COUNCIL DECISIONS ON THE 5-YEARLY REMUNERATION REVIEW, AJUSTMENTS FOR 2001 AND CHANGES TO THE STAFF RULES AND REGULATIONS

CERN Document Server

Human Resources Division

2001-01-01

As announced by the Director-General in December last year, Council approved the package of measures concerning the 5-yearly remuneration review, recommended by the TREF Restricted Group, as well as the adjustments for 2001 related to salaries and pensions. These measures, as summarised below, enter into force on 1 January 2001, subject to later implementation of some items. Related changes to the Staff Rules and Regulations will be published as soon as possible in the mean time, changes which were annexed to the Council Resolution can be viewed on the HR Division Web site. 1. Scale of basic salaries (Annex R A 1 of the Staff Regulations) : increased by 4.32% resulting from the 5-yearly Review, and by 0.6% which corresponds to the salary adjustment for 2001. This includes the increases in social insurance contributions indicated below. 2. Scale of stipends of Fellows (Annex R A 2 of the Staff Regulations) : increased by 1.52% resulting from the 5-yearly Review, and by 0.6% which corresponds to the adjustment ...

A Three-Pronged Approach to Evaluating Salary Equity among Faculty, Administrators, and Staff at a Metropolitan Research University.

Science.gov (United States)

Armacost, Robert L.

A study was conducted to evaluate inequalities in salary for all regular faculty, administrative, and staff employees with respect to gender and ethnicity at a major metropolitan research university. In all, there were 648 minorities in the study and 1,443 women. Three approaches were used to test for inequalities: (1) a multiple regression…

Adjustments to financial and social benefits

CERN Multimedia

HR Department

2010-01-01

In accordance with recommendations made by the Finance Committee in November 2009 and decisions taken by the Council in December 2009, certain financial benefits have been adjusted with effect from 1 January 2010. An increase of 1.6% has been applied to the scale of basic salaries and to stipends paid to Fellows (Annexes R A 5 and R A 6 of the Staff Rules and Regulations, respectively). The adjusted amounts are available from the HR Department intranet site or from departmental secretariats. As a result of the evolution of the Geneva consumer price index, no adjustments have been made to the subsistence allowances of Paid Associates and Students (Annex R A 7 of the Staff Rules and Regulations). The following social benefits also remain unchanged: Family, child and infant allowances (Annex R A 3 of the Staff Rules and Regulations). Payment ceilings of education fees (Annex R A 4 of the Staff Rules and Regulations). Tel. 70674 (Classification and Remuneration Service)

SALARIES IN THE CONSTRUCTION SECTOR – FROM ACCOUNTING PERSPECTIVE

Directory of Open Access Journals (Sweden)

OANA BOGDAN

2015-12-01

Full Text Available The construction sector faced, after the economic crisis who affected deeply this sector, both with a lack of qualified staff and with reduced salary levels. The accounting records for the staff includes salary entitlements, bonuses, additions, awards of payroll, allowances for rest and those for temporary disability paid from the salary fund, the first representing staff participation in profit, granted by law, and other rights in cash and / or kind of entity due to staff for their work. In this paper we present the contributions due to the State Budget by society and by the employees and we present the recognition of these operations in accounting formulas in accordance with the OMFP 1802/2014. In Romania the level of contributions to the pension system was reduced for the employer with the aim of decreasing tax evasion recorded. In this paper we want to reflect the impact of this decision on the pension system.

Teachers’ salaries in the totalitarian system

Directory of Open Access Journals (Sweden)

Angela Lisnic

2013-12-01

Full Text Available In the article there are presented results of the research of dynamics of teachers' salaries in 1945-1980s, a comparison of the salary with a living wage, as well as a comparison of official data with memories of teachers. There are given data on housing and living conditions of teachers in rural areas, the privileges in buying certain goods for teachers and other members of pedagogical staff in rural schools and loans on subsistence farming and construction of houses. There are examples of the calculation of salaries of teachers by grade in accordance with the provisions of the teachers' salary increase. There are also analyzed teachers' salaries depending on the working time, planning payroll for this category of workers and payments for additional work undertaken by them. The further research in this area will help to more fully understand the real social and financial status of teachers.

Adjustments to financial and social benefits

CERN Document Server

HR Department

2009-01-01

In accordance with decisions taken by the Finance Committee and Council in December 2008, certain financial and social benefits will be adjusted with effect from 1st January 2009. An increase of 2.7% will be applied to the scale of basic salaries and the scale of stipends paid to Fellows (Annexes R A 5 and R A 6 of the Staff Rules and Regulations, respectively). As a result of the evolution of the Geneva consumer price index, the following financial elements will increase by 3.2%: a) Family Allowance, Child Allowance and Infant Allowance (Annex R A 3 of the Staff Rules and Regulations) b) Payment of education fees: payment ceilings (Annex R A 4 of the Staff Rules and Regulations) for the academic year 2008/2009. As a result of the evolution of the Geneva consumer price index, adjustments will be applied to the subsistence allowances of Paid Associates and Students. The adjusted amounts are available in Departmental Secretariats. Human Resources Department Tel. 70674

Results of the staff survey: your priorities

CERN Multimedia

Staff Association

2014-01-01

This is the first in a series of articles which will give some details about the results of the Staff Association staff survey To know your priorities and the evolution of your concerns over the last decade we study how, in each of our latest three surveys, you chose from a list of 15 items the five most important and classified them by assigning them a priority, from the most important to the fifth most important. The list of fifteen items, and a short description, follows. Career evolution (classification, level of recruitment, advancement, promotion) Salary level Family policy (recognition of partners, allowances, school fees, kindergarten, nursery, crèche, parental leave) Health insurance Non-residence and international indemnity Annual salary adjustment (cost variation index) Contract policy (duration, recruitment, award of IC, conditions of the beginning and ending of the contract) Motivation at work (interest, team, supervision, mobility, reward scheme) Pensions (retirement, disability, o...

Trends in salaries of obstetrics-gynecology faculty, 2000-01 to 2008-09.

Science.gov (United States)

Rayburn, William F; Fullilove, Anne M; Scroggs, James A; Schrader, Ronald M

2011-01-01

We sought to determine whether downward trends in inflation-adjusted salaries (1989-99) continued for obstetrics and gynecology faculty. Data were gathered from the Faculty Salary Survey from the Association of American Medical Colleges for academic years 2001 through 2009. We compared median physician salaries adjusted for inflation according to rank and specialty. While faculty compensation increased by 24.8% (2.5% annually), change in salaries was comparable to the cumulative inflation rate (21.3%). Salaries were consistently highest among faculty in gynecologic oncology (P keeping pace with inflation. Copyright © 2011 Mosby, Inc. All rights reserved.

Sex differences in physician salary in U.S. public medical schools

Science.gov (United States)

Jena, Anupam B.; Olenski, Andrew R.; Blumenthal, Daniel M.

2017-01-01

Importance Limited evidence exists on salary differences between male and female academic physicians, largely due to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. Objective To analyze sex differences in earnings among U.S. academic physicians. Design, setting, and participants Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, we extracted salary data on 10,241 academic physicians at 24 public medical schools. We linked this data to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, NIH funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). We estimated sex differences in salary adjusting for these factors. Exposure Physician sex Main outcome measures Annual salary Results Female physicians had lower unadjusted salaries than male physicians ($206,641 vs. $257,957; difference $51,315; 95% CI $46,330–$56,301). Sex differences persisted after multivariable adjustment ($227,782 vs. $247,661; difference $19,878; 95% CI $15,261–$24,495). Sex differences in salary varied across specialties, institutions, and faculty ranks. Female full and associate professors had comparable adjusted salaries to those of male associate and assistant professors, respectively. Conclusions and relevance Among physicians with faculty appointments at 24 U.S. public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue. PMID:27400435

Sex Differences in Radiologist Salary in U.S. Public Medical Schools.

Science.gov (United States)

Kapoor, Neena; Blumenthal, Daniel M; Smith, Stacy E; Ip, Ivan K; Khorasani, Ramin

2017-11-01

The purpose of this study was to evaluate salary differences between male and female academic radiologists at U.S. medical schools. Laws in several U.S. states mandate public release of government records, including salary information of state employees. From online salary data published by 12 states, we extracted the salaries of all academic radiologists at 24 public medical schools during 2011-2013 (n = 573 radiologists). In this institutional review board-approved cross-sectional study, we linked these data to a physician database with information on physician sex, age, faculty rank, years since residency, clinical trial involvement, National Institutes of Health (NIH) funding, scientific publications, and clinical volume measured by 2013 Medicare payments. Sex difference in salary, the primary outcome, was estimated using a multilevel logistic regression adjusting for these factors. Among 573 academic radiologists, 171 (29.8%) were women. Female radiologists were younger (48.5 vs 51.6 years, p = 0.001) and more likely to be assistant professors (50.9% [87/171] vs 40.8% [164/402], p = 0.026). Salaries between men and women were similar in unadjusted analyses ($290,660 vs $289,797; absolute difference, $863; 95% CI, -$18,363 to $20,090), and remained so after adjusting for age, faculty rank, years since residency, clinical trial involvement, publications, total Medicare payments, NIH funding, and graduation from a highly ranked medical school. Among academic radiologists employed at 24 U.S. public medical schools, male and female radiologists had similar annual salaries both before and after adjusting for several variables known to influence salary among academic physicians.

The role of gender in MPH graduates' salaries.

Science.gov (United States)

Bradley, E H; White, W; Anderson, E; Mattocks, K; Pistell, A

2000-01-01

Several studies have demonstrated that workforce roles and salaries differ substantially between men and women in administrative positions within the health care industry. Recent studies of graduates with masters of business administration (MBA) and masters of health administration (MHA) degrees have indicated that women tend to experience lower salaries, given like responsibilities. However, the impact of gender on salary has been less studied among masters of public health (MPH) graduates in the health care field. Our objective was to assess the impact of gender on salary among MPH degree graduates. Using a cross-sectional survey of all graduates from the MPH program at Yale University between 1991-1997 (n = 201, response rate = 51%), we ascertained graduates' reported salary in the first job post-graduation and reported salary in their current position. Bivariate and multivariate analyses were used to assess the unadjusted and adjusted associations between gender and salary. Salaries in both the first job post-graduation and in the current job differed significantly by gender, with women earning less than men (p-values salary gap widened as the years since graduation increased, although the sample size did not allow comprehensive testing of this trend.

AMENDMENTS TO THE STAFF RULES AND REGULATIONS

CERN Document Server

Human Resources Division

2001-01-01

The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2001 Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex R A 2 respectively). These scales include the correction approved in June 2001 of the discrepancy of 0.3% in the net salary adjustment on 1 January 2001. Family Allowance and Child Allowance (Annex R A 4). Reimbursement of education fees (Article R A 8.01) for the academic year 2000/2001, i.e. with effect from 1 September 2000. Periodic reviews of the financial conditions of members of the personel (Annex A1). 1 July 2001 Various drafting amendments adopted in order to ensure greater coherence between the texts, the procedures and actual practice. 1 September 2001 Implementation of the new career structure. Copies of these updates are available in the divisional secretariats.

Gender differences in nurse practitioner salaries.

Science.gov (United States)

Greene, Jessica; El-Banna, Majeda M; Briggs, Linda A; Park, Jeongyoung

2017-11-01

While male nurses have been shown to earn considerably more than female nurses, there is less evidence on gender disparities in salary among nurse practitioners (NPs). This study examines whether the gender gap in NP salaries persists after controlling for differences in work setting and demographic factors. We analyzed the relationship between gender and salary (2011 pretax earnings) among 6591 NPs working as NPs at least 35 h per week, using the 2012 National Sample Survey of Nurse Practitioners. We first conducted bivariate regression analyses examining the relationship between gender and earnings, and then developed a multivariate model that controlled for individual differences in demographic and work characteristics. Male NPs earned $12,859 more than female NPs, after adjusting for individual differences in demographics and work characteristics. The gender gap was $7405 for recent NP graduates, and grew over time. Male NPs earned significantly more than female NPs across all clinical specialty areas. The gender disparities in NP salaries documented here regardless of professional seniority or clinical area should spark healthcare organizations to conduct pay equity assessments of their employees' salaries to identify and ameliorate pay inequality. ©2017 American Association of Nurse Practitioners.

Gender differences in the salaries of physician researchers.

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

2012-06-13

It is unclear whether male and female physician researchers who perform similar work are currently paid equally. To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors. A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians. From all 1853 recipients of National Institutes of Health (NIH) K08 and K23 awards in 2000-2003, we contacted the 1729 who were alive and for whom we could identify a mailing address. The survey achieved a 71% response rate. Eligibility for the present analysis was limited to the 800 physicians who continued to practice at US academic institutions and reported their current annual salary. A linear regression model of self-reported current annual salary was constructed considering the following characteristics: gender, age, race, marital status, parental status, additional graduate degree, academic rank, leadership position, specialty, institution type, region, institution NIH funding rank, change of institution since K award, K award type, K award funding institute, years since K award, grant funding, publications, work hours, and time spent in research. The mean salary within our cohort was $167,669 (95% CI, $158,417-$176,922) for women and $200,433 (95% CI, $194,249-$206,617) for men. Male gender was associated with higher salary (+$13,399; P = .001) even after adjustment in the final model for specialty, academic rank, leadership positions, publications, and research time. Peters-Belson analysis (use of coefficients derived from regression model for men applied to women) indicated that the expected mean salary for women, if they retained their other measured characteristics but their gender was male, would be $12,194 higher than observed. Gender differences in salary exist

Journalists’ salary structure in Spain during the crisis

Directory of Open Access Journals (Sweden)

Sergio Roses, Ph.D.

2011-01-01

Full Text Available Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the surveyed journalists and the aforementioned variables.The results show that the salary level of Spanish journalists depends on such variables as sex, age, professional experience, the type, size, and geographic location of the employing media company, occupational category, contract type, and seniority in employment. However, journalists’ income is independent of education level, or the completion of graduate or postgraduate degrees in Journalism, Communication or Media studies. The findings of our study –of interest to scholars and media organisations- will help monitoring in the near future the effects of the media’s cost-cutting policies on the salaries of Spanish journalists.

Management salaries

International Nuclear Information System (INIS)

Moody, D.

1993-01-01

Salary charts presenting the median salaries of general managers of locally owned electric utilities are given. These data are given by revenue class, and by customer size class. It was found that general managers of locally owned electric utilities earned a mean (average) salary of $56,034 as of June 1, 1992 and the median salary was $52,000. The data show that utilities servicing a larger customer base and hence, earning higher receives pay higher salaries

CSAIO: exchanging experience to better defend the interests of the staff

CERN Multimedia

Staff Association

2014-01-01

Two representatives of the CERN Staff Association took part in the 15th Annual Conference of Staff Associations of International Organizations (CSAIO), which took place on Thursday 16th and Friday 17th of October in one of the centres of the European Space Agency (ESA) in Frascati (Italy). The CSAIO brings together staff representatives from international organizations based in Europe, as well as institutions of the European Union, in order to promote and defend the interests of their personnel. This allows the CERN Staff Association to follow the evolution of working and social conditions in other organizations. This year, 51 delegates from about 30 organizations travelled to Frascati to attend the conference. Themes addressed at the conference were: Salary adjustment method presentations: European Commission, CERN, European Council, and FICSA (Federation of International Civil Servants’ Association). Performance evaluation presentations: OECD (Organization for Economic Co-operation and...

Stereotype threat in salary negotiations is mediated by reservation salary.

Science.gov (United States)

Tellhed, Una; Björklund, Fredrik

2011-04-01

Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

Amendments to the Staff Rules and Regulations

CERN Multimedia

2003-01-01

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

Errors in the calculation of new salary positions and performance premiums – 2017 MERIT exercise

CERN Multimedia

Staff Association

2017-01-01

Following the receipt of the letters dated May 12th announcing the qualification of their performance (MERIT 2017), and the notification of their salary slips for the month of May, several colleagues have come to us to enquire about the calculation of salary increases and performance premiums. After verification, the Staff Association has informed the Management, in a meeting of the Standing Concertation Committee on June 1st, about errors owing to rounding in the applied formulas. James Purvis, Head of HR department, has published in the CERN Bulletin dated July 18th an article, under the heading “Better precision (rounding)”, that gives a short explanation of these rounding effects. But we want to further bring you more precise explanations. Advancement On the salary slips for the month of May, the calculations of the advancement and new salary positions were done, by the services of administrative computing in the FAP department, on the basis of the salary, rounded to the nearest franc...

Staff Association declaration at TREF meeting on 5th October 2010

CERN Multimedia

Staff Association

2010-01-01

After discussion of the Management’s proposals in the framework of the internal concertation procedure (SCC), the Staff Association supports the CHIS component but is in disagreement with certain points relating to the Salary component. Therefore, we asked for arbitration by the Director General. First, the staff is extremely disappointed by these proposals, in particular in view of the size of the gap observed with respect to the percentages given by the salary comparisons carried out in the framework of the five-yearly review. Moreover, the LHC is currently working extremely well and the results obtained go far beyond what could have been reasonably expected. However, due to the necessary increase in the contribution rates for health insurance and pensions, the majority of staff will suffer a cut in their net salary of up to 2% at the beginning of 2011. Of course, you may reply that pensions are being brought into the discussions, whereas they do not formally belong to the five-yearly review ...

An average salary: approaches to the index determination

Directory of Open Access Journals (Sweden)

T. M. Pozdnyakova

2017-01-01

Full Text Available The article “An average salary: approaches to the index determination” is devoted to studying various methods of calculating this index, both used by official state statistics of the Russian Federation and offered by modern researchers.The purpose of this research is to analyze the existing approaches to calculating the average salary of employees of enterprises and organizations, as well as to make certain additions that would help to clarify this index.The information base of the research is laws and regulations of the Russian Federation Government, statistical and analytical materials of the Federal State Statistics Service of Russia for the section «Socio-economic indexes: living standards of the population», as well as materials of scientific papers, describing different approaches to the average salary calculation. The data on the average salary of employees of educational institutions of the Khabarovsk region served as the experimental base of research. In the process of conducting the research, the following methods were used: analytical, statistical, calculated-mathematical and graphical.The main result of the research is an option of supplementing the method of calculating average salary index within enterprises or organizations, used by Goskomstat of Russia, by means of introducing a correction factor. Its essence consists in the specific formation of material indexes for different categories of employees in enterprises or organizations, mainly engaged in internal secondary jobs. The need for introducing this correction factor comes from the current reality of working conditions of a wide range of organizations, when an employee is forced, in addition to the main position, to fulfill additional job duties. As a result, the situation is frequent when the average salary at the enterprise is difficult to assess objectively because it consists of calculating multiple rates per staff member. In other words, the average salary of

The Socio-Economic Value of Teacher Salaries Rise

Directory of Open Access Journals (Sweden)

Elena Mikhailovna Avraamova

2016-12-01

Full Text Available The socio-economic results of the reform in teachers’ salary, which had a positive impact on the quality of school education, are considered. However, the economic difficulties that our country encounters, may jeopardize the achieved results. The results of the monitoring study of the Center of the Economics of Lifelong Education of RANEPA «Efficiency of the school education» conducted in 2015 in the Sverdlovsk, Voronezh, Ivanovo regions serve as information base. 2800 school teachers, 2800 households having a school student at family, 200 directors of the educational organizations are interviewed according to the survey method. Surveys are conducted on the representative selection including both urban and rural population. It is shown that the average teacher’s salary has reached the level of the average salary in the region in the 2013/2014 that met the requirements of the May Presidential Decree. This ratio was retained next year, and the size of the teachers’ salaries fully reflected the differentiation of the socio-economic indicators of the development of the Russian regions under consideration. The main positive effects of teachers’ salaries raise are: the rejuvenation of the teaching staff, professional development of teachers, their entering the Russian middle class. The authors study the impact of negative phenomena in the economy on the prospects of reproduction of the achieved socio-economic results of teachers’ salaries raise. The reduction of pupils’ parents’ incomes that can lead to a decrease in a request for paid educational services, which is one of the sources of extra-budgetary funding of school education are considered as such effects. From this perspective, the projective educational strategy of the parents of school students is considered. The analysis of the economic activities of school organizations, on the one hand, and educational strategies for the parents of schoolchildren in the conditions of

Principals' Salaries, 2007-2008

Science.gov (United States)

Cooke, Willa D.; Licciardi, Chris

2008-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? There are reliable…

2001 Salary Survey: Mixed Forecast.

Science.gov (United States)

Sitze, Amy

2001-01-01

Presents results of the annual salary survey for electronic learning professionals. Highlights include salary increases; the job market; average salaries by industry, job description, level of education, size of user population, years of experience, gender, and age; satisfaction with salary; and types of additional compensation. (LRW)

Staff in Higher Education Salary Report: Key Findings, Trends, and Comprehensive Tables for the 2016-17 Academic Year. Overview

Science.gov (United States)

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

This year is a momentous one for College and University Professional Association for Human Resources (CUPA-HR) research. As they celebrate their 50th anniversary of collecting salary data, they are also celebrating transformations in the way data are collected for all salary surveys and in the ways these data are reported. Rather than contributing…

Salaries and compensation practices in public health, environmental, and agricultural laboratories: findings from a 2010 national survey.

Science.gov (United States)

DeBoy, John M; Boulton, Matthew L; Carpenter, David F

2013-01-01

The public health, environmental, and agricultural laboratory (PHEAL) workforce is a key component of the public health infrastructure. The national laboratory workforce faces an ongoing challenge of recruitment and retention of workers often related to pay and other compensation issues. To collect information on laboratory salaries and laboratory compensation practices using a national compensation survey targeting the PHEAL workforce. Seventy-three of 109 (67%) PHEAL directors in the 50 states and District of Columbia collectively employ 3723/4830 (77%) PHEAL employees in the United States. A standardized survey was developed and administered in 2010. Compensation data were compiled by job classification, geographic region, laboratory gross operating budget size, laboratory staff size, and laboratory type. Laboratory staff size ranged from 3 to 327 individuals (mean = 74 and median = 51). Median base salaries were lowest in the Southwest and South and highest in the Mountain and Pacific regions. Mean and median laboratory gross operating budgets for all participating PHEALs were $8 609 238 and $5 671 500, respectively. Extra cash compensation, used by 8 of 60 (13.3%) PHEALs, was more likely to go to a scientist-manager or scientist-supervisor. In 2010, a standardized national compensation survey of technical and scientific public health employees working in 73 PHEALs was effective in collecting previously unavailable data about laboratory salaries, laboratory budgets, and payroll practices. Laboratory salaries varied by geographic region and there was an uneven distribution of extra cash compensation among job classifications. The compensation data collected may be useful in characterizing and improving laboratory salary structures and practices to better support workforce recruitment and retention.

Gender-based salary inequity in social work: mediators of gender's effect on salary.

Science.gov (United States)

Koeske, Gary F; Krowinski, William J

2004-04-01

This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated 3,665 dollars more) than women social workers. A path analysis suggested that the salary advantage for men that was attributable to their acquiring more experience and management positions was slightly larger than the direct effect of gender. The ability of merit variables to explain salary was somewhat greater for men than women. Other variables that mediated the effect of gender on salary were MSW specialization, working in a social work or a related area, and practice area (children and youths, health, mental health, or other area). The results suggest that substantial gender disparity continues to exist in social worker salaries.

Salary Compression in the Association of Research Libraries

Science.gov (United States)

Seaman, Scott

2005-01-01

Using salary data from the "ARL Annual Salary Survey," this paper analyzes 2003-2004 salary data for evidence of salary compression. It reviews the concept of salary compression to explain its relationship to market salary rates and salary dispersion within an organization. The analysis utilizes comparison ratios between salaries and years of…

7 CFR 400.129 - Salary offset.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Salary offset. 400.129 Section 400.129 Agriculture... Years § 400.129 Salary offset. (a) Debt collection by salary offset is feasible if: the cost to the Government of collection by salary offset does not exceed the amount of the debt; there are no legal...

Knowing Your Worth: Salary Expectations and Gender of Matriculating Physician Assistant Students.

Science.gov (United States)

Streilein, Annamarie; Leach, Brandi; Everett, Christine; Morgan, Perri

2018-03-01

The male-female wage gap is present and persistent in the health care sector, even among physician assistants (PAs). Explanations for the persistent gender earnings gap include differential salary expectations of men and women based, in part, on women's lower pay entitlement. The purpose of this study was to examine differences in salary expectations between male and female matriculating PA students nationwide, adjusting for other factors expected to affect salaries and pay expectations of both male and female matriculants. Using data from the Physician Assistant Education Association Matriculating Student Survey of 2013, 2014, and 2015, we investigated the relationship between first-year PA students' gender and their salary expectations after graduation using a multinomial logistic regression analysis. We controlled for possible confounders by including independent variables measuring student demographics, background characteristics, qualifications, future career plans, and financial considerations. We found that female PA students were less likely than male PA students to expect a salary of $80,000-$89,999 (Odds Ratio [OR] = 0.73), $90,000-$99,999 (OR = 0.58), or $100,000 or greater (OR = 0.42) in comparison to an expected salary of less than $70,000, when controlling for our independent variables. Our analysis shows that on entry into PA training programs, female PA students' earnings expectations are less than those of male PA students. Our results are consistent with research, suggesting that women typically expect lower pay and systematically undervalue their contributions and skills in comparison to men. Physician assistant programs should consider strategies to promote realistic salary expectations among PA students as one way to promote earnings equity.

Staff Indiscipline and Productivity in the Public Sector in Nigeria ...

African Journals Online (AJOL)

Staff Indiscipline and Productivity in the Public Sector in Nigeria. ... acts of indiscipline which characterize contemporary public organizations in Nigeria. ... to regularize the payment of workers' salaries and wages to increase their productivity.

Performance Indicators: Sickness and Absence Rates as Indicators of Staff Morale.

Science.gov (United States)

Parker, Sandra

Employee absenteeism is a problem faced by all library and information service managers as it erodes both salary budgets and productivity. It can have an undermining effect on staff morale, and may be an indicator of low staff motivation levels. There are two types of absence, unavoidable and avoidable, which can be measured using lost time and…

Faculty Salary as a Predictor of Student Outgoing Salaries from MBA Programs

Science.gov (United States)

Hamlen, Karla R.; Hamlen, William A.

2016-01-01

The authors' purpose was to investigate the predictive value of faculty salaries on outgoing salaries of master of business administration (MBA) students when controlling for other student and program variables. Data were collected on 976 MBA programs using Barron's "Guide to Graduate Business Schools" over the years 1988-2005 and the…

78 FR 65717 - Federal Salary Council

Science.gov (United States)

2013-11-01

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council meeting originally scheduled for November... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

75 FR 68010 - Federal Salary Council

Science.gov (United States)

2010-11-04

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 19, 2010, at the... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

Finance salaries. Account the cost.

Science.gov (United States)

Robling, Andy

2003-02-06

Post-qualification salaries have increased by 4-7 per cent, a slowdown on last year's figures when increases were often more than 10 per cent. The highest increases this year tended to be in medium-sized trusts where newly qualified accountants' salaries rose 8.2 per cent. Directors of finance in large trusts earn about 20 per cent more than in medium trusts and about 40 per cent more than in small ones. Newly qualified accountants in large trusts earn 5 per cent more than in medium-sized trusts and 13 per cent more than in small ones. The survey is based on an analysis of salaries from Hays' jobs database, and salaries of registered candidates.

5 CFR 1639.27 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1639.27... Salary Offset § 1639.27 Procedures for salary offset. (a) The Board will coordinate salary deductions... pay and will implement the salary offset. (c) Deductions will begin within three official pay periods...

41 CFR 105-56.018 - Salary offset.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.018 Salary offset. When a match occurs and all...

41 CFR 105-56.028 - Salary offset.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.028 Salary offset. When a match occurs and all...

77 FR 59026 - Federal Salary Council

Science.gov (United States)

2012-09-25

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on October 19, 2012, at the time... establishment or modification of locality pay areas, the coverage of salary surveys, the process of comparing...

Five-Yearly Review 2010 : Confirmation that our salaries are going downhill

CERN Multimedia

Staff Association

2010-01-01

A general review of our financial and social conditions takes place every five years: “the five-yearly review”, whose principles and procedures are described in Annex A1 of the Staff Rules and Regulations. The purpose of the five-yearly review is to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain from all its Member States staff members of the highest competence and integrity required for the execution of its mission. The five-yearly review must include basic remuneration (the basic salaries of staff members, the stipends of fellows, and the subsistence allowances of associated members of the personnel) and may include any other financial or social conditions. Start of the 2010 five-yearly review and data collection As we wrote in Echo no. 80, CERN Council approved the document CERN/2862 for the 2010 five-yearly review (hereinafter 2010 5YR) at its meeting on 19th June 2009. This was the Management’s proposal which...

Snylteren Gyrodactylus salaris og laksen

DEFF Research Database (Denmark)

Buchmann, Kurt; Jørgensen, Louise von Gersdorff; Heinecke, Rasmus Demuth

2007-01-01

Der gives en gennemgang af baggrunden for forskellige modstandskraft i forskellige laksestammer mod snylteren Gyrodactylus salaris......Der gives en gennemgang af baggrunden for forskellige modstandskraft i forskellige laksestammer mod snylteren Gyrodactylus salaris...

Five-Yearly Review: the Staff Association keeps you informed!

CERN Multimedia

Staff Association

2016-01-01

The Staff Association (SA) has already published several articles on this topic, especially at the beginning of the year and at the end of June (Echo No. 248). In these articles, we discussed the implementation of the decisions taken by the CERN Council in December 2015, covering the deadlines and progress, but also the SA’s concerns. First milestone reached On 18 August, all staff members received an individual notification letter indicating: their placement within the new salary scale, i.e. their grade and salary position expressed as a percentage of the midpoint of the grade; the provisional benchmark job they are assigned to. An information sheet was also enclosed in the email from HR Office. Soon after, the SA was contacted by a significant number of colleagues seeking further information on the content of the documents or wishing to share their disappointment and fears regarding the impact that these changes will have on their career. It seems therefore that the information provide...

Changes 2016

CERN Multimedia

Staff Association

2016-01-01

Basic salaries and stipends are reviewed annually by the Council who, for this purpose, uses as a guide the calculated basic salary and stipend index. The purpose of the review is to protect basic salaries and stipends from any erosion of purchasing power resulting from the increase in the cost of living. The annual adjustment decision enters into force on 1 January of the following year.   * Appendix A1 II. A. of the Staff Rules and Regulations **Appendix A1 II. B. of the Staff Rules and Regulations  

22 CFR 1007.8 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 1007.8 Section 1007.8 Foreign Relations INTER-AMERICAN FOUNDATION SALARY OFFSET § 1007.8 Procedures for salary offset... final salary or leave payments in accordance with 31 U.S.C. 3716. ...

CHIS - Annual adjustment of benefits and fixed contributions

CERN Multimedia

HR Department

2010-01-01

As foreseen by the CHIS Rules, an annual adjustment is applied to: ceilings for certain benefits contributions for voluntary membership as well as supplementary contributions for spouses/partners. Benefits The ceilings have been maintained at the level of 2009. The full list of benefits is available on the CHIS Website.   Voluntary contributions The full contribution based on reference salary II is now 975 CHF per month. This fixed amount contribution is applied to voluntary affiliated users and associates with normal coverage. Half of this rate (487 CHF) is applied to apprentices as well as to voluntary affiliated users and associates with reduced coverage. A rate of 390 CHF is applied to children maintaining their insurance cover on a voluntary and temporarily basis.   Supplementary contributions From 1st January 2010 the supplementary contribution for the spouse or registered partner of a staff member, fellow or pensioner is as follow...

