRANSLATORS TRAINING

    OpenAIRE

    Iryna M. Drobit; Nataliia V. Rak

    2013-01-01

    The article deals with pedagogical assumptions and efficiency of the use of Information and Communication Technologies, especially authentic web-resources, while teaching language for specific purposes (translators and interpreters). Accuracy, content, and functionality of web-resource TED, which contains examples of authentic speech in English, have been outlined. It has been demonstrated that usage of multimedia and communication facilities of the TED web-resource provides favourable opport...

  18. Training practices to support decommissioning of nuclear facilities

    International Nuclear Information System (INIS)

    Bourassa, J.; Clark, C.R.; Kazennov, A.; Laraia, M.; Rodriguez, M.; Scott, A.; Yoder, J.

    2006-01-01

    Adequate numbers of competent personnel must be available during any phase of a nuclear facility life cycle, including the decommissioning phase. While a significant amount of attention has been focused on the technical aspects of decommissioning and many publications have been developed to address technical aspects, human resource management issues, particularly the training and qualification of decommissioning personnel, are becoming more paramount with the growing number of nuclear facilities of all types that are reaching or approaching the decommissioning phase. One of the keys to success is the training of the various personnel involved in decommissioning in order to develop the necessary knowledge and skills required for specific decommissioning tasks. The operating organisations of nuclear facilities normally possess limited expertise in decommissioning and consequently rely on a number of specialized organisations and companies that provide the services related to the decommissioning activities. Because of this there is a need to address the issue of assisting the operating organisations in the development and implementation of human resource management policies and training programmes for the facility personnel and contractor personnel involved in various phases of decommissioning activities. The lessons learned in the field of ensuring personnel competence are discussed in the paper (on the basis of information and experiences accumulated from various countries and organizations, particularly, through relevant IAEA activities). Particularly, the following aspects are addressed: transition of training from operational to decommissioning phase; knowledge management; target groups, training needs analysis, and application of a systematic approach to training (SAT); content of training for decommissioning management and professional staff, and for decommissioning workers; selection and training of instructors; training facilities and tools; and training as

  19. Clerkship maturity: does the idea of training clinical skills work?

    Science.gov (United States)

    Stosch, Christoph; Joachim, Alexander; Ascher, Johannes

    2011-01-01

    With the reformed curriculum "4C", the Medical Faculty of the University of Cologne has started to systematically plan practical skills training, for which Clerkship Maturity is the first step. The key guidelines along which the curriculum was development were developed by experts. This approach has now been validated. Both students and teachers were asked to fill in a questionnaire regarding preclinical practical skills training to confirm the concept of Clerkship Maturity. The Cologne training program Clerkship Maturity can be validated empirically overall through the activities of the students awaiting the clerkship framework and through the evaluation by the medical staff providing the training. The subjective ratings of the advantages of the training by the students leave room for improvement. Apart from minor improvements to the program, the most likely solution providing sustainable results will involve an over-regional strategy for establishing skills training planned as part of the curriculum.

  20. Paid maternity and paternity leave: rights and choices.

    Science.gov (United States)

    Jordan, Claire

    2007-01-01

    From April 2007 onwards, maternity leave will be raised to nine months Paid maternity leave is associated with significant health benefits for babies, including reduced infant mortality The Government proposes to increase paid maternity leave to one year and introduce additional paternity leave by around 2009 The U.K's provision for maternity leave and child care is more generous than the U.S.A. or Australia but less than in the Scandinavian countries

  1. Causes and Consequences of a Father's Child Leave: Evidence from a Reform of Leave Schemes

    DEFF Research Database (Denmark)

    Nielsen, Helena Skyt

    are the most progressive when it comes to family-friendly policies. An extensive reform of child leave schemes in Denmark affected couples differently depending on whether the parents where employed in the same or in different parts of the public sector. Based on a difference-in-differences strategy, I find...... that economic incentives are very important for intra-household leave-sharing. Increasing the couples' after tax income by $9 per day of leave which is transferred from the mother to the father is found to lead to a one day transfer. This corresponds to a supply elasticity close to unity....

  2. Human resources for the nuclear sector in the Republic of Niger

    International Nuclear Information System (INIS)

    Hassane, S.

    2004-01-01

    Full text: 1. Introduction: It is interesting to examine how the need to develop and maintain skills in term of human resources was dealt with Niger's nuclear sector. Although the country is one of poorest in the world, some insight can be derived from its experience. The Niger politics and strategies for both demand and supply side of human resources in the nuclear sector are to promote tangible socio-economic impact to the achievement of major sustainable development priorities. Member state of International Atomic Energy Agency (IAEA) since 1968, Niger was started during the same year, its nuclear activities by extraction and processing uranium from open pit mine of SOMAIR. With 2960 tons of uranium from two big mines, Niger becomes the 3rd world producer. Training and education are critical components of the development of human resources related to the nuclear sector in Niger Republic. The country has gone through a number of initiatives to consolidate its legal framework concerning radiation safety. The National Centre of Radio Protection (NCRP), under the Ministry of Heath, is operational and is responsible for national regulatory activities programme, while the Ministry of Mines and Energy regulates uranium mining and milling activities. Both regulatory authorities need to develop their human resources to be able to inspect users and enforce regulatory requirements in all areas. 2. Human resources suppliers: In order to establish a pool of competency, mining companies send their workers to France for education and training. Incentives (good social condition, salaries etc) were provided to attract people to work in nuclear programme. Many foreign professionals were short-term consultants, but many of them are employed by the companies, forming a pool of well-skilled and motivated professionals. One way that was used to enhance and maintain the pool of trained professionals was the technical co-operation with the IAEA In this regard, we thank IAEA who has

  3. Delivering Training Strategies: The Balanced Scorecard at Work

    Science.gov (United States)

    Baraldi, Stefano; Cifalinò, Antonella

    2015-01-01

    Aligning the value of training to organizational goals is an emerging need in human resource management. This study, aiming at expanding the research on training evaluation from a strategic management perspective, examines whether the use of the Balanced Scorecard approach can enable an effective delivery of training strategies, thus strengthening…

  4. Production of Solid Fuel by Torrefaction Using Coconut Leaves As Renewable Biomass

    Directory of Open Access Journals (Sweden)

    Lola Domnina Bote Pestaño

    2016-11-01

    Full Text Available The reserves of non-renewable energy sources such as coal, crude oil and natural gas are not limitless, they gradually get exhausted and their price continually increases. In the last four decades, researchers have been focusing on alternate fuel resources to meet the ever increasing energy demand and to avoid dependence on crude oil. Amongst different sources of renewable energy, biomass residues hold special promise due to their inherent capability to store solar energy and amenability to subsequent conversion to convenient solid, liquid and gaseous fuels. At present, among the coconut farm wastes such as husks, shell, coir dust and coconut leaves, the latter is considered the most grossly under-utilized by in situ burning in the coconut farm as means of disposal. In order to utilize dried coconut leaves and to improve its biomass properties, this research attempts to produce solid fuel by torrefaction using dried coconut leaves for use as alternative source of energy. Torrefaction is a thermal method for the conversion of biomass operating in the low temperature range of 200oC-300oC under atmospheric conditions in absence of oxygen. Dried coconut leaves were torrefied at different feedstock conditions. The key torrefaction products were collected and analyzed. Physical and combustion characteristics of both torrefied and untorrefied biomass were investigated. Torrefaction of dried coconut leaves significantly improved the heating value compared to that of the untreated biomass.  Proximate compositions of the torrefied biomass also improved and were comparable to coal. The distribution of the products of torrefaction depends highly on the process conditions such as torrefaction temperature and residence time. Physical and combustion characteristics of torrefied biomass were superior making it more suitable for fuel applications. Article History: Received June 24th 2016; Received in revised form August 16th 2016; Accepted 27th 2016; Available

  5. Influence of maternity leave on exclusive breastfeeding.

    Science.gov (United States)

    Monteiro, Fernanda R; Buccini, Gabriela Dos S; Venâncio, Sônia I; da Costa, Teresa H M

    To describe the profile of women with children aged under 4 months living in the Brazilian state capitals and in the Federal District according to their working status and to analyze the influence of maternity leave on exclusive breastfeeding (EBF) among working women. This was a cross-sectional study with data extracted from the II National Maternal Breastfeeding Prevalence Survey carried out in 2008. Initially, a descriptive analysis of the profile of 12,794 women was performed, according to their working status and maternity leave and the frequency of maternity leave in the Brazilian regions and capitals. The study used a multiple model to identify the influence of maternity leave on EBF interruption, including 3766 women who declared they were working and were on maternity leave at the time of the interview. The outcome assessed in the study was the interruption of the EBF, classified by the WHO. Regarding the working status of the mothers, 63.4% did not work outside of their homes and among those who worked, 69.8% were on maternity leave. The largest prevalence among workers was of women older than 35 years of age, with more than 12 years of schooling, primiparous and from the Southeast and South regions. The lack of maternity leave increased by 23% the chance of EBF interruption. Maternity leave contributed to increase the prevalence of EBF in the Brazilian states capitals, supporting the importance of increasing the maternity leave period from four to six months. Copyright © 2017 Sociedade Brasileira de Pediatria. Published by Elsevier Editora Ltda. All rights reserved.