45 CFR 1179.8 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 1179.8 Section 1179... AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.8 Procedures for salary... to final salary payment or leave in accordance with 31 U.S.C. 3716. ...

22 CFR 309.17 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 309.17 Section 309.17 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.17 Procedures for salary offset. Unless otherwise provided by statute or contract, the following procedures apply to salary offset: (a...

5 CFR 1215.8 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1215.8... MANAGEMENT Salary Offset § 1215.8 Procedures for salary offset. (a) Deductions to liquidate an employee's... payment due to a separated employee including but not limited to final salary payment or leave in...

5 CFR 179.212 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Procedures for salary offset. 179.212... COLLECTION STANDARDS Salary Offset § 179.212 Procedures for salary offset. (a) The Director or his or her designee shall coordinate salary deductions under this subpart. (b) OPM payroll office shall determine the...

A Decade beyond the Doctorate: The Influence of a US Postdoctoral Appointment on Faculty Career, Productivity, and Salary

Science.gov (United States)

Yang, Lijing; Webber, Karen L.

2015-01-01

The number of postdoctoral researchers has increased dramatically in the past decade. Because of the limited number of academic staff openings and the general levels of salary, the role and value of the postdoctoral appointment are changing. Using a sample of respondents with continuous data in the 1999 through 2008 "Survey of Doctoral…

78 FR 61404 - Federal Salary Council; Meeting

Science.gov (United States)

2013-10-03

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council; Meeting AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 5, 2013, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

75 FR 63215 - Federal Salary Council Meeting

Science.gov (United States)

2010-10-14

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council Meeting AGENCY: Office of Personnel Management. ACTION: Notice of Meeting. SUMMARY: The Federal Salary Council will meet on October 29, 2010, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

76 FR 59175 - Federal Salary Council; Meeting

Science.gov (United States)

2011-09-23

... OFFICE OF PERSONNEL MANAGEMENT Federal Salary Council; Meeting AGENCY: Office of Personnel Management. ACTION: Notice of meeting. SUMMARY: The Federal Salary Council will meet on November 4, 2011, at... recommendations cover the establishment or modification of locality pay areas, the coverage of salary surveys, the...

29 CFR 1650.110 - Implementation of salary offset.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Implementation of salary offset. 1650.110 Section 1650.110... Procedures for the Collection of Debts by Salary Offset § 1650.110 Implementation of salary offset. (a... proposed voluntary repayment agreement, deductions will begin in the next bi-weekly salary payment after a...

5 CFR 179.211 - Notice of salary offset.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of salary offset. 179.211 Section... COLLECTION STANDARDS Salary Offset § 179.211 Notice of salary offset. (a) Upon receipt of proper... certification as the debtor, a written notice of salary offset. Such notice shall, at a minimum: (1) State that...

45 CFR 708.10 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 708.10 Section 708... COLLECTION BY SALARY OFFSET FROM INDEBTED CURRENT AND FORMER EMPLOYEES § 708.10 Procedures for salary offset... to final salary payment, retired pay, or lump sum leave, etc. as of the date of separation to the...

Salaries of Head Coaches Are Rising, Survey Shows.

Science.gov (United States)

Naughton, Jim

1998-01-01

Salaries of head coaches in college sports are rising, but a large salary gap remains between coaches of men's and women's teams. In a national ranking of institutions by salary averages, men's coaches at the median institution made 43% more than women's coaches. Some institutions provide more salary equity than others. The Justice Department is…

12 CFR 1408.39 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Procedures for salary offset. 1408.39 Section... STATES Offset Against Salary § 1408.39 Procedures for salary offset. (a) The Chairman, or designee of the... periods following the date of mailing or delivery of the Notice of Intent to Collect by Salary Offset. (c...

12 CFR 608.839 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Procedures for salary offset. 608.839 Section... OWED THE UNITED STATES Offset Against Salary § 608.839 Procedures for salary offset. (a) The Chairman... Intent to Collect by Salary Offset. (c)(1) If the amount of the debt is equal to or is less than 15...

The Madness of Weighted Mean Faculty Salaries

Science.gov (United States)

Micceri, Theodore

2009-01-01

Higher education frequently uses weighted mean faculty salaries to compare either across institutions, or to evaluate an institution's salary growth over time. Unfortunately, faculty salaries are an extraordinarily complex phenomenon that cannot be legitimately reduced to a single number any more than the academic construct of skills, knowledge,…

Annual adjustments to 2015 financial benefits

CERN Multimedia

HR Department

2015-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2014, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2015.

17 CFR 256.920 - Salaries and wages.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

Do Higher Salaries Buy Better Teachers?

OpenAIRE

Eric A. Hanushek; John F. Kain; Steven G. Rivkin

1999-01-01

Important policy decisions rest on the relationship between teacher salaries and the quality of teachers, but the evidence about the strength of any such relationship is thin. This paper relies upon the matched panel data of the UTD Texas School Project to investigate how shifts in salary schedules affect the composition of teachers within a district. The panel data permit separation of shifts in salary schedules from movement along given schedules, and thus the analysis is much more closely ...

AIP salary report

Science.gov (United States)

“1987 Salaries Society Membership Survey,” the fifth in a series of salary reports produced by the Education and Employment Statistics Division of the American Institute of Physics has recently been released. The data are based on a random sample survey of one-sixth of the U.S. and Canadian membership of the AIP Membership Societies, which include AGU, American Physical Society, Optical Society of America, Acoustical Society of America, Society of Rheology, American Association of Physics Teachers, American Crystallographic Association, American Astronomical Society, American Association of Physicists in Medicine, and the American Vacuum Society.

Salary is not enough to attract and retain the best

Directory of Open Access Journals (Sweden)

Rosa María Fuchs Ángeles

2015-09-01

Full Text Available Organizations face the challenge of attracting and retaining talented staff. In some instances, a reference to the existence of a war for talent is made. It is that way that the retention of workers has stopped being managed, exclusively, with the offer of good salaries. This paper explores, in a first instance, the theoretical framework that describes the principal tools of talent retention that companies develop, and that are considered as part of the total remuneration that workers receive: economic compensations, recognition, career plans and staff development, feedback, personal and professional life balance, social network and team making, proper relationship with superiors and organizational climate life. Later, the results that were obtained from interviews with ten of the best companies to work for in Peru, according to the Great Place to Work Institute ranking in 2007, on retaining talent tools that they implement are shown. Finally, conclusions on the case studies are presented.

10 CFR 1015.215 - Federal salary offset.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Federal salary offset. 1015.215 Section 1015.215 Energy... Administrative Collection of Claims § 1015.215 Federal salary offset. (a) DOE may authorize Treasury to offset a Federal salary to satisfy delinquent debt in accordance with 5 U.S.C. 5514, Installment Deduction for...

Annual adjustments to 2016 financial benefits

CERN Multimedia

HR Department

2016-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by the Council in December 2015, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2016.  

Annual adjustments to 2014 financial benefits

CERN Multimedia

2013-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2013, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2014. HR Department

Annual adjustments to 2013 financial benefits

CERN Multimedia

2013-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2012, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2013. HR Department

Staff Rules and Regulations – modification No. 5 to the 11th edition

CERN Multimedia

HR Department

2011-01-01

Please note that, following decisions taken at the December 2010 Council session, the following pages of the Staff Rules and Regulations have been modified as of 1 January 2011: Monthly basic salaries of Staff Members (Annex R A 5): amendment of page 71. Stipends of Fellows (Annex R A 6): amendment of page 72. The electronic version of this modification and also the complete Staff Rules and Regulations are available on the HR Department intranet site: Staff Rules and Regulations Paper copies are available from the HR-DI Secretariat upon request (Tel. 78003). Department Head Office

The Safety Pharmacology Society salary survey.

Science.gov (United States)

Pugsley, Michael K; Authier, Simon; Brabham, Tiffini; Soloviev, Maxim; Markgraf, Carrie G; Correll, Krystle; Traebert, Martin; Greiter-Wilke, Andrea; Valentin, Jean-Pierre; Vargas, Hugo; Botchway, Alfred; Leishman, Derek J; Curtis, Michael J

2017-11-01

Safety pharmacology is a growing discipline with scientists broadly distributed across international geographical regions. This electronic salary survey is the first to be distributed amongst the entire Safety Pharmacology Society (SPS) membership. An electronic survey was sent to all members of the Society. Categorical survey questions assessed membership employment types, annual incomes, and professional certifications, along with other associated career attributes. This survey was distributed to the SPS membership that is comprised of safety pharmacologists, toxicologists and pharmacologists working globally in the pharmaceutical industry, at contract research organizations (CRO), regulatory agencies, and academia or within the technology provider industry. The survey was open for responses from December 2015 to March 2016. The survey response rate was 28% (129/453). North America (68%) was the region with the largest number of respondents followed by Europe (28%). A preponderance of respondents (77%) had 12years of industry experience or more. 52% of responders earned annually between $40,000 and $120,000. As expected, salary was generally positively correlated with the number of years of experience in the industry or the educational background but there was no correlation between salary and the number of employee's directly supervised. The median salary was higher for male vs female respondents, but so was median age, indicative of no gender 'salary gap'. Our 2016 SPS salary survey results showcased significant diversity regarding factors that can influence salary compensation within this discipline. These data provided insights into the complex global job market trends. They also revealed the level of scientific specialization embedded within the organization, presently uniquely positioned to support the dynamic career paths of current and future safety pharmacologists. Copyright © 2017 Elsevier Inc. All rights reserved.

45 CFR 73.735-1005 - Salary from two sources.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Salary from two sources. 73.735-1005 Section 73... CONDUCT Provisions Relating to Experts, Consultants and Advisory Committee Members § 73.735-1005 Salary... employees from receiving any salary, or supplementation of Government salary, from a private source as a...

29 CFR 778.306 - Salary reductions in short workweeks.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Salary reductions in short workweeks. 778.306 Section 778... Special Problems How Deductions Affect the Regular Rate § 778.306 Salary reductions in short workweeks. (a... an employee is compensated at a fixed salary for a fixed workweek and if this salary is reduced by...

48 CFR 352.231-70 - Salary rate limitation.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Salary rate limitation... Salary rate limitation. As prescribed in 331.101-70, the Contracting Officer shall insert the following clause: Salary Rate Limitation (January 2010) (a) Pursuant to the current and applicable prior HHS...

17 CFR 141.8 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Procedures for salary offset. 141.8 Section 141.8 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION SALARY OFFSET § 141.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

38 CFR 1.992 - Procedures for salary offset.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset. 1.992 Section 1.992 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.992 Procedures for salary offset. (a) Types of collection...

22 CFR 34.16 - Procedures for salary offset.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Procedures for salary offset. 34.16 Section 34.16 Foreign Relations DEPARTMENT OF STATE CLAIMS AND STOLEN PROPERTY DEBT COLLECTION Salary Offset § 34.16 Procedures for salary offset. Unless otherwise provided by statute or contract, the following...

48 CFR 331.101-70 - Salary rate limitation.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Salary rate limitation... CONTRACTING REQUIREMENTS CONTRACT COST PRINCIPLES AND PROCEDURES Applicability 331.101-70 Salary rate... used to pay the direct salary of an individual at a rate in excess of the Federal Executive Schedule...

16 CFR 1027.8 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Procedures for salary offset. 1027.8 Section 1027.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the...

22 CFR 213.21 - Employee salary offset-general.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary offset...

45 CFR 607.8 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

32 CFR 1697.8 - Procedures for salary offset.

Science.gov (United States)

2010-07-01

... 32 National Defense 6 2010-07-01 2010-07-01 false Procedures for salary offset. 1697.8 Section 1697.8 National Defense Other Regulations Relating to National Defense SELECTIVE SERVICE SYSTEM SALARY OFFSET § 1697.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

14 CFR 1261.603 - Procedures for salary offset.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Procedures for salary offset. 1261.603... salary offset. If NASA is both the paying and creditor agency, the following requirements must be met... of the debt through salary offset by deductions from the employee's current disposable pay, stating...

45 CFR 33.10 - Procedures for salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Procedures for salary offset. 33.10 Section 33.10 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SALARY OFFSET § 33.10 Procedures for salary offset. (a) Method and source of deductions. Unless the employee and the Secretary have...

AMENDMENTS TO THE STAFF RULES AND REGULATIONS

CERN Multimedia

Human Resources Division

2002-01-01

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

18 CFR 367.9200 - Account 920, Administrative and general salaries.

Science.gov (United States)

2010-04-01

..., Administrative and general salaries. 367.9200 Section 367.9200 Conservation of Power and Water Resources FEDERAL... and general salaries. (a) This account must include salaries, wages, bonuses and other consideration... detailed records subdividing salaries and wages by departments or other functional organization units. ...

40 CFR 13.21 - Employee salary offset-general.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies by...

Status of Women in Kentucky State Agencies. Sixth Report. An Analysis of Employment Job Levels and Salaries as of November, 1982. Staff Report 83-6.

Science.gov (United States)

Briley, Kyle D.

According to this report by the Kentucky Commission on Human Rights, women in the Kentucky State government continued to suffer from serious inequities as of November 1982. The salary gap between men and women widened to an annual difference of $4,114, the largest gap of an eight-year trend. The salary gap between black women and white women grew…

Results of the 2013 CASE Europe Salary Survey

Science.gov (United States)

Paradise, Andrew

2013-01-01

CASE has conducted salary surveys to track trends in the profession and to help members benchmark salaries since 1982. Following CASE's major overhaul of the survey instrument and data collection system, CASE Europe fielded a European version of the salary survey for the second time in October 2012. All individual CASE Europe members at colleges,…

41 CFR 105-56.027 - Centralized salary offset computer match.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Centralized salary... Services Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.027 Centralized salary offset...

41 CFR 105-56.017 - Centralized salary offset computer match.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Centralized salary... Services Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.017 Centralized salary offset...

5 CFR 179.213 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Coordinating salary offset with other... REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.213 Coordinating salary offset with other agencies... intent of this regulation. (2) The designated salary offset coordinator will be responsible for: (i...

Salary Compression: A Time-Series Ratio Analysis of ARL Position Classifications

Science.gov (United States)

Seaman, Scott

2007-01-01

Although salary compression has previously been identified in such professional schools as engineering, business, and computer science, there is now evidence of salary compression among Association of Research Libraries members. Using salary data from the "ARL Annual Salary Survey", this study analyzes average annual salaries from 1994-1995…

12 CFR 313.49 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.49 Coordinating salary offset with... employee has consented to the salary offset in writing or has signed a statement acknowledging receipt of...

5 CFR 1639.28 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coordinating salary offset with other... CLAIMS COLLECTION Salary Offset § 1639.28 Coordinating salary offset with other agencies. (a... employee is in the process of separating and has not received a final salary check or other final payment(s...

48 CFR 752.231-71 - Salary supplements for HG employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Salary supplements for HG....231-71 Salary supplements for HG employees. As prescribed in 731.205-71, for use in all contracts with... sub-contracts. Salary Supplements for HG Employees (OCT 1998) (a) Salary supplements are payments made...

State Teacher Salary Schedules. Policy Analysis

Science.gov (United States)

Griffith, Michael

2016-01-01

In the United States most teacher compensation issues are decided at the school district level. However, a group of states have chosen to play a role in teacher pay decisions by instituting statewide teacher salary schedules. Education Commission of the States has found that 17 states currently make use of teacher salary schedules. This education…

Gyrodactylus salaris

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Jørgensen, Louise von Gersdorff; Bresciani, José

2006-01-01

Gyrodactylus salaris er en lille snylter, der angriber laksefiskenes hud og finner, hvilket kan medføre betydelig sygdom og dødelighed hos angrebne fisk. En særlig aggressiv type af denne snylter-art har decimeret bestanden af vildlaks i 45 norske elve siden 1970'erne. Snylteren forekommer også i...

5 CFR 9901.323 - Eligibility for general salary increase.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for general salary increase... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Rate Ranges and General Salary Increases § 9901.323 Eligibility for general salary increase. (a) Employees with a current rating of record...

Amendments to the Staff Rules and Regulations

CERN Multimedia

Human Resources Department

2005-01-01

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

Examining Work Engagement and Job Satisfaction of Staff Members in Higher Education

Science.gov (United States)

Hermsen, Jill; Rosser, Vicki

2008-01-01

Staff members are a large and growing set of employees within higher education. While their numbers are growing, they also are seeing a change in their salaries and working conditions. Given this situation, institutions are considering work engagement and job satisfaction research. The purpose of this article is to examine those work life…

26 CFR 509.113 - Government wages, salaries, and pensions.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

10 CFR 16.15 - Procedures for internal salary offset.

Science.gov (United States)

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Procedures for internal salary offset. 16.15 Section 16.15 Energy NUCLEAR REGULATORY COMMISSION SALARY OFFSET PROCEDURES FOR COLLECTING DEBTS OWED BY FEDERAL EMPLOYEES TO THE FEDERAL GOVERNMENT § 16.15 Procedures for internal salary offset. (a) Deductions to...

Male/Female Salary Disparity for Professors of Educational Administration.

Science.gov (United States)

Pounder, Diana G.

The earnings gap between male and female workers across all occupational groups has been well documented; full-time women workers earn, on average, approximately 65 percent of men's salaries. Although male/female salary disparity is largest across occupational groups, salary disparity within occupational groups still prevails. For example, the…

Disparities in Salaries: Metropolitan versus Nonmetropolitan Community College Faculty

Science.gov (United States)

Glover, Louis C.; Simpson, Lynn A.; Waller, Lee Rusty

2009-01-01

This article explores disparities in faculty salaries between metropolitan and nonmetropolitan Texas community colleges. The analysis reveals a significant difference in faculty salaries for the 2000 and 2005 academic years respectively. The study found no significant difference in the rate of change in faculty salaries from 2000 to 2005.…

5 CFR 551.203 - Salary-based nonexemption.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Salary-based nonexemption. 551.203 Section 551.203 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Exemptions and Exclusions § 551.203 Salary-based nonexemption...

Salary and Ranking and Teacher Turnover: A Statewide Study

Science.gov (United States)

Garcia, Cynthia Martinez; Slate, John R.; Delgado, Carmen Tejeda

2009-01-01

This study examined three years of data obtained from the Academic Excellence Indicator System of the State of Texas regarding teacher turnover rate and teacher salary. Across all public school districts, teacher salary was consistently negatively related to teacher turnover; that is, where salary was lower, turnover rate was higher When data were…

27 CFR 70.242 - Wages, salary and other income.

Science.gov (United States)

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Wages, salary and other... Collection of Excise and Special (Occupational) Tax Limitations § 70.242 Wages, salary and other income. (a... as wages, salary or other income are exempt from levy. This section described the income of a...

The Staff Association (SA) in the Enlarged Directorate (ED) meeting!

CERN Multimedia

Staff Association

2017-01-01

The Vice-President and the President presented the plan of activities of the Staff Association for 2017 and expressed the Staff Association’s concerns at the meeting of the Enlarged Directorate (Directors and Heads of Departments and Units) on 3 April. Five topics were presented, starting with the implementation of the decisions made during the 2015 Five-Yearly Review. Five-Yearly Review – Follow-up (see Echo No. 257) 2016 – Key points of implementation Several changes were already implemented in 2016: review of the Staff Rules and Regulations in January 2016 for the diversity aspects, and in September 2016 to incorporate the new career structure and the new salary grid with grades; review of the Administrative Circular No. 26 (Rev. 11) on the “Recognition of Merit”; placement in grades and provisional placement in benchmark jobs of all staff members; definition of guidelines for the 2017 MERIT exercise. The Staff Association was extensively involved in the...

36 CFR 1201.32 - What are NARA's procedures for salary offset?

Science.gov (United States)

2010-07-01

... for salary offset? 1201.32 Section 1201.32 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.32 What are NARA's procedures for salary offset? (a) NARA will coordinate salary deductions under this subpart as appropriate...

29 CFR 548.301 - Salaried employees.

Science.gov (United States)

2010-07-01

... then be computed by dividing the $154 salary by 11 working days of 8 hours each, or 88 hours. The basic... the salary of $154 by 80 working hours, or 10 days of 8 hours each. The basic rate would therefore be...-half the basic rate of $1.75 an hour; in the second half-month overtime would be paid for at not less...

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

The Staff Observation Aggression Scale - Revised (SOAS-R) - adjustment and validation for emergency primary health care.

Science.gov (United States)

Morken, Tone; Baste, Valborg; Johnsen, Grethe E; Rypdal, Knut; Palmstierna, Tom; Johansen, Ingrid Hjulstad

2018-05-08

Many emergency primary health care workers experience aggressive behaviour from patients or visitors. Simple incident-reporting procedures exist for inpatient, psychiatric care, but a similar and simple incident-report for other health care settings is lacking. The aim was to adjust a pre-existing form for reporting aggressive incidents in a psychiatric inpatient setting to the emergency primary health care settings. We also wanted to assess the validity of the severity scores in emergency primary health care. The Staff Observation Scale - Revised (SOAS-R) was adjusted to create a pilot version of the Staff Observation Scale - Revised Emergency (SOAS-RE). A Visual Analogue Scale (VAS) was added to the form to judge the severity of the incident. Data for validation of the pilot version of SOAS-RE were collected from ten casualty clinics in Norway during 12 months. Variance analysis was used to test gender and age differences. Linear regression analysis was performed to evaluate the relative impact that each of the five SOAS-RE columns had on the VAS score. The association between SOAS-RE severity score and VAS severity score was calculated by the Pearson correlation coefficient. The SOAS-R was adjusted to emergency primary health care, refined and called The Staff Observation Aggression Scale - Revised Emergency (SOAS-RE). A total of 350 SOAS-RE forms were collected from the casualty clinics, but due to missing data, 291 forms were included in the analysis. SOAS-RE scores ranged from 1 to 22. The mean total severity score of SOAS-RE was 10.0 (standard deviation (SD) =4.1) and the mean VAS score was 45.4 (SD = 26.7). We found a significant correlation of 0.45 between the SOAS-RE total severity scores and the VAS severity ratings. The linear regression analysis showed that individually each of the categories, which described the incident, had a low impact on the VAS score. The SOAS-RE seems to be a useful instrument for research, incident-recording and management

12 CFR 608.841 - Requesting current paying agency to offset salary.

Science.gov (United States)

2010-01-01

... salary. 608.841 Section 608.841 Banks and Banking FARM CREDIT ADMINISTRATION ADMINISTRATIVE PROVISIONS COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 608.841 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to...

Modelling the harmonized tertiary Institutions Salary Structure ...

African Journals Online (AJOL)

This paper analyses the Harmonized Tertiary Institution Salary Structure (HATISS IV) used in Nigeria. The irregularities in the structure are highlighted. A model that assumes a polynomial trend for the zero step salary, and exponential trend for the incremental rates, is suggested for the regularization of the structure.

Predicting the Salary Satisfaction of Exempt Employees.

Science.gov (United States)

Dreher, George F.

1981-01-01

Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

Education and Six-Figure Salaries. The Iconoclast.

Science.gov (United States)

McMurtry, John

1996-01-01

Criticizes the recent trend of six-figure-plus salaries for higher education administrators in Canada. Maintains that these salaries reflect neither market value nor individual performance but rather result from aggressive self-promotion and institutional chicanery. Argues that those individuals motivated primarily by money should work in the…

Results of the 2015 Perfusionist Salary Study

Science.gov (United States)

Lewis, Doreen M.; Dove, Steven; Jordan, Ralph E.

2016-01-01

Abstract: Presently, there exists no published valid and reliable salary study of clinical perfusionists. The objective of the 2015 Perfusionist Salary Study was to gather verifiable employee information to determine current compensation market rates (salary averages) of clinical perfusionists working in the United States. A salary survey was conducted between April 2015 and March 2016. The survey required perfusionists to answer questions about work volume, scheduling, and employer-paid compensation including benefits. Participants were also required to submit a de-identified pay stub to validate the income they reported. Descriptive statistics were calculated for all survey questions (e.g., percentages, means, and ranges). The study procured 481 responses, of which 287 were validated (i.e., respondents provided income verification that matched reported earnings). Variables that were examined within the validated sample population include job title, type of institution of employment, education level, years of experience, and geographic region, among others. Additional forms of compensation which may affect base compensation rates were also calculated including benefits, call time, bonuses, and pay for ancillary services (e.g., extracorporeal membrane oxygenation and ventricular assist device). In conclusion, in 2015, the average salary for all perfusionists is $127,600 with 19 years' experience. This research explores the average salary within subpopulations based on other factors such as position role, employer type, and geography. Information from this study is presented to guide employer compensation programs and suggests the need for further study in consideration of attrition rates and generational changes (i.e., perfusionists reaching retirement age) occurring alongside the present perfusionist staffing shortage affecting many parts of the country. PMID:27994258

12 CFR 1408.41 - Requesting current paying agency to offset salary.

Science.gov (United States)

2010-01-01

... salary. 1408.41 Section 1408.41 Banks and Banking FARM CREDIT SYSTEM INSURANCE CORPORATION COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 1408.41 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to the debtor, the...

Cross-Regional Differences in Meeting the Challenge of Teacher Salary Increase

Science.gov (United States)

Derkachev, P. V.

2015-01-01

This paper presents an overview of studies on the correlations of teacher pay to regional economics and to regional factors affecting the size of teacher salaries. It describes the basic pay indicators for teachers in the regions: absolute salary, teacher pay level as compared to the average regional salary, and ratio of salary to the cost of a…

27 CFR 70.162 - Levy and distraint on salary and wages.

Science.gov (United States)

2010-04-01

... salary and wages. 70.162 Section 70.162 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX... § 70.162 Levy and distraint on salary and wages. (a) Notice of intent to levy. Levy may be made for any... salary or wages. A levy on salary or wages is continuous from the time of the levy until the liability...

Emotional Intelligence and Life Adjustment: A Validation Study

OpenAIRE

Sjöberg, Lennart

2001-01-01

Emotional intelligence was hypothesized to be a factor in successful life adjustment, among them the successful achievement of a well-balanced life with little interference between work and family and leisure. Data from a sample of 153 respondents who were roughly representative of the population were obtained, including measurement of emotional intelligence, life/work balance and other indices of adjustment and social/psychological skills, and salary. EI was measured by both questionnaire it...

12 CFR 1704.29 - Coordinating salary offset with other agencies.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.29 Coordinating salary offset with other agencies. (a) Responsibility of OFHEO as the creditor agency. (1) OFHEO...

Detecting salary discrimination against male and female managers

NARCIS (Netherlands)

Rutte, C.G.; Messick, D.M.

1996-01-01

This paper reports two experiments that examine factors influencing the detection of salary discrimination in organizations. Subjects were presented with information about the qualifications and salaries of female and male managers in 10 departments of an hypothetical company and were asked to judge

45 CFR 2506.32 - What are the Corporation's procedures for salary offset?

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false What are the Corporation's procedures for salary...) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.32 What are the Corporation's procedures for salary offset? (a) The Corporation will coordinate salary deductions under this...

Profile of English salaried GPs: labour mobility and practice performance.

Science.gov (United States)

Ding, Alexander; Hann, Mark; Sibbald, Bonnie

2008-01-01

Recent national policy changes have provided greater flexibility in GPs' contracts. One such policy is salaried employment, which offers reduced hours and freedom from out-of-hours and administrative responsibilities, aimed at improving recruitment and retention in a labour market facing regional shortages. To profile salaried GPs and assess their mobility within the labour market. Serial cross-sectional study. All GPs practising in England during the years 1996/1997, 2000/2001, and 2004/2005. Descriptive analyses, logistic regression. Salaried GPs tended to be either younger ( or =65 years), female, or overseas-qualified; they favoured part-time working and personal medical services contracts. Salaried GPs were more mobile than GP principals, and have become increasingly so, despite a trend towards reduced overall mobility in the GP workforce. Practices with salaried GPs scored more Quality and Outcomes Framework points and were located in slightly more affluent areas. Salaried status appears to have reduced limitations in the labour market, leading to better workforce deployment from a GP's perspective. However, there is no evidence to suggest it has relieved inequalities in GP distribution.

Salary survey of the Medical Library Group of Southern California and Arizona.

Science.gov (United States)

Smith, J L; Connolly, B F; Davis, M; Graham, E; Wheeler, S

1984-01-01

The 1982 salary survey of the Medical Library Group of Southern California and Arizona (MLGSCA) indicates that 211 health sciences librarians in Southern California and Arizona earned a mean annual salary of $20,910 for 1982. Data analysis shows a positive correlation between salary and educational level. Other factors found to affect salary were job history, number of positions held, MLA certification, and professional responsibility. Age, gender, and MLA certification did not have a consistent positive correlation with salary. Results indicate that the salaries of hospital librarians are, on the average, roughly comparable to those of academic librarians in Southern California and Arizona. PMID:6743878

Awareness and knowledge among internal medicine house-staff for dose adjustment of commonly used medications in patients with CKD.

Science.gov (United States)

Surana, Sikander; Kumar, Neeru; Vasudeva, Amita; Shaikh, Gulvahid; Jhaveri, Kenar D; Shah, Hitesh; Malieckal, Deepa; Fogel, Joshua; Sidhu, Gurwinder; Rubinstein, Sofia

2017-01-17

Drug dosing errors result in adverse patient outcomes and are more common in patients with chronic kidney disease (CKD). As internists treat the majority of patients with CKD, we study if Internal Medicine house-staff have awareness and knowledge about the correct dosage of commonly used medications for those with CKD. A cross-sectional survey was performed and included 341 participants. The outcomes were the awareness of whether a medication needs dose adjustment in patients with CKD and whether there was knowledge for the level of glomerular filtration rate (GFR) a medication needs to be adjusted. The overall pattern for all post-graduate year (PGY) groups in all medication classes was a lack of awareness and knowledge. For awareness, there were statistically significant increased mean differences for PGY2 and PGY3 as compared to PGY1 for allergy, endocrine, gastrointestinal, and rheumatologic medication classes but not for analgesic, cardiovascular, and neuropsychotropic medication classes. For knowledge, there were statistically significant increased mean differences for PGY2 and PGY3 as compared to PGY1 for allergy, cardiovascular, endocrine, and gastrointestinal, medication classes but not for analgesic, neuropsychotropic, and rheumatologic medication classes. Internal Medicine house-staff across all levels of training demonstrated poor awareness and knowledge for many medication classes in CKD patients. Internal Medicine house-staff should receive more nephrology exposure and formal didactic educational training during residency to better manage complex treatment regimens and prevent medication dosing errors.

The Provisional Staff Regulations of the Agency. An Amendment to Annex II

Energy Technology Data Exchange (ETDEWEB)

NONE

1960-11-30

On 17 June 1960 the Board of Governors amended Annex II, part B, paragraph 4 to the Provisional Staff Regulations of the Agency to read: '4. The Director General shall establish rules by which an extra payment may be made to a staff member in the General Service category who passes an appropriate test and demonstrates continued proficiency in the use of either two or more official languages, or in one official language and in the language of his duty station if that language is not his mother tongue. Such payment shall be equivalent to an additional step increment and may extend beyond the maximum salary of the grade of the staff member concerned.' and decided that this amendment should be effective as from 1 January 1960.

The Provisional Staff Regulations of the Agency. An Amendment to Annex II

International Nuclear Information System (INIS)

1960-01-01

On 17 June 1960 the Board of Governors amended Annex II, part B, paragraph 4 to the Provisional Staff Regulations of the Agency to read: '4. The Director General shall establish rules by which an extra payment may be made to a staff member in the General Service category who passes an appropriate test and demonstrates continued proficiency in the use of either two or more official languages, or in one official language and in the language of his duty station if that language is not his mother tongue. Such payment shall be equivalent to an additional step increment and may extend beyond the maximum salary of the grade of the staff member concerned.' and decided that this amendment should be effective as from 1 January 1960

26 CFR 301.6334-2 - Wages, salary, and other income.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Wages, salary, and other income. 301.6334-2....6334-2 Wages, salary, and other income. (a) In general. Under section 6334 (a)(9) and (d) certain amounts payable to or received by a taxpayer as wages, salary, or other income are exempt from levy. This...

7 CFR 3.81 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: when deductions may... Salary Offset § 3.81 Procedures for salary offset: when deductions may begin. (a) Deductions to liquidate... Offset Salary to collect from the employee's current pay. (b) If the employee filed a petition for a...

Amendments to the Staff Rules and Regulations

CERN Multimedia

2004-01-01

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

45 CFR 33.8 - Voluntary repayment agreement in lieu of salary offset.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Voluntary repayment agreement in lieu of salary... SALARY OFFSET § 33.8 Voluntary repayment agreement in lieu of salary offset. (a)(1) In response to the... notice of intent to offset. An employee who wishes to repay the debt without salary offset shall also...

48 CFR 731.205-71 - Salary supplements for Host Government employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Salary supplements for... Contracts With Commercial Organizations 731.205-71 Salary supplements for Host Government employees. (a... fifty percent of its financial support from the government. (b) General. Salary supplement occurs when...

Allegheny County Employee Salaries

Data.gov (United States)

Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

Teacher Salary Bonuses in North Carolina. Research Brief

Science.gov (United States)

National Center on Performance Incentives, 2008

2008-01-01

In "Teacher Salary Bonuses in North Carolina"--a paper presented at the February 2008 National Center on Performance Incentives research to policy conference--Jacob Vigdor of Duke University reviews a teacher salary bonus program operating in North Carolina. Known officially as the ABC's of Public Education, the program awards teachers…

Overview: 2017 Professionals in Higher Education Salary Report

Science.gov (United States)

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

The "Faculty in Higher Education Survey" collects data from approximately 700 higher education institutions on nearly 250,000 full-time faculty (tenure track and non-tenure track), as well as academic department heads and adjunct (pay-per-course) faculty. Data collected for full-time faculty include: salary, supplemental salary and…

24 CFR 17.137 - Procedures for salary offset: imposition of interest.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: imposition of interest. 17.137 Section 17.137 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.137 Procedures for salary offset: imposition of interest...

24 CFR 17.136 - Procedures for salary offset: methods of collection.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: methods of collection. 17.136 Section 17.136 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.136 Procedures for salary offset: methods of collection...

24 CFR 17.135 - Procedures for salary offset: types of collection.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: types of collection. 17.135 Section 17.135 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.135 Procedures for salary offset: types of collection. A...

7 CFR 3.83 - Procedures for salary offset: methods of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: methods of collection. 3.83 Section 3.83 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.83 Procedures for salary offset: methods of collection. (a) General. A debt will be collected...

Gender Salary Differences in Economics Departments in Japan

Science.gov (United States)

Takahashi, Ana Maria; Takahashi, Shingo

2011-01-01

By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary…

A Study on the Self-Adaption Incentive Performance Salary

Science.gov (United States)

Zhang, Chuanming; Wang, Yang

In project managing, the performance salary management mode is often used to motivate project managers and other similar staff to improve performance or reduce the cost. But the engineering activities who own a lot of internal and external uncertain factors can not be known by the principle. It is difficult for to develop a suitable incentive target to project managers etch. This paper thinks that the manager self master the maximum of information on engineering activities. So this paper sets up an incentive model: the project managers themselves report performance objectives; owner gives the managers reward or punishment combined with their reported performance and actual performance. The model to ensure that the project manager is only accurate self reported its results to get the maximum profit. At the same time, it cans incentive managers to improve performance or reduce the cost. This paper focuses on setting up the model, analyzing the model parameters. And cite an example analyze them.

Last minute

CERN Multimedia

Association du personnel

2008-01-01

At its meeting on 12 December, CERN Council decided to follow Finance Committee’s recommendation to adjust our salaries by 2.7% from January 2009. The Staff Association is very pleased about this decision to follow the approved method which shows, even in the current difficult financial situation, the Members States’ full support for the staff of the Organization.

7 CFR 3.82 - Procedures for salary offset: types of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: types of collection. 3.82 Section 3.82 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.82 Procedures for salary offset: types of collection. A debt will be collected in a lump-sum...

29 CFR 541.603 - Effect of improper deductions from salary.

Science.gov (United States)

2010-07-01

... REGULATIONS DEFINING AND DELIMITING THE EXEMPTIONS FOR EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, COMPUTER AND OUTSIDE SALES EMPLOYEES Salary Requirements § 541.603 Effect of improper deductions from salary. (a) An...

The Impact of MBA Programme Attributes on Post-MBA Salaries

OpenAIRE

Elliott, Caroline; Soo, Kwok Tong

2016-01-01

This paper explores the impact of various MBA programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset, comprising MBA programmes from across the world. Results indicate that pre-MBA salary and quality rank of programme are key determinants of post-MBA salary.

75 FR 81817 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2010-12-29

... Order 13561 of December 22, 2010 Adjustments of Certain Rates of Pay By the authority vested in me as..., it is hereby ordered as follows: Section 1. Statutory Pay Systems. Pursuant to the Continuing... ``Continuing Appropriations Act''), the rates of basic pay or salaries of the statutory pay systems (as defined...

22 CFR 309.18 - Voluntary repayment agreements as an alternative to salary offset.

Science.gov (United States)

2010-04-01

... to salary offset. 309.18 Section 309.18 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.18 Voluntary repayment agreements as an alternative to salary offset. (a) In response to a notice of intent, an employee may propose a written agreement to repay the debt as an alternative to salary...

29 CFR 778.323 - Effect if salary is for variable workweek.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect if salary is for variable workweek. 778.323 Section... Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.323 Effect if salary is for... employees hired on a salary basis, the regular rate depends in part on the agreement of the parties as to...

22 CFR 213.23 - Salary offset when USAID is not the creditor agency.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is not the creditor... Administrative Offset § 213.23 Salary offset when USAID is not the creditor agency. (a) USAID will use salary... installment, if a date other than the next established pay period. (b) Requests for salary offset must be sent...

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2010-2011. National Survey of Salaries and Wages in Public Schools: A Reference Tool for School Administrators. 38th Edition

Science.gov (United States)

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2011-01-01

This report presents salary and wage data collected as part of the "ERS National Survey of Salaries and Wages in Public Schools, 2010-2011." The survey, conducted in Fall 2010, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems throughout the…

Differentiation of Siberian Miners’ Salaries in Late XIX – Early XX Centuries

Directory of Open Access Journals (Sweden)

Vasiliy P. Zinovyev

2014-06-01

Full Text Available The work considers seasonal variations and differentiation of Siberian miners’ salaries in late XIX – early XX centuries, proves that seasonal variations of salaries depended on the excess demand on labor in summer and the contraction of demand in winter, detects that salary differentiated, depending on workers’ qualification, sex, age, nationality, industry, location of an enterprise. Such differences in Siberian miners’ salaries were typical for early industrial period of the development of the society.

Gender differences in salary of internal medicine residency directors: a national survey.

Science.gov (United States)

Willett, Lisa L; Halvorsen, Andrew J; McDonald, Furman S; Chaudhry, Saima I; Arora, Vineet M

2015-06-01

Whether salary disparities exist between men and women in medical education leadership roles is not known. The study objective was to determine whether salary disparities exist between male and female Internal Medicine residency program directors, and if so, to identify factors associated with the disparities and explore historical trends. The annual Association of Program Directors in Internal Medicine (APDIM) survey in August 2012 included items to assess the salary and demographic characteristics of program directors, which were merged with publically available program data. To assess historical trends, we used similarly obtained survey data from 2008 to 2011. The study included program directors of 370 APDIM member programs, representing 95.6% of the 387 accredited Internal Medicine training programs in the United States and Puerto Rico. Of the 370 APDIM member programs, 241 (65.1%) completed the survey, of whom 169 (70.1%) were men and 72 (29.9%) were women. Program directors' total annual salary, measured in $25,000 increments, ranged from $75,000 or less to more than $400,000. Historical trends of mode salary by gender from 2008 to 2012 were assessed. The mode salary was $200,000 to 225,000 for men and $175,000 to $200,000 for women (P = .0005). After controlling for academic rank, career in general internal medicine, and program director age, the distribution of salary remained different by gender (P = .004). Historical trends show that the difference in mode salary has persisted since 2008. Leaders in academic medical centers, residency and fellowship directors, and all faculty in medical education need to be aware that salary disparities cited decades ago persist in this sample of medical educators. Closing the gender gap will require continued advocacy for measuring and reporting salary gaps, and changing the culture of academic medical centers. Copyright © 2015 Alliance for Academic Internal Medicine. Published by Elsevier Inc. All rights reserved.

Instructional Staff Salary and Benefits Spending: 1991-2011. Data Point. NCES 2016-156

Science.gov (United States)

Malkus, Nat; Hoyer, Kathleen Mulvaney

2016-01-01

This report uses expenditure data from the Common Core of Data (CCD) "National Public Education Financial Survey (NPEFS)" for fiscal years 1991 to 2011 and instructional staff data from the CCD "State Nonfiscal Survey of Public Elementary/Secondary Education" for school years 1990-91 to 2010-11. The CCD annually collects fiscal…

Teacher Salary and National Achievement: A Cross-National Analysis of 30 Countries

Science.gov (United States)

Akiba, Motoko; Chiu, Yu-Lun; Shimizu, Kazuhiko; Liang, Guodong

2012-01-01

Using national teacher salary data from the Organisation for Economic Co-operation and Development (OECD) and student achievement data from the Programme for International Student Assessment (PISA), this study compared secondary school teacher salary in 30 countries and examined the relationship between average teacher salary and national…

5 CFR 179.209 - Voluntary repayment agreement as alternative to salary offset.

Science.gov (United States)

2010-01-01

... alternative to salary offset. 179.209 Section 179.209 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.209 Voluntary repayment agreement as alternative to salary offset. (a)(1) In response to a notice of intent, an employee may propose...

Amendments to the Staff Rules and Regulations

CERN Document Server

HR Department

2006-01-01

The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2005 Internal taxation of remuneration, payments and other financial benefits (New articles IV 2.01, R IV 2.01 to 2.04 pages 56 bis & 56 ter; Annex R A 1 bis page 73 bis) 1 September 2005 Reimbursement of education fees (Article R A 8.01 page 81) for the academic year 2005/2006 1 November 2005 Age limit (Article R II 6.04 page 37) 1 January 2006 Scale of basic salaries and scale of basic stipends (Annex R A 1 page 73 & Annex R A 2 page 74 respectively). Family Allowance and Child Allowance (Annex R A 4 page 76) New contract policy for staff members (Articles R II 1.19 & 1.20 page 15, R II 1.23 page 16, II 6.01 page 36, R II 6.02 & R II 6.06 page 37, VIII 1.03 page 68, R A 9.01 page 83). Copies of this update (modification # 15) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following addr...

38 CFR 1.991 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset: when deductions may begin. 1.991 Section 1.991 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.991 Procedures for salary offset...

11 CFR 116.6 - Salary payments owed to employees.

Science.gov (United States)

2010-01-01

... 11 Federal Elections 1 2010-01-01 2010-01-01 false Salary payments owed to employees. 116.6 Section 116.6 Federal Elections FEDERAL ELECTION COMMISSION GENERAL DEBTS OWED BY CANDIDATES AND POLITICAL COMMITTEES § 116.6 Salary payments owed to employees. (a) Treatment as debts or volunteer services. If a...

2016 AASA Superintendent Salary & Benefits Study: Non-Member Version

Science.gov (United States)

Finnan, Leslie A.; McCord, Robert S.

2017-01-01

The 2016 AASA Superintendent Salary & Benefits Study marks the fifth edition of this study. This survey tracks the demographics, salary, benefits, and other elements of the employment contracts of school superintendents throughout the country. This year's study is based on 1,392 responses (15 percent response rate). The survey was distributed…

Salary discrepancies between practicing male and female physician assistants.

Science.gov (United States)

Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

2012-01-01

Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p pay (p = .001) in orthopedic surgery, higher total income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

Science.gov (United States)

Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

2010-01-01

We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

24 CFR 17.134 - Procedures for salary offset: when deductions may begin.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: when deductions may begin. 17.134 Section 17.134 Housing and Urban Development Office of the Secretary, Department... Government Salary Offset Provisions § 17.134 Procedures for salary offset: when deductions may begin. (a...

20 CFR 361.11 - Procedures for salary offset: When deductions may begin.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: When deductions... § 361.11 Procedures for salary offset: When deductions may begin. (a) Deductions to liquidate an... a debt is completed, offset shall be made from subsequent payments of any nature (e.g., final salary...

7 CFR 3.80 - Written agreement to repay debts as alternative to salary offset.

Science.gov (United States)

2010-01-01

... salary offset. 3.80 Section 3.80 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.80 Written agreement to repay debts as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent to Offset Salary, a...

Variation in Teacher Salaries in Georgia: Does the Property Tax Base Matter?

Science.gov (United States)

Winters, John V.

2009-01-01

There is a great deal of variation in teacher salaries across school districts. This is important because districts that pay low salaries are likely to have greater trouble recruiting and retaining quality teachers. Regression analysis reveals that local supplements--payments exceeding the state minimum salary schedule--are affected by a number of…

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is the creditor agency... Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements... through salary offset, USAID will first provide the employee with the opportunity to pay in full the...

7 CFR 400.136 - Procedures for salary offset; when deductions may begin.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; when deductions may... Management-Regulations for the 1986 and Succeeding Crop Years § 400.136 Procedures for salary offset; when... amount outlined in the Notice of Intent to collect from the employee's salary, as provided for in § 400...

40 CFR 13.22 - Salary offset when EPA is the creditor agency.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is the creditor... COLLECTION STANDARDS Administrative Offset § 13.22 Salary offset when EPA is the creditor agency. (a... through salary offset, EPA will first provide the employee with the opportunity to pay in full the amount...

Salary Information for Nuclear Engineers and Health Physicists, July 1996; FINAL

International Nuclear Information System (INIS)

Oak Ridge Institute for Science and Education

1996-01-01

Salary information was collected for July 1996 for personnel working as nuclear engineers and health physicists. The salary information includes personnel at the B.S., M.S., and Ph.D. levels with zero, one, three, four to seven, and eight to ten years of professional work experience. Information is provided for utilities and non-utilities. Non-utilities include private sector organizations and U.S. Department of Energy contractor-operated facilities. Government agencies, the military, academic organizations, and medical facilities are excluded. In previous years the salary data have been collected for October. In 1996, the data were collected for July; thus, some caution must be exercised in making annual salary trend comparisons

12 CFR 313.46 - Notice of salary offset where FDIC is the paying agency.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Notice of salary offset where FDIC is the... AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.46 Notice of salary... shall send the employee a written notice of salary offset. Such notice shall advise the employee: (1...

The "Big Bang" in Public and Private Faculty Salaries

Science.gov (United States)

Rippner, Jennifer A.; Toutkoushian, Robert K.

2015-01-01

The gap between average faculty salaries at public and private institutions has been growing wider over the past 40 years, yet little is known about the nature and causes of the gap. This study uses data on more than 1,000 institutions to examine institutional average faculty salaries and how they have changed for public and private institutions.…

Influence of decrease of the amount of starting salary of radiological technologists

International Nuclear Information System (INIS)

Shibuya, Koichi; Kato, Hirokazu

2010-01-01

This paper analyzes differences and changes within and between the occupation of nurses, radiological technologists, and medical technologists concerning starting salary from April 2005 to March 2009. This paper also investigates the percentage of difference in the amount of starting salary of nurses, radiological technologists, and medical technologists according to their educational attainments. The research-target used was the full-time-job-opening data provided to Okayama University within the given period of time, which specifies the amount of starting salary. The result shows that one's educational background has a crucial influence on the amount of one's starting salary. In fact, the percentage of the amount of starting salary base on one's educational attainment all increased in nurses, radiological technologists, and medical technologists from April 2007 to March 2009. However, this percentage for radiological technologists remains only 50% of increase, which was less significant than other two professional occupations. Moreover, the result indicates a crucial change in the amount of basic starting salary: while the amount of basic starting salary of nurses in 2008 has increased since 2005, that of radiological technologists has dropped remarkably. If this situation is not improved in the near future, the health-service sector may experience a decrease in the number of skilled practitioners which, in turn, will result in a decline in quality of medical care. (author)

25 CFR 513.30 - When may the Commission use salary offset to collect debts?

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false When may the Commission use salary offset to collect... GENERAL PROVISIONS DEBT COLLECTION Salary Offset § 513.30 When may the Commission use salary offset to... salary offset under the authority of: 5 U.S.C. 5514; 31 U.S.C. 3716; 5 CFR part 550, subpart K; 31 CFR...

36 CFR 1201.33 - How will NARA coordinate salary offsets with other agencies?

Science.gov (United States)

2010-07-01

... salary offsets with other agencies? 1201.33 Section 1201.33 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.33 How will NARA coordinate salary offsets with other agencies? (a) Responsibilities of NARA as the creditor agency...

Teacher Salaries and Teacher Aptitude: An Analysis Using Quantile Regressions

Science.gov (United States)

Gilpin, Gregory A.

2012-01-01

This study investigates the relationship between salaries and scholastic aptitude for full-time public high school humanities and mathematics/sciences teachers. For identification, we rely on variation in salaries between adjacent school districts within the same state. The results indicate that teacher aptitude is positively correlated with…

The Influence of Performance-Based Accountability on the Distribution of Teacher Salary Increases

Science.gov (United States)

Bifulco, Robert

2010-01-01

This study examines how aspects of a district's institutional and policy environment influence the distribution of teacher salary increases. The primary hypothesis tested is that statewide performance-based accountability policies influence the extent to which districts backload teacher salary increases. I use data on teacher salaries from the…

78 FR 80451 - Adjustments of Certain Rates of Pay

Science.gov (United States)

2013-12-31

... of Pay By the authority vested in me as President by the Constitution and the laws of the United States of America, it is hereby ordered as follows: Section 1. Statutory Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)), as adjusted under 5 U.S...

Labor Market Structure and Salary Determination among Professional Basketball Players.

Science.gov (United States)

Wallace, Michael

1988-01-01

The author investigates the labor market structure and determinants of salaries for professional basketball players. An expanded version of the resource perspective is used. A three-tiered model of labor market segmentation is revealed for professional basketball players, but other variables also are important in salary determination. (Author/CH)

Research Administrator Salary: Association with Education, Experience, Credentials and Gender

Science.gov (United States)

Shambrook, Jennifer; Roberts, Thomas J.; Triscari, Robert

2011-01-01

The 2010 Research Administrators Stress Perception Survey (2010 RASPerS) collected data from 1,131 research administrators on salary, years experience, educational level, Certified Research Administrator (CRA) status, and gender. Using these data, comparisons were made to show how salary levels are associated with each of these variables. Using…

40 CFR 13.23 - Salary offset when EPA is not the creditor agency.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is not the... CLAIMS COLLECTION STANDARDS Administrative Offset § 13.23 Salary offset when EPA is not the creditor... period. (4) Unless the employee has consented in writing to the salary deductions or signed a statement...

29 CFR 778.325 - Effect on salary covering more than 40 hours' pay.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect on salary covering more than 40 hours' pay. 778.325... COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.325 Effect on salary covering more than 40 hours' pay. The same reasoning applies to salary covering straight time pay for a...

Teacher quality and teacher salaries: the case of Pennsylvania

OpenAIRE

Tin-chun Lin

2009-01-01

Both teacher quality and teacher salaries are endogenously correlated in the teacher labor market. Therefore, due to endogeneity, we develop three econometric simultaneous-equation models to examine the link between teacher quality and teacher salaries. A total of 500 school districts in the state of Pennsylvania during the school years 1999-2000 to 2001-2002 are selected for a case study. Results reveal a positive and significant relationship between these two.

Salaries and Wages for Professional and Support Personnel in Public Schools, 2000-2001: A Reference Tool for Education Leaders. National Survey of Salaries and Wages in Public Schools. 28th Edition.

Science.gov (United States)

Williams, Alicia D.; Protheroe, Nancy; Parks, Michael C.

This is the 28th edition of salary and wage studies conducted annually by the Educational Research Service. It collects salary data from a national panel sample of school systems for 22 professional and 10 support positions. Consistency in study design and procedures through the years has also made this the definitive study of salary changes in…

Library/Information Science Education, Placement, and Salaries. Guide to Employment Sources in the Library and Information Professions; Placements and Salaries 2000: Plenty of Jobs, Salaries Flat; Accredited Master's Programs in Library and Information Studies; Library Scholarship Sources; Library Scholarship and Award Recipients, 2001.

Science.gov (United States)

Davis, Darlena; Terrell, Tom; Gregory, Vicki L.

2002-01-01

Includes five articles that report on employment sources in the library and information professions; placements and salaries, which indicate plenty of jobs and salaries that are flat; accredited master's programs in library and information studies; library scholarship sources; and library scholarship and award recipients. (LRW)

45 CFR 2506.33 - How will the Corporation coordinate salary offsets with other agencies?

Science.gov (United States)

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false How will the Corporation coordinate salary offsets... (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.33 How will the Corporation coordinate salary offsets with other agencies? (a) Responsibilities of the...

Segmentación laboral, educación y desigualdad salarial en México Work segmentation, education and salary inequality in Mexico

OpenAIRE

Marcos Valdivia López; Mercedes Pedrero Nieto

2011-01-01

Con el propósito de poner al descubierto las fuerzas sociológicas que afectan la desigualdad salarial en México, este trabajo realiza una estratificación basada en ocupaciones que atiende a la hipótesis de dualidad de los mercados laborales al proponer un submercado laboral primario y otro secundario. En específico, estudiamos la desigualdad salarial a partir de evaluar de qué manera los rendimientos de la educación se comportan o se ven afectados a lo largo de los diversos grupos ocupacional...

38 CFR 1.990 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-07-01

... repay debt as alternative to salary offset. 1.990 Section 1.990 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.990 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in...

24 CFR 17.133 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-04-01

... alternative to salary offset. 17.133 Section 17.133 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.133 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent...

20 CFR 361.10 - Written agreement to repay debt as alternative to salary offset.

Science.gov (United States)

2010-04-01

... alternative to salary offset. 361.10 Section 361.10 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL... EMPLOYEES § 361.10 Written agreement to repay debt as alternative to salary offset. (a) Notification by... debt as an alternative to salary offset. Any employee who wishes to do this must submit a proposed...

Moral Orientation, Gender, and Salary.

Science.gov (United States)

Manning, Roger W.

A study examined the relationship among gender, moral orientation, and pay. Although the participants were about equal in terms of gender, 48 males and 53 females, males tended to hold higher degrees. The researcher hypothesized that salaries would be differentiated based on gender and moral orientation. Assumptions were that care-oriented males…

Team Organization Method Using Salary Auction Game for Sustainable Motivation

Directory of Open Access Journals (Sweden)

Sangkyun Kim

2015-10-01

Full Text Available In performing team-based projects in engineering class, students usually face many problems, such as free-riding, lack of responsibility, boredom, and insufficient initiative. This papers proposes a new method for performing team-based projects in engineering class—specifically, a gamified method for team organization using a salary auction game. On the description of the design and use of a salary auction game in engineering class, a case study conducted using a survey method is reported to validate the practical value of the proposed auction game. The salary auction game proposed in this paper demonstrates that a gamified team organization method in engineering class could be used as an effective tool to enhance motivation and to improve learning outcomes of engineering students.

Teacher Salaries and Teacher Unions: A Spatial Econometric Approach

OpenAIRE

John V. Winters

2011-01-01

The author uses a spatial econometric framework to examine the determinants of teacher salaries in the United States, including union activity in the teachers' own and in neighboring districts, teacher salaries in nearby districts, and other school district characteristics such as size and student-teacher ratios. Using the 1999-2000 Schools and Staffing Survey as well as the School District Demographic System and Bureau of Labor Statistics data sets, he finds that union activity increases sal...

Microhabitat selection of Gyrodactylus salaris Malmberg on different salmonids

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Martinussen, Torben; Buchmann, Kurt

2007-01-01

Parasitten Gyrodactylus salaris vises at formere sig med forskellig succes på forskellige laksefisk. Desuden tager parasitten ophold på forskellige områder på fiskens overflade, hvilket kan afspejle forskellige responsmønstre i fiskens hud.......Parasitten Gyrodactylus salaris vises at formere sig med forskellig succes på forskellige laksefisk. Desuden tager parasitten ophold på forskellige områder på fiskens overflade, hvilket kan afspejle forskellige responsmønstre i fiskens hud....

31 CFR 285.7 - Salary offset.

Science.gov (United States)

2010-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... writing of the date deductions from salary will commence and of the amount of such deductions. (2)(i) When...

20 CFR 361.13 - Procedures for salary offset: Methods of collection.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Methods of collection. 361.13 Section 361.13 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.13 Procedures for salary offset: Methods of collection. (a) General. A debt will be collected by...

7 CFR 400.138 - Procedures for salary offset; methods of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; methods of collection. 400.138 Section 400.138 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL... Management-Regulations for the 1986 and Succeeding Crop Years § 400.138 Procedures for salary offset; methods...

Characterisation of a low pathogenic form of Gyrodactylus salaris from rainbow trout

DEFF Research Database (Denmark)

Jørgensen, Thomas Rohde; Larsen, Thomas Bjerre; Jørgensen, Louise von Gersdorff

2007-01-01

A Danish form of Gyrodactylus salaris has been isolated and characterised. It is not pathogenic to Atlantic salmon.......A Danish form of Gyrodactylus salaris has been isolated and characterised. It is not pathogenic to Atlantic salmon....

26 CFR 404.6334(d)-1 - Minimum exemption from levy for wages, salary, or other income.

Science.gov (United States)

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Minimum exemption from levy for wages, salary... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or... him as wages, salary, or other income. Under section 6331(d)(3), a levy upon wages or salary is...

12 CFR 1704.27 - Notice of salary offset where OFHEO is the paying agency.

Science.gov (United States)

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Notice of salary offset where OFHEO is the..., DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.27 Notice of salary offset where OFHEO is the paying agency. (a) Notice. Upon issuance of a proper...

Teachers' Remarks about Their Salaries in 1800 in the Helvetic Republic

Science.gov (United States)

Brühwiler, Ingrid

2015-01-01

For centuries, teachers have complained about their salaries. In the Stapfer inquiry of 1799, some teachers made remarks about financial issues, particularly their low incomes. This inquiry is the main source for the arguments presented here regarding teachers' low salary during this period of the Helvetic Republic. The disparity between the…

20 CFR 361.12 - Procedures for salary offset: Types of collection.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Types of collection. 361.12 Section 361.12 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.12 Procedures for salary offset: Types of collection. A debt will be collected in a lump sum or in...

7 CFR 400.137 - Procedures for salary offset; types of collection.

Science.gov (United States)

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; types of collection. 400.137 Section 400.137 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL CROP...-Regulations for the 1986 and Succeeding Crop Years § 400.137 Procedures for salary offset; types of collection...

Gender Differences in Salary in a Recent Cohort of Early-Career Physician-Researchers

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A.; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A.

2013-01-01

Purpose Since prior studies have suggested that male physicians earn more than their female counterparts, the authors examined whether this disparity exists in a recently hired cohort. Method In 2010-11, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K-award type, K-award funding institute, K-award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Results Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary at academic institutions is important. PMID:24072109

Research on opinions and attitudes of bookseller and increasing retail sales in the sales of books, through staff training

OpenAIRE

Hristina Mihaleva

2011-01-01

During the economic crisis, retail sales in the book sales dropped sharply. Businesses are not many options. Costs must be reduced quickly, due to reduced turnover. Very often this means the release of personnel and cost reduction benefits and salary. This analysis aims to explore attitudes, professional competence and motivation of staff and to provide evidence of the need to further their education.

Gender salary and promotion gaps in Japanese academia: Results from science and engineering

OpenAIRE

Ana Maria Takahashi; Shingo Takahashi; Thomas Maloney

2015-01-01

Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6\\% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood...

Gender salary and promotion gaps in Japanese academia: Results from science and engineering

OpenAIRE

Takahashi, Ana Maria; 高橋, 新吾; Maloney, Thomas

2015-01-01

Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood ...

Leave or Stay as a Risky Choice: Effects of Salary Reference Points and Anchors on Turnover Intention

Science.gov (United States)

Xiong, Guanxing; Wang, X. T.; Li, Aimei

2018-01-01

Within a risky choice framework, we examine how multiple reference points and anchors regulate pay perception and turnover intentions in real organizational contexts with actual employees. We hypothesize that the salary range is psychologically demarcated by three reference points into four regions, the minimum requirement (MR), the status quo (SQ), and the goal (G). Three studies were conducted: Study 1 analyzed the relationship between turnover intention and the subjective likelihood of falling into each of four expected salary regions; Study 2 tested the mediating effect of pay satisfaction on salary reference point-dependent turnover intention; and Study 3 explored the anchoring effect of estimated peer salaries. The results show that turnover intention was higher in the region below MR or between SQ and G but lower in the region above G or between MR and SQ. That is, turnover intention can be high even in situations of salary raise, if the raise is below a salary goal (i.e., leaving for a lack of opportunity) and low even in situations of salary loss, if the expected salary is still above the MR (i.e., staying for security). In addition, turnover intention was regulated by pay satisfaction and peer salaries. In conclusion, turnover intention can be viewed as a risky choice adapted to salary reference points. PMID:29872409

Scala Mobile, salari e prezzi in un modello di equilibrio di lungo periodo. (Full wage indexation, salaries and prices in a model of long-run equilibrium.

Directory of Open Access Journals (Sweden)

A. NICCOLI

2013-12-01

Full Text Available In questo lavoro vengono esaminati gli effetti a lungo termine di piena indicizzazione dei salari ai prezzi in un sistema economico . In particolare , l'autore dimostra che la piena indicizzazione dei salari , mentre amplifica i fenomeni inflazionistici , non influenza il livello o tasso di crescita dei salari reali .Viene proposto  un meccanismo alternativo con effetti inflazionistici molto più piccoli ..In this paper the long-term effects of full wage indexation to prices in an economic system are examined. In particular, the author shows that full wage indexation, while amplifying the inflationary phenomena, does not affect the level or growth rate of real wages. An alternative mechanism with much smaller inflationary effects is then proposed.JEL: E31

29 CFR 778.322 - Reducing the fixed workweek for which a salary is paid.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Reducing the fixed workweek for which a salary is paid. 778... workweek for which a salary is paid. If an employee whose maximum hours standard is 40 hours was hired at a salary of $200 for a fixed workweek of 40 hours, his regular rate at the time of hiring was $5 per hour...