  6. Influence of maternity leave on exclusive breastfeeding

    Directory of Open Access Journals (Sweden)

    Fernanda R. Monteiro

    Full Text Available Abstract Objectives: To describe the profile of women with children aged under 4 months living in the Brazilian state capitals and in the Federal District according to their working status and to analyze the influence of maternity leave on exclusive breastfeeding (EBF among working women. Methods: This was a cross-sectional study with data extracted from the II National Maternal Breastfeeding Prevalence Survey carried out in 2008. Initially, a descriptive analysis of the profile of 12,794 women was performed, according to their working status and maternity leave and the frequency of maternity leave in the Brazilian regions and capitals. The study used a multiple model to identify the influence of maternity leave on EBF interruption, including 3766 women who declared they were working and were on maternity leave at the time of the interview. The outcome assessed in the study was the interruption of the EBF, classified by the WHO. Results: Regarding the working status of the mothers, 63.4% did not work outside of their homes and among those who worked, 69.8% were on maternity leave. The largest prevalence among workers was of women older than 35 years of age, with more than 12 years of schooling, primiparous and from the Southeast and South regions. The lack of maternity leave increased by 23% the chance of EBF interruption. Conclusion: Maternity leave contributed to increase the prevalence of EBF in the Brazilian states capitals, supporting the importance of increasing the maternity leave period from four to six months.

  7. Does Support for VET Reduce Employee Churn? A Case Study in Local Government. Occasional Paper

    Science.gov (United States)

    Curry, Kath

    2010-01-01

    To what extent do local governments use vocational education and training as a staff retention strategy? Human resources personnel from a selection of councils around Australia believed that a lack of career development or training opportunities might cause an employee to leave their organisation. They had some reservations about the quality and…

  8. Climate Change Adaptation Training

    Science.gov (United States)

    A list of on-line training modules to help local government officials and those interested in water management issues better understand how the changing climate affects the services and resources they care about

  9. Effects of Khaya senegalensis leaves on performance, carcass traits, hemtological and biochemical parameters in rabbits

    Science.gov (United States)

    Abdel-Wareth, A. A. A.; Hammad, Seddik; Ahmed, Hassan

    2014-01-01

    One of the challenges facing farmers today is to ensure adequate integration of natural resources into animal feeds. The aim of the present study is to evaluate the effects of Khaya senegalensis (KS) leaves on the performance of growing male rabbits, carcass traits and biochemical as well as hematological parameters. Thirty New Zealand White male growing rabbits were randomly divided into 3 groups (10 rabbits per group). Group I (control) received standard rabbit diet. Rabbits in group II and group III were fed standard rabbit diet supplemented with 35 % and 65 % KS leaves, respectively. All rabbits were fed daily for 25 days. The performance parameters and carcass criteria, including daily body weight gain, final body weight, and the percentage of dressing, were increased in rabbits fed 35 % KS when compared to the control group. Kidney and liver weight ratios increased significantly in group II but dropped in group III. Furthermore, liver enzymes - alanine aminotransferase and aspartate transaminase and kidney function parameters - urea, and creatinine - increased in both group II (significant P<0.05) and in group III (significant P<0.01) when compared to the control group. Moreover, KS leaves induced a significant increase (P<0.05) in the total white blood cell count, the percentage of granulocytes and the platelet count; whereas, the percentage of lymphocytes, red blood cell count, hemoglobin content, mean corpuscular hemoglobin, mean corpuscular volume and mean corpuscular hemoglobin concentration were not statistically significantly changed. This study demonstrates that the performance parameters and carcass traits are improved by the replacement of rabbit's diet with KS leaves. However, KS leaves may adversely affect liver and kidney function in a dose-dependent manner. Therefore, further studies are required to elucidate the maximum tolerable and toxic, as well as lethal doses, and to isolate the pharmacologically active components from KS leaves. PMID

  10. Military Ecological Risk Assessment Framework (MERAF) for Assessment of Risks of Military Training and Testing to Natural Resources

    Energy Technology Data Exchange (ETDEWEB)

    Suter II, G.W.

    2003-06-18

    The objective of this research is to provide the DoD with a framework based on a systematic, risk-based approach to assess impacts for management of natural resources in an ecosystem context. This risk assessment framework is consistent with, but extends beyond, the EPA's ecological risk assessment framework, and specifically addresses DoD activities and management needs. MERAF is intended to be consistent with existing procedures for environmental assessment and planning with DoD testing and training. The intention is to supplement these procedures rather than creating new procedural requirements. MERAF is suitable for use for training and testing area assessment and management. It does not include human health risks nor does it address specific permitting or compliance requirements, although it may be useful in some of these cases. Use of MERAF fits into the National Environmental Policy Act (NEPA) process by providing a consistent and rigorous way of organizing and conducting the technical analysis for Environmental Impact Statements (EISs) (Sigal 1993; Carpenter 1995; Canter and Sadler 1997). It neither conflicts with, nor replaces, procedural requirements within the NEPA process or document management processes already in place within DoD.

  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. Best practices in bioinformatics training for life scientists.

    KAUST Repository

    Via, Allegra; Blicher, Thomas; Bongcam-Rudloff, Erik; Brazas, Michelle D; Brooksbank, Cath; Budd, Aidan; De Las Rivas, Javier; Dreyer, Jacqueline; Fernandes, Pedro L; van Gelder, Celia; Jacob, Joachim; Jimenez, Rafael C; Loveland, Jane; Moran, Federico; Mulder, Nicola; Nyrö nen, Tommi; Rother, Kristian; Schneider, Maria Victoria; Attwood, Teresa K

    2013-01-01

    concepts. Providing bioinformatics training to empower life scientists to handle and analyse their data efficiently, and progress their research, is a challenge across the globe. Delivering good training goes beyond traditional lectures and resource

  13. New Management Practices and Enterprise Training.

    Science.gov (United States)

    Smith, Andrew; Oczkowski, Eddie; Noble, Charles; Macklin, Robert

    The changing nature of the demand for training in Australian enterprises adopting new management practices and the implications of those changes for training providers were examined. More than 3,400 private sector enterprises were surveyed by mail, after which follow-up telephone interviews were conducted with 80 human resource practitioners from…

  14. Positive impact of crisis resource management training on no-flow time and team member verbalisations during simulated cardiopulmonary resuscitation: a randomised controlled trial.

    Science.gov (United States)

    Fernandez Castelao, Ezequiel; Russo, Sebastian G; Cremer, Stephan; Strack, Micha; Kaminski, Lea; Eich, Christoph; Timmermann, Arnd; Boos, Margarete

    2011-10-01

    To evaluate the impact of video-based interactive crisis resource management (CRM) training on no-flow time (NFT) and on proportions of team member verbalisations (TMV) during simulated cardiopulmonary resuscitation (CPR). Further, to investigate the link between team leader verbalisation accuracy and NFT. The randomised controlled study was embedded in the obligatory advanced life support (ALS) course for final-year medical students. Students (176; 25.35±1.03 years, 63% female) were alphabetically assigned to 44 four-person teams that were then randomly (computer-generated) assigned to either CRM intervention (n=26), receiving interactive video-based CRM-training, or to control intervention (n=18), receiving an additional ALS-training. Primary outcomes were NFT and proportions of TMV, which were subdivided into eight categories: four team leader verbalisations (TLV) with different accuracy levels and four follower verbalisation categories (FV). Measurements were made of all groups administering simulated adult CPR. NFT rates were significantly lower in the CRM-training group (31.4±6.1% vs. 36.3±6.6%, p=0.014). Proportions of all TLV categories were higher in the CRM-training group (ptraining in undergraduate medical education reduces NFT in simulated CPR and improves TLV proportions during simulated CPR. Further research will test how these results translate into clinical performance and patient outcome. Copyright © 2011 Elsevier Ireland Ltd. All rights reserved.

  15. Childcare and the division of parental leave

    OpenAIRE

    Norén, Anna

    2015-01-01

    Despite several policies aimed at increasing fathers' participation in the caring of children, Swedish mothers still use the bulk of the paid parental leave which may have several negative consequences for the family e.g. in terms of weaker labor market attachment for the mother. Division of parental leave is likely affected by how parents value the costs associated with parental leave. I investigate whether a reduction in the care burden, or a decreased non-monetary cost, of parental leave t...

  16. Use of simplifier scenarios for CRM training

    Science.gov (United States)

    Weatherly, D.

    1984-01-01

    Cockpit resource management (CRM) at Metro Airlines is discussed. The process by which the program of CRM training was initiated is mentioned. Management aspects of various flying scenarios are considered. The transfer of training from the classroom to the field is assessed.

  17. Coordinated Multiple Cadaver Use for Minimally Invasive Surgical Training

    Science.gov (United States)

    Blaschko, Sarah D.; Brooks, H. Mark; Dhuy, S. Michael; Charest-Shell, Cynthia; Clayman, Ralph V.

    2007-01-01

    Background: The human cadaver remains the gold standard for anatomic training and is highly useful when incorporated into minimally invasive surgical training programs. However, this valuable resource is often not used to its full potential due to a lack of multidisciplinary cooperation. Herein, we propose the coordinated multiple use of individual cadavers to better utilize anatomical resources and potentiate the availability of cadaver training. Methods: Twenty-two postgraduate surgeons participated in a robot-assisted surgical training course that utilized shared cadavers. All participants completed a Likert 4-scale satisfaction questionnaire after their training session. Cadaveric tissue quality and the quality of the training session related to this material were assessed. Results: Nine participants rated the quality of the cadaveric tissue as excellent, 7 as good, 5 as unsatisfactory, and 1 as poor. Overall, 72% of participants who operated on a previously used cadaver were satisfied with their training experience and did not perceive the previous use deleterious to their training. Conclusion: The coordinated use of cadavers, which allows for multiple cadaver use for different teaching sessions, is an excellent training method that increases availability of human anatomical material for minimally invasive surgical training. PMID:18237501

  18. 30 CFR 75.1713-3 - First-Aid training; supervisory employees.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 75... First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses... employee and date on which the employee satisfactorily completed the first-aid training course. The...

  19. Transferring generic SARA/OSHA training to US Department of Energy facilities

    International Nuclear Information System (INIS)

    White, A.; McKinley, T.

    1989-01-01

    The Technical Resources and Training Section staff at Oak Ridge National Laboratory have developed three extensive training programs for hazardous waste treatment, storage, and disposal facility workers a required by SARA/OSHA, 29 CFR 1910.120. The ORNL program is widely recognized as one of the best in the DOE system. ORNL and ORAU, who manages the Training Resources and Data Exchange (TRADE) network for DOE, entered into as cooperative relationship to respond to the many requests from DOE contractors for copies of the ORNL training materials. This discussion will describe the ORNL program and the process of turning it into a series of generic tools which can be used by additional DOE facilities to meet the training requirements established by SARA/OSHA, 20 CFR 1910.120. The speakers will describe how the materials are being used by DOE facilities as well as plans for additional resources to be developed through TRADE. 5 refs

  20. 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.

  1. Why People Leave Their Jobs?

    Directory of Open Access Journals (Sweden)

    Luis R. Domínguez A.

    2014-12-01

    Full Text Available This article aims to show the results of the review of literature of relevant studies of the causal elements of intention to leave in the last five years (2009-2013. The method used to evaluate the literature was based on the seven steps for research synthesis: problem formulation, literature search, obtaining information from studies, quality assessment studies, analysis and integration of results, interpretation of evidence and presentation of results. 48 studies from 15 different countries with a sample of 35804 employees of different companies were evaluated. The findings suggest the existence of 89 different variables influencing the intention to leave of employees in an organization. The results of this study will allow researchers to better understand the variables that can be studied to verify the impact of variables such as causal elements, but also see those that have a mediating effect between them for predicting intention to leave as an element of employee turnover. This study makes three important contributions to literature of turnover. First, in this study all the parameters associated with the intention to leave were checked. Second, this study categorizes and displays in proportion relevant interests to the scientific community whom studying employee turnover across the intention to leave. And thirdly provides clues organizations to improve some of its structural and contextual features to control turnover.

  2. How Did Crew Resource Management Take-Off Outside of the Cockpit? A Systematic Review of How Crew Resource Management Training Is Conceptualised and Evaluated for Non-Pilots

    Directory of Open Access Journals (Sweden)

    Jop Havinga

    2017-10-01

    Full Text Available Crew resource management (CRM training for flight crews is widespread and has been credited with improving aviation safety. As other industries have adopted CRM, they have interpreted CRM in different ways. We sought to understand how industries have adopted CRM, regarding its conceptualisation and evaluation. For this, we conducted a systematic review of CRM studies in the Maritime, Nuclear Power, Oil and Gas, and Air Traffic Control industries. We searched three electronic databases (Web of Science, Science Direct, Scopus and CRM reviews for papers. We analysed these papers on their goals, scope, levers of change, and evaluation. To synthesise, we compared the analysis results across industries. We found that most CRM programs have the broad goals of improving safety and efficiency. However, there are differences in the scope and levers of change between programs, both within and between industries. Most evaluative studies suffer from methodological weaknesses, and the evaluation does not align with how studies conceptualise CRM. These results challenge the assumption that there is a clear link between CRM training and enhanced safety in the analysed industries. Future CRM research needs to provide a clear conceptualisation—how CRM is expected to improve safety—and select evaluation measures consistent with this.

  3. Training for successful lean manufacturing implementation

    OpenAIRE

    Ichimura, Maki; Jahankhani, Hamid; Arunachalam, Subramaniam

    2006-01-01

    Implementing lean manufacturing is a complex and everlasting task. The workers involving in production processes are the pivot of the lean manufacturing implementation. Training is known as a vehicle to assist the implementation process. Despite awareness of the training importance, so far, a little is available to assist to organise an efficient training. This paper summarises the overview of lean manufacturing and discuss the importance of human resource within lean implementation process. ...

  4. Phenotypic and genotypic analysis of a U.S. native fine-leaved Festuca population portends its potential use for low-input urban landscapes

    Science.gov (United States)

    Continued reduction in limited natural resources worldwide increasingly necessitates the incorporation of low maintenance and input plant materials into urban landscapes. Although some fine-leaved Festuca grass species have been utilized in formal gardens and native urban landscapes because of thei...

  5. Open Science Training Handbook

    OpenAIRE

    Sonja Bezjak; April Clyburne-Sherin; Philipp Conzett; Pedro Fernandes; Edit Görögh; Kerstin Helbig; Bianca Kramer; Ignasi Labastida; Kyle Niemeyer; Fotis Psomopoulos; Tony Ross-Hellauer; René Schneider; Jon Tennant; Ellen Verbakel; Helene Brinken

    2018-01-01

    For a readable version of the book, please visit https://book.fosteropenscience.eu A group of fourteen authors came together in February 2018 at the TIB (German National Library of Science and Technology) in Hannover to create an open, living handbook on Open Science training. High-quality trainings are fundamental when aiming at a cultural change towards the implementation of Open Science principles. Teaching resources provide great support for Open Science instructors and trainers. The ...

  6. The CCCTB Rules on Leaving a Group

    NARCIS (Netherlands)

    van de Streek, J.

    2012-01-01

    The consolidation system proposed in the draft of the CCCTB Directive puts relationships between Member States on edge. This is clearly apparent in the rules that apply when a company leaves a group. In this article the leaving rules are examined. Although the leaving rules are claimed to be

  7. On the Sharing of Temporary Parental Leave

    DEFF Research Database (Denmark)

    Amilon, Anna

    2007-01-01

    This paper views temporary parental leave (leave from work to take care of a sick child) as a household public good, produced with time inputs of the parents as the only input. Assuming equal productivities in the production of temporary parental leave and equal utility functions of the spouses...

  8. [Beneficial effect of maternity leave on delivery].

    Science.gov (United States)

    Xu, Qian; Séguin, Louise; Goulet, Lise

    2002-01-01

    To identify the contribution of the duration of the prenatal maternity leave on term delivery. Characteristics of the prenatal maternity leave and delivery among 363 working women who had delivered a full-term infant at 1 of 4 hospitals in Montreal during 1996 were studied. The presence of an intervention or complication during delivery was observed in 68.9% of the participants. The average duration of the prenatal maternity leave was about 8 weeks (SD = 7). The adjusted risk of a difficult delivery decreased significantly with the duration of the prenatal maternity leave (OR = 0.96; 95% CI: 0.93-0.99). The duration of the maternity leave before delivery is associated with an easier term delivery for working women.

  9. [New cerebroside from leaves of pineapple].