ALA Salary Survey: Personal Members

Science.gov (United States)

American Libraries, 1971

1971-01-01

A survey of the members of the American Library Association revealed that the principal salary determinants are academic degree, type of employer and sex. The obvious differences in the earnings of men and women is not only found in the early experience years but any narrowing which does take place in the wage gap seems to take place at the…

Focus on Wage and Salary Programs.

Science.gov (United States)

Risher, Howard W.

1989-01-01

Budget pressures, tightening labor markets, and increasing public interest should prompt colleges and universities to review their wage and salary programs. Many administrators have never been exposed to practices other than those common to higher education, and trustees with corporate experience may provide some insight. (Author/MSE)

The Relationship between Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

Science.gov (United States)

Potvin, Geoff; Tai, Robert H.

2012-03-01

Drawing from a national survey of Ph.D.-holding physical scientists, we present evidence that doctoral completion time is a strong predictor of future salary prospects: each additional year in graduate school corresponds to a substantially lower average salary. This is true even while controlling for typical measures of scientific merit (grant funding and publication rates) and several other structural and career factors expected to influence salaries. Extending this picture to include gender effects, we show that women earn significantly less than men overall and experience no effect of doctoral completion time on their salaries, while men see a significant gain in salary stemming from earlier completion times. Doctoral completion time is shown to be largely unconnected to measures of prior academic success, research independence, and scientific merit suggesting that doctoral completion time is, to a great extent, out of the control of individual graduate students. Nonetheless, it can be influential on an individual's future career prospects, as can gender-related effects.

26 CFR 1.280C-1 - Disallowance of certain deductions for wage or salary expenses.

Science.gov (United States)

2010-04-01

... salary expenses. 1.280C-1 Section 1.280C-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE... certain deductions for wage or salary expenses. If an employer elects to claim the targeted jobs credit... deduction for wage or salary expenses paid or incurred in the year the credit is earned by the amount...

Innovative Management of Budget Deficits: A Proportional Salary and Time Reduction Scheme.

Science.gov (United States)

Sloper, David

1989-01-01

An approach to institutional budgeting designed to alleviate accumulated deficits is described. The proposal introduces flexibility into the salary component, alleviating cash flow difficulties in the short to medium term and encouraging more proactive budgeting, by allowing employees to contract for reduced annual salary in exchange for reduced…

[Salary and clinical productivity among physicians in Norwegian somatic hospitals 2001-2008].

Science.gov (United States)

Johannessen, Karl-Arne

2010-09-23

Analysis of the future need for medical doctors necessitates an assessment of their productivity. The goals of this study were to analyze the relation between doctors' work force and the increased activity in hospitals, and to describe the development of working hours and salary for hospital doctors in a gender perspective. Information about man-labour years, working time and salary for doctors in Norwegian somatic hospitals was retrieved for the period 2001-2008. Number of hospital stays, DRG points and outpatient consultations per man-labour year are used as measures of doctors' clinical productivity. The percentage of female doctors increased from 34.7 % to 42.2 %. The mean annual salary increased more for men (14.4 % higher in 2001 and 16.6 % higher in 2008) than women. Total salary costs for doctors increased by 69.9 % (from 3.66 bill to 6.22 bill. NOK); 42.6 % of this increase was generated by new positions (1 306 man-labour years, + 21.2 %). Labour years from extended working hours increased by 6.8 % (constituting 1043 labour years in 2008; 12.2 % of the total), but the average extended labour time per doctor decreased (-16.7 % for women and -9.6 % for men). The number of hospital stays increased by 13.2 %, DRG points increased by 12.4 % and outpatient consultations increased by 9.3 % per doctor's work year in the period 2001-2008. Higher salaries for men may be explained by age, more men in senior positions and longer working hours than for women. The productivity of Norwegian doctors still increased from 2001 to 2008 (taking into account the increase in salary).

How Large Is the Gap in Salaries of Male and Female Engineers? SRS Issue Brief.

Science.gov (United States)

Lal, Bhavya; Yoon, Sam; Carlson, Ken

This issue brief examines the gender salary gap in engineering, an occupation in which women held 10% of the jobs in 1995. Using multivariate regression analysis, various potential explanations for the salary gap in this field are explored. It was concluded that the salary gap is primarily explained by the fact that female engineers, on average,…

The Impact of NFL Salary Cap Concentration on Team Success

Directory of Open Access Journals (Sweden)

Timothy E. Zimmer

2016-04-01

Full Text Available The paper empirically tests National League Football (NFL team data from 2000 through 2009 to ascertain factors of team performance. Of particular interest is the assessment of payroll distribution on team performance. The results indicate that the salary concentration has a non-linear influence on team performance. Success in the NFL can be best achieved at either extreme of low or high salary concentrations. A threshold of team talent must be assembled before on field success is achieved. Acquiring elite talent, especially at the quarterback position, is likely the best alternative to achieve high levels of team performance. It is further shown that larger markets have a positive performance bias which suggests an ability to more easily acquire better player talent. The results indicate that NFL salary distribution has an impact on team success, and that it is preferable to acquire fewer elite players than many good players.

Nursing staff turnover at a Swedish university hospital: an exploratory study.

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Sellgren, Stina F; Kajermo, Kerstin N; Ekvall, Göran; Tomson, Göran

2009-11-01

The aim was to explore opinions on individual needs and other factors that may influence nursing staff turnover. High staff turnover is a great problem for many hospitals. It is shown to have a negative effect on the quality of nursing care and to increase hospital costs. In 2004 in a large university hospital in Sweden five focus group discussions (FGDs) including department heads (1), nursing managers (2) and members of nursing staff (2) were carried out. The questions to be addressed were 'Why do nurses leave?' and 'Why do nurses stay?' In addition, register data of staff turnover for 2002-2003 were analysed in relation to different facts about the units, such as number of employees, type of care and medical specialty. Categories of opinions identified in the FGDs were compared with results of the statistical analyses on the relationship between staff turnover and unit parameters to identify overall factors that may influence on nurse staff turnover. Four major factors were identified as having a possible influence on staff turnover: 'intrinsic values of motivation', 'work load', 'unit size 'and 'leadership'. Smaller units had lower staff turnover as well as outpatient units and day care. It was not possible to compare statements from participants from smaller units with those from participants from larger units. Two factors had diverging data, 'salary' and 'spirit of the time'. A surprising finding was the little mention of patient care in relation to staff turnover. It is important for managers to ensure that intrinsic values of nurses are met to minimise the risk for high turnover rates. Inpatient care must receive adequate staffing and nursing care could be organised into smaller units or work teams to avoid dissatisfaction and high turnover.

Practical solutions for staff recruitment & retention.

Science.gov (United States)

Vander Hoek, N

2001-01-01

There are three essential topics for radiology managers to consider in light of persistent staffing shortages: support of the profession and educational programs, perks as recruitment tools and incentives as retention tools. Some activities that can help support departments and educational programs for radiologic technologists are job shadowing, training for volunteer services, advanced placement for school applicants, sponsoring an educational program or clinical training site, creating a positive work environment and supporting outreach projects geared to local high schools. Traditional perks used in recruitment efforts have included relocation assistance, travel and lodging expenses during the interview process, loan repayment, scholarships and sign-on bonuses. Some common incentives for retaining employees are tuition reimbursement, cross training, availability of educational resources, continuing education opportunities, professional development and incremental increases in salary. There are many other tools that can be used, such as career ladders, creating an environment conducive to teamwork or a more personal atmosphere and showcasing talents of various staff members. There is much overlap among these suggestions in support of the profession and educational programs, recruitment and retention of qualified staff radiologic technologists. Radiology managers can and should be creative in developing different programs to build loyalty and commitment to a radiology department.

The Relationship between External Job Mobility and Salary Attainment across Career Stages

Science.gov (United States)

Lam, Simon S. K.; Ng, Thomas W. H.; Feldman, Daniel C.

2012-01-01

The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary…

Salary Management System for Small and Medium-sized Enterprises

Science.gov (United States)

Hao, Zhang; Guangli, Xu; Yuhuan, Zhang; Yilong, Lei

Small and Medium-sized Enterprises (SMEs) in the process of wage entry, calculation, the total number are needed to be done manually in the past, the data volume is quite large, processing speed is low, and it is easy to make error, which is resulting in low efficiency. The main purpose of writing this paper is to present the basis of salary management system, establish a scientific database, the computer payroll system, using the computer instead of a lot of past manual work in order to reduce duplication of staff labor, it will improve working efficiency.This system combines the actual needs of SMEs, through in-depth study and practice of the C/S mode, PowerBuilder10.0 development tools, databases and SQL language, Completed a payroll system needs analysis, database design, application design and development work. Wages, departments, units and personnel database file are included in this system, and have data management, department management, personnel management and other functions, through the control and management of the database query, add, delete, modify, and other functions can be realized. This system is reasonable design, a more complete function, stable operation has been tested to meet the basic needs of the work.

Job Motivation and Job Satisfaction among Academic Staff in Higher Education

Directory of Open Access Journals (Sweden)

Gordana Stankovska

2017-05-01

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

Gender differences in salary in a recent cohort of early-career physician-researchers.

Science.gov (United States)

Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

2013-11-01

Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort. In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K award type, K award funding institute, K award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P work hours, research time, and other factors. Peters-Belson analysis indicated that 17% of the overall disparity in the full sample was unexplained by the measured covariates. In the married subset, after accounting for spousal employment status, 10% remained unexplained. The authors observed, in this recent cohort of elite, early-career physician-researchers, a gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary is important.

Salary Information for Nuclear Engineers and Health Physicists, October 1995; FINAL

International Nuclear Information System (INIS)

Oak Ridge Institute for Science and Education

1995-01-01

Salary information was collected for October 1995 for personnel working as nuclear engineers and health physicists. The salary information includes personnel at the B.S., M.S., and Ph.D. levels with zero, one, and three years of professional work experience. Information is provided for utilities and non-utilities. Non-utilities include private sector organizations and U.S. Department of Energy contractor-operated facilities. Government agencies, the military, academic organizations, and medical facilities are excluded

Teacher Salary Comparisons--Inter-City Differences: 2010-11 and 2011-12. BCTF Research Report. Section I. 2012-TS-02

Science.gov (United States)

White, Margaret

2012-01-01

This research report, which is an update of research report 2011-TS-03, shows the salary difference for each step of British Columbia's (BC) Category 5 or comparable qualifications. Salaries for Vancouver public school teachers are compared to teacher salaries in Toronto (elementary), Ottawa (secondary), and Edmonton. Salaries for Prince George…

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2008-09. A Reference Tool for School Administrators

Science.gov (United States)

Educational Research Service, 2009

2009-01-01

This report presents salary and wage data collected as part of the "Educational Research Service (ERS) National Survey of Salaries and Wages in Public Schools, 2008-2009." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public…

The NBA’s Maximum Player Salary and the Distribution of Player Rents

Directory of Open Access Journals (Sweden)

Kelly M. Hastings

2015-03-01

Full Text Available The NBA’s 1999 Collective Bargaining Agreement (CBA included provisions capping individual player pay in addition to team payrolls. This study examines the effect the NBA’s maximum player salary on player rents by comparing player pay from the 1997–1998 and 2003–2004 seasons while controlling for player productivity and other factors related to player pay. The results indicate a large increase in the pay received by teams’ second highest and, to a lesser extent, third highest paid players. We interpret this result as evidence that the adoption of the maximum player salary shifted rents from stars to complementary players. We also show that the 1999 CBA’s rookie contract provisions reduced salaries of early career players.

Quality of life, work ability, and self employment: a population survey of entrepreneurs, farmers, and salary earners.

Science.gov (United States)

Saarni, S I; Saarni, E S; Saarni, H

2008-02-01

Self employment is increasing but it is not yet known how its different forms affect health, quality of life, and work ability. We compared the work ability, subjective quality of life (QoL), and health-related quality of life (HRQoL) of entrepreneurs both with and without personnel, farmers, and salaried workers. We investigated which domains of HRQoL are associated with work status. A nationally representative general population sample comprising 5834 Finns aged between 30 and 64. Work ability was measured using the work ability index (WAI), HRQoL using 15D and EQ-5D, and QoL with self reported global quality of life. Entrepreneurs with personnel had better work ability than salary earners, but there were no differences in QoL or HRQoL between the entrepreneurs and salary earners. Farmers scored lowest on all measures; this finding remained even after adjusting for age, sex, marital status, education, and chronic conditions. The low WAI score of farmers was mainly explained by poor subjective work ability, while their low 15D score was mainly the result of poor functioning in the psychosocial domains of HRQoL. The low EQ-5D score of farmers was explained by problems with mobility, usual activities, and with pain or discomfort. Farmers have poorer work ability, QoL, and HRQoL than other working groups, but this does not appear to be caused by physical health problems. From a research point of view, farmers should be categorised separately from other forms of entrepreneurship. From a public health point of view, improving farmers' wellbeing may require psychosocial interventions exceeding traditional health promotion.

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2009-2010. A Reference Tool for School Administrators

Science.gov (United States)

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2010-01-01

This report presents salary and wage data collected as part of the 37th edition of the "ERS National Survey of Salaries and Wages in Public Schools, 2009-2010." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems…

A Study of the Relationship between Gender, Salary, and Student Ratings of Instruction at a Research University

Science.gov (United States)

Magel, Rhonda C.; Doetkott, Curt; Cao, Li

2017-01-01

Salary studies in the United States and some other countries show a gap between male and female faculty salaries in higher education that widens over time. The present study examines one possible explanation, particularly at research universities, by examining changes in faculty salaries in relation to student ratings of instruction. Student…

Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

Science.gov (United States)

Young, I. Phillip

2007-01-01

Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

The Effect of the Proportion of Women on Salaries: The Case of College Administrators.

Science.gov (United States)

Pfeffer, Jeffrey; Davis-Blake, Alison

1987-01-01

Examines the effect of the proportion of women administrators on both men's and women's salaries in colleges and universities. Identifies four theoretical predictors: economic competition and crowding, demographic group power, group interaction, and institutionalization. Increasing the proportion of women actually decreases salaries for both…

Adjustment of the Internal Tax Scale

CERN Multimedia

2013-01-01

In application of Article R V 2.03 of the Staff Regulations, the internal tax scale has been adjusted with effect on 1 January 2012. The new scale may be consulted via the CERN Admin e-guide.  The notification of internal annual tax certificate for the financial year 2012 takes into account this adjustment. HR Department (Tel. 73907)

A MARXIST CONCEPT OF SALARY

Directory of Open Access Journals (Sweden)

Jorge Luiz Souto Maior

2014-12-01

Full Text Available Marx, more than once, makes clear that “the capital always does the workforce work longer than necessary for the reproduction of the value of the latter” and it is the production of surplus value. However, the legal form makes it appear that the work has in itself a value, and that the wages represent this value. The classical economic notion of salary does seem that the work has been fully paid and the legal, to define the institute also brings the idea that the salary is fair, since the measure is at least sufficient to meet the vital needs. In addition, the salary, legally speaking, is conceptualized as “consideration for work done”, and as there was a level equivalence between work and wages. The legal world, assuming that assumption leads us to further alienating abstraction when one pays, in sequence, to call into question the various forms of compensation. Already completely removed from reality, legal studies on wages lead us, in sequence, to take new forms: term of payment; forms of wage fixation and protection rules for the payment takes place. Ie, when more one studies the legal form, most distant of the essence. As Marx says, “the wage-form thus extinguishes every trace of the division of the working day into necessary labor and over-work, paid work and unpaid work”, and the salary, “All labor appears as paid labor”. In other words, again: “In wage labor, on the contrary, even the mostwork or unpaid labor appears as paid work.”. On the other hand, the law, notably the Labour Law, is a cultural object which cannot be neglected, as it is part of life of workers and can, in a sense, paradoxical as it may seem, help formulate understandings to away from the sale, so that it is a right repeatedly attacked by the ruling class itself, to whom the legal forms in general benefit. The compensation for moral damage and moral harassment, increasingly frequent in labor law, and even compensation for social harm (�

75 FR 63437 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-10-15

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... Service and reviewed by the TAA for Farmers Program Review Committee, comprised of representatives from... assistance in FY 2011. FOR FURTHER INFORMATION CONTACT: Trade Adjustment Assistance for Farmers Program Staff...

A ADMINISTRAÇÃO SALARIAL ACOMPANHA AS INOVAÇÕES TECNOLÓGICAS?

Directory of Open Access Journals (Sweden)

Maria Lúcia Gili Massi

2011-12-01

Full Text Available The accelerated rhythm of technological changes forces organizations to promote innovations in their products, processes and services if they want to keep their businesses. In order to do this, they must maintain their coworkers up-to-date. To attend this demand, the practice of managing human resources by competences is becoming more frequent. The organizations are slowly redrawing its normative dimensions, but the question that still remains is if they are also improving models for administrating salaries. This study aims to verify if the salary policy of two innovative enterprises links with their technological innovations. The answers to the questionnaires identified that the way salary is thought does not accompany the technological innovations. This indicates the necessity of changes in the remuneration systems to harmonize with the environment, of high level of modernity, in administrative and political terms.

Are hybrids between Atlantic salmon and brown trout suitable long-term hosts of Gyrodactylus salaris during winter?

Science.gov (United States)

Knudsen, R; Henriksen, E H; Gjelland, K Ø; Hansen, H; Hendrichsen, D K; Kristoffersen, R; Olstad, K

2017-10-01

The monogenean parasite Gyrodactylus salaris poses serious threats to many Atlantic salmon populations and presents many conservation and management questions/foci and challenges. It is therefore critical to identify potential vectors for infection. To test whether hybrids of native Atlantic salmon (Salmo salar) × brown trout (Salmo trutta) are suitable as reservoir hosts for G. salaris during winter, infected hybrid parr were released into a natural subarctic brook in the autumn. Six months later, 23.9% of the pit-tagged fish were recaptured. During the experimental period, the hybrids had a sixfold increase in mean intensity of G. salaris, while the prevalence decreased from 81% to 35%. There was high interindividual hybrid variability in susceptibility to infections. The maximum infrapopulation growth rate (0.018 day -1 ) of G. salaris throughout the winter was comparable to earlier laboratory experiments at similar temperatures. The results confirm that infrapopulations of G. salaris may reproduce on a hybrid population for several generations at low water temperatures (~1 °C). Wild salmon-trout hybrids are undoubtedly susceptible to G. salaris and represent an important reservoir host for the parasite independent of other co-occurring susceptible hosts. Consequently, these hybrids may pose a serious risk for G. salaris transmission to nearby, uninfected rivers by migratory individuals. © 2017 John Wiley & Sons Ltd.

The Wage Gap and Administrative Salaries Today.

Science.gov (United States)

Beyer, Kirk D.

1992-01-01

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

Staff Performance Evaluation in Public Organizations

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Drumea C.

2014-12-01

Full Text Available In public Organizations staff performance is difficult to measure in absence of overall quantitative performance indicators. There are also the qualitative indicators that give an overview on staff’s motivation, strive, ability, commitment to values, teamwork. These aspects are even less easy to illustrate, in private and public sectors equally. In both cases, measuring staff performance at work, as well as its input on the global performance of the organization is a difficult task which has in practice different approaches. Subsequently, this paper is discussing the system indicators and performance triggers used in International Organizations UN affiliated, in order to adjust staff classification and benefits to their staff’s performance.

How Should School Districts Shape Teacher Salary Schedules? Linking School Performance to Pay Structure in Traditional Compensation Schemes

Science.gov (United States)

Grissom, Jason A.; Strunk, Katharine O.

2012-01-01

This study examines the relative distribution of salary schedule returns to experience for beginning and veteran teachers. We argue that districts are likely to benefit from structuring salary schedules with greater experience returns early in the teaching career. To test this hypothesis, we match salary data to school-level student performance…

75 FR 59683 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-09-28

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... Adjustment Assistance for Farmers Program Review Committee, comprised of representatives from USDA's Office... for Farmers Program Staff, Office of Trade Programs, FAS, USDA; or by phone at (202) 720-0638, or (202...

Staff Rules and Regulations – Modification No. 3 to the 11th edition

CERN Multimedia

HR Department

2010-01-01

Please note that the following modifications to the Staff Rules and Regulations came into force in 2009 and have been posted on the HR Department site: Chapter II, Conditions of Employment and Association, Section 1 (Employment and association): amendment of page 14 - with effect from 1 August 2009.   Chapter II, Conditions of Employment and Association, Section 5 (Termination of contract): amendment of pages 28 and 29 - with effect from 1 August 2009.   Family allowances (Annex R A 3): amendment of page 68 - with effect from 1 January 2009.   Education fees (Annex R A 4): amendment of page 69 - with effect from 1 January 2009.   Monthly basic salaries of staff members (Annex R A 5): amendment of page 71 - with effect from 1 January 2009.   Stipends of fellows (Annex R A 6): amendment of page 72 - with effect from 1 January 2009.   Subsistence allowances of associates and students (Annex R A 7): amendmen...

The Staff Development as a Means of Enhancing the Enterprise Competitiveness

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Zajtzeva Lyudmila O.

2017-05-01

Full Text Available The article is aimed at substantiating the importance of continuous development of staff as a means of enhancing the competitiveness of enterprise. A study on the current experience and issues of dissemination of the standard for HR management at the enterprises in Ukraine and abroad has been provided. The role of HR management in the system of competitive factors has been defined. The staff development strategies that are dependent on analysis of the internal environment and the personnel forecast of enterprise have been outlined. The need to apply both material and moral motivation to employees has been determined. The necessity to match the external conditions and the objectives of enterprise with the methods of labor incentives has been substantiated. Features of employee incentive on the basis of wage have been disclosed. There is a need to assess the quantitative and qualitative results of each employee’s individual work through the additional salaries, including in the form of various fringes, increments, lump sum remunerations, which are of a compensatory nature and allow for a significant individualization.

A methodical and adaptive framework for Data Warehouse of Salary Management System

OpenAIRE

Manzoor Ahmad

2015-01-01

Years of experience as an employee of University of Kashmir has always desired us to have a typical solution where most of the activities related to salary are fully automated without checking across the files whenever there is a need e.g. individual month‟s salary report , web based information submission, filing of returns , increment information etc. After thorough analysis , taking employee satisfaction , sensitivity and security of data , a long term solution was to develop a centralized...

75 FR 48642 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-08-11

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... benefits. FOR FURTHER INFORMATION CONTACT: Trade Adjustment Assistance for Farmers Program Staff, FAS, USDA... the TAA for Farmers' Web site: http://www.fas.usda.gov/itp/taa . Dated: July 30, 2010. John D. Brewer...

75 FR 11513 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-03-11

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... Service (FAS), will begin accepting Trade Adjustment Assistance (TAA) for Farmers petitions for fiscal... received by the TAA for Farmers Staff by close of business April 14, 2010. The petition must be sent in...

75 FR 49886 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-08-16

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... INFORMATION CONTACT: Trade Adjustment Assistance for Farmers Program Staff, FAS, USDA by phone: (202) 720-0638... for Farmers' Web site: http://www.fas.usda.gov/itp/taa . Dated: August 3, 2010. Suzanne Hale, Acting...

75 FR 42375 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-07-21

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... INFORMATION CONTACT: Trade Adjustment Assistance for Farmers Staff, FAS, USDA, by phone: (202) 720-0638, or (202) 690-0633; or by e-mail: [email protected] ; or visit the TAA for Farmers' Web site...

Extended Year, Extended Contracts: Increasing Teacher Salary Options.

Science.gov (United States)

Gandara, Patricia

1992-01-01

Reports on an attempt to raise teacher salaries through an extended contract made possible through year-round school schedules. Teacher satisfaction with the 1987 experiment in three California schools (the Orchard Plan) has been high. Elements that have contributed to job satisfaction are discussed. (SLD)

[Offered income, salary expectations, and the economic activity of married women: an analytic model].

Science.gov (United States)

Lollivier, S

1984-06-01

This study uses data from tax declarations for 40,000 French households for 1975 to propose a model that permits quantification of the effects of certain significant factors on the economic activity of married women. The PROBIT model of analysis of variance was used to determine the specific effect of several variables, including age of the woman, number of children under 25 years of age in the household, the age of the youngest child, husband's income and socioprofessional status, wife's level and type of education, size of community of residence and region of residence. The principal factors influencing activity rates were found to be educational level, age, and to those of childless women, but activity rates dropped by about 30% for mothers of 2 and even more for mothers of 3 or more children. Influence of the place of residence and the husband's income were associated with lesser disparities. The reasons for variations in female labor force participation can be viewed as analogous to a balance. Underlying factors can increase or decrease the income the woman hopes to earn (offered income) as well as the minimum income for which she will work (required salary). A TOBIT model was constructed in which income was a function of age, education, geographic location, and number of children, and salary required was a function of the variables related to the husband including income and socioprofessional status. For most of the effects considered, the observed variation in activity rates resulted from variations in offered income. The husband's income influences only the desired salary. The offered income decreases and the required salary increases when the number of children is 2 or more, reducing the rate of activity. More educated women have slightly greater salary expectations, but command much higher salaries, resulting in an increased rate of professional activity.

In depth molecular characterization of a low pathogenic form of Gyrodactylus salaris from rainbow trout

DEFF Research Database (Denmark)

Huyse, T.; Littlewood, D.T.J.; Buchmann, Kurt

2007-01-01

Der er gennemført en dybtgående analyse af nucleare og mitochondrielle gener i et dansk isolat af Gyrodactylus salaris......Der er gennemført en dybtgående analyse af nucleare og mitochondrielle gener i et dansk isolat af Gyrodactylus salaris...

Multi-centre testing and validation of current protocols for the identification of Gyrodactylus salaris (Monogenea)

DEFF Research Database (Denmark)

Shinn, A.P.; Collins, C.; García-Vásquez, A.

2010-01-01

Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September......Tilgængelige metoder til diagnose af G. salaris er blevet afprøvet i en række laboratorier Udgivelsesdato: September...

Use of Automatic Interaction Detector in Monitoring Faculty Salaries. AIR 1983 Annual Forum Paper.

Science.gov (United States)

Cohen, Margaret E.

A university's use of the Automatic Interaction Detector (AID) to monitor faculty salary data is described. The first step consists of examining a tree diagram and summary table produced by AID. The tree is used to identify the characteristics of faculty at different salary levels. The table is used to determine the explanatory power of the…

75 FR 43485 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-07-26

... Service Trade Adjustment Assistance for Farmers AGENCY: Foreign Agricultural Service, USDA. ACTION: Notice... cash benefits. FOR FURTHER INFORMATION CONTACT: Trade Adjustment Assistance for Farmers Staff, FAS... visit the TAA for Farmers' Web site: http://www.fas.usda.gov/itp/taa . Dated: July 14, 2010. John D...

75 FR 51978 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-08-24

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... CONTACT: Trade Adjustment Assistance for Farmers Program Staff, FAS, USDA by phone: (202) 720-0638 or (202) 690- 0633: or by e-mail at: [email protected] ; or visit the TAA for Farmers' Web site...

Adjustments to financial benefits and contributions with effect from 1 January 2012

CERN Multimedia

2012-01-01

In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2010, June and December 2011, certain financial benefits and contributions impacting salaries and stipends have been adjusted with effect from 1 January 2012. 1)  Five-yearly review 2010 (decisions taken by Council in December 2010) In line with the second phase of Council decisions, increases of 1% and 2% have been applied to basic salaries in Career Path D and Career Paths E to G respectively1); In addition, Health Insurance Scheme contribution rates have been modified (from 4.27%) to 4.41% for the member and (from 6.59%) to 6.86% for the Organization. 2)  Package of measures towards restoring full funding of the Pension Fund (decisions taken by Council in June 2011) In accordance with Council decisions, the Organization’s contribution rate for new members of the Fund as of 1.1.2012 is 17%.  The provisions for current members remain unchanged. 3)&nb...

Cost-Effective Adjustments to Nursing Home Staffing to Improve Quality.

Science.gov (United States)

Bowblis, John R; Roberts, Amy Restorick

2018-06-01

Health care providers face fixed reimbursement rates from government sources and need to carefully adjust staffing to achieve the highest quality within a given cost structure. With data from the Certification and Survey Provider Enhanced Reports (1999-2015), this study holistically examined how staffing levels affect two publicly reported measures of quality in the nursing home industry, the number of deficiency citations and the deficiency score. While higher staffing consistently yielded better quality, the largest quality improvements resulted from increasing administrative registered nurses and social service staffing. After adjusting for wages, the most cost-effective investment for improving overall deficiency outcomes was increasing social services. Deficiencies related to quality of care were improved most by increasing administrative nursing and social service staff. Quality of life deficiencies were improved most by increasing social service and activities staff. Approaches to improve quality through staffing adjustments should target specific types of staff to maximize return on investment.

Average Faculty Salary Reaches $41,650, Up 6.1% in a Year, AAUP Survey Finds.

Science.gov (United States)

Evangelauf, Jean

1990-01-01

This study shows that by type of institution, salaries are highest at doctorate-granting public and private universities. By sector, faculty members at private, independent institutions continue to have the highest earnings. The salary gap between men and women persists, with women earning less than men at every rank. (MLW)

Teaching in the States: Salary and beyond Rankings

Science.gov (United States)

Marchant, Gregory J.; McCreary, John J.

2018-01-01

This report investigates factors relevant to choosing locations conducive to both attainment and maintenance of a teaching career. In addition to salary and cost of living, the investigators compiled and ranked variables related to family, such as parental income and education, and differences in political structures that affect careers in…

Ninth Triennial Toxicology Salary Survey.

Science.gov (United States)

Gad, Shayne Cox; Sullivan, Dexter Wayne

2016-01-01

This survey serves as the ninth in a series of toxicology salary surveys conducted at 3-year intervals and beginning in 1988. An electronic survey instrument was distributed to 5919 individuals including members of the Society of Toxicology, American College of Toxicology, and 23 additional professional organizations. Question items inquired about gender, age, degree, years of experience, certifications held, areas of specialization, society membership, employment and income. Overall, 1293 responses were received (response rate 21.8%). The results of the 2014 survey provide insight into the job market and career path for current and future toxicologists. © The Author(s) 2016.

A Survey of Job Satisfaction among Health Sector Staff of Tabriz Taleghani Educational Hospital

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Leila Rastgar-Farajzadeh

2016-03-01

Full Text Available Background and Objectives : Job satisfaction is one of the most important variables in organizational behavior and the key variable in organizational researches and theories as well. The aim of present investigation was to determine the level of job satisfaction among health sector staff of Tabriz Taleghani Educational Hospital. Material and Methods : This cross-sectional study was performed in 2014. Health sector staffs of Taleghani Educational Hospital were studied through census method. Data collection tool was a questionnaire based on previous studies and consisted of 3 parts: demographic information (7 items, job satisfaction (21 questions and factors related to employee dissatisfaction (10 items. After collecting and entering data into IBM SPSS software, independent t tests, chi-square and ANOVA were applied. Results : The highest level of job satisfaction was in the field of relationship with colleagues and lowest level of job satisfaction was related to salary and benefits. The most common cause of employee dissatisfaction was pressure and stressful working environment and the least cause was the improper distribution of employees based on workload . Conclusion : According to the findings, the majority of job satisfaction among staff was at low and medium-level. Since job satisfaction is an important factor in the performance and quality of services provided by the hospital staff, it is recommended that managers and officials pay attention to defects and shortcomings and remove barriers.

Job satisfaction among hospital staff working in a Government teaching hospital of India

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Poonam Jaiswal

2015-01-01

Full Text Available Background: In a resource-limited and high burden disease setting, satisfied human resource is an asset in terms of high productivity, efficiency and quality care. Aim: To assess job satisfaction among permanent employees working in a government hospital. Materials and Methods: A sample of 200 staff members was interviewed using 34-item, Likert response based, modified job satisfaction scale. Key factors for job satisfaction were identified after subjecting data to principal component analysis, varimax rotation and multivariate analysis using step-wise regression procedure. Results: The mean job satisfaction index was computed to be in a similar range, but was found to be highest for nurses (0.68, followed by doctors (0.66, support staff (0.63 and technicians (0.62. Nine uncorrelated and critical factors related to job satisfaction that explained 68.09% of the variability was identified, that is, communication, pay/salary, working conditions, organization supervision system, co-workers, workload, benefits, career aspects and rewards. A positive association was reported between job satisfaction score and factor scores (units of communication (0.133, benefits (0.110, working condition (0.027 and co-workers (0.032 and a negative relation with organizational supervision system (0.118, workload (0.093, rewards (0.035, pay/salary (0.034 and career prospects (0.017 respectively for all categories of respondents. However in case of doctors, co-workers (0.023 units showed a negative relation. Conclusion: There is scope for interventions to enhance job satisfaction and concomitant continuous monitoring can be useful in determining various service aspects that necessitate improvement. By enhancing job satisfaction, hospital administrator can improve not only the mental, psychological and social well-being of work-force, but also the financial health of an organization.

Gender Equity in Teachers' Salaries: A Multilevel Approach.

Science.gov (United States)

Lee, Valerie E.; Smith, Julia B.

1990-01-01

Gender differences related to salaries were studied using 4,802 male and 4,092 female secondary school teachers in 377 high schools involved in the Administrator and Teacher Survey of the High School and Beyond study. Data analyses covered Catholic schools, other private schools, qualification differences, market conditions, merit pay, and faculty…

Impact of civil servant salaries on the performance of local public administration in Kosovo

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Mr.Sc. Naim Ismajli

2012-12-01

Full Text Available Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407. As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but

The impact of the Department of Veterans Affairs Health Care Personnel Enhancement Act of 2004 on VA physicians' salaries and retention.

Science.gov (United States)

Weeks, William B; Wallace, Tanner A; Wallace, Amy E

2009-01-01

To determine whether the Department of Veterans Affairs Health Care Personnel Enhancement Act (the Act), which was designed to achieve VA physician salary parity with American Academy of Medical Colleges (AAMC) Associate Professors and enacted in 2006, had achieved its goal. Using VA human resources datasets and data from the AAMC, we calculated mean VA physician salaries, with 95 percent confidence intervals, for 15 different medical specialties. For each specialty, we compared VA salaries to the median, 25th, and 75th percentile of AAMC Associate Professors' incomes. The Act's passage resulted in a $20,000 annual increase in VA physicians' salaries. VA primary care physicians, medical subspecialists, and psychiatrists had salaries that were comparable to their AAMC counterparts prior to and after enactment of the Act. However, VA surgical specialists', anesthesiologists', and radiologists' salaries lagged their AAMC counterparts both before and after the Act's enactment. Income increases were negatively correlated with full-time workforce changes. VA does not appear to provide comparable salaries for physicians necessary for surgical care. In certain cases, VA should consider outsourcing surgical services.

Examining the Relationships among Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

Science.gov (United States)

Potvin, Geoff; Tai, Robert H.

2012-01-01

Using data from a national survey of Ph.D.-holding chemists and physicists, time-to-doctoral degree is found to be a strong predictor of salary: each additional year in graduate school corresponds to a significantly lower average salary. This is true even while controlling for standard measures of scientific merit (grant funding and publication…

Seniority, External Labor Markets, and Faculty Pay. Staff Working Paper 95-37.

Science.gov (United States)

Brown, Byron W.; Woodbury, Stephen A.

This study used 10 years of personnel data of Michigan State University faculty to explore the returns in salary to seniority (the wage-tenure profile) and the degree to which these returns respond to entry-level salaries (or opportunity wages). Elasticities of senior-faculty salaries were estimated with respect to entry-level salaries, and…

EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

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Hashim Fadzil Ariffin

2015-04-01

Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.

Differentiation between a pathogenic and a non-pathogenic form of Gyrodactylus salaris using PCR-RFLP

DEFF Research Database (Denmark)

Kania, Per Walther; Jørgensen, Thomas Rohde; Buchmann, Kurt

2007-01-01

A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form.......A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form....

Baltic salmon activates immune relevant genes in fin tissue when responding to Gyrodactylus salaris infection

DEFF Research Database (Denmark)

Kania, Per Walther; Larsen, Thomas Bjerre; Ingerslev, Hans C.

2007-01-01

A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection......A series of immune relevant genes are expressed when the Baltic salmon responds on infections with the ectoparasite Gyrodactylus salaris which leads to a decrease of the parasite infection...

A Study of Academic Librarians' Salaries and Privileges.

Science.gov (United States)

Hopson, Rex C.

In order to acquire information for use by the University of New Mexico General Library Faculty Salary Committee, a questionnaire was sent to eleven university library directors in nearby states. Nine responded. Results of the study showed that in most universities librarians have faculty status, but are on 11 month contracts. Degrees, experience,…

Estructura salarial de los periodistas en España durante la crisis

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Sergio Roses

2011-01-01

Full Text Available Las empresas informativas están aplicando políticas de reducción de gastos de personal para hacer frente a la crisis económica. Este trabajo describe la Estructura Salarial de los Periodistas en España durante la crisis (2009 a partir de los datos recabados mediante una encuesta telefónica suministrada a una muestra de mil periodistas en activo residentes en España. La descripción de los datos se detalla en función de un conjunto de variables sociolaborales. El estudio se complementa con un análisis bivariable de la asociación entre el nivel salarial de los periodistas encuestados y dichas variables. Los resultados indican que el nivel salarial de los periodistas en España está asociado a su género, edad, experiencia profesional, tipo de medio donde trabaja, tamaño de la empresa informativa, ubicación geográfica de la empresa, categoría profesional, tipo de contrato y antigüedad en la empresa. Sin embargo, el nivel salarial es independiente de nivel de estudios, titulación universitaria en Periodismo o Comunicación, y titulación en estudios de tercer ciclo. Los hallazgos del estudio—de interés para académicos y organizaciones profesionales—permitirán monitorizar en el futuro los efectos de las políticas de reducción de gastos de los medios en las retribuciones de los periodistas.

Using Regression Analysis To Determine If Faculty Salaries Are Overly Compressed. AIR 1997 Annual Forum Paper.

Science.gov (United States)

Toutkoushian, Robert K.

This paper proposes a five-step process by which to analyze whether the salary ratio between junior and senior college faculty exhibits salary compression, a term used to describe an unusually small differential between faculty with different levels of experience. The procedure utilizes commonly used statistical techniques (multiple regression…

RFID - based Staff Control System (SCS) in Kazakhstan

Science.gov (United States)

Saparkhojayev, N.

2015-06-01

RFID - based Staff Control System (SCS) will allow complete hands-free access control, monitoring the whereabouts of employee and record the attendance of the employee as well. Moreover, with a help of this system, it is possible to have a nice report at the end of the month and based on the total number of worked hours, the salary will be allocated to each personnel. The access tag can be read up to 10 centimeters from the RFID reader. The proposed system is based on UHF RFID readers, supported with antennas at gate and transaction sections, and employee identification cards containing RFID-transponders which are able to electronically store information that can be read / written even without the physical contact with the help of radio medium. This system is an innovative system, which describes the benefits of applying RFID- technology in the Education System process of Republic of Kazakhstan. This paper presents the experiments conducted to set up RFID based SCS.

RFID - based Staff Control System (SCS) in Kazakhstan

International Nuclear Information System (INIS)

Saparkhojayev, N

2015-01-01

RFID - based Staff Control System (SCS) will allow complete hands-free access control, monitoring the whereabouts of employee and record the attendance of the employee as well. Moreover, with a help of this system, it is possible to have a nice report at the end of the month and based on the total number of worked hours, the salary will be allocated to each personnel. The access tag can be read up to 10 centimeters from the RFID reader. The proposed system is based on UHF RFID readers, supported with antennas at gate and transaction sections, and employee identification cards containing RFID-transponders which are able to electronically store information that can be read / written even without the physical contact with the help of radio medium. This system is an innovative system, which describes the benefits of applying RFID- technology in the Education System process of Republic of Kazakhstan. This paper presents the experiments conducted to set up RFID based SCS. (paper)

Statistical analysis of the established salary in small and medium enterprises

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Yu. S. Pin’kovetskaya

2017-01-01

Full Text Available The aim of the study was to analyze the present regularities, specific to the employees’ salaries of aggregates of small and medium enterprises related to the three dimensional categories and located in different regions of Russia. The following tasks were solved: the indexes, characterizing average monthly salary of employees based on the mentioned enterprises were assessed, belonging to different size categories and located in each of the regions; the relations were established between the average monthly salaries of employees of aggregates of small and medium enterprises and the cost of living in all regions of the country.Preliminary results of stopwatch reading of small and medium business activities in 2015 were used as initial data. The research was based on the comparison of indexes for the entrepreneurial sector and the full range of enterprises and organizations.Modeling differentiation of salaries’ values of small and medium enterprises aggregations, as well as its relationship to the values of the subsistence level was based on the development of the density function of normal distribution. The quality of the developed models was checked according to the Kolmogorov-Smirnov, Pearson and Shapiro-Wilk criteria.The obtained results have some theoretical significance, in particular, when conducting research related to the justification of the proposed wage of employees of enterprises different in number, the formation of measures for increasing efficiency of the entrepreneurial sector activity. Density functions of normal distribution given in the paper can be used in the justification of concepts, plans and programs of developing small and medium entrepreneurship in regions and municipalities. The practical importance of research results connected with the possibility of their use by entrepreneurs directly (especially by beginners when assessing the potential of enterprise creation and definition of employees’ proposed salaries. In

Using a Market Ratio Factor in Faculty Salary Equity Studies. Professional File Number 103, Spring 2007

Science.gov (United States)

Luna, Andrew L.

2007-01-01

This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. The central purpose of the study was to determine if using a single market ratio variable was a stronger predictor for faculty salaries than the use of dummy variables representing various disciplines.…

Association between Sleep Duration and Perceived Stress: Salaried Worker in Circumstances of High Workload

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Dong-Woo Choi

2018-04-01

Full Text Available The aim of this study was to find the association between sleep duration and perceived stress in salaried workers according to occupational categories and which lifestyle factors affected those correlations in South Korea. This study used data from the 2015 Community Health Survey (CHS. The self-reported sleep duration was used as the dependent variable in this study. We explored sleep duration and stress awareness among salaried workers, as well as household income and educational level with multiple logistic regression analysis. Salaried workers who slept for five or less hours had a higher odds ratio for high-stress awareness (OR: 1.86, 95% CI: 1.74–1.98. Stress awareness is associated with short sleep duration; specialized workers, office workers, those with above mid-high household income and graduate, university, or college level workers especially need to sleep adequately to manage stress.

Examining Malaysian Hotel Employees Organizational Commitment by Gender, Education Level and Salary

Directory of Open Access Journals (Sweden)

Hashim Fadzil Ariffin

2015-06-01

Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.    

Budget estimates, fiscal year 1984/85. Appropriation: salaries and expenses

International Nuclear Information System (INIS)

1983-01-01

This report contains the fiscal year budget justifications to Congress. The budget estimates for salaries and expenses for fiscal year 1984 to 1985 provide for obligations of $466,800,000 to be funded in total by a new appropriation

THE EMPLOYMENT – PRODUCTIVITY – SALARY RELATION, A CONDITION FOR ACHIEVING LONG - TERM ECONOMIC GROWTH

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Mihai CHIRILA

2005-01-01

Full Text Available The employment-productivity-salary correlation is essential towards setting up conditions for economic growth andlasting social stability. An influence exists from technological changes, current stage of economic development,peculiarities of labour offer, employers – trade-unions interaction, etc. The analysis covers long-term and short-termcycles. In keeping with specificity of development stages, national economy witnesses an interval of productivitygrowth facilitating maximized employment and a rise in salary too. A lower growth rate indicates difficulties inassimilating new technologies; a higher growth rate generates instability in employing labour. Thus, the exercise ofstrong pressure is shown to exist on economic and technological structures. Likewise, this is what happens whenproductivity goes ahead of the separate analyses of the correlations between employment and productivity, on theone hand, and productivity and salary, on the other.

Teachers' Salaries in Public Education: Between Myth and Fact

Science.gov (United States)

Nir, Adam E.; Naphcha, Melly

2007-01-01

Purpose: The purpose of research is to attempt to determine to what extent the salary level of teachers working in public educational systems is connected with the trend towards privatization considering that privatization has become nowadays a prominent phenomenon in educational systems around the world. Design/methodology/approach: A secondary…

From Equal to Equivalent Pay: Salary Discrimination in Academia

Science.gov (United States)

Greenfield, Ester

1977-01-01

Examines the federal statutes barring sex discrimination in employment and argues that the work of any two professors is comparable but not equal. Suggests using regression analysis to prove salary discrimination and discusses the legal justification for adopting regression analysis and the standard of comparable pay for comparable work.…

Academic productivity and its relationship to physician salaries in the University of California Healthcare System.

Science.gov (United States)

Fijalkowski, Natalia; Zheng, Luo Luo; Henderson, Michael T; Moshfeghi, Andrew A; Maltenfort, Mitchell; Moshfeghi, Darius M

2013-07-01

To evaluate whether physicians with higher academic productivity, as measured by the number of publications in Scopus and the Scopus Hirsch index (h-index), earn higher salaries. This was a cross-sectional study. Participants were ophthalmologists, otolaryngologists, neurosurgeons, and neurologists classified as "top earners" (>$100,000 annually) within the University of California (UC) healthcare system in 2008. Bibliometric searches on Scopus were conducted to retrieve the total number of publications and Hirsch indices (h-index), a measure of academic productivity. The association between the number of publications and h-index on physicians' total compensation was determined with multivariate regression models after controlling for the four specialties (ophthalmology, otolaryngology, neurosurgery, and neurology), the five institutions (UC San Francisco, UC Los Angeles, UC San Diego, UC Irvine, and UC Davis), and academic rank (assistant professor, associate professor, and professor). The UC healthcare system departments reported 433 faculty physicians among the four specialties, with 71.6% (n = 310) earning more than $100,000 in 2008 and classifying as top earners. After controlling for the specialty, institution, and ranking, there was a significant association between the number of publications on salary (P Scopus number of publications and h-index were correlated (P Scopus h-index was of borderline significance in predicting physician salary (P = 0.12). Physicians with higher Scopus publications had higher total salaries across all four specialties. Every 10 publications were associated with a 2.40% increase in total salary after controlling for specialty, institution, rank, and chair. Ophthalmologists, otolaryngologists, neurosurgeons, and neurologists in the UC healthcare system who are more academically productive receive greater remuneration.

HEALTH INSURANCE: FIXED CONTRIBUTION AND REIMBURSEMENT MAXIMA

CERN Document Server

Human Resources Division

2001-01-01

Affected by the salary adjustments on 1 January 2001 and the evolution of the staff members and fellows population, the average reference salary, which is used as an index for fixed contributions and reimbursement maxima, has changed significantly. An adjustment of the amounts of the reimbursement maxima and the fixed contributions is therefore necessary, as from 1 January 2001. Reimbursement maxima The revised reimbursement maxima will appear on the leaflet summarizing the benefits for the year 2001, which will be sent out with the forthcoming issue of the CHIS Bull'. This leaflet will also be available from the divisional secretariats and from the UNIQA office at CERN. Fixed contributions The fixed contributions, applicable to some categories of voluntarily insured persons, are set as follows (amounts in CHF for monthly contributions) : voluntarily insured member of the personnel, with normal health insurance cover : 910.- (was 815.- in 2000) voluntarily insured member of the personnel, with reduced heal...

HEALTH INSURANCE: CONTRIBUTIONS AND REIMBURSEMENT MAXIMAL

CERN Document Server

HR Division

2000-01-01

Affected by both the salary adjustment index on 1.1.2000 and the evolution of the staff members and fellows population, the average reference salary, which is used as an index for fixed contributions and reimbursement maximal, has changed significantly. An adjustment of the amounts of the reimbursement maximal and the fixed contributions is therefore necessary, as from 1 January 2000.Reimbursement maximalThe revised reimbursement maximal will appear on the leaflet summarising the benefits for the year 2000, which will soon be available from the divisional secretariats and from the AUSTRIA office at CERN.Fixed contributionsThe fixed contributions, applicable to some categories of voluntarily insured persons, are set as follows (amounts in CHF for monthly contributions):voluntarily insured member of the personnel, with complete coverage:815,- (was 803,- in 1999)voluntarily insured member of the personnel, with reduced coverage:407,- (was 402,- in 1999)voluntarily insured no longer dependent child:326,- (was 321...

OPTIMIZATION OF SALARY CALCULATIONS AND EMPLOYEES’ LABOUR PRODUCTIVITY STIMULATION AT THE ENTERPRISE

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Olha Odnoshevna

2017-11-01

Full Text Available The purposes of the paper are: the detailed analysis of salary calculations, the evaluation of the effectiveness of employees’ work, the development of optimizing mechanisms of salary calculations by increasing productivity and implementation of the methods of employees’ labour stimulation. Methodology. The study is based on an analysis of different groups of enterprises, including agricultural ones. It is analysed that for today the efficiency of labour at some enterprises drops due to low wages and the lack of employees’ motivation mechanism. Results. The study found that the process of salary calculations has a lot of problematic aspects, such as a deficient work organization, insufficient stimulation of workers, poorly composed documents, etc. To improve such a situation, it is suggested an introduction of automation in order to reduce the wasting of working time for data processing of an accounting department and to improve significantly the quality and speed of information transfer to the head of an enterprise and external users. It is offered to use a labour ball to improve employees’ motivation, which is a form of accounting for the work varying on quality and quantity that was contributed to production. According to the scoring results, a mechanism of bonuses for employees is suggested. Practical implications. We suggested entering new documents to control the number of issued orders – “Registration Book of Issued Orders”. To provide a high level of quality control of executed works, it is suggested to display data in a special primary document “Record Sheet of Performance Quality”. It is offered to use partial salary payment for unprofitable enterprises through payment in kind. Value/originality. At first, the results will allow increasing the firm’s performance quality without losing employees, and subsequently – allow increasing the profitability of the enterprise.

Findings from the most recent Medical Library Association salary survey

Science.gov (United States)

Wallace, Marc; McMullen, Thomas D.; Corcoran, Kate

2004-01-01

Objective: The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. Methods: The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L email discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Results: Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Conclusions: Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues. PMID:15494762

Trends in gender, employment, salary, and debt of graduates of US veterinary medical schools and colleges.

Science.gov (United States)

Chieffo, Carla; Kelly, Alan M; Ferguson, James

2008-09-15

To characterize trends in gender, employment, starting salaries, and educational debt of graduates of US veterinary medical schools and colleges from 1988 to 2007. Meta-analysis. Sample Population-Veterinary medical graduates from 26 or 27 of 27 US veterinary schools and colleges from 1988 through 2007. Data were obtained from surveys published in the JAVMA. A chi2 test for trend was used to analyze trends in choices of employment and educational indebtedness for the veterinary graduate populations over time. The greatest changes in employment occurred in predominantly large animal practice, which attracted 10.7% of new graduates in 1989 but only 2.2% in 2007, and in advanced study, which attracted 15.2% of new graduates in 1989 and 36.8% in 2007. In 2007, 75% of graduates were women, but this gender shift was not associated with the decline in the percentage of graduates entering rural practice. From 1989 through 2007, starting salaries in private practice increased at a rate of 4.60%/y. During the same period, educational debt increased at an annual rate of 7.36%, or 60% higher than the rate of increases for starting salaries. As a result, debt at graduation increased from 1.1 times the starting salary in 1989 to 2.0 times the starting salary in 2007. Veterinary students are now more in debt than they have ever been. This trend together with a substantial increase in the rate of interest charged for government-backed education loans create conditions for new graduates that appear unsustainable.

Effects of Present Salary on Resume Evaluations: Sex Discrimination?

Science.gov (United States)

Mitchell, Thomas; Henning, Jane

Despite legislative and judicial attempts to remedy sex discrimination in the workplace, women continue to earn 60% less than their male counterparts. One factor that could influence an employer's evaluation of an applicant is the knowledge of that applicant's salary on his or her present job. A study was conducted to determine the influence of an…

29 CFR 778.114 - Fixed salary for fluctuating hours.

Science.gov (United States)

2010-07-01

..., whatever their number, rather than for working 40 hours or some other fixed weekly work period, such a... compensation to the employee at a rate not less than the applicable minimum wage rate for every hour worked in..., in addition to such salary, for all overtime hours worked at a rate not less than one-half his...

Microhabitat selection of Gyrodactylus salaris  with reference to susceptibility status of the salmonid host

DEFF Research Database (Denmark)

Heinecke, Rasmus Demuth; Buchmann, Kurt

Five strains of salmon Salmo salar and a strain of Danish rainbow trout Oncorhynchus mykiss were experimentally infected with the ectoparasite Gyrodactylus salaris (Lærdalselva strain, Norway). All fish were hatchery-reared and the genetic origins were from the East Atlantic: River Conon (Scotland......), Storå (western Denmark) and Ätran (western Sweden) and from the Baltic: River Lule and Ume (Sweden). The rainbow trout used were from a Danish fish farm. Three replicate aquaria infested with G. salaris were established containing 10 fish of every strain. The numbers of parasites were assessed...... on anesthetized fish once a week from week 0 to week 8 and concurrently the location of every parasite on each of twelve regions on the fish was recorded. The mean abundance of G. salaris steadily increased on the East Atlantic Conon, Storå and Ätran strains until the end of the experiment. The mean abundance...

Using a Market Ratio Factor in Faculty Salary Equity Studies. AIR Professional File. Number 103, Spring 2007

Science.gov (United States)

Luna, Andrew L.

2007-01-01

The purpose of this study was to determine if a market ratio factor was a better predictor of faculty salaries than the use of k-1 dummy variables representing the various disciplines. This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. A total of 20 out of…

California Makes the Case for Pay Equity.

Science.gov (United States)

Turner, Anne M.

2002-01-01

Discusses results of a California Library Association study that investigated library employees' salaries as compared to salaries of employees in comparable public jobs. Highlights include reasons for unfair library employee compensation; comparisons of support staff supervisor salaries and executive salaries; and how to use the data to improve…

Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

Science.gov (United States)

Carvajal, Manuel J; Popovici, Ioana

2016-01-01

Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

Beyond Salaries: Employee Benefits for Teachers in the SREB States.

Science.gov (United States)

Gaines, Gale F.

This report summarizes teachers' and employers' contribution rates to retirement, Social Security and Medicare, and major medical plans. Several Southern Regional Education Board (SREB) states have adopted multi-year goals to raise teacher pay, which involves additional costs for benefits tied to those salary increases. These benefits can add…

New BLS Data on Staff Nurse Compensation and Inflation-Adjusted Wages.

Science.gov (United States)

McMenamin, Peter

2014-01-01

The wages of hospital staff RNs are a measure of the economic well-being of nurses across the board. The good news is the estimated average annual compensation for hospital RNs is now $107,307, consisting of $72,862 in wages and $34,445 in fringe benefits. The bad news is inflation has taken away virtually all of those increases. How long will it take the hospital industry to respond to the economic recovery, the decline of unemployment, and increased insurance coverage of the general population? Managing the transition will require greater attention to maintaining the equilibrium of hospital nurse wages.

[Effectiveness of managing styles of nursing management staff].

Science.gov (United States)

Stychno, Ewa

2002-01-01

There are many possibilities of the division of the managing styles. In theory one can distinguish two basic styles: directive and integrative. Generalisations describing both styles result in the fact that they do not reflect reality taking place at work. Because of it they cannot be applied in such a form. Therefore, it is necessary to build up the theoretical concept of the managing styles through decreasing their generality and adjusting them to the reality requirements at the same time. For the reality of management Reddin concept seems to be useful. It describes the organizational behaviour of managers. He noticed that the managing style is effective when it fits into the manager's situation whereas it is ineffective in such a situation, when the manager cannot select and adjust the managing techniques to the circumstances of the concrete decision-taking situation. Putting together 3 handling ways: orientation on assignments, orientation on staff, effectiveness, 8 managing can be differentiated. The aim of the paper was an attempt to check what managing styles are used by the nursing management staff working in hospitals. To determine the managing style a questionnaire consisting of 64 statements divided into 8 groups was applied. The examined persons were assigned to distribute 10 points among the statements belonging to each group of tasks which are supposed to specify their solution in the best way. The nursing management staff prefer the styles belonging to the more effective one in which there is a high orientation on staff.

Budget estimates, fiscal year 1987. Appropriation: salaries and expenses. Volume 2

International Nuclear Information System (INIS)

1986-02-01

This volume presents the salaries and expenses of the following US NRC programs: nuclear reactor regulation, nuclear material safety and safeguards, inspection and enforcement, nuclear regulatory research, program technical support, and program direction and administration. Special supporting tables are included

Asian-American Communications: In-School Staff Workshops, 1991-92. Final Evaluation Report. OREA Report.

Science.gov (United States)

Zhang, Zenin

The In-School Staff Workshops project run by Asian-American Communications was evaluated in its fourth year. The project provided various workshops for staff on Asian American and Asian cultures, intercultural communications, and strategies for helping Asian American students adjust to their new social and educational environments. The project…

Mathematical Content of Curricula and Beginning Salaries of Graduating Students

Science.gov (United States)

Lee, B. Brian; Lee, Jungsun

2009-01-01

The authors examined an association between mathematical content in college-level curricula and beginning salaries of graduating students on the basis of data collected from a public university in the southern region of the United States. The authors classified the mathematical content requirements of the curricula into the following 5 groups…

Salary Negotiation Patterns between Women and Men in Academic Libraries

Science.gov (United States)

Silva, Elise; Galbraith, Quinn

2018-01-01

Due to persistent wage gaps between men and women nationally, and in the field of academic librarianship, researchers wished to study possible issues that contribute to the phenomenon. This study examines the tendency for men and women to negotiate salaries in academic libraries upon hire. Researchers surveyed professional librarians employed in…

Study of the QCD Phase Diagram using STAR at RHIC - Final Report

Energy Technology Data Exchange (ETDEWEB)

Westfall, Gary [Michigan State Univ., East Lansing, MI (United States)

2017-01-20

This grant supported the MSU STAR Group from April 1, 1998 to October 31, 2016. Originally the MSU STAR Group consisted of the principal investigator (PI), a staff physicist, and one graduate student. Funds were provided for half the summer salary of the PI, the full salary of the staff physicist, and half the costs associated with one graduate student. The other half of the PI’s summer salary and graduate student costs was covered by NSCL. In addition, this grant provided funds for travel and workstations related to STAR. Starting in 2009, the MSU STAR Group replaced the staff physicist with a postdoctoral scientist.

The barriers to and enablers of providing reasonably adjusted health services to people with intellectual disabilities in acute hospitals: evidence from a mixed-methods study.

Science.gov (United States)

Tuffrey-Wijne, Irene; Goulding, Lucy; Giatras, Nikoletta; Abraham, Elisabeth; Gillard, Steve; White, Sarah; Edwards, Christine; Hollins, Sheila

2014-04-16

To identify the factors that promote and compromise the implementation of reasonably adjusted healthcare services for patients with intellectual disabilities in acute National Health Service (NHS) hospitals. A mixed-methods study involving interviews, questionnaires and participant observation (July 2011-March 2013). Six acute NHS hospital trusts in England. Reasonable adjustments for people with intellectual disabilities were identified through the literature. Data were collected on implementation and staff understanding of these adjustments. Data collected included staff questionnaires (n=990), staff interviews (n=68), interviews with adults with intellectual disabilities (n=33), questionnaires (n=88) and interviews (n=37) with carers of patients with intellectual disabilities, and expert panel discussions (n=42). Hospital strategies that supported implementation of reasonable adjustments did not reliably translate into consistent provision of such adjustments. Good practice often depended on the knowledge, understanding and flexibility of individual staff and teams, leading to the delivery of reasonable adjustments being haphazard throughout the organisation. Major barriers included: lack of effective systems for identifying and flagging patients with intellectual disabilities, lack of staff understanding of the reasonable adjustments that may be needed, lack of clear lines of responsibility and accountability for implementing reasonable adjustments, and lack of allocation of additional funding and resources. Key enablers were the Intellectual Disability Liaison Nurse and the ward manager. The evidence suggests that ward culture, staff attitudes and staff knowledge are crucial in ensuring that hospital services are accessible to vulnerable patients. The authors suggest that flagging the need for specific reasonable adjustments, rather than the vulnerable condition itself, may address some of the barriers. Further research is recommended that describes and

An Evaluation of the Relative Efficiency for Various Relevant Labor Markets: An Empirical Approach for Establishing Teacher Salaries

Science.gov (United States)

Young, I. Phillip; Delli, Dane A.; Miller-Smith, Kimberly; Buster, Amy

2004-01-01

Costs associated with teacher salaries are relative in that these costs are referenced to a relevant labor market rather than based on the absolute value of the services provided by teachers. Because the selection of a relevant labor market can substantially influence the costs associated with teacher salaries, a field study was conducted to…

Salary Structure Effects and the Gender Pay Gap in Academia

Science.gov (United States)

Barbezat, Debra A.; Hughes, James W.

2005-01-01

This paper presents estimates of the gender salary gap and discrimination based on the most recent national faculty survey data. New estimates for 1999 indicate that male faculty members still earn 20.7% more than comparable female colleagues. Depending upon which decomposition technique is employed, the portion of this gap attributable to…

The Impact of MBA Programme Attributes on Post-MBA Salaries

Science.gov (United States)

Elliott, Caroline; Soo, Kwok Tong

2016-01-01

This paper explores the impact of various Master of Business Administration (MBA) programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset,…

Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

Science.gov (United States)

Carvajal, Manuel J; Armayor, Graciela M

2013-01-01

Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators. Copyright © 2013 Elsevier Inc. All rights reserved.

A Survey of Job Satisfaction among Staff of Jundishapur Medical Teaching Hospitals in Ahvaz; Based on Herzberg's Two-Factor Model

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Elham Amiri

2017-06-01

Full Text Available Background and Objectives: Job satisfaction is the most important factor affecting the performance and productivity of the organization. The purpose of this study was to assess job satisfaction among staff of Jundishapur medical teaching hospitals; based on Herzberg's      two-factor model. Material and Methods: This was a cross-sectional study. The sample size of 147 was calculated. Stratified sampling method was used. The questionnaire used to collect data consisted of demographic characteristics and job satisfaction in a Likert scale. Data were analyzed using descriptive statistics (mean score and standard deviation and analytical statistics (Parametric test in SPSS16 software. Results: In survival factors, the highest average belonged to salary subscale with mean score     (3.35 ± 1.05. The other subscales were estimated relatively inappropriate .Regarding motivational factors; all subscales were estimated relatively inappropriate. The recognition subscale showed a significant association with age (P Conclusion: In order to enhance the efficiency of hospital staff, in addition to the domains that prevent staff from quitting their job, it needs to emphasize on their motivation as well.