    Science.gov (United States)

    Wang, Jin-Ping; Wang, Hong-Ying; Du, Li-Jun; Ding, Yi; Xing, Dong-Ming; Wang, Wei

    2007-03-01

    To study the chemical constituents of the leaves of pineapple. Chromatographic methods were used to isolate compounds from the leaves of pineapple and spectral methods were used to identify the structures of the isolated compounds. Compound 1 was isolated from the leaves of pineapple. It was identified as 1-O-beta-D-glucopyranosyl-(2S, 3R, 4E, 11E)-2-[(2(R)-hydroxydocosanoyl) amido]-4, 11-hexadecanediene-1, 3-diol. Compound 1 was a new compound.

  10. Training of radwaste management specialists

    International Nuclear Information System (INIS)

    Lifanova, S.D.

    2010-01-01

    Highly professional and knowledgeable employees for chemical, and especially radiochemical, technology companies are very much sought after these days. Taking into account the advancement of nuclear power and the associated expansion of radioactive waste management facilities, the demand for staff that possesses all the necessary knowledge is set to increase multi-tenfold. In such circumstances, training of personnel is becoming a key element of the human resource management process. The author says that training of personnel at SUE SIA Radon Moscow is conducted in accordance with the Program of Training, Advanced Training and Personnel Qualification, which prescribes areas of training, categories of trainees, approximate number of trainees for each area, schedule and budget of training sessions. The cooperation of SUE SIA Radon Moscow with higher-education institutions in the field of young specialists training and advanced training of managerial, technical and administrative staff is reported [ru

  11. Compassionate Care Leave & Benefits. CAUT Briefing Note

    Science.gov (United States)

    Canadian Association of University Teachers, 2016

    2016-01-01

    Compassionate care leave and benefits were introduced in 2003/04 to help employees cope with this difficult work-life balance challenge. Employment Standards legislation and the Employment Insurance program (EI) were amended to provide leave without pay, with payment of EI benefits for compassionate care leave. Collective agreements have been…

  12. 30 CFR 46.8 - Annual refresher training.

    Science.gov (United States)

    2010-07-01

    ... affect the miner's health or safety. (c) Refresher training must also address other health and safety...; information about the physical and health hazards of chemicals in the miner's work area, the protective... Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR EDUCATION AND TRAINING...

  13. 78 FR 8833 - The Family and Medical Leave Act

    Science.gov (United States)

    2013-02-06

    ... creates a new qualifying exigency leave category for parental care. In military caregiver leave, the Final... covered employers to take job- protected, unpaid leave, or to substitute appropriate accrued paid leave... CFR Part 825 The Family and Medical Leave Act; Final Rule #0;#0;Federal Register / Vol. 78 , No. 25...

  14. Automation and Human Resource Management.

    Science.gov (United States)

    Taft, Michael

    1988-01-01

    Discussion of the automation of personnel administration in libraries covers (1) new developments in human resource management systems; (2) system requirements; (3) software evaluation; (4) vendor evaluation; (5) selection of a system; (6) training and support; and (7) benefits. (MES)

  15. Watch out for the leaves!

    CERN Multimedia

    HSE Unit

    2013-01-01

    Now that autumn is here, dead leaves falling from the trees form a colourful carpet that is pleasing to the eye. However, the reality is less pleasant for pedestrians, since these leaves increase the risk of slipping and falling, especially when the ground is wet.   These conditions are also hazardous for two- and four-wheeled vehicles, whose grip on the ground can be severely reduced, thereby increasing the risk of them skidding out of control. Cyclists are among the most vulnerable road users when faced with these hazards. It is therefore essential to be alert to the dangers, which can be lessened by taking a few simple precautions such as moderating your speed and wearing suitable shoes. We also invite you to notify the Service Desk if you notice a road or pavement where there is a high concentration of dead leaves. The CERN Roads and Drainage Service will then ensure that the leaves are cleared in order to reduce the risk of accidents in the area.

  16. 5 CFR 630.1206 - Notice of leave.

    Science.gov (United States)

    2010-01-01

    ... medical treatment, the employee shall provide notice to the agency of his or her intention to take leave... placement or planned medical treatment requires leave to begin within 30 calendar days, the employee shall... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of leave. 630.1206 Section 630...

  17. Integrated sustainable development and energy resource planning

    OpenAIRE

    Virgiliu NICULA

    2011-01-01

    Integrated sustainable development of a country cannot be conceived and begun without considering in an intricate tandem environmental protection and economic development. No one can exist without a natural material support of the life he or she enjoys. All economic development plans must include environmental and human civilization’s protection implicitly. Integrated resource planning must be done in an absolutely judicious manner, so we can all leave as a legacy for future generations both ...

  18. A Comparison of Organizational Climate and Nurses' Intention to Leave Among Excellence Awarded Hospitals and Other Hospitals in 2013.

    Science.gov (United States)

    Mohamadzadeh Nojehdehi, Maryam; Ashgholi Farahani, Mansoureh; Rafii, Forough; Bahrani, Nasser

    2015-05-01

    Human resource is the most important factor of performance, success and better revelation of excellence goals of each organization. By performing excellence plan, healthcare organizations improve their organizational climate and play a valuable role in retaining nurses and improving the quality of their services to patients. The aim of this study was to compare hospital organizational climate and intention to leave among working nurses in hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences. This was a cross-sectional descriptive comparison study. Its population included 248 nurses of the hospitals performing the excellence plan and other hospitals of Tehran University of Medical Sciences in Iran selected by random sampling. The used instrument had three parts: the first part was related to personal characteristics, the second part was the Munn's organizational climate questionnaire and the third part was Hinshaw's questionnaire of "anticipated turnover scale". Data was analyzed using SPSS software, version 17 and indices of descriptive statistics and inferential statistics. The results of the mean and standard deviation for organizational climate and intention to leave in both performing and non-performing hospitals of the organizational excellence plan were respectively (65.28 ± 19.31 and 56.42 ± 21.36) and (33.64 ± 5.58 and 35.59 ± 4.94). Independent T test revealed a significant difference between the mean scores for organizational climate in both performing and non-performing hospitals, and also a significant difference between the mean scores for intention to leave in both performing and non-performing hospitals (P = 0.004). Moreover, Pearson Correlation test showed a reverse significant correlation between organizational climate and intention to leave in performing hospitals of the organizational excellence plan (r = -0.337) and non-performing hospitals (r = -0.282) (P = 0.001). Performing quality

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

    DEFF Research Database (Denmark)

    Madsen, Henning; Ulhøi, John Parm

    2001-01-01

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

  20. Strategies for developing and implementing specialized training

    International Nuclear Information System (INIS)

    Pate, M.C.

    1991-01-01

    Numerous strategies can be used to develop and implement specialized training. In order to achieve effective specialized training, however, two items are especially critical: use of a systematic approach and sensitiwity towards a good needs analysis. Sensitivity towards these items includes involving representatives of the target population in all phases of training, identifying student characteristics and their impact on training setting and delivery, preparing a scope document that addresses the terminal and enabling objectives of training in terms understandable to the customer, and emphasizing flexibility in the use of alternative training delivery methods and training resources. Increasing sensitivity towards these factors will increase participant satisfaction and the ultimate use of the training provided

  1. Leaving the hospital - your discharge plan

    Science.gov (United States)

    ... patientinstructions/000867.htm Leaving the hospital - your discharge plan To use the sharing features on this page, ... once you leave. This is called a discharge plan. Your health care providers at the hospital will ...

  2. Cross-cultural issues in CRM training

    Science.gov (United States)

    Merritt, A.; Helmreich, R. L. (Principal Investigator)

    1995-01-01

    The author presents six stages of intercultural awareness and relates them to cockpit resource management training. A case study examines cultural differences between South American and United States flight crews and the problems that can occur when pilots minimize differences. Differences in leadership styles are highlighted and strategies for training South American pilots are provided.

  3. University Students Leaving Relationships (USLR): Scale Development and Gender Differences in Decisions to Leave Romantic Relationships

    Science.gov (United States)

    Hendy, Helen M.; Can, S. Hakan; Joseph, Lauren J.; Scherer, Cory R.

    2013-01-01

    The University Students Leaving Relationships scale was developed to identify student concerns when contemplating dissolution of romantic relationships. Participants included 1,106 students who rated the importance of issues when deciding to leave relationships. Factor analysis produced three dimensions: Missing the Relationship, Social…

  4. TRAVEL AND HOME LEAVE

    CERN Multimedia

    Human Resources Division

    2002-01-01

    Administrative procedures for : Travel to the home station and home leave (hl) Additional travel to the home station (at) Travel to the home station and home leave for family reasons (hlf) As part of the process of simplifying administrative procedures, HR and AS Divisions have devised a new, virtually automatic procedure for payment of travel expenses to the home station. The changes are aimed at rationalising administrative procedures and not at reducing benefits. The conditions of eligibility are unchanged. The new procedure, which will be operational with effect from 1st June 2002, will greatly simplify the administrative processing of claims for travel expenses and the recording of home leaves. Currently, requests for payment are introduced manually into the Advances and Claims system (AVCL) by divisional secretariats. All travel to the home station starting prior to 1st June 2002 will be processed according to the existing system whereas that starting on 1st June and after will be processed accordi...