Pratiques manageriales et stress au travail chez les salaries ...

African Journals Online (AJOL)

Les données collectées sont traitées au moyen du t de Student. Les résultats font apparaître que les communications strictement formelles supérieur - salariés sont plus porteuses de stress que celles doublées d'affinité. Par ailleurs, le management centré sur les résultats de l'entreprise contribue plus au développement du ...

"They Make "How" Much?" Investigating Faculty Salaries to Examine Gender Inequalities

Science.gov (United States)

Petrzelka, Peggy

2005-01-01

Stratification by gender occurs in many occupations, including the academic profession. When examining salaries of those in higher education, it is "well established" that "women faculty earn less than their male counterparts." Getting students to understand the important sociological issues of gender stratification as it occurs in the workplace…

Job satisfaction among the academic staff of a saudi university: an evaluative study.

Science.gov (United States)

Al-Rubaish, Abdullah M; Rahim, Sheikh Idris A; Abumadini, Mahdi S; Wosornu, Lade

2009-09-01

Job satisfaction is a major determinant of job performance, manpower retention and employee well-being. To explore the state of job satisfaction among the academic staff of King Faisal University - Dammam (KFU-D), and detect the areas and groups at a higher risk of being dissatisfied. A fully-structured 5-option Likert-type Job Satisfaction Questionnaire (JSQ) composed of an evaluative item and eleven domains making a total of 46 items was used. It was distributed by internal mail to all the 340 academic staff, 248 of whom returned completed questionnaires (response rate = 72.9 %). The overall mean Job Satisfaction Rate (JSR) was 73.6 %. The highest JSR's were found in three domains ("Supervision", "Responsibility", and "Interpersonal Relationships"), and the lowest in four others ("Salary", "My Work Itself", "Working Conditions", and "Advancement"). The JSR was significantly lower among Saudi nationals, females, those below age 40, those from clinical medical and Dentistry departments. Multiple Regression identified six independent variables which conjointly explained 25 % of the variance in job satisfaction (p jobs, but there was significant dissatisfaction with several job-related aspects and demographic features. Appropriate interventions are indicated. Further studies are needed to confirm the present findings and to monitor future trends.

Performance-Based Compensation: Linking Performance to Teacher Salaries. Ask the Team

Science.gov (United States)

Behrstock-Sherratt, Ellen; Potemski, Amy

2013-01-01

To achieve the goal of attracting and retaining talented professionals in education, performance-based compensation systems (PBCS) must offer salaries that are both fair and sufficiently competitive at each point across an educator's career continuum. Although many states, especially with the support of the Teacher Incentive Fund (TIF) grants,…

STANDING CONCERTATION COMMITTEE ORDINARY MEETING ON 25 APRIL & 9 MAY 2001

CERN Multimedia

2001-01-01

This meeting was mainly devoted to preparing the next meeting of TREF in May and to discussion of status reports from several Sub-Groups of the SCC. 1. Preparation for the meeting of TREF on 18 May Main items on the Agenda of this meeting concern the follow-up to the 5-yearly Review 2000 and modifications to the Staff Rules and Regulations. The SCC finalised an information document on the discrepancy in the net salary adjustment on 1 January 2001, as well as proposed modified texts of the Staff Rules and Regulations. These documents are to be submitted to the Finance Committee on 13 June. The modifications to the Staff Rules and Regulations concern adjustments for the implementation of the new career structure and various technical improvements. Other items on TREF's Agenda include status reports on preparation for implementing the new career structure in September and on implementation of detailed provisions concerning Long-Term Care. 2. The new Career Structure At the session of the SCC on 25 April, the Sta...

75 FR 45092 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-08-02

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... Farmers Program Staff, FAS, USDA by phone: (202) 720-0638 or (202) 690- 0633; or by e-mail at: [email protected] ; or visit the TAA for Farmers' Web site: http://www.fas.usda.gov/itp/taa . Dated...

75 FR 43140 - Trade Adjustment Assistance for Farmers

Science.gov (United States)

2010-07-23

... DEPARTMENT OF AGRICULTURE Foreign Agricultural Service Trade Adjustment Assistance for Farmers... Assistance for Farmers Staff, FAS, USDA, by phone: (202) 720-0638, or (202) 690-0633; or by e-mail: [email protected] ; or visit the TAA for Farmers' Web site: http://www.fas.usda.gov/itp/taa . Dated...

Job satisfaction among the academic staff of a Saudi University: An evaluative study

Directory of Open Access Journals (Sweden)

Abdullah M Al-Rubaish

2009-01-01

Full Text Available Background: Job satisfaction is a major determinant of job performance, manpower retention and employee well-being. Objectives: To explore the state of job satisfaction among the academic staff of King Faisal University - Dammam (KFU-D, and detect the areas and groups at a higher risk of being dissatisfied. Method: A fully-structured 5-option Likert-type Job Satisfaction Questionnaire (JSQ composed of an evaluative item and eleven domains making a total of 46 items was used. It was distributed by internal mail to all the 340 academic staff, 248 of whom returned completed questionnaires (response rate = 72.9 %. Findings: The overall mean Job Satisfaction Rate (JSR was 73.6 %. The highest JSR′s were found in three domains ("Supervision", "Responsibility", and "Interpersonal Relationships", and the lowest in four others ("Salary", "My Work Itself", "Working Conditions", and "Advancement". The JSR was significantly lower among Saudi nationals, females, those below age 40, those from clinical medical and Dentistry departments. Multiple Regression identified six independent variables which conjointly explained 25 % of the variance in job satisfaction (p < 0.0001. These were: being an expatriate, above the age of 50, serving the university for less than one or more than ten years, and, not from a clinical department of Medicine or Dentistry. Conclusions : Most staff were satisfied with many aspects of their jobs, but there was significant dissatisfaction with several job-related aspects and demographic features. Appropriate interventions are indicated. Further studies are needed to confirm the present findings and to monitor future trends.

An assessment of the risk of spreading the fish parasite Gyrodactylus salaris to uninfected territories in the European Union with the movement of live Atlantic salmon (Salmo salar) from coastal waters

DEFF Research Database (Denmark)

Peeler, E.; Thrush, M.; Paisley, Larry

2006-01-01

with a higher level of risk of G. salaris introduction, compared with existing routes (i.e. from approved G. salaris free freshwater zones). However, the change in legislation may increase the volume of trade and thus increase the absolute risk of G. salaris spread. This work demonstrates how qualitative risk...... of Atlantic salmon from coastal zones where salinity is less than 25 parts per thousand, and where rivers draining into the region have been declared free of G. salaris, is largely determined by the risk of G. salaris introduction in the freshwater zone. Since reproduction and the survival of G. salaris...... are negatively associated with increasing salinity, the risk of introduction of G. salaris is lower for movements of live Atlantic salmon from coastal zones, compared with the rivers declared G. salaris free, which drain into those coastal zones. Therefore, the change in legislation did not create routes...

Determinants of Political Science Faculty Salaries at the University of California

Science.gov (United States)

Grofman, Bernard

2009-01-01

Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze…

Fifteenth Annual Rank-Order Distribution of Administrative Salaries Paid, 1981-1982.

Science.gov (United States)

Arkansas Univ., Fayetteville. Office of Institutional Research.

Administrative salaries in 1981-82 in 132 state-supported universities in 45 states and 31 university systems in 24 states were surveyed. Only full-time administrators were included but their responsibilities and functions range from the director of a single office to the university president. To provide anonymity, the universities are not…

Provider-Induced Demand in the Treatment of Carotid Artery Stenosis: Variation in Treatment Decisions Between Private Sector Fee-for-Service vs Salary-Based Military Physicians.

Science.gov (United States)

Nguyen, Louis L; Smith, Ann D; Scully, Rebecca E; Jiang, Wei; Learn, Peter A; Lipsitz, Stuart R; Weissman, Joel S; Helmchen, Lorens A; Koehlmoos, Tracey; Hoburg, Andrew; Kimsey, Linda G

2017-06-01

Although many factors influence the management of carotid artery stenosis, it is not well understood whether a preference toward procedural management exists when procedural volume and physician compensation are linked in the fee-for-service environment. To explore evidence for provider-induced demand in the management of carotid artery stenosis. The Department of Defense Military Health System Data Repository was queried for individuals diagnosed with carotid artery stenosis between October 1, 2006, and September 30, 2010. A hierarchical multivariable model evaluated the association of the treatment system (fee-for-service physicians in the private sector vs salary-based military physicians) with the odds of procedural intervention (carotid endarterectomy or carotid artery stenting) compared with medical management. Subanalysis was performed by symptom status at the time of presentation. The association of treatment system and of management strategy with clinical outcomes, including stroke and death, was also evaluated. Data analysis was conducted from August 15, 2015, to August 2, 2016. The odds of procedural intervention based on treatment system was the primary outcome used to indicate the presence and effect of provider-induced demand. Of 10 579 individuals with a diagnosis of carotid artery stenosis (4615 women and 5964 men; mean [SD] age, 65.6 [11.4] years), 1307 (12.4%) underwent at least 1 procedure. After adjusting for demographic and clinical factors, the odds of undergoing procedural management were significantly higher for patients in the fee-for-service system compared with those in the salary-based setting (odds ratio, 1.629; 95% CI, 1.285-2.063; P fee-for-service system were significantly more likely to undergo procedural management for carotid stenosis compared with those in the salary-based setting. These findings remained consistent for individuals with and without symptomatic disease.

Mapping the (Invisible Salaried Woman Architect: the Australian Parlour Research Project

Directory of Open Access Journals (Sweden)

Karen Lisa Burns

2015-12-01

Full Text Available Since the 1970s, feminist historians and polemicists have struggled to uncover the ordinary lives of women. They believe that gender ideals and biases are a critical part of the weft and weave of daily life. But the quotidian has been a restricted field in our discipline, often used to define a particular building type rather than the lives of architects. For example, we know little about the workdays of professionals or their labour in the workplace. The architectural office - its daily transactions and everyday culture - remains obscure. Even when represented in histories of the profession, the architectural office is filtered through a top-down lens trained on practice directors. The labour and lives of architecture’s male and female employees is unexplored terrain, but we could begin with the demographics: up to three-quarters of Australian women in architecture are salaried workers, continuing a historical trend. In the past, women generally worked for others. The gendering of salaried architectural workers raises questions about the relationship between gender and office work. Feminist historians and theorists have suggested that the office plays a role in forming gender ideals and practices. This paper endeavours to critically describe the lives and labour of women architects at the office, using survey and interview data from a large-scale Australian research project, publicly known through its website Parlour. This research inquires into gender disadvantage and investigates how gender ideals and norms shape the culture of the architectural workplace. The project’s research questions, evidence and explanations form the basis of this essay. The Parlour project is an ongoing platform for sharing information and research, but it gives particular voice to women’s experience in architecture, an experience largely shaped by salaried employment, studentship and the ownership of small practices.

SALARIES FOR SELECTED OCCUPATIONS IN SERVICES FOR THE BLIND, JANUARY 1966.

Science.gov (United States)

KANNINEN, TOIVO P.

OF 803 GOVERNMENT AND NONGOVERNMENT AGENCIES CONTACTED BY QUESTIONNAIRE, 620 REPORTED SALARY INFORMATION FOR FULL-TIME EMPLOYEES WHO SPEND 50 PERCENT OR MORE OF THEIR TIME IN WORK FOR THE BLIND IN ANY OF THE 26 PROFESSIONAL AND ADMINISTRATIVE OCCUPATIONS SELECTED FOR THE STUDY. GOVERNMENT AGENCIES EMPLOYED 7,000 AND NONGOVERNMENT AGENCIES 4,000 OF…

THE IMPACT OF GENDER, LEVEL DEGREE OF EDUCATION AND THE AMOUNT OF SALARY ON THE SATISFACTION WITH LIFE AND POLITICAL CULTURE- AN EXAMPLE OF SLOVENIA

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Anton Vorina

2013-10-01

Full Text Available In this paper we analyzed the impact of gender, degree of education and the amount of salary in the satisfaction with life and political culture on example in Slovenia. The main goal of the research is to determine whether (and how the impact of gender, level of education and the amount of salary on the satisfaction with life and political culture. A written “online” survey (with Google-drive was conducted from 25/4/2013 to 7/5/2013. We observe that there are statistically significant differences among the respondents with different degree of education (p-value = 0.003 and amount of salary (p-value = 0.002 regarding the satisfaction with life. We found out that there isn’t statistically significantly different between satisfaction with life and gender. We also found out that there are statistically significant differences among the gender (p-value = 0.007 and respondents with different amount of salary (p-value = 0.002 regarding the satisfaction with political culture. The respondents with highest amount of salary are more satisfied with life than the respondents with the lowest amount of salary.

REGULATION OF A RIGHT TO A SALARY IN THE INTERNATIONAL LEGAL INSTRUMENTS OF ILO AND UN AND THEIR IMPLEMENTATION IN THE INTERNATIONAL LABOUR LEGISLATION IN THE REPUBLIC OF MACEDONIA

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Darko Majhošev

2017-07-01

Full Text Available This paper deals with the salary as the most important legal institute, element and principle of the labour relations. Before we approach the analysis of the legal regime of the salary, we will define the term labour relations. This paper puts special emphasis on the terminology of the notion salary, as well as the legal nature of the legal regime of the salary. Additionally, in this paper the most important international legal instruments of ILO, UN and The European Council are analyzed for salary regulation and ban on compensation discrimination. In this context, the most important legal acts in the Republic of Macedonia are analyzed which regulate the legal institute salary, i.e. the minimum wage (The Constitution, Labour Law, and Law on Minimum Wage.

AVETH follow-up survey on salary and duties of ETH doctoral students

OpenAIRE

Schalko, Isabella; Jacob, Romain; Kuzmanovska, Irena

2017-01-01

The present survey was conducted as a follow-up of the AVETH survey in 2014. Based on 1′052 completed answers this report summarizes the current employment situation and the corresponding opinion of doctoral students at ETH Zurich about their salary rate and additional duties.

Fiscal Year 2006 Salary Report for the Illinois Public Community Colleges

Science.gov (United States)

Illinois Community College Board, 2006

2006-01-01

Data about compensation received by employees in Illinois' 48 Illinois public community colleges are gathered by the Illinois Community College Board (ICCB). Data in the Fiscal Year 2006 Salary Report reflect the census date of October 1, 2005. Data are presented by peer groups with statewide totals. Most of the 25 tables in this report contain…

Response of rainbow trout (Oncorhynchus mykiss) in skin and fin tissue during infection with a variant of Gyrodactylus salaris (Monogenea: Gyrodactylidae)

DEFF Research Database (Denmark)

Jørgensen, Thomas Rohde; Raida, Martin Kristian; Kania, Per Walter

2009-01-01

Regnbueørred inficeredes eksperimentelt med en dansk variant af Gyrodactylus salaris (non-patogen over for laks). Responset i fisken vurderes ved genekspressionsanalyse og immunhistokemi.......Regnbueørred inficeredes eksperimentelt med en dansk variant af Gyrodactylus salaris (non-patogen over for laks). Responset i fisken vurderes ved genekspressionsanalyse og immunhistokemi....

75 FR 71069 - Adopted Adjustments to Alternative Site Framework

Science.gov (United States)

2010-11-22

... general-purpose FTZ sites. The adjustments stem from a staff proposal published in August 2010 (75 FR... information on each site's activated space. (2) For ASF applications, allow two general options for...-purpose FTZ adjacency requirement), has appropriate zoning (i.e., can accommodate the types of uses...

Teacher Education and Development Study in Mathematics (TEDS-M): Do Countries Paying Teachers Higher Relative Salaries Have Higher Student Mathematics Achievement?

Science.gov (United States)

Carnoy, Martin; Brodziak, Iliana; Luschei, Thomas; Beteille, Tara; Loyalka, Prashant

2009-01-01

In this publication, the authors compare the salaries of primary (Grades 1 to 6 in most countries) and secondary school (usually Grades 7 to 12) teachers with the salaries of people in mathematics-oriented professions, such as engineering, scientific fields, and accounting. Their analysis centers on a number of developed and developing countries.…

Impact of the "salary scholarship" impact profile and student achievement.

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Berlanga, Vanesa

2013-08-01

Full Text Available In Spain, within the framework of the Strategy 2015, the implementation of scholarships, grants and wages especially adapted to the new situation of the European Higher Education, intended to ensure access to university education to those most disadvantaged social groups economically. This research makes an ex post facto, descriptive-comparative aimed at assessing the impact of the grant salary, as an economic factor, on equity, access and academic performance in the first year of college. The study was conducted with a total of 10,394 new students in the 2010-11 cohort at the University of Barcelona, from the database from the institution itself. A total of 642 students agreed to grant salary, with differences depending on the branch of knowledge, gender, and the path to college. In relation to their peers, scholarship students come from families with occupations and / or study less, so scholarships model contributes to equity in access. In relation to performance analysis, scholarship students enrolled and present, on average, a larger number of subjects in order to meet the academic requirements for scholarship renewal, but the results are final academic in several branches knowledge, influenced negatively. One possible explanation is the largest academic pressure of this group in a phase usually complicated: the transition to college.

Psychology Students' Expectations Regarding Educational Requirements and Salary for Desired Careers

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Strapp, Chehalis M.; Drapela, Danica J.; Henderson, Cierra I.; Nasciemento, Emily; Roscoe, Lauren J.

2018-01-01

This study investigated the accuracy of psychology majors' expectations regarding careers. Psychology majors, including 101 women and 35 men (M[subscript age] = 23 years; standard deviation[subscript age] = 6.25), indicated a desired career and estimated the level of education needed and the expected annual salary for the career. Students'…

Salary, Space, and Satisfaction: An Examination of Gender Differences in the Sciences

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Darrah, Marjorie; Hougland, James; Prince, Barbara

2014-01-01

How can universities be more successful in recruiting and promoting the professional success of women in their science-related departments? This study examines selected pieces of the puzzle by examining actual salary and space allocations to 282 faculty members in the science, technology, engineering and mathematics (STEM) and the social and…

[Staff Satisfaction within Duty Hour Models: Longitudinal Survey on Suitability and Legal Conformity at a Surgical Maximum Care Department].

Science.gov (United States)

Langelotz, C; Koplin, G; Pascher, A; Lohmann, R; Köhler, A; Pratschke, J; Haase, O

2017-12-01

Background Between the conflicting requirements of clinic organisation, the European Working Time Directive, patient safety, an increasing lack of junior staff, and competitiveness, the development of ideal duty hour models is vital to ensure maximum quality of care within the legal requirements. To achieve this, it is useful to evaluate the actual effects of duty hour models on staff satisfaction. Materials and Methods After the traditional 24-hour duty shift was given up in a surgical maximum care centre in 2007, an 18-hour duty shift was implemented, followed by a 12-hour shift in 2008, to improve handovers and reduce loss of information. The effects on work organisation, quality of life and salary were analysed in an anonymous survey in 2008. The staff survey was repeated in 2014. Results With a response rate of 95% of questionnaires in 2008 and a 93% response rate in 2014, the 12-hour duty model received negative ratings due to its high duty frequency and subsequent social strain. Also the physical strain and chronic tiredness were rated as most severe in the 12-hour rota. The 18-hour duty shift was the model of choice amongst staff. The 24-hour duty model was rated as the best compromise between the requirements of work organisation and staff satisfaction, and therefore this duty model was adapted accordingly in 2015. Conclusion The essential basis of a surgical department is a duty hour model suited to the requirements of work organisation, the Working Time Directive and the needs of the surgical staff. A 12-hour duty model can be ideal for work organisation, but only if augmented with an adequate number of staff members, the implementation of this model is possible without the frequency of 12-hour shifts being too high associated with strain on surgical staff and a perceived deterioration of quality of life. A staff survey should be performed on a regular basis to assess the actual effects of duty hour models and enable further optimisation. The much

La desigualdad salarial de género medida por regresión cuantílica: el impacto del capital humano, cultural y social

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Alan Araújo Freitas

2015-01-01

Full Text Available La desigualdad salarial media entre hombres y mujeres es un fenómeno conocido por la literatura nacional e internacional. Sin embargo, la desigualdad salarial de género en la distribución del ingreso es menos conocida en Brasil. El objetivo central de este estudio es medir la desigualdad de ingresos de los individuos en el mercado de trabajo, a partir de algunas condicionantes visibles a lo largo de la curva de distribución de los salarios entre hombres y mujeres: el capital humano, la integración en el trabajo, el capital social, el capital cultural y el estado civil. Las siguientes preguntas guían el estudio: ¿En qué medida un mayor nivel educativo alcanzado por las mujeres fue capaz de reducir la brecha salarial por género? ¿Es posible argumentar que a medida que avanzamos en la estructura salarial, la diferencia entre los sexos tiende a aumentar? Para responder a las preguntas planteadas, se utilizó el banco de datos del Instituto Milenio 2008. Los resultados mostraron que mantenidos los atributos intervinientes constantes, las mujeres ganaban en promedio 54% del salario de los hombres. Esta desigualdad salarial de género es prácticamente la misma desde hace cincuenta años, estimada entonces en 60%. El último percentil del ingreso salarial mostró una mayor desigualdad de género. En el percentil 99, el salario de las mujeres es 44% del que reciben los hombres.

Total staff costs to implement a decision support system in nursing

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Valéria Castilho

2014-01-01

Full Text Available OBJECTIVE: to identify the direct labor (DL costs to put in practice a decision support system (DSS in nursing at the University Hospital of the University of São Paulo (HU-USP. METHOD: the development of the DSS was mapped in four sub-processes: Conception, Elaboration, Construction and Transition. To calculate the DL, the baseline salary per professional category was added to the five-year additional remuneration, representation fees and social charges, and then divided by the number of hours contracted, resulting in the hour wage/professional, which was multiplied by the time spend on each activity in the sub-processes. RESULTS: the DL cost corresponded to R$ 752,618.56 (100%, R$ 26,000.00 (3.45% of which were funded by a funding agency, while R$ 726,618.56 (96,55% came from Hospital and University resources. CONCLUSION: considering the total DL cost, 72.1% related to staff wages for the informatics consulting company and 27.9% to the DL of professionals at the HU and the School of Nursing.

Personal Staff - Joint Staff - The National Guard

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

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

Science.gov (United States)

Faupel-Badger, Jessica M; Nelson, David E; Izmirlian, Grant

2017-01-01

Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

Directory of Open Access Journals (Sweden)

Jessica M Faupel-Badger

Full Text Available Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI Cancer Prevention Fellowship Program (CPFP alumni (n = 114, and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32 postdoctoral fellowships (n = 140 completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69 and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90 were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82 or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94 had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively, as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98. These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

The Pension Pac-Man: How Pension Debt Eats Away at Teacher Salaries

Science.gov (United States)

Aldeman, Chad

2016-01-01

Why aren't teacher salaries rising? This puzzle can be explained by three trends eating into teachers' take-home pay: rising health care costs, declining student/teacher ratios, and rising retirement costs. Retirement costs are the most hidden of these three factors. The result is that most teachers are getting the worst of both worlds. Teachers…

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

Quantity and quality of interaction between staff and older patients in UK hospital wards: A descriptive study.

Science.gov (United States)

Barker, Hannah Ruth; Griffiths, Peter; Mesa-Eguiagaray, Ines; Pickering, Ruth; Gould, Lisa; Bridges, Jackie

2016-10-01

The quality of staff-patient interactions underpins the overall quality of patient experience and can affect other important outcomes. However no studies have been identified that comprehensively explore both the quality and quantity of interactions in general hospital settings. To quantify and characterise the quality of staff-patient interactions and to identify factors associated with negative interaction ratings. Data were gathered at two acute English NHS hospitals between March and April 2015. Six wards for adult patients participated including medicine for older people (n=4), urology (n=1) and orthopaedics (n=1). Eligible patients on participating wards were randomly selected for observation. Staff-patient interactions were observed using the Quality of Interactions Schedule. 120h of care were observed with each 2h observation session determined from a balanced random schedule (Monday-Friday, 08:00-22:00h). Multilevel logistic regression models were used to determine factors associated with negative interactions. 1554 interactions involving 133 patients were observed. The median length of interaction was 36s with a mean of 6 interactions per patient per hour. Seventy three percent of interactions were categorized as positive, 17% neutral and 10% negative. Forty percent of patients had at least one negative interaction (95% confidence interval 32% to 49%). Interactions initiated by the patient (adjusted Odds Ratio [OR] 5.30), one way communication (adjusted OR 10.70), involving two or more staff (adjusted OR 5.86 for 2 staff, 6.46 for 3+ staff), having a higher total number of interactions (adjusted OR 1.09 per unit increase), and specific types of interaction content were associated with increased odds of negative interaction (pinteraction was associated with increased odds of negative interaction in a reduced model. There was no significant association with gender, age or cognitive impairment. There was substantially more variation at ward level (variance

Membership

CERN Multimedia

Staff Association

2016-01-01

Join the Staff Association now for 2017, the remaining quarter of 2016 is free! The membership fee of the Staff Association is free for everyone joining during the last quarter of 2016. Take this opportunity to become a member of the SA. You can also enjoy our offers and partnerships, especially as we approach the holiday season. As a reminder, the membership fee is: 0.2 % of the annual basic salary for staff members with an indefinite contract (IC); the amount will be automatically charged on the salary of January; 50.00 CHF for staff members with a limited duration contract (LD), fellows and associated members of personnel.   Don’t wait any longer, join the Staff Association. We represent and defend all of you! More information on http://staff-association.web.cern.ch/

The Salary Premium Required for Replacing Management Faculty: Evidence from a National Survey

Science.gov (United States)

Finch, J. Howard; Allen, Richard S.; Weeks, H. Shelton

2010-01-01

One of the most important aspects of growing and improving business education is replacing departed faculty members. As the baby-boom generation approaches retirement, the supply of available replacement faculty members is diminishing. The result is a competitive market for replacement faculty that features increasing starting salary levels. In…

Private or salaried practice: how do young general practitioners make their career choice? A qualitative study.

Science.gov (United States)

Kinouani, Shérazade; Boukhors, Gary; Luaces, Baptiste; Durieux, William; Cadwallader, Jean-Sébastien; Aubin-Auger, Isabelle; Gay, Bernard

2016-09-01

Young French postgraduates in general practice increasingly prefer salaried practice to private practice in spite of the financial incentives offered by the French government or local communities to encourage the latter. This study aimed to explore the determinants of choice between private or salaried practice among young general practitioners. A qualitative study was conducted in the South West of France. Semi-structured interviews of young general practitioners were audio-recorded until data saturation. Recordings were transcribed and then analyzed according to Grounded Theory by three researchers working independently. Sixteen general practitioners participated in this study. For salaried and private doctors, the main factors governing their choice were occupational factors: working conditions, need of varied scope of practice, quality of the doctor-patient relationship or career flexibility. Other factors such as postgraduate training, having worked as a locum or self-interest were also determining. Young general practitioners all expected a work-life balance. The fee-for-service scheme or home visits may have discouraged young general practitioners from choosing private practice. National health policies should increase the attractiveness of ambulatory general practice by promoting the diversification of modes of remuneration and encouraging the organization of group exercises in multidisciplinary medical homes and community health centers.

GOVERNING BOARD OF THE PENSION FUND

CERN Multimedia

2000-01-01

The Governing Board held its 97th meeting on 5 December. On this occasion, it took note of the Draft Resolution on the Conclusions of the Five-Yearly Review 2000, one of which relates to the adjustment of the contribution rates to the Pension Fund which would rise from 9.37 % to 10.12 % of the reference salary for the members and fall from 21 % to 20.25 % of the reference salary for the Organization with effect from 1.1.2001. The Governing Board noted that those adjustments would not alter the overall contribution rate, which remains at 30.37 %. Consequently, it agreed to the proposed changes. The corresponding amendments to the Rules and Regulations of the Pension Fund will come into force with effect from 1.1.2001. The Board also took note of a request in the draft Resolution relating to three studies in addition to the triennial actuarial review as at 1.1.2001, namely 1) to study the financial consequences for the Fund of the proposed increase in the staff of 170 posts over the period 2002-2008, 2) to asse...

M. D. Faculty Salaries in Psychiatry and All Clinical Science Departments, 1980-2006

Science.gov (United States)

Haviland, Mark G.; Dial, Thomas H.; Pincus, Harold Alan

2009-01-01

Objective: The authors compare trends in the salaries of physician faculty in academic departments of psychiatry with those of physician faculty in all academic clinical science departments from 1980-2006. Methods: The authors compared trend lines for psychiatry and all faculty by academic rank, including those for department chairs, by graphing…

Is there a financial incentive to immigrate? Examining of the health worker salary gap between India and popular destination countries.

Science.gov (United States)

George, Gavin; Rhodes, Bruce

2017-10-19

International migration is one of the factors resulting in the shortage of Human Resources for Health (HRH) in India. Literature suggests that migration is fuelled by the prospect of higher salaries available abroad. The extent of these salary differentials are unknown, and this study seeks to examine the salaries of selected HRH in India and four popular destination countries (United States of America, United Kingdom, Canada and the United Arab Emirates), whilst accounting for the in-country cost of living. This study will therefore determine truer financial incentives for Indian HRH to migrate abroad. A purchasing power parity (PPP) ratio is employed to equalise the international price of buying a representative basket of commonly bought goods (including food, entertainment, fuel and utilities). Using the PPP index, real differences in salaries are directly compared for selected work categories and different levels of work experience in the four respective countries. Nurses in the USA can earn up to 82.7% more than their Indian counterparts. Nurses in Canada and the UAE reveal more modest salary differentials, yet still significant better off by up to 28 and 20% respectively. Only nurses in the UK are potentially materially worse off than nurses working in India. We observe significant potential PPP gains of up to 57.4, 99.1 and 94.4% for medical doctors in the USA, Canada and the UAE respectively. Medical specialists potentially experience the greatest income disparities with anaesthetists potentially earning up to 600% more than their counterparts in India. Radiologists operating in the UK and general surgeons working in the USA can potentially earn more than double that of their counterparts working in India. We observe more modest positive or negligible PPP gains in other selected countries for health specialists. Even when considering the differences in the cost of living, the financial incentive for selected cadres of Indian HRH to seek work abroad remains

Budget estimates fiscal year 1989: Appropriation, Salaries and expenses

International Nuclear Information System (INIS)

1988-02-01

The budget estimates for Salaries and Expenses for FY 1989 provide for obligations of $450,000,000 to be funded in total by a new appropriation. The sum appropriated shall be reduced by the amount of revenues received during fiscal year 1989 from licensing fees, inspection services, and other services and collections, excluding those monies received for the cooperative nuclear safety research program, services rendered to foreign governments and international organizations, and the material and information access authorization programs, so as to result in a final fiscal year 1989 appropriation estimated at not more than $247,500,000

Do higher salaries lower physician migration?

Science.gov (United States)

Okeke, Edward N

2014-08-01

It is believed that low wages are an important reason why doctors and nurses in developing countries migrate, and this has led to a call for higher wages for health professionals in developing countries. In this paper, we provide some of the first estimates of the impact of raising health workers' salaries on migration. Using aggregate panel data on the stock of foreign doctors in 16 Organization for Economic Cooperation and Development countries, we explore the effect of a wage increase programme in Ghana on physician migration. We find evidence that 6 years after the implementation of this programme, the foreign stock of Ghanaian doctors abroad had fallen by approximately 10% relative to the estimated counterfactual. This result should be interpreted with caution, however, given the sensitivity of the results to changes in model specification. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

Staff attitudes towards people with intellectual disabilities in Japan and the United States.

Science.gov (United States)

Horner-Johnson, W; Keys, C B; Henry, D; Yamaki, K; Watanabe, K; Oi, F; Fujimura, I; Graham, B C; Shimada, H

2015-10-01

Staff attitudes may affect choices available to persons with intellectual disabilities (ID). This study examined attitudes towards people with ID among staff working with people with ID in Japan and the United States. Attitudes of staff working with people with ID in Japan and the United States were compared using the Community Living Attitudes Scale, Intellectual Disabilities Form. Responses were examined via multivariate analysis of variance. In unadjusted analyses, Japanese staff exhibited a greater tendency towards Sheltering and Exclusion of people with ID and lower endorsement of Empowerment and Similarity of people with ID. After controlling for covariates, the country effect was no longer significant for Sheltering and Exclusion. Age and education were significantly associated with attitudes in the adjusted model. While attitudes in Japan appeared less supportive of community inclusion of people with ID, some of the differences between countries were attributable to other staff characteristics such as age and education. Findings provide new information about how attitudes of staff in each country compare with each other. © 2015 MENCAP and International Association of the Scientific Study of Intellectual and Developmental Disabilities and John Wiley & Sons Ltd.

New Approaches for Analyzing Two Key and Related Issues in Faculty Salaries: Compression and Cost of Living. IR Applications, Volume 26, June 1, 2010

Science.gov (United States)

Weinberg, Sharon L.

2010-01-01

In the university setting, the issue of faculty morale typically has been linked to a variety of perceived inequities, including inequities in faculty salary. New approaches for analyzing two different, but related, types of inequity are proposed. One approach addresses whether salary compression, often perceived by faculty to exist, actually does…

Política salarial de las universidades públicas: México y Venezuela

Directory of Open Access Journals (Sweden)

Luis E. Torres-Núñez

2017-07-01

Full Text Available La formación de profesionales de calidad y la generación de tecnología y ciencia pertinente son al menos dos elementos fundamentales para el desarrollo de los países latinoamericanos y, tal situación se encuentra estrechamente relacionada al impacto que se genere como resultado del trabajo académico mayormente desarrollado en las universidades de la región.  El presente trabajo procura caracterizar la política salarial de los académicos mexicanos y venezolanos en el periodo del año 2000 al 2010. Es una investigación comparativa y de carácter documental. El ensayo se estructura en dos dimensiones a saber: la presentación de los datos que contienen los elementos significativos de los sistemas de educación superior (matricula, instituciones, política de financiamiento y los académicos; en segundo lugar, se expone la estructura de la política salarial, se estudian las realidades y se precisan algunas diferencias sustantivas. Finalmente el estudio comparativo revela el incumplimiento de ambos Estados en relación a las definiciones salariales contempladas en sus textos constitucionales. La política mexicana de salarios académicos “estructura de incentivos” de tipo heterologados enseñan beneficios económicos de carácter inmediato para la sobrevivencia del académico y no le garantizan una pensión digna para el disfrute de su vejez; mientras que la política venezolana de salarios de tipo homologados precisa el incumplimiento legal de las “Normas de Homologación” por parte del Estado Venezolano desde hace más de tres décadas para el incremento salarial de los académicos.

Special Staff - Joint Staff - Leadership - The National Guard

Science.gov (United States)

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

Motivating Millennials: Improving Practices in Recruiting, Retaining, and Motivating Younger Library Staff

Science.gov (United States)

Smith, Sara D.; Galbraith, Quinn

2012-01-01

Working with younger staff and student employees can be a challenge for library supervisors in a multigenerational workplace. Because members of the Millennial Generation have different work expectations, managers need to adjust to best meet their needs. By surveying its five hundred student employees, Brigham Young University's Harold B. Lee…

Mean-variance portfolio selection for defined-contribution pension funds with stochastic salary.

Science.gov (United States)

Zhang, Chubing

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

OpenAIRE

Chubing Zhang

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

The hospice volunteer: a person of hospitality.

Science.gov (United States)

Welk, T A

1992-01-01

Volunteers are integral members of the hospice interdisciplinary team. They are distinguished from other members of the team only by role, not by expectation. The distinction is not between "volunteer" and "professional," because every team member is to be professional in the best sense of that word. If a distinction is to be made, it is that some hospice staff members are salaried while others donate their services. Volunteer staff members are expected to be as responsible and accountable as every other member of the team. ALL staff members must realize the importance of taking care of personal needs in order to be able to care for others. Even though the following article deals primarily with the volunteer hospice staff member, the points outlined can just as easily be applied to the salaried staff member.

Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention

Science.gov (United States)

Faupel-Badger, Jessica M.; Nelson, David E.; Izmirlian, Grant

2017-01-01

Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one’s career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987–2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07–7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04–4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20–0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17–0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5–9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15–0.65; and OR = 0.37, 95% CI: 0.16–0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11–0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors. PMID:28121985

School climate: perceptual differences between students, parents, and school staff

Science.gov (United States)

Ramsey, Christine M.; Spira, Adam P.; Parisi, Jeanine M.; Rebok, George W.

2016-01-01

Research suggests that school climate can have a great impact on student, teacher, and school outcomes. However, it is often assessed as a summary measure, without taking into account multiple perspectives (student, teacher, parent) or examining subdimensions within the broader construct. In this study, we assessed school climate from the perspective of students, staff, and parents within a large, urban school district using multilevel modeling techniques to examine within- and between-school variance. After adjusting for school-level demographic characteristics, students reported worse perceptions of safety and connectedness compared to both parent and staff ratings (all p climate ratings within a school. Understanding how perceptions differ between informants can inform interventions to improve perceptions and prevent adverse outcomes. PMID:28642631

STANDING CONCERTATION COMMITTEE ORDINARY MEETINGS IN NOVEMBER & DECEMBER 2003

CERN Multimedia

2003-01-01

Original: English La version française de cet article paraîtra dans le prochain Bulletin hebdomadaire. These meetings were devoted to the main topics summarised below. 1-Follow-up of the meetings of TREF in October and the Finance Committee in November, and preparation for the Committee meetings in December The Chairman reported that the Management's proposals to adjust, on 1 January 2004, the salaries by 1.1%, on the basis of the calculated salary index, and the pensions by 0.7%, corresponding to the Geneva cost-of-living index, had received the support of TREF and would now be proposed by the Finance Committee for approval by Council in December. TREF had taken note of a factual status report regarding the first phase of recruitment of Local Staff and looked forward to a final report on overall implementation in June next year. TREF also gave its support to the Management's proposed modification to the Progressive Retirement Programme. Subject to some amendments and clarifications m...

Not Equal for All: Gender and Race Differences in Salary for Doctoral Degree Recipients

Science.gov (United States)

Webber, Karen L.; Canché, Manuel González

2015-01-01

Despite a recent increase in women and racial/ethnic minorities in U.S. postsecondary education, doctoral recipients from these groups report lower salaries than male and majority peers. With a longitudinal sample of approximately 10,000 respondents from the "Survey of Doctorate Recipients," this study adds to the limited literature…

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

Directory of Open Access Journals (Sweden)

Chubing Zhang

2014-01-01

Full Text Available This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

Mean-Variance Portfolio Selection for Defined-Contribution Pension Funds with Stochastic Salary

Science.gov (United States)

Zhang, Chubing

2014-01-01

This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier. PMID:24782667

Interactions between two congeneric gyrodactylids (Gyrodactylus derjavini and G. salaris) with different microhabitats on their common host rainbow trout, Oncorhynchus mykiss

DEFF Research Database (Denmark)

Garbøl, Line W.; Jørgensen, Thomas Rohde; Buchmann, Kurt

2007-01-01

De to Gyrodactylus arter G. derjavini og G. salaris foretrækker forskellige områder på deres fælles vært. Dette ses både i monkulturer og i blandede kulturer, som dette arbejde belyser eksperimentelt.......De to Gyrodactylus arter G. derjavini og G. salaris foretrækker forskellige områder på deres fælles vært. Dette ses både i monkulturer og i blandede kulturer, som dette arbejde belyser eksperimentelt....

What do surgical oncology staff nurses know about colorectal cancer ostomy care?

Science.gov (United States)

Gemmill, Robin; Kravits, Kathy; Ortiz, Mildred; Anderson, Casandra; Lai, Lily; Grant, Marcia

2011-02-01

For most patients diagnosed with colorectal cancer, dealing with the adjustment and rehabilitation after treatment can be overwhelming. There is a significant need for expert educational and counseling support, especially for the patient with a new ostomy. This pilot study describes acute care oncology staff nurses' knowledge about and attitudes toward providing direct ostomy care support and education. This study is part of a larger project assessing gaps in education and services in support of patients with colorectal cancer. The Survey on Ostomy Care questionnaire designed to assess nurses' knowledge about and attitudes toward ostomy care was administered to oncology staff nurses at a comprehensive cancer center. Only 30% of staff nurses surveyed strongly agreed or agreed with the statement, "I care for ostomy patients often enough to keep up my skills in ostomy care." Maintaining staff nurses' ability to teach and demonstrate to patients complex care such as ostomy care depends on the ability to practice both education and hands-on skills. Staff nurses identify that lack of opportunity to care for the new ostomy patient influences their ability to maintain skill expertise. The results show the need to explore the provision of ongoing staff education for low-volume patient populations using creative teaching strategies, such as clinical simulation and short videos. Copyright 2011, SLACK Incorporated.

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

Science.gov (United States)

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

What Happens to Teacher Salaries during a Recession? Schools in Crisis: Making Ends Meet

Science.gov (United States)

Simpkins, Jim; Roza, Marguerite; Simburg, Suzanne

2012-01-01

In many districts where budgets are tight and forcing cuts in services, are teacher incomes also falling behind? Is teaching becoming a less remunerative occupation relative to other local opportunities such that over time it may become less attractive? Or, do the automatic salary triggers shift wages up despite revenue constraints? This study…

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

Science.gov (United States)

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

Editorial

CERN Multimedia

Staff Association

2010-01-01

2010 five-yearly review: what should be retained from the comparisons? In conformity with Annex A1 of the Staff Rules and Regulations, the five-yearly review must include basic salaries and may include any other financial or social conditions. In 2010, besides salaries, only one optional subject is included: health insurance. It was already on the menu of the five-yearly review in 2005, but at that time CERN Council decided that large-scale measures could wait. Any similarity with the pensions file would be fortuitous.   To prepare the decisions to be taken at the end of 2010 by CERN Council, on the proposal of the Director-General, the first discussions on relevant comparisons have just taken place at the Tripartite Employment Conditions Forum (TREF) between the Member States, Management and staff representatives. Salary comparison For a number of benchmark jobs in administrative and technical careers, external experts (OECD/CCT) have compared CERN salaries with those of the best employers in th...

Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace

Directory of Open Access Journals (Sweden)

Olatunji Eniola SULE

2015-05-01

Full Text Available This study examined how the organisation’s human capital was compensated and see whether the compensation even serves as a motivational tool to enhance organisational performance. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and twenty personnel formed the sample size from six organisations. A self-designed instrument labeled Wages and Salaries as a Motivational Tool Questionnaire 2 (WASAMOTOQ2 containing seven sections was used in the collection of data. The findings of the study revealed those factors that militate against adequate compensation to include labour market conditions, the ability of the organisation to pay adequate compensation and the existing country/nation’s present cost of living; what makes up good and adequate compensation include recognition of individual performance and taking care of individual incentives and it shows the relationship between compensation and motivation. It further established the consequential effect of inadequate compensation and motivation on the organisational development. Based on the findings, the following recommendations were proffered that there should be wages/salaries scale and schedule; such should be based on identified indices in the study; that disparity between two identical workers should not be based purely on ‘paper’ qualification but the ability to ‘deliver’; and that wages/salaries should display equality, no ‘sacred cow’.

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

DEFF Research Database (Denmark)

Johannsen, Carl Gustav Viggo

2014-01-01

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

Host-based identification is not supported by morphometrics in natural populations of Gyrodactylus salaris and G. thymalli (Platyhelminthes, Monogenea).

Science.gov (United States)

Olstad, K; Shinn, A P; Bachmann, L; Bakke, T A

2007-12-01

Gyrodactylus salaris is a serious pest of wild pre-smolt Atlantic salmon (Salmo salar) in Norway. The closely related G. thymalli, originally described from grayling (Thymallus thymallus), is assumed harmless to both grayling and salmon. The 2 species are difficult to distinguish using traditional, morphometric methods or molecular approaches. The aim of this study was to explore whether there is a consistent pattern of morphometrical variation between G. salaris and G. thymalli and to analyse the morphometric variation in the context of 'diagnostic realism' (in natural populations). Specimens from the type-material for the 2 species are also included. In total, 27 point-to-point measurements from the opisthaptoral hard parts were used and analysed by digital image processing and uni- and multivariate morphometry. All populations most closely resembled its respective type material, as expected from host species, with the exception of G. thymalli from the Norwegian river Trysilelva. We, therefore, did not find clear support in the morphometrical variation among G. salaris and G. thymalli for an a priori species delineation based on host. The present study also indicates an urgent need for more detailed knowledge on the influence of environmental factors on the phenotype of gyrodactylid populations.

LA BRECHA SALARIAL DE GÉNERO ENTRE LOS UNIVERSITARIOS RECIÉN TITULADOS. ¿Qué tanto influye el tipo de carrera universitaria?

Directory of Open Access Journals (Sweden)

Laura Cepeda Emiliani

2014-01-01

Full Text Available Este artículo analiza la brecha salarial de género entre los universitarios recién titulados que tienen un empleo formal en Colombia, haciendo hincapié en el papel que desempeña el tipo de carrera universitaria en la explicación de la brecha salarial de género en las primeras etapas de la experiencia del mercado laboral. Para realizar este análisis, aprovechamos un conjunto de datos único que contiene los registros administrativos de individuos observados en el empleo formal un año después de titularse, así como información pormenorizada de los distintos tipos de carrera universitaria que estudiaron. Los resultados sugieren que, en promedio, la brecha salarial contra las mujeres es de aproximadamente 11% del cual 40% se explica por las diferencias de género en el tipo de carrera universitaria elegida. Mediante el uso de una descomposición distributiva de la brecha salarial de género hallamos pruebas no sólo de una brecha creciente en distintos niveles de la distribución salarial sino también de que tan sólo 30% de esta brecha se puede explicar con base en el tipo de carrera universitaria. Este resultado también apoya la existencia de un fenómeno de techo de cristal desde las primeras etapas de la experiencia del mercado laboral, lo cual es de particular interés para los encargados de formular políticas dado que algunas de las explicaciones que se ofrecen acerca del efecto de techo de cristal están relacionadas con la experiencia y los ascensos, características que no son significativamente diferentes para los universitarios recién titulados.

Opportunities for Improving Army Modeling and Simulation Development: Making Fundamental Adjustments and Borrowing Commercial Business Practices

National Research Council Canada - National Science Library

Lee, John

2000-01-01

...; requirements which span the conflict spectrum. The Army's current staff training simulation development process could better support all possible scenarios by making some fundamental adjustments and borrowing commercial business practices...

Are Public School Teacher Salaries Paid Compensating Wage Differentials for Student Racial and Ethnic Characteristics?

Science.gov (United States)

Martin, Stephanie M.

2010-01-01

The present paper examines the relationship between public school teacher salaries and the racial concentration and segregation of students in the district. A particularly rich set of control variables is included to better measure the effect of racial characteristics. Additional analyses included Metropolitan Statistical Area fixed effects and…

Hazardous alcohol use and cultural adjustment among U.S. college students abroad in Italy: Findings and recommendations for study abroad staff and researchers.

Science.gov (United States)

Mitchell, Michael A; Poyrazli, Senel; Broyles, Lauren Matukaitis

2016-01-01

Italy is a top destination for U.S. college students studying abroad. Both international and local Italian media outlets, such as city newspapers, have cited the discordance between Italian cultural norms and U.S. college students' drinking behaviors. Hazardous alcohol consumption abroad, such as binge drinking, can result in individual- (e.g., physical injury) and social- (e.g., promotion of negative stereotypes) level adverse consequences. We assessed the prevalence of hazardous alcohol use and recent binge drinking in a sample of U.S. college students studying abroad in Italy (n = 111). We evaluated associations among drinking and cultural adjustment and determined which sociocultural factors predicted binge drinking for students abroad. Forty-six percent of students were classified as hazardous drinkers and 63% reported recent binge drinking. Socializing with American peers was a significant predictor for binge drinking abroad. Binge drinking was quite prevalent in our sample of students studying abroad in Italy. Study abroad advisors, instructors, and staff should consider diverse strategies to screen, educate, prevent, and/or intervene on alcohol misuse with their students. These strategies should be personalized to both the student as well as the host culture's norms.

Capacity, commitment, and culture: The 3 Cs of staff development in a learning organization.

Science.gov (United States)

Seibold, Michael; Gamble, Kelley

2015-09-01

If an agency desires changes in practice and a consistent approach to services, psychiatric rehabilitation staff development requires more than a single session of training. This column describes one agency's approach to a comprehensive staff training and development program, designed to enhance the 3 Cs of capacity, commitment, and culture. The program described has been in place, with frequent adjustments, for over 20 years, and the experiences of the authors and their colleagues form the primary source for the paper. Staff development requires an ongoing investment--competency-based training, supervision congruent with the service vision and mission, accountability through performance evaluation, and opportunities for growth. We have a firm belief that our employees learn to treat others, in part, from how they are treated by our agency leadership. (c) 2015 APA, all rights reserved).

The Effect of Internal Salary Increment Distributions on Retention Behaviors of Western New York Teachers

Science.gov (United States)

Patterson, Michele M.

2013-01-01

This is a study of district internal salary distribution practices and its effect on retention. The study is a replication study as recommended by Jacobson (1986) and Lankford and Wyckoff (1997) whereby their research shows the prevalence of "back loading" and ineffectiveness relative to retention. In the case of this study, the…

Department of Health and Children Consolidated Salary Scales effective from June 2007

OpenAIRE

Department of Health (Ireland)

2007-01-01

Department of Health and Children Consolidated Salary Scales effective from June 2007 For the 1st worksheet, the pay-scales for grades read across. The current rate (1/06/07), 2% (2.5% if earning less than â,¬20,859 per annum) Towards 2016 and one historical rate are shown for the 1st worksheet. The grades within each section are displayed in the same order as in previous Pay Scales. Click here to download PDF 173kb

Intensité du travail salarié et abandon des études universitaires au Canada The Intensity of Salaried Work and the Abandonment of University Studies in Canada. A Longitudinal Approach

Directory of Open Access Journals (Sweden)

Stéphane Moulin

2012-06-01

Full Text Available Dans de nombreux pays, les élèves et les étudiants ont augmenté le temps consacré au travail rémunéré durant leurs études. Ils ne travaillent plus uniquement l’été, au moment des vacances, mais aussi pendant l’année scolaire. Les recher­ches portant sur l’effet du travail salarié sur les parcours scolaires tendent à montrer qu’il existe une relation convexe entre l’intensité du travail salarié et les départs sans diplôme du système scolaire : les taux d’abandon semblent plus élevés pour les étudiants qui ne travaillent pas et pour ceux qui travaillent plus de 25 heures. Cependant, le caractère transversal des données utilisées fait qu’elles ne permettent pas de saisir l’effet causal de la variation du temps de travail sur la poursuite des études. Dans cet article, nous utilisons une méthodologie quantitative longitudinale pour examiner les effets de l’intensité du travail rémunéré sur la persévérance dans le premier programme universitaire suivi au Canada. Les résultats montrent qu’il y a bien une relation causale entre le fait de travailler plus de 25 heures et l’abandon, mais qu’elle est seulement observée pour les hommes, et que cet effet n’est significatif qu’au début du program­me. Par ailleurs, l’association avec le fait de ne pas travailler semble s’inter­préter davantage comme un effet de sélection.In many countries, pupils and students have increased the time devoted to remunerated work during their studies. They no longer work just in summer, during vacations, but also during the school year. Research relating to the effect of salaried work on the school courses tends to show that there exists a convex relationship between the intensity of the salaried work and the departures without diplomas from the school system: the rates of abandonment seem higher for students who do not work and for those who do not work or work over 25 hours weekly. However, the

Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

Science.gov (United States)

O'Meara, KerryAnn

2015-01-01

This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

Staff Association

CERN Multimedia

Staff Association

2014-01-01

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

Privatising general practice in Mongolia: a trial of needs-adjusted capitation.

Science.gov (United States)

Hindle, D; O'Rourke, M; Batsuury, R; Orgil, B

1999-01-01

Mongolia's family doctors have long been salaried government employees. The crisis caused by the break-up of the Soviet Bloc required the government to seek a balance between command and market economies, and this influenced the decision to introduce capitated private practice for family doctor services on a trial basis. This article explains why and how a risk-adjusted capitation model was developed by a blend of empirical analysis and expert judgement, which comprises ten classes of clients defined by age-sex and poverty groupings. Payment relativities across the classes were set in proportion to a desirable (or target) number of contacts per year. Separate processes were used to set the targets for patient-initiated and active (health promotion and illness prevention) contacts. The model is intended to lead to greater equity of service access and provision. It should also encourage a greater concern for health outcomes, sensitivity to clients' views, and operational efficiency.

Preliminary Estimates of 1972-73 Full-Time Instructional Faculty in Institutions of Higher Education. Bulletin. Advanced Statistics for Management. No. 14, March 1, 1973.

Science.gov (United States)

National Center for Educational Statistics (DHEW/OE), Washington, DC.

In response to needs expressed by the community of higher education institutions, the National Center for Educational Statistics has produced early estimates of a selected group of mean salaries of instructional faculty in institutions of higher education in 1972-73. The number and salaries of male and female instructional staff by rank are of…

A Student's Dilemma: Is There a Trade-Off between a Higher Salary or Higher GPA

Science.gov (United States)

Diette, Timothy M.; Raghav, Manu

2016-01-01

In this paper, we explore whether there is a relationship between average grades earned in a course and the national average salaries of graduates of the major associated with the course. Using student-level data from a selective private liberal arts college, we find an inverse relationship. The result suggests that students face a trade-off…

Staff Performance Analysis: A Method for Identifying Brigade Staff Tasks

National Research Council Canada - National Science Library

Ford, Laura

1997-01-01

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

Elections to Staff Council

CERN Multimedia

Staff Association

2011-01-01

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

An Evaluation of the Data from the Teacher Compensation Survey: School Year 2006-07. Research and Development Report. NCES 2010-329

Science.gov (United States)

Cornman, Stephen Q.; Johnson, Frank; Zhou, Lei; Honegger, Steven; Noel, Amber M.

2010-01-01

Teachers are the largest component of school spending, with more funding being allocated to teacher salaries than to any other education expense (Loeb, Miller, and Strunk 2009). Teacher and staff salaries and benefits consume up to 80 percent of current expenditures (Aud et al. 2010). Yet, there is not a wealth of data on teacher compensation.…

Diferencia salarial por género en ejecutivos peruanos en Lima Metropolitana

OpenAIRE

Gómez Flores, Robert Efrain; Huapaya Ames, Milagros del Carmen; Rojas Zegarra, Jhon Alexander; Salinas Valencia, Eder Velver

2017-01-01

vii, 106 h. : il. ; 30 cm En la presente investigación se describen cuáles son los factores que determinan la diferencia salarial por género en ejecutivos peruanos en Lima Metropolitana y su impacto en cada factor. Dicho estudio se realizó considerando los siguientes factores: (a) estereotipos por género, (b) prejuicios por género, (c) cultura organizacional y (d) educación. Asimismo, esta investigación se basó en un estudio cualitativo, con propósito descriptivo y explicativo,...

STANDING CONCERTATION COMMITTEE: ORDINARY MEETINGS IN NOVEMBER & DECEMBER 2003

CERN Multimedia

2004-01-01

Original: English These meetings were devoted to the main topics summarised below. 1-Follow-up of the meetings of TREF in October and the Finance Committee in November, and preparation for the Committee meetings in December The Chairman reported that the Management's proposals to adjust, on 1 January 2004, the salaries by 1.1%, on the basis of the calculated salary index, and the pensions by 0.7%, corresponding to the Geneva cost-of-living index, had received the support of TREF and would now be proposed by the Finance Committee for approval by Council in December. TREF had taken note of a factual status report regarding the first phase of recruitment of Local Staff and looked forward to a final report on overall implementation in June next year. TREF also gave its support to the Management's proposed modification to the Progressive Retirement Programme. Subject to some amendments and clarifications made at TREF and at the SCC, this proposal will be submitted for approval at the Finance Committee and Counci...

Human resource management practices in a medical complex in the Eastern Cape, South Africa: assessing their impact on the retention of doctors.

Science.gov (United States)

Longmore, Bruce; Ronnie, Linda

2014-03-26

Human resource management (HRM) practices have the potential to influence the retention of doctors in the public health sector. To explore the key human resource (HR) practices affecting doctors in a medical complex in the Eastern Cape, South Africa. We used an open-ended questionnaire to gather data from 75 doctors in this setting. The most important HR practices were paying salaries on time and accurately, the management of documentation, communication, HR staff showing that they respected and valued the doctors, and reimbursement for conferences and special leave requests. All these practices were judged to be poorly administered. Essential HR characteristics were ranked in the following order: task competence of HR staff, accountability, general HR efficiency, occupation-specific dispensation adjustments and performance management and development system efficiency, and availability of HR staff. All these characteristics were judged to be poor. HRM practices in this Eastern Cape medical complex were inadequate and a source of frustration. This lack of efficiency could lead to further problems with regard to retaining doctors in public sector service.

78 FR 30345 - Submission for OMB Review; Comment Request

Science.gov (United States)

2013-05-22

...-dealers will spend an average of two hours of clerical staff time and one hour of managerial staff time... Salaries in the Securities Industry 2012, modified by Commission staff to account for an 1,800 hour work-year and multiplied by 2.93 to account for bonuses, firm size, employee benefits and overhead. \\2\\ The...

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

Science.gov (United States)

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

2017-10-01

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

Quanto vale o trabalho do professor? Desvelando o processo de desvalorização salarial em Ponta Grossa - PR

Directory of Open Access Journals (Sweden)

Simone de Fátima Flach

2013-06-01

Full Text Available The aim of this paper is to analyze the main educational political decisions in order to unveil the process of devaluing teacher practice that is taking place in the city of Ponta Grossa, Pr. The analysis focuses on the period from 2005 to 2010 after the municipal legal reform. The article presents the configuration of the teaching career in the local context before and after its reorganization, which had as its main legal basis the national salary implemented by Law 11738/2008. The study demonstrates that the reform based on the new management’s assumptions made the career less attractive to new professionals. Also, it created unequal situations concerning the increase of salaries along the career and highlighted the fragility of the commitment to quality education.

Elections to Staff Council

CERN Multimedia

Saff Association

2013-01-01

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

32 CFR 270.5 - Staff.

Science.gov (United States)

2010-07-01

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

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

African Journals Online (AJOL)

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

Elections to Staff Council

CERN Multimedia

Staff Association

2013-01-01

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

Sobrecarga en cuidadores informales de pacientes con alzheimer y la relación con su ingreso salarial

Directory of Open Access Journals (Sweden)

Ara Mercedes Cerquera Córdoba

2016-07-01

Full Text Available La sobrecarga es el resultado psicológico de combinaciones emocionales, físicas y sociales que surge al cuidar una persona enferma, especialmente si es de Alzheimer. El ingreso salarial puede repercutir en la sobrecarga, ya que hacerse responsable de un paciente genera gastos que la familia debe soportar. Este estudio correlaciona sobrecarga e ingreso salarial en una muestra por conveniencia de 100 cuidadores informales de la ciudad de Bucaramanga, aplicando la escala de sobrecarga Zarit (Martín, Salvadó, Nadal, Miji, Rico, Sanz & Taussing, 1996 y la ficha de datos sociodemográficos (Cerquera, Granados y Buitrago, 2012. Los resultados muestran que si bien la mayoría de cuidadores devengan más del salario mínimo colombiano vigente, así mismo presentan sobrecarga, y ya que no se ha establecido correlación, esto indica que el ingreso económico no es un determinante para la situación anotada. Abstract Overloading is the psychological result of emotional, physical and social combinations that come from looking after a sick person, especially if it’s Alzheimer’s. Wage income can affect overload, taking care of a patient generates expenses that the family must endure. This study correlates overhead and salary income in a convenience sample of 100 caregivers from Bucaramanga, using the Zarit Burden Interview (Martin et al., 1996 and Sociodemographic Data Sheet (Cerquera et al., 2012. The results show that most caregivers earn more than the Colombian minimum wage and are overloaded, not establishing correlations, indicating that wage income is not determining for overload.

Addressing Gender Equity in Nonfaculty Salaries.

Science.gov (United States)

Toukoushian, Robert K.

2000-01-01

Discusses methodology of gender equity studies on noninstructional employees of colleges and universities, including variable selection in the multiple regression model and alternative approaches for measuring wage gaps. Analysis of staff data at one institution finds that experience and market differences account for 80 percent of gender pay…

How Much Gender Disparity Exists in Salary? A Profile of Graduates of a Major Public University.

Science.gov (United States)

Dutt, Diya

1997-01-01

A study of University of Illinois 1976 graduates (n=2,306) in 1977, 1981, 1986, and 1991 examined changes in salary patterns for all degree levels and majors. Results suggest women earn less than men in first full-time jobs, and gaps widen with time. Possible factors include women's breaks in full-time employment, and differences in majors,…

Building a relationship: communications and relationships between staff and stroke patients on a rehabilitation ward.

Science.gov (United States)

Jones, M; O'Neill, P; Waterman, H; Webb, C

1997-07-01

Communications among staff and patients on a stroke rehabilitation ward form the focus of this article, which reports on some aspects of a larger study using a grounded theory approach. Tape-recorded interviews were transcribed and analysed concurrently according to recommendations for the approach. A main theme entitled building a relationship was identified, and this process was found to occur in a context varying from participative at one end of a continuum to hierarchical at the other. Building a relationship was found to be influenced by role, personal qualities and organizational context. Appropriate relationships between role-holders were subject to negotiation, leading to a resulting congruence or incongruence between participants' expectations of each other and their roles. Personal qualities were brought into play in the process, with patients' views of staff and staff views of patients both being influential. Some of these views seemed to parallel what has been described in earlier literature as 'the sick role' and the labelling of patients as 'good' or 'bad'. Responses to personal qualities led to nurses ascribing meaning to patients' behaviour in terms of adjustment to their stroke, giving time to them to help them to adjust, and withdrawal and handing over to other staff if this strategy failed. Organizational context also had an influence on building a relationship, with time constraints being identified particularly by nurses, and the need to fit in the most essential aspects of care. Place was also important, in that nurses were confined to the ward as a work location, whereas other therapists and doctors worked in other places and sometimes had the facility to take patients off the ward to concentrate on therapy. The findings are discussed against the background of related literature and the conclusion is drawn that the crucial role of nurses in rehabilitation is not recognized and valued, and that shortages of resources-especially suitably

Motivation and Productivity in Academic Libraries: A Case Study of Balme Library, University of Ghana.