  5. 30 CFR 77.1703 - First-Aid training; supervisory employees.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false First-Aid training; supervisory employees. 77... UNDERGROUND COAL MINES Miscellaneous § 77.1703 First-Aid training; supervisory employees. The mine operator shall conduct first-aid training courses for selected supervisory employees at the mine. Within 60 days...

  6. Genotoxicity of Nicotiana tabacum leaves on Helix aspersa.

    Science.gov (United States)

    da Silva, Fernanda R; Erdtmann, Bernardo; Dalpiaz, Tiago; Nunes, Emilene; Ferraz, Alexandre; Martins, Tales L C; Dias, Johny F; da Rosa, Darlan P; Porawskie, Marilene; Bona, Silvia; da Silva, Juliana

    2013-07-01

    Tobacco farmers are routinely exposed to complex mixtures of inorganic and organic chemicals present in tobacco leaves. In this study, we examined the genotoxicity of tobacco leaves in the snail Helix aspersa as a measure of the risk to human health. DNA damage was evaluated using the micronucleus test and the Comet assay and the concentration of cytochrome P450 enzymes was estimated. Two groups of snails were studied: one fed on tobacco leaves and one fed on lettuce (Lactuca sativa L) leaves (control group). All of the snails received leaves (tobacco and lettuce leaves were the only food provided) and water ad libitum. Hemolymph cells were collected after 0, 24, 48 and 72 h. The Comet assay and micronucleus test showed that exposure to tobacco leaves for different periods of time caused significant DNA damage. Inhibition of cytochrome P450 enzymes occurred only in the tobacco group. Chemical analysis indicated the presence of the alkaloid nicotine, coumarins, saponins, flavonoids and various metals. These results show that tobacco leaves are genotoxic in H. aspersa and inhibit cytochrome P450 activity, probably through the action of the complex chemical mixture present in the plant.

  7. Genotoxicity of Nicotiana tabacum leaves on Helix aspersa

    Directory of Open Access Journals (Sweden)

    Fernanda R. da Silva

    2013-01-01

    Full Text Available Tobacco farmers are routinely exposed to complex mixtures of inorganic and organic chemicals present in tobacco leaves. In this study, we examined the genotoxicity of tobacco leaves in the snail Helix aspersa as a measure of the risk to human health. DNA damage was evaluated using the micronucleus test and the Comet assay and the concentration of cytochrome P450 enzymes was estimated. Two groups of snails were studied: one fed on tobacco leaves and one fed on lettuce (Lactuca sativa L leaves (control group. All of the snails received leaves (tobacco and lettuce leaves were the only food provided and water ad libitum. Hemolymph cells were collected after 0, 24, 48 and 72 h. The Comet assay and micronucleus test showed that exposure to tobacco leaves for different periods of time caused significant DNA damage. Inhibition of cytochrome P450 enzymes occurred only in the tobacco group. Chemical analysis indicated the presence of the alkaloid nicotine, coumarins, saponins, flavonoids and various metals. These results show that tobacco leaves are genotoxic in H. aspersa and inhibit cytochrome P450 activity, probably through the action of the complex chemical mixture present in the plant.

  8. 75 FR 69686 - Advisory Committee on Training in Primary Care Medicine and Dentistry

    Science.gov (United States)

    2010-11-15

    ... DEPARTMENT OF HEALTH AND HUMAN SERVICES Health Resources and Services Administration Advisory Committee on Training in Primary Care Medicine and Dentistry AGENCY: Health Resources and Services... of the Advisory Committee on Training in Primary Care Medicine and Dentistry, November 15, 2010, 8:30...

  9. Water-resources and land-surface deformation evaluation studies at Fort Irwin National Training Center, Mojave Desert, California

    Science.gov (United States)

    Densmore-Judy, Jill; Dishart, Justine E.; Miller, David; Buesch, David C.; Ball, Lyndsay B.; Bedrosian, Paul A.; Woolfenden, Linda R.; Cromwell, Geoffrey; Burgess, Matthew K.; Nawikas, Joseph; O'Leary, David; Kjos, Adam; Sneed, Michelle; Brandt, Justin

    2017-01-01

    The U.S. Army Fort Irwin National Training Center (NTC), in the Mojave Desert, obtains all of its potable water supply from three groundwater basins (Irwin, Langford, and Bicycle) within the NTC boundaries (fig. 1; California Department of Water Resources, 2003). Because of increasing water demands at the NTC, the U.S. Geological Survey (USGS), in cooperation with the U.S. Army, completed several studies to evaluate water resources in the developed and undeveloped groundwater basins underlying the NTC. In all of the developed basins, groundwater withdrawals exceed natural recharge, resulting in water-level declines. However, artificial recharge of treated wastewater has had some success in offsetting water-level declines in Irwin Basin. Additionally, localized water-quality changes have occurred in some parts of Irwin Basin as a result of human activities (i.e., wastewater disposal practices, landscape irrigation, and/or leaking pipes). As part of the multi-faceted NTC-wide studies, traditional datacollection methods were used and include lithological and geophysical logging at newly drilled boreholes, hydrologic data collection (i.e. water-level, water-quality, aquifer tests, wellbore flow). Because these data cover a small portion of the 1,177 square-mile (mi2 ) NTC, regional mapping, including geologic, gravity, aeromagnetic, and InSAR, also were done. In addition, ground and airborne electromagnetic surveys were completed and analyzed to provide more detailed subsurface information on a regional, base-wide scale. The traditional and regional ground and airborne data are being analyzed and will be used to help develop preliminary hydrogeologic framework and groundwater-flow models in all basins. This report is intended to provide an overview of recent water-resources and land-surface deformation studies at the NTC.

  10. Loving and Leaving Public Health: Predictors of Intentions to Quit Among State Health Agency Workers.

    Science.gov (United States)

    Liss-Levinson, Rivka; Bharthapudi, Kiran; Leider, Jonathon P; Sellers, Katie

    2015-01-01

    State health agencies play a critical role in protecting and promoting the health and well-being of the people they serve. To be effective, they must maintain a highly skilled, diverse workforce of sufficient size and with proper training. The goal of this study was to examine demographics, job and workplace environment characteristics, job satisfaction, and reasons for initially joining the public health workforce as predictors of an employee's intentions to leave an organization within the next year. This study used a cross-sectional design. Respondents were selected on the basis of a stratified sampling approach, with 5 geographic (paired Health and Human Services [HHS] regions) as the primary strata. Balanced repeated replication was used as a resampling method for variance estimation. A logistic regression model was used to examine the correlates of intentions to leave one's organization within the next year. The independent variables included several measures of satisfaction, perceptions about the workplace environment, initial reasons for joining public health, gender, age, education, salary, supervisory status, program area, and paired HHS region. The sample for this study consisted of 10,246 permanently employed state health agency central office employees who responded to the Public Health Workforce Interests and Needs Survey (PH WINS). Considering leaving one's organization within the next year. Being a person of color, living in the West (HHS regions 9 and 10), and shorter tenure in one's current position were all associated with higher odds of intentions to leave an organization within the next year. Conversely, greater employee engagement, organizational support, job satisfaction, organization satisfaction, and pay satisfaction were all significant predictors of lower intentions to leave one's organization within the next year. Results from this study suggest several variables related to demographics, job characteristics, workplace environment, and

  11. Development and Implementation of a Model Training Program to Assist Special Educators, Parks and Resource Management Personnel and Parents to Cooperatively Plan and Conduct Outdoor/Environmental Education Programs for Handicapped Children and Youth. Final Report.

    Science.gov (United States)

    Vinton, Dennis A.; Zachmeyer, Richard F.

    This final report presents a description of a 3-year project to develop and implement a model training program (for special education personnel, park and resource management personnel, and parents of disabled children) designed to promote outdoor environmental education for disabled children. The project conducted 22 training workshops (2-5 days)…

  12. Plant DNA banks for genetic resources conservation (review

    Directory of Open Access Journals (Sweden)

    Н. Е. Волкова

    2016-12-01

    Full Text Available Purpose. Literature review of DNA banks creation as the current strategy of plant genetic resources conservation. Results. The current state of plant genetic resources conservation was analyzed in the context of the threat of gene­tic erosion. The importance of DNA banks was shown which function is to store DNA samples and associated products and disseminate them for research purposes. The main DNA banks in the world were described, including the Republican DNA Bank of Human, Animals, Plants and Microorganisms at the Institute of Genetics and Cytology of the National Academy of Sciences of Belarus. Stages of DNA banking were considered: tissue sampling (usually from leaves, cell destruction, DNA extraction, DNA storage. Different methods of tissue sampling, extraction and DNA storage were compared. The need for Plant DNA Bank creation in Ukraine was highlighted. Conclusions. DNA collections is an important resource in the global effort to overcome the crisis in biodiversity, for managing world genetic resources and maximi­zing their potential.

  13. [Teacher sick leave: Prevalence, duration, reasons and covariates].

    Science.gov (United States)

    Vercambre-Jacquot, M-N; Gilbert, F; Billaudeau, N

    2018-02-01

    Absences from work have considerable social and economic impact. In the education sector, the phenomenon is particularly worrying since teacher sick leave has an impact on the overall performance of the education system. Yet, available data are scarce. In April-June 2013, 2653 teachers responded to a population-based postal survey on their quality of life (enquête Qualité de vie des enseignants, MGEN Foundation/Ministry of education, response rate 53 %). Besides questions on work environment and health, teachers were asked to describe their eventual sick leave(s) since the beginning of the school year: duration, type and medical reasons. Self-reported information was reinforced by administrative data from ministerial databases and weighted to be extrapolated to all French teachers. Tobit models adjusted for individual factors of a private nature were used to investigate different occupational risk factors of teacher sick leave, taking into account both the estimated effect on the probability of sick leave and the length of it. More than one in three teachers (36 %) reported having had at least one day of sick leave since the beginning of the school year. Respiratory/ENT diseases were the leading reason for sick leave (37 %). However, and because sick leave duration depended on the underlying health problem, such diseases came in third place among justifications of sick leave days (14 %), far behind musculoskeletal problems (27 %) and neurological and psychological disorders (25 %). Tobit models suggested that some occupational factors significantly associated with the risk of sick leave may represent promising preventive targets, including high psychological demand, workplace violence and unfavorable socio-environmental context. Our study provides objective evidence about the issue of sick leave among French teachers, highlighting the usefulness of implementing actions to minimize its weight. To this end, the study findings point-out the importance of

  14. To serve or to leave: a question faced by public sector healthcare providers in Pakistan.

    Science.gov (United States)

    Mir, Ali Mohammad; Shaikh, Muhammad Saleem; Rashida, Gul; Mankani, Neha

    2015-11-25

    The availability of properly trained and motivated providers is a prerequisite for provision of easily accessible healthcare. Pakistan has been listed by the World Health Organization in its World Health Report 2006 as one of 57 countries with a critical health workforce deficiency. This study examines the factors associated with the willingness of public sector healthcare providers to leave government service and recommends measures that can be adopted to attract and retain staff in the country's public healthcare system. A stratified, random sampling methodology was adopted to recruit a nationally representative sample of 1,296 public sector healthcare providers, including paramedics, medical doctors, and specialists. A semi-structured questionnaire was used to interview these providers. Logistic regressions measured the association with determinants of their willingness to leave the public health sector for better prospects elsewhere. A third of all healthcare providers who were interviewed were of the view that, provided the opportunity, they would leave government service. The odds of willingness to leave service were highest among providers from the region of Azad Jammu and Kashmir (adjusted odds ratio [AOR] = 4.33; 95% CI, 2.49-7.54) followed by the province of Balochistan (AOR = 4.21; 95% CI, 2.41-7.33), and the region of Gilgit Baltistan (AOR = 3.34; 95% CI, 1.67-6.67). Providers who expressed dissatisfaction in the manner their performance was evaluated and those who were dissatisfied with the current salary, each had higher odds of considering leaving government service (AOR = 1.67; 95% CI, 1.18-2.40 and AOR = 2.03; 95% CI, 1.47-2.81, respectively). Providers who reported experiencing interference in their work by influential politicians of the area were more inclined to leave (AOR = 1.44; 95% CI, 1.05-1.98). This study clearly highlights the need to implement more focused strategies in the public healthcare system in Pakistan in

  15. Teachers' perceptions of strategy training in reading instruction

    OpenAIRE

    Sallı, Ayşegül

    2002-01-01

    Ankara : The Department of Teaching English as a Foreign Language, the Institute of Economics and Social Sciences of Bilkent University, 2002. Thesis (Master's) -- Bilkent University, 2002. Includes bibliographical references leaves 93-97. Reading strategies are processes used by a learner to enhance reading and to overcome comprehension failures. In order to better help students overcome such difficulties, training in reading strategies is necessary. Only with the appropriate ...

  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. EFFICIENCY OF THE USE OF AUTHENTIC WEB-RESOURCES IN TRANSLATORS TRAINING

    Directory of Open Access Journals (Sweden)

    Iryna M. Drobit

    2013-06-01

    Full Text Available The article deals with pedagogical assumptions and efficiency of the use of Information and Communication Technologies, especially authentic web-resources, while teaching language for specific purposes (translators and interpreters. Accuracy, content, and functionality of web-resource TED, which contains examples of authentic speech in English, have been outlined. It has been demonstrated that usage of multimedia and communication facilities of the TED web-resource provides favourable opportunity to involve students in such professional activities as translation and proofreading, and also to improve the level of their language skills.

  18. Study of features of the biochemical composition of red vine leaves of autochthonous varieties in Russia

    Directory of Open Access Journals (Sweden)

    Oganesyants Lev

    2015-01-01

    Full Text Available One of the fields of processing industries’ activities is the use of secondary resources. The use the vegetative parts of grape plants may become an important component in solving this task. Such vegetative parts, first of all, include red grape leaves, which provide a large reserve of antioxidants and other biologically useful substances. The Russian Research Institute of Brewing and Wine Industry has carried out the detailed study of the features of the biochemical composition of red vine leaves of autochthonous varieties cultivated in the Rostov region of Russia. Cold winters are considered to be the major stress for the grape plants. Under these conditions, leaves accumulate large amount of biologically active substances, including trans-resveratrol, which provide significant advantage compared with the harvest from grapes cultivated in areas where the plants are not protected during winter. Comparative studies on the biochemical composition of red vine leaves of autochthonous and European varieties were conducted, including on the use of bioassay systems in vitro. It was found that extracts of red vine leaves of autochthonous varieties have a marked effect on the rate of glutathione reductase and pyruvate kinase reactions that are demonstrating their angioprotective and energizing properties. The increase in the rate of the catalase reaction indicates the manifestation of antioxidant properties. The technology of CO2 – and highly concentrated hydrophilic extracts production from red vine leaves that preserves biologically active compounds to the maximum extent possible. The extracts are used for the manufacture of soft drinks that have the venomotor action and may be applied in the process of the manufacture of fat products with extended shelf life, as well as the main raw material for the preparations with the pronounced angioprotective effect.

  19. Airline Crew Training

    Science.gov (United States)

    1989-01-01

    The discovery that human error has caused many more airline crashes than mechanical malfunctions led to an increased emphasis on teamwork and coordination in airline flight training programs. Human factors research at Ames Research Center has produced two crew training programs directed toward more effective operations. Cockpit Resource Management (CRM) defines areas like decision making, workload distribution, communication skills, etc. as essential in addressing human error problems. In 1979, a workshop led to the implementation of the CRM program by United Airlines, and later other airlines. In Line Oriented Flight Training (LOFT), crews fly missions in realistic simulators while instructors induce emergency situations requiring crew coordination. This is followed by a self critique. Ames Research Center continues its involvement with these programs.

  20. Dispersive Evolution of Nonlinear Fast Magnetoacoustic Wave Trains

    Energy Technology Data Exchange (ETDEWEB)

    Pascoe, D. J.; Goddard, C. R.; Nakariakov, V. M., E-mail: D.J.Pascoe@warwick.ac.uk [Centre for Fusion, Space and Astrophysics, Department of Physics, University of Warwick, Coventry CV4 7AL (United Kingdom)

    2017-10-01

    Quasi-periodic rapidly propagating wave trains are frequently observed in extreme ultraviolet observations of the solar corona, or are inferred by the quasi-periodic modulation of radio emission. The dispersive nature of fast magnetohydrodynamic waves in coronal structures provides a robust mechanism to explain the detected quasi-periodic patterns. We perform 2D numerical simulations of impulsively generated wave trains in coronal plasma slabs and investigate how the behavior of the trapped and leaky components depend on the properties of the initial perturbation. For large amplitude compressive perturbations, the geometrical dispersion associated with the waveguide suppresses the nonlinear steepening for the trapped wave train. The wave train formed by the leaky components does not experience dispersion once it leaves the waveguide and so can steepen and form shocks. The mechanism we consider can lead to the formation of multiple shock fronts by a single, large amplitude, impulsive event and so can account for quasi-periodic features observed in radio spectra.

  1. The career cost: does it pay for a military pilot to leave the service for the airlines?

    OpenAIRE

    Hodges, Jeffrey A.

    2015-01-01

    Approved for public release; distribution is unlimited The military is experiencing a pilot retention problem that is getting worse. The government spends millions of dollars training pilots in the most advanced aircraft in the world, only to watch them leave for the commercial airline industry at the first opportunity. As airline pilot hiring continues to improve, military pilots will depart the services for the assumed increase in financial compensation of the airlines. This thesis compa...

  2. Google Analytics – Index of Resources

    Science.gov (United States)

    Find how-to and best practice resources and training for accessing and understanding EPA's Google Analytics (GA) tools, including how to create reports that will help you improve and maintain the web areas you manage.

  3. The heterogeneity and spatial patterning of structure and physiology across the leaf surface in giant leaves of Alocasia macrorrhiza.

    Directory of Open Access Journals (Sweden)

    Shuai Li

    Full Text Available Leaf physiology determines the carbon acquisition of the whole plant, but there can be considerable variation in physiology and carbon acquisition within individual leaves. Alocasia macrorrhiza (L. Schott is an herbaceous species that can develop very large leaves of up to 1 m in length. However, little is known about the hydraulic and photosynthetic design of such giant leaves. Based on previous studies of smaller leaves, and on the greater surface area for trait variation in large leaves, we hypothesized that A. macrorrhiza leaves would exhibit significant heterogeneity in structure and function. We found evidence of reduced hydraulic supply and demand in the outer leaf regions; leaf mass per area, chlorophyll concentration, and guard cell length decreased, as did stomatal conductance, net photosynthetic rate and quantum efficiency of photosystem II. This heterogeneity in physiology was opposite to that expected from a thinner boundary layer at the leaf edge, which would have led to greater rates of gas exchange. Leaf temperature was 8.8°C higher in the outer than in the central region in the afternoon, consistent with reduced stomatal conductance and transpiration caused by a hydraulic limitation to the outer lamina. The reduced stomatal conductance in the outer regions would explain the observed homogeneous distribution of leaf water potential across the leaf surface. These findings indicate substantial heterogeneity in gas exchange across the leaf surface in large leaves, greater than that reported for smaller-leafed species, though the observed structural differences across the lamina were within the range reported for smaller-leafed species. Future work will determine whether the challenge of transporting water to the outer regions can limit leaf size for plants experiencing drought, and whether the heterogeneity of function across the leaf surface represents a particular disadvantage for large simple leaves that might explain their

  4. Late adolescents' conceptualizations of home-leaving.

    Science.gov (United States)

    Moore, D; Hotch, D F

    1981-02-01

    Separation from the family, a key developmental task, has received scant attention from developmentalists. In this study, college students' dissimilarity ratings and ratings on 22 bipolar adjective scales were obtained for a set of 20 definitions of home-leaving. Results of a cluster analysis revealed that conceptualizations of the definitions are organized in terms of eight clusters. Ratings on the 22 adjective scales provided an empirical means for interpreting the typological structure of the home-leaving definitions. Convergence the results of this inductive study of home-leaving and elements of ego development theory was noted.

  5. Stochastic Resource Allocation for Energy-Constrained Systems

    Directory of Open Access Journals (Sweden)

    Sachs DanielGrobe

    2009-01-01

    Full Text Available Battery-powered wireless systems running media applications have tight constraints on energy, CPU, and network capacity, and therefore require the careful allocation of these limited resources to maximize the system's performance while avoiding resource overruns. Usually, resource-allocation problems are solved using standard knapsack-solving techniques. However, when allocating conservable resources like energy (which unlike CPU and network remain available for later use if they are not used immediately knapsack solutions suffer from excessive computational complexity, leading to the use of suboptimal heuristics. We show that use of Lagrangian optimization provides a fast, elegant, and, for convex problems, optimal solution to the allocation of energy across applications as they enter and leave the system, even if the exact sequence and timing of their entrances and exits is not known. This permits significant increases in achieved utility compared to heuristics in common use. As our framework requires only a stochastic description of future workloads, and not a full schedule, we also significantly expand the scope of systems that can be optimized.

  6. Training in the Mexican company: a study of job training

    Directory of Open Access Journals (Sweden)

    Alma Lilia Sapién Aguilar

    2014-12-01

    Full Text Available The processes of training and instruction in a medium-sized Mexican company are not being understood as an investment that contributes to business success.The aim of this study was to analyze these processes. The methodological approach was exploratory and descriptive with a non-experimental or ex post facto design. The Mexican Business Information System was consulted and 17 medium-sized companies in the industrial sector were randomly chosen. The results indicated that in the median Mexican company decisive actions must be taken in order to achieve that training and instruction are no longer seen as an unnecessary expense. They need to be understood as the best investment one can make in human resources. Therefore, training and instruction must become a part of the work culture of any organization.

  7. Training hospital providers in basic CPR skills in Botswana: Acquisition, retention and impact of novel training techniques☆

    Science.gov (United States)

    Meaney, Peter A.; Sutton, Robert M.; Tsima, Billy; Steenhoff, Andrew P.; Shilkofski, Nicole; Boulet, John R.; Davis, Amanda; Kestler, Andrew M.; Church, Kasey K.; Niles, Dana E.; Irving, Sharon Y.; Mazhani, Loeto; Nadkarni, Vinay M.

    2013-01-01

    Objective Globally, one third of deaths each year are from cardiovascular diseases, yet no strong evidence supports any specific method of CPR instruction in a resource-limited setting. We hypothesized that both existing and novel CPR training programs significantly impact skills of hospital-based healthcare providers (HCP) in Botswana. Methods HCP were prospectively randomized to 3 training groups: instructor led, limited instructor with manikin feedback, or self-directed learning. Data was collected prior to training, immediately after and at 3 and 6 months. Excellent CPR was prospectively defined as having at least 4 of 5 characteristics: depth, rate, release, no flow fraction, and no excessive ventilation. GEE was performed to account for within subject correlation. Results Of 214 HCP trained, 40% resuscitate ≥1/month, 28% had previous formal CPR training, and 65% required additional skills remediation to pass using AHA criteria. Excellent CPR skill acquisition was significant (infant: 32% vs. 71%, p CPR skill retention was significant at 3 (39% vs. 70%, p CPR skills were retained to 3 months (34% vs. 51%, p = 0.02). On multivariable analysis, low cognitive score and need for skill remediation, but not instruction method, impacted CPR skill performance. Conclusions HCP in resource-limited settings resuscitate frequently, with little CPR training. Using existing training, HCP acquire and retain skills, yet often require remediation. Novel techniques with increased student: instructor ratio and feedback manikins were not different compared to traditional instruction. PMID:22561463

  8. University-industry consortium: maximizing the use of limited resources for instructor training

    International Nuclear Information System (INIS)

    Norton, R.E.; Williams, T.M.

    1987-01-01

    This proposed development effort would accomplish three major objectives, as follows: 1. To identify and verify, through job analysis, the critical professional tasks that must be performed by electric utility instructors. 2. To adapt and revise existing instructor training modules to make them self-contained and highly specific to the professional knowledge and skills needed by electric utility instructors. 3. To develop new instructor training modules, if needed, to meet utility instructor training needs that are not addressed by any existing materials. It is anticipated that approximately twenty (20) modules will be needed to address all of the critical instructor tasks identified during the job analysis phase. The National Center for Research in Vocational Education proposes that it would be very cost-effective and time-efficient to cooperatively undertake the development of the needed instructor training modules with a consortium of about to ten interested electric utility companies

  9. Risk Information Management Resource (RIMR): modeling an approach to defending against military medical information assurance brain drain

    Science.gov (United States)

    Wright, Willie E.

    2003-05-01

    As Military Medical Information Assurance organizations face off with modern pressures to downsize and outsource, they battle with losing knowledgeable people who leave and take with them what they know. This knowledge is increasingly being recognized as an important resource and organizations are now taking steps to manage it. In addition, as the pressures for globalization (Castells, 1998) increase, collaboration and cooperation are becoming more distributed and international. Knowledge sharing in a distributed international environment is becoming an essential part of Knowledge Management. This is a major shortfall in the current approach to capturing and sharing knowledge in Military Medical Information Assurance. This paper addresses this challenge by exploring Risk Information Management Resource (RIMR) as a tool for sharing knowledge using the concept of Communities of Practice. RIMR is based no the framework of sharing and using knowledge. This concept is done through three major components - people, process and technology. The people aspect enables remote collaboration, support communities of practice, reward and recognize knowledge sharing while encouraging storytelling. The process aspect enhances knowledge capture and manages information. While the technology aspect enhance system integration and data mining, it also utilizes intelligent agents and exploits expert systems. These coupled with supporting activities of education and training, technology infrastructure and information security enables effective information assurance collaboration.

  10. Information Assurance (IA) Training and Certification

    National Research Council Canada - National Science Library

    Money, Arthur

    1998-01-01

    Recent attacks against the Department's information infrastructure have heightened awareness of the importance of training as a critical component of protecting the Department's information resources...

  11. Nuclear manpower planning and personnel training

    International Nuclear Information System (INIS)

    Chen, J.H.

    1984-01-01

    Taiwan Power Company has established a nuclear manpower program to identify human resources, selection and recruitment of entry level engineers and technicians of Nuclear Energy Group. The methodology to estimate the future nuclear manpower demand of Taipower has been clearly described in this article. Also, the manpower program is being used as the bases for nuclear training program development. For safe, reliable and efficient operation of nuclear power plants, Taipower has established a systematic training program for nuclear power stations and headquarter personnel. The training program has been implemented in three stages with different patterns of training program. The first stage of nuclear training before 1975 was completed successfully. The second stage of nuclear training currently conducted since 1975 enlarges domestic training capability. The third stage of nuclear training with a long term training program is now under a systematic and compositive development effort

  12. Musculoskeletal disorders among preschool teachers: analyzing the relationships among relational demands, work meaning, and intention to leave the job.

    Science.gov (United States)

    Converso, Daniela; Viotti, Sara; Sottimano, Ilaria; Cascio, Vincenza; Guidetti, Gloria

    2018-05-22

    Based on the conservation of resource (COR) theory by Hobfoll, the aim of the present study was to test whether the relationships among relational demands, work meaning, and intention to leave vary as a function of the presence of musculoskeletal disorders (MSDs). The study was cross-sectional and non-randomized. Analyses were carried out on a dataset consisting of 429 preschool teachers, who filled out a self-report questionnaire. Of them, 238 reported a MSD diagnosis and 191 were free form MSDs. As expected, among those who reported MSDs, relational demands were significantly associated to intention to leave, and this relationship was mediated by work meaning; moreover, among those free from MSDs, no significant paths among the three variables were found. In general, results showed that suffering from MSDs impairs workers' ability to face to relational demands, thus activating a spiral that encompasses diminished work meaning and intention to leave. Practical implications of results will be discussed in the paper.

  13. Nuclear energy and education and training

    International Nuclear Information System (INIS)

    Soentono, S.

    1996-01-01

    In the modern society, education and training is a must since without it one is impossible to a part of the society. It is also indispensable since human resource is more important than natural resources to sustain the development. The modern society needs, and is also the product of a very long effort of human race, 'education and training'. Nuclear energy education and trainings, as one of the efforts to enhance the modern society, are currently demanded to assure the quality and reliability of personnel being involved in various kinds, levels, and stages of nuclear industries. These education and trainings are also required to suffice the demand for assurance of the quality and reliability of the products, e.g. nuclear components, systems, installations, other products, techniques, and services. Linking and matching of these education and trainings are also required. In the developing countries, it will be better to start with the non-energy application, e.g. application of isotopes and radiation in various fields. There must be cooperation giving rise to strong links between universities. The mechanism and cooperation should facilitate the character building of nuclear energy man power covering attitudes for pioneering, having scientific tradition and industrial orientated views, considering the safety first toward safety culture, and mastering communication. (J.P.N.)

  14. Hanford general employee training: Computer-based training instructor's manual

    Energy Technology Data Exchange (ETDEWEB)

    1990-10-01

    The Computer-Based Training portion of the Hanford General Employee Training course is designed to be used in a classroom setting with a live instructor. Future references to this course'' refer only to the computer-based portion of the whole. This course covers the basic Safety, Security, and Quality issues that pertain to all employees of Westinghouse Hanford Company. The topics that are covered were taken from the recommendations and requirements for General Employee Training as set forth by the Institute of Nuclear Power Operations (INPO) in INPO 87-004, Guidelines for General Employee Training, applicable US Department of Energy orders, and Westinghouse Hanford Company procedures and policy. Besides presenting fundamental concepts, this course also contains information on resources that are available to assist students. It does this using Interactive Videodisk technology, which combines computer-generated text and graphics with audio and video provided by a videodisk player.

  15. Looming labour shortages challenge Alberta resource industries

    Energy Technology Data Exchange (ETDEWEB)

    Simpson, R.

    2005-07-01

    The shortage of skilled manpower that is threatening the viability of Alberta's resource industry is discussed. According to statistics compiled by the Canadian Resource Development the Canadian labour force grew by about 226,000 per year during the last quarter century; this will be reduced by about 125,000 per year during the current decade. It is forecast that by 2016, the annul growth will be near zero. To make up for this unprecedented shortfall, the annual rate of immigration required would have to be as high as 650,000 per year. The Alberta Chamber's Workforce Development Committee is aware of the urgency of the situation and is attempting to aggressively investigate the causes of the shortage of skilled labour and finding ways to deal with the problem. Current investigation appears to point the finger at the state of post-secondary education, most particularly the significantly higher underemployment among aboriginal youth and the likelihood that skills programs training developed to encourage First Nation's people would be the most effective way to help easing the growing labour shortage. Too few educational placement for students, a lack of adequate training equipment and financial resources in post-secondary institutions, and the variations in the quality of provincial educational standards receive the most blame, combined with a lack of awareness of employment opportunities or training programs, and the inability to migrate to high opportunity employment areas. A notable program addressing this issue is the Alberta Apprenticeship and Industry Training System which helps young people to start their apprenticeship training while still in high school, and encourage them to continue their training after graduation from high school. The federal government and other groups also encourage participation among Ab originals and work towards eliminating some of the underlying factors of labour shortages, including cultural biases, barriers to inter

  16. 30 CFR 77.107-1 - Plans for training programs.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false Plans for training programs. 77.107-1 Section... COAL MINES Qualified and Certified Persons § 77.107-1 Plans for training programs. Each operator must..., a program or plan setting forth what, when, how, and where the operator will train and retrain...

  17. 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...

  18. The Problems of Parental Leave.

    Science.gov (United States)

    Price, Sean

    2017-10-01

    The United States is the only major industrialized country in the world to not require paid parental leave. Numerous studies have shown that allowing parents time with a newborn makes the child and the parents healthier, both physically and mentally. Many physicians, especially those who work in practices with five or fewer doctors, worry about how to pay for parental leave for themselves and their staff.

  19. Effectiveness of a Minimal Intervention for Stress-related mental disorders with Sick leave (MISS; study protocol of a cluster randomised controlled trial in general practice [ISRCTN43779641

    Directory of Open Access Journals (Sweden)

    van Marwijk Harm WJ

    2006-05-01

    Full Text Available Abstract Background The main aims of this paper are to describe the setting and design of a Minimal Intervention in general practice for Stress-related mental disorders in patients on Sick leave (MISS, as well as to ascertain the study complies with the requirements for a cluster randomised controlled trial (RCT. The potential adverse consequences of sick leave due to Stress-related Mental Disorders (SMDs are extensive, but often not recognised. Since most people having SMDs with sick leave consult their general practitioner (GP at an early stage, a tailored intervention given by GPs is justified. We provide a detailed description of the MISS; that is more accurate assessment, education, advice and monitoring to treat SMDs in patients on sick leave. Our hypothesis is that the MISS will be more effective compared to the usual care, in reducing days of sick leave of these patients. Methods The design is a pragmatic RCT. Randomisation is at the level of GPs. They received the MISS-training versus no training, in order to compare the MISS vs. usual care at patient level. Enrolment of patients took place after screening in the source population, that comprised 20–60 year old primary care attendees. Inclusion criteria were: moderately elevated distress levels, having a paid job and sick leave for no longer than three months. There is a one year follow up. The primary outcome measure is lasting full return to work. Reduction of SMD- symptoms is one of the secondary outcome measures. Forty-six GPs and 433 patients agreed to participate. Discussion In our study design, attention is given to the practical application of the requirements for a pragmatic trial. The results of this cluster RCT will add to the evidence about treatment options in general practice for SMDs in patients on sick leave, and might contribute to a new and appropriate guideline. These results will be available at the end of 2006.

  20. State Policies on Human Capital Resource Management: Minnesota. Human Capital Resource Management Technical Brief

    Science.gov (United States)

    Bhatt, Monica; Behrstock, Ellen; Cushing, Ellen; Wraight, Sara

    2010-01-01

    Training, recruiting, developing, and supporting talented and effective educators throughout their careers is known as human capital resource management (HCRM) in education. HCRM has been identified in recent literature as one of the ways in which districts and states may increase school effectiveness and improve student learning (Heneman &…