Science.gov (United States)

Alemna, Anaba

1992-01-01

Reports results of a survey of junior staff (i.e., clerical and service personnel) at the University of Ghana library that collected data on background, experience, salaries, recreational facilities, job satisfaction, attitudes of colleagues and supervisors, committees, staff meetings, discipline, appraisal methods, and communication. Suggestions…

Perceptions of working conditions amongst health workers in state ...

African Journals Online (AJOL)

Though salaries were important, presence of conflict at work, freedom of expression, managerial support for staff welfare, managerial support for staff career development, availability of tools and consumables in the workplace and progress towards personal professional goals appear to play a role in worker motivation.

Molecular and immunohistochemical studies on epidermal responses in Atlantic salmon Salmo salar L. induced by Gyrodactylus salaris Malmberg, 1957

DEFF Research Database (Denmark)

Kania, Per Walter; Evensen, O.; Larsen, Thomas Bjerre

2010-01-01

Various strains of Atlantic salmon exhibit different levels of susceptibility to infections with the ectoparasitic monogenean Gyrodactylus salaris. The basic mechanisms involved in this differential ability to respond to this monogenean were elucidated using controlled and duplicated challenge...

15 CFR 19.12 - How will Commerce entities offset a Federal employee's salary to collect a Commerce debt?

Science.gov (United States)

2010-01-01

... the Financial Management Service for collection by administrative offset, including salary offset... documentary evidence alone. All travel expenses incurred by the Federal employee in connection with an in... be resolved by review of documentary evidence alone (for example, when an issue of credibility or...

CBE Faculty and Staff

Science.gov (United States)

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

Tendências da desigualdade salarial para coortes de mulheres brancas e negras no Brasil

Directory of Open Access Journals (Sweden)

Ana Maria Hermeto Camilo de Oliveira

2006-06-01

Full Text Available É feita uma análise das tendências da desigualdade salarial da força de trabalho feminina no Brasil, segundo a raça, durante as décadas de 1980 e 1990. Crescentes retornos de qualificação e crescente demanda por trabalho qualificado resultam em uma divergência do crescimento salarial entre os trabalhadores com alta e baixa qualificação. Este crescente hiato resulta em um aumento da desigualdade salarial por raça. Com o propósito de interpretar as tendências, são examinadas diferenças por raça nos padrões de casamento, fecundidade, arranjos domiciliares, níveis educacionais, participação na força de trabalho, níveis de qualificação, alocação ocupacional e salários, distinguindo entre medidas de período e coorte. São usados dados provenientes das PNADs 1987-1999 para analisar a importância de mudanças inter e intracoortes para mulheres brancas e negras. Funções salariais são estimadas a partir dos dados agregados da série temporal de cross sections, usando mínimos quadrados ordinários e regressões quantílicas.We analyze trends of wage inequality of the Brazilian female labor force, by race, during the 1980s and 1990s. Increasing returns to skills and increasing demand for skilled labor result in a divergence of wages growth between high and low skilled workers. This increasing gap results in an increase of wage inequality by race. In order to interpret trends, we take into account race differences in marriage patterns, fertility, household arrangements, educational levels, labor market participation, skill levels, occupational location and earnings, distinguishing between period and cohort measures. We use 1987-1999 Brazilian Household Sample Surveys data to examine the importance of within- and between-cohort changes for black and white women. Earnings functions are estimated from the pooled time-series of these cross-section data, using OLS and quantile regressions.

Research Staff | Wind | NREL

Science.gov (United States)

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

Staff Association Cocktail

CERN Multimedia

Staff Association

2017-01-01

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

Postbaccalaureate Salaries of Psychology Majors from a Historically Black University: How Much Does a Master's Degree Add?

Science.gov (United States)

Sibulkin, Amy E.; Butler, J. S.

2016-01-01

A sample of predominantly African American psychology major baccalaureates from a historically Black university self-reported job types, salaries, and master's degree completion. For this pre-2009 recession sample, we found that (a) the rates of employment were quite high; (b) most jobs were related to health, mental health, social work, and…

Can a District-Level Teacher Salary Incentive Policy Improve Teacher Recruitment and Retention? Policy Brief 13-4

Science.gov (United States)

Hough, Heather J.; Loeb, Susanna

2013-01-01

In this policy brief, Heather Hough and Susanna Loeb examine the effect of the Quality Teacher and Education Act of 2008 (QTEA) on teacher recruitment, retention, and overall teacher quality in the San Francisco Unified School District (SFUSD). They provide evidence that a salary increase can improve a school district's attractiveness within their…

[Parents and nursing staff's expectations regarding the nurse's work in a NICU].

Science.gov (United States)

Kamada, Ivone; Rocha, Semíramis Melani Melo

2006-09-01

The general purpose of this investigation was to identify parent and nursing staff expectations regarding the nurse's role in Neonatal Intensive Care Units (NICU). A descriptive study was carried out using a qualitative approach and interviews were conducted at a NICU in the interior of the State of São Paulo. Results showed new expectations on the part of parents and professionals regarding the role of NICU nurses. The knowledge identified as necessary were a family-centered approach, interpersonal relations techniques, and differentiation between technology and scientific knowledge. The conclusion is that NICU nurses need to play a more incisive role in the nursing care process, adjusting the use of technological advances to human knowledge, particularly in the area of interpersonal relationships between family members and staff, which includes activities of continuing education, such as specialization courses.

Salary administration as part of employee incentive system at industrial enterprises

Directory of Open Access Journals (Sweden)

Sagandykov Michail

2017-01-01

Full Text Available The article analyses the financial staff incentives at industrial enterprises. The paper concludes that the incentive system should be developed taking into account the developed staff motivation. The only efficient target of influence is the existing staff motivation components. A 3-element employee incentive framework for industrial enterprises is suggested. The article presents the critical analysis of the existing payroll systems of several industrial enterprises, elicits the common flaws of the incentive payments, and develops requirements for such systems. The paper also provides an industrial enterprise needs matrix and an incentive payment types matrix required to build up a rational monetary staff incentive system. These matrices can be adapted for any industrial enterprise with regard to its long-term objectives.

Research Staff | Photovoltaic Research | NREL

Science.gov (United States)

Research Staff Research Staff desc Greg Wilson Center Director Dr. Greg Wilson is the Director of @nrel.gov 303-384-6649 Bosco, Nicholas Staff Scientist Nick.Bosco@nrel.gov 303-384-6337 Braunecker, Wade IV-Physics Michael.Deceglie@nrel.gov 303-384-6104 Deline, Chris Staff Engineer Chris.Deline@nrel.gov

Presidents' Words

CERN Multimedia

Staff Association

2015-01-01

In the context of the sixtieth anniversary of the Staff Association, we asked former presidents to tell us about their years of Presidency. We continue in this issue of Echo with the contribution of Franco Francia. Franco Francia During my term as President of the Staff Association (January 1978 – June 1980) a major topic was the Review of Social and Economic Conditions (RESCO). It was the first major revision of the CERN Staff Rules and Regulations. The salary scale at the time, before the revision, had a parabolic shape. For an organization like CERN, which already had a third of its staff with a university level education, this proportion hinted at a too important growth of the total salary bill, compared to the cost of investment and maintenance of the CERN facilities. We thus flattened the curve by stopping the automatic advancement in grades 12 to 14 for three years. This measure, although restrictive for senior staff, made the CERN budget more acceptable in the long term to the Membe...

20 CFR 633.313 - Administrative staff and personnel standards.

Science.gov (United States)

2010-04-01

... which such employment occurs is on annual leave, compensatory leave, or leave without pay. (d) Salaries... for each position shall be justified and documented by the grantee to the satisfaction of the... written detailed job description identifying job functions and responsibilities for each administrative...

STANDING CONCERTATION COMMITTEE ORDINARY MEETING ON 14 FEBRUARY 2001

CERN Multimedia

2001-01-01

This meeting was mainly devoted to the items summarised below. The Director-General attended for discussion of item 2. 1. Membership of SCC and its Sub-Groups The Chairman welcomed K-H. Schindl, new member of the SCC nominated by the Management. The President of the Staff Association, confirming that M. Aymon and M. Vitasse are nominated as its Vice-Presidents, announced its new members of the SCC, namely : Ch. Petit-Jean-Genaz and Ph. Defert. The Committee also agreed on the membership of three Sub-Groups working on : the implementation of the new career structure, the draft Guide of career path descriptions, as well as amendments to Staff Rules & Regulations and various circulars. 2. Follow-up from the meetings of the Finance Committee and Council in December 2000 Having analysed the detailed implications of implementing the package of measures approved by Council last December, the SCC identified a small discrepancy in the salary adjustment which is a secondary effect due to the redistribution of c...

STANDING CONCERTATION COMMITTEE - ORDINARY MEETING ON 25 NOVEMBER 2002

CERN Multimedia

2002-01-01

Original : English This meeting was devoted to follow-up from the Committee meetings in November and to the other main topics summarised below. 1. Follow-up from the meetings of the Finance Committee and TREF in November and preparation for the Committee meetings in December 2002 The SCC took note that the Finance Committee, held on 6 November, had recommended to apply the 2003 calculated salary adjustment index of 1.2%, and to approve the Management's proposed measures for containing the cost of hospital treatment within the CERN Health Insurance Scheme (CHIS). Related amendments to the CHIS Rules are being drawn up by the CHIS Supervisory Board in preparation for implementation next year. At its meeting on 15 November, TREF had expressed appreciation for the Management's preview of the Human Resources Plan 2003-2010 that is submitted to the Committees in December. The Forum had also discussed the Management's proposal document on Local Staff, as described below. 2. Local Staff After extensive debate at its ...

维护和谐医患关系的护理人员心理健康调适研究%Maintain a Harmonious Doctor-patient Relationship in the Nursing Staff Mental Health Adjustment Research

Institute of Scientific and Technical Information of China (English)

赵燕

2013-01-01

　　This article through to affect nursing staff mental health and long time strength work,patients with negative language stimulation,social approval lower evaluation,family and work balance contradiction four related factors analysis,proposes the adjustment nursing staff mental health some countermeasures and Suggestions:to reduce the working pressure;Improve their professional skills and communication skills;Improve the identity;Actively coordinate the relationship between the family and work;Rich amateur life.%　　本文通过对影响护理人员心理健康的长时间大强度工作、患者负面语言刺激、社会认可度较低评价、家庭与工作平衡矛盾四个相关因素分析，提出调适护理人员心理健康的几点对策与建议：减轻工作压力；提高专业技能与沟通技巧；提高自我认同感；积极主动协调好家庭与工作之间的关系；丰富业余生活。

Expatriate Adjustment Process: The Impact of Accompanying Children on Self-Initiated Expatriates

OpenAIRE

Zakariyya, Abdul Hameed

2011-01-01

Expatriation as a career choice has been growing and gaining popularity. Even multinational enterprises (MNEs) that once depended entirely on their own staff for postings abroad have begun to recruit from the global self-initiated expatriate (SIE) labour market. Though qualified and competent, SIEs face tremendous challenges in relocation and cross cultural adjustment. Previous research suggests that the greatest challenge both categories of expatriates – businesses backed organizational expa...

Funding Allocation and Staff Management. A Portuguese Example

Science.gov (United States)

Rosa, Maria Joao; Amado, Diana; Amaral, Alberto

2009-01-01

For many years the Portuguese Ministry of Education used a funding formula to allocate the State budget to public higher education institutions. Some of its major objectives were higher enrolments and allocation equity. As the expenditure on salaries was a major component of the budget, the formula was supposed to force convergence to established…

Advancement & Promotion Review: 2003

CERN Multimedia

2003-01-01

Advancement, exceptional advancement and promotion decisions were made at the end of June, following the procedures published in Weekly Bulletin No. 13/2003. These decisions were included, where applicable, in the salaries for the month of July 2003. The award of the periodic step was communicated to staff by the salary shown on the July salary slip. All other decisions are communicated by separate notification. The names of staff receiving exceptional advancements or promotions are now published on the HR Division website and are accessible for consultation only at the following address: http://cern.ch/hr-div/internal/personnel/advlist_2003.asp It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division are being examined with a view to preparing the latters' recommendations by the end of September 2003. Final decisions will be applied retroactively to 1 July 2003. Human Resources Division Tel:...

ADVANCEMENT & PROMOTION REVIEW: 2002

CERN Multimedia

2002-01-01

Advancement, exceptional advancement and promotion decisions were made at the beginning of July, under the new career structure scheme and following the procedures published in Weekly Bulletin No. 11/2002. These decisions were included, where applicable, in the salaries for the month of July 2002. The award of the periodic step was communicated to staff by the salary shown on the July salary slip. All other decisions are communicated by separate notification. The names of staff receiving exceptional advancements or promotions will be published this year on the HR Division website and are accessible for consultation only at the following address : http://cern.ch/hr-div/internal/personnel/advlist.asp It is recalled that change of career path proposals submitted to the Technical Engineers and Administrative Careers Committee (TEACC) or to Human Resources Division are being examined with a view to preparing the latters' recommendations by the end of September 2002. Final decisions will be applied retroactivel...

Teacher Salaries and the Shortage of High-Quality Teachers in China's Rural Primary and Secondary Schools

Science.gov (United States)

Xuehui, An

2018-01-01

Teacher salary level and structure are not only important factors affecting the supply of primary and secondary school teachers, but they are also crucial to attracting, training, and retaining high-quality teachers, thereby impacting the overall quality of education and teaching in schools. The reform of China's basic education management system…

Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

Science.gov (United States)

George, Gavin; Rhodes, Bruce

2012-08-06

South Africa is experiencing a critical shortage of human resources for health (HRH) at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD) in 2007 sought to improve the public services' ability to attract and retain employees thereby reducing incentives to emigrate. Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities), a purchasing power parity (PPP) ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia) for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia), although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202) and Australia ($38622), in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD). The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post OSD), Australia ($21784) and the United Kingdom

Internal migration in West Germany and implications for east-west salary convergence.

Science.gov (United States)

Decressin, J W

1994-01-01

"Using a simple model of gross migration [in West Germany], the paper shows that provided economic agents are sufficiently risk averse, migrational flows are likely to be procyclical. The econometric results confirm that flows are highly procyclical. They further indicate that changes in regional economic disparities significantly affect migrational flows. However, given the widening of regional disparities in the 1980s accompanied by a worsening in aggregate conditions, migration seems least effective in offsetting the differentiated impact of labor market shocks when it would be most useful. The paper concludes by applying the results to the issue of east-west migration and salary convergence." (SUMMARY IN GER) excerpt

The Staff Association and you

CERN Multimedia

Association du personnel

2013-01-01

The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

MANAGEMENT BOARD MEETING OF 24 OCTOBER 2002

CERN Multimedia

2002-01-01

Outcome of the Meeting of TREF on 23 October 2002 The Director of Administration, J. van der Boon, reported that at its meeting the previous day the Tripartite Employment Conditions Forum (TREF) had examined an information document on the adjustment of the scale of basic salaries for 2003 and a proposal for the 2003 adjustment of pensions. It had taken note that, in accordance with the revised formula adopted during the last five-yearly review, the calculated salary index applicable with effect from 1st January 2003 amounted to 1.2%, taking account of the Geneva cost-of-living movement for the twelve-month period beginning August 2001 and of the average movements of real net salaries of the Swiss Federal civil servants and the civil servants of nine other Member States from June 2001 to June 2002. Given that the majority of TREF members had been in favour of applying the calculated 1.2% salary adjustment index, a formal proposal to that effect would be submitted to the Finance Committee in November in the fra...

Optimisation of staff protection

International Nuclear Information System (INIS)

Faulkner, K.; Marshall, N.W.; Rawlings, D.J.

1997-01-01

It is important to minimize the radiation dose received by staff, but it is particularly important in interventional radiology. Staff doses may be reduced by minimizing the fluoroscopic screening time and number of images, compatible with the clinical objective of the procedure. Staff may also move to different positions in the room in an attempt to reduce doses. Finally, staff should wear appropriate protective clothing to reduce their occupational doses. This paper will concentrate on the optimization of personal shielding in interventional radiology. The effect of changing the lead equivalence of various protective devices on effective dose to staff has been studied by modeling the exposure of staff to realistic scattered radiation. Both overcouch x-ray tube/undercouch image intensified and overcouch image intensifier/undercouch x-ray tube geometries were simulated. It was deduced from this simulation that increasing the lead apron thickness from 0.35 mm lead to 0.5 mm lead had only a small reducing effect. By contrast, wearing a lead rubber thyroid shield or face mask is a superior means of reducing the effective dose to staff. Standing back from the couch when the x-ray tube is emitting radiation is another good method of reducing doses, being better than exchanging a 0.35 mm lead apron for a 0.5 mm apron. In summary, it is always preferable to shield more organs than to increase the thickness of the lead apron. (author)

Research

African Journals Online (AJOL)

retention in a newly established medical school in Tanzania. Previous studies found that small salaries, limited career options, heavy teaching loads, growing enrolment and the absence of equipment and support staff were the main barriers to retain faculty staff.[11] These factors have been confirmed by the study at CUHAS ...

Staff Group Trainer: Development of a Computer-Driven, Structured, Staff Training Environment

National Research Council Canada - National Science Library

Koger, Milton

1998-01-01

.... The project produced two training support packages (TSP)--battalion and brigade--designed to train these staffs to more effectively and efficiently communicate within and between staff sections, command post, and the unit commander...

Decentralized Ground Staff Scheduling

DEFF Research Database (Denmark)

Sørensen, M. D.; Clausen, Jens

2002-01-01

scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...... depends on the actual stand allocation but also on the number of zones and the layout of these. A mathematical model of the problem is proposed, which integrates the stand allocation and the staff scheduling. A heuristic solution method is developed and applied on a real case from British Airways, London...

New staff contract policy

CERN Document Server

HR Department

2006-01-01

Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

Efeitos da globalização na desigualdade salarial entre homens e mulheres

OpenAIRE

Brito, Ana Patrícia Mendes de

2015-01-01

Mestrado em Economia Internacional e Estudos Europeus A evolução do mercado de trabalho teve consequências bastante positivas sobre as taxas de emprego femininas. No entanto, as mulheres continuam a ser vítimas de inúmeras formas de discriminação, não só a nível dos salários, como no acesso à educação, ao mercado de trabalho e a cargos de chefia, assim como ao nível da partilha de responsabilidades familiares. Este trabalho aborda a desigualdade salarial entre géneros e os efeitos que a gl...

Do players and staff sleep more during the pre- or competitive season of elite rugby league?

Science.gov (United States)

Caia, Johnpaul; Scott, Tannath J; Halson, Shona L; Kelly, Vincent G

2017-09-01

This study establishes the sleep behaviour of players and staff during the pre- and competitive seasons of elite rugby league. For seven days during both the pre- and competitive seasons, seven rugby league players and nine full-time staff from one professional Australian rugby league club had their sleep monitored via wrist actigraphy and self-report sleep diaries. Two-way repeated measures analysis of variance determined differences between the pre- and competitive season in players and staff, with effect sizes (ES) used to interpret the practical magnitude of differences. Findings show an earlier bed time and wake time for players (-34 min, ES = 1.5; ±0.5 and -39 min, 2.1; ±0.5 respectively) and staff (-29 min, ES = 0.8; ±0.3 and -35 min, ES = 1.7; ±0.4 respectively) during pre-season when compared to the competitive season. Despite this, no differences were seen when considering the amount of time in bed, sleep duration or sleep efficiency obtained between the pre- and competitive seasons. Our results suggest that early morning training sessions scheduled during pre-season advances wake time in elite rugby league. However, both players and staff can aim to avoid reductions in sleep duration and sleep efficiency with subsequent adjustment of night time sleep patterns. This may be particularly pertinent for staff, who wake earlier than players during both the pre- and competitive seasons.

The impact of staff training on staff outcomes in dementia care: a systematic review.

Science.gov (United States)

Spector, Aimee; Revolta, Catherine; Orrell, Martin

2016-11-01

Caring for people with dementia can be emotionally challenging and is often linked to low job satisfaction and burnout in care staff. Staff training within care settings is potentially valuable in improving well-being and quality of care. This review aimed to (i) establish the impact of training on staff outcomes; (ii) compare the impact of different training approaches; (iii) explore the influence of training intensity; and (iv) explore potential barriers to success. A database search of staff training interventions revealed 207 papers, 188 of which were excluded based on prespecified criteria. Nineteen studies were included and appraised using a quality rating tool. Overall, the studies were found to be of variable quality; however, 16 studies found a significant change following training in at least one staff domain, with knowledge improving most frequently. Approaches focusing on managing challenging behaviours appeared to be the most effective. Training staff can be an effective method of improving well-being, and programmes helping staff to manage challenging behaviour appear to be the most beneficial. There is no clear relationship between training intensity and outcome. Most studies point to the importance of addressing organisational factors as a barrier to change. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

Adjusting ability and sensibility in case of an accident

Energy Technology Data Exchange (ETDEWEB)

Rozental, J.J. [Tel Aviv Univ. (Israel)

1997-12-31

Adjusting ability (technical competence) and sensibility (consciousness) are the two most import tasks that any staff member, part of any organization, should realize while acting during a nuclear or radiological emergency. These two tasks are commented and the necessity to promote organizational capacity to achieve the Safety Objectives Principles of Nuclear Installations and the Safety of Radiation sources is reported. The improvement of the quality of safety and radiation projects to control the uses of radioactive material in the field of medicine, agriculture, industry and research is highlighted 11 refs.; e-mail: josrozen at netvision.net.il

INFLUENCE OF THE SIZE OF REVENUE DIRECT TAXATION SALARY FOR DIFFERENT CATEGORIES OF TAXPAYERS

Directory of Open Access Journals (Sweden)

CHIRCULESCU MARIA FELICIA

2013-08-01

Full Text Available This paper includes quantitative research methods based on statistical data and qualitative researchmethods based on case studies, comparative studies and text analysis to highlight changes in the law on labor. Iactually made a change to the economic aspects of its direct taxation and social. Thus, the results of analyzesallow us to say that although a rate reduced income from wages should encourage work and reduce salarybenefits society made of gray area, however, these legislative changes generate benefits for employers, asprivate system is often negotiable salary income net rather than gross.

Implications of staff 'churn' for nurse managers, staff, and patients.

Science.gov (United States)

Duffield, Christine; Roche, Michael; O'Brien-Pallas, Linda; Catling-Paull, Christine

2009-01-01

In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.

Research Staff | Water Power | NREL

Science.gov (United States)

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

Why join the Staff Association

CERN Multimedia

Association du personnel

2011-01-01

Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

About the Joint Chiefs of Staff

Science.gov (United States)

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

Adjusting ability and sensibility for an accident

International Nuclear Information System (INIS)

Rozental, J.J.

1998-01-01

Adjusting ability (technical competence) and sensibility (consciousness) are the two most important priorities any staff member of any organization should bear in mind while acting during a nuclear or radiological emergency. The discussion is aimed at the national authorities of states which do not have a major nuclear power reactor programme, and especially at the IAEA and WHO: although a decade has gone by, the lessons from the radiological accident in Goiania have not been fully learned. The events which unravelled in the fall of 1987 took the population of the city of Goiania completely by surprise: they did not comprehend what had happened and failed to grasp what measures needed to be taken, a situation which precipitated a very complex psychological reaction, coupled with discrimination. To ensure the safety of radiation sources and nuclear installations, national and international organizations should direct their efforts towards educating and training staff in developing countries who work with ionizing radiation and promoting organizational capacity. This should be done first, by improving safety qualitatively so as to better control the uses of radioactive materials in medicine, agriculture, industry and research, and secondly, by assisting countries without a major nuclear power reactor programme to develop an objective and realistic emergency response training programme. (author)

E3 Staff Database

Data.gov (United States)

US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...

Impact of Work Environment, Salary Package and Employees’ Perception on Organizational Commitment: A study of Small & Medium Enterprises (SMEs) of Pakistan

OpenAIRE

Jawad Akhtar

2014-01-01

The chief purpose of this research paper is to investigate how factors like (1) work environment; (2) salary Package and (3) Employees’ perception have an effect on the employees’ organizational commitment in the Small and Medium Enterprises (SMEs) of Pakistan.

Change management of mergers: the impact on NHS staff and their psychological contracts.

Science.gov (United States)

Cortvriend, Penny

2004-08-01

The NHS has experienced a significant amount of organisational change and restructuring, which has included numerous mergers and de-mergers, since the Labour party came to power in the UK in 1997. However, to date there has been little in the way of evaluation of such changes, particularly the impact of organisational restructuring on the staff involved. This paper examines the human aspect of a merger, and subsequent de-merger, within a primary care trust (PCT) in the North of England, using a focus group methodology. The findings demonstrate that leadership and management styles have a significant impact on staff experiencing such changes. In addition, the psychological contract can be damaged due to the impact of several factors, inducing exit or intention to leave. Employees experienced a constant cycle of change with little time for stabilisation or adjustment, leading to negativity and lowered motivation at times.

22 CFR 902.3 - Board staff.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Board staff. 902.3 Section 902.3 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD ORGANIZATION § 902.3 Board staff. The chairperson shall select the Board's executive secretary and other staff provided for in the Act. The executive secretary and staff...

13 CFR 500.105 - Staff.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 500.105 Section 500.105... LOAN PROGRAM Board Procedures § 500.105 Staff. (a) Executive Director. The Executive Director of the... direction with respect to the administration of the Board's actions, directs the activities of the staff...

13 CFR 400.105 - Staff.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 400.105 Section 400.105... Board Procedures § 400.105 Staff. (a) Executive Director. The Executive Director of the Board advises... with respect to the administration of the Board's actions, directs the activities of the staff, and...

17 CFR 8.05 - Enforcement staff.

Science.gov (United States)

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff. 8.05... staff. (a) Each exchange shall establish an adequate enforcement staff which shall be authorized by the... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not...

Georgia; First Review Under the Stand-By Arrangement-Staff Report; Press Release on the Executive Board Discussion; and Statement by the Executive Director for Georgia

OpenAIRE

International Monetary Fund

2009-01-01

The staff report for the First Review Under the Stand-By Arrangement with the officials of Georgia highlights economic developments and policies. Sustaining economic growth and maintaining confidence in the currency and the financial system within the constraints of available external financing are the main program priorities. IMF staff recommended a more active role for monetary policy in encouraging market interest rate adjustments. With global markets in distress, the authorities should wo...

44 CFR 312.5 - Personnel.

Science.gov (United States)

2010-10-01

... of specific programs, through payment of salaries and benefits of State and local civil defense staff... from attack-related civil defense preparedness: (a) In developing, maintaining, testing and exercising...

Five-yearly review: where do we stand now?

CERN Multimedia

Staff Association

2016-01-01

A reminder The first issue of Echo in 2016 announced a year of changes with many challenges for the Staff Association and the staff it represents. Indeed, following the decision of the Council in December 2015 to approve all components of the five-yearly review, many changes were to be implemented in 2016. This is the case of the new career structure, the definition of benchmark jobs (BMJ), the redesign of the advancement and promotions process, etc. Looking back at 2015 and the various statements In December 2015, the CERN Council emphasized: the substantial effort made by the Staff Association and the Management, taking into account the difficult economic situation faced by some Member States, led to the creation of a package of measures as balanced as possible. It is clear however: that there was no alignment of CERN basic salaries with the comparison salaries; that in the new career system, staff will have their advancement prospects, and consequently the level of their pension, reduced with respect to ...

Our October 2013 public meetings (second part)

CERN Multimedia

Staff Association

2013-01-01

In this second article we continue the discussion about the issues addressed in our public meetings. We focus on the merit appraisal and reward scheme, MARS, and conclude with some general information. MARS MARS 2013 Implementation At the introduction of MARS in 2007, the basic principle for defining the advancement budget was that each staff member eligible for advancement generated two steps while in the salary bands a, b, or c, and one step while in the ECE (exceptional career extension). On several occasions, either to thank the staff for their work on the LHC, or, later, by using the savings from the reduction in international allowance to staff members recruited since early 2007, additional steps could be added to the basic advancement budget. As of 2013, we no longer talk of the advancement budget expressed in steps, but rather with respect to the reference salary, with a directive setting its ceiling at 2.1 %, plus the constraint that a minimum of 25 % of staff members must be awarded one step an...

20 CFR 900.5 - Staff.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the staffs...

14 CFR 1310.6 - Staff.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Staff. 1310.6 Section 1310.6 Aeronautics... GUARANTEED LOAN § 1310.6 Staff. (a) Executive Director. The Executive Director advises and assists the Board... administration of the Board's actions, directs the activities of the staff, and performs such other duties as the...

The effectiveness of staff training focused on increasing emotional intelligence and improving interaction between support staff and clients.

Science.gov (United States)

Zijlmans, L J M; Embregts, P J C M; Gerits, L; Bosman, A M T; Derksen, J J L

2015-07-01

Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed at emotional intelligence and interactions between staff and clients. The effects of the training on emotional intelligence, coping style and emotions of support staff were investigated. Participants were 214 support staff working within residential settings for individuals with ID and challenging behaviour. The experimental group consisted of 76 staff members, 138 staff members participated in two different control groups. A pre-test, post-test, follow-up control group design was used. Effectiveness was assessed using questionnaires addressing emotional intelligence, coping and emotions. Emotional intelligence of the experimental group changed significantly more than that of the two control groups. The experimental group showed an increase in task-oriented coping, whereas one control group did not. The results with regard to emotions were mixed. Follow-up data revealed that effects within the experimental group were still present four months after the training ended. A staff training aimed at emotional intelligence and staff-client interactions is effective in improving emotional intelligence and coping styles of support staff. However, the need for more research aiming at the relationship between staff characteristics, organisational factors and their mediating role in the effectiveness of staff training is emphasised. © 2014 MENCAP and International Association of the Scientific Study of Intellectual and Developmental Disabilities and John Wiley & Sons Ltd.

Experiences of primary care physicians and staff following lean workflow redesign.

Science.gov (United States)

Hung, Dorothy Y; Harrison, Michael I; Truong, Quan; Du, Xue

2018-04-10

In response to growing pressures on primary care, leaders have introduced a wide range of workforce and practice innovations, including team redesigns that delegate some physician tasks to nonphysicians. One important question is how such innovations affect care team members, particularly in view of growing dissatisfaction and burnout among healthcare professionals. We examine the work experiences of primary care physicians and staff after implementing Lean-based workflow redesigns. This included co-locating physician and medical assistant dyads, delegating significant responsibilities to nonphysician staff, and mandating greater coordination and communication among all care team members. The redesigns were implemented and scaled in three phases across 46 primary care departments in a large ambulatory care delivery system. We fielded 1164 baseline and 1333 follow-up surveys to physicians and other nonphysician staff (average 73% response rate) to assess workforce engagement (e.g., job satisfaction, motivation), perceptions of the work environment, and job-related burnout. We conducted multivariate regressions to detect changes in experiences after the redesign, adjusting for respondent characteristics and clustering of within-clinic responses. We found that both physicians and nonphysician staff reported higher levels of engagement and teamwork after implementing redesigns. However, they also experienced higher levels of burnout and perceptions of the workplace as stressful. Trends were the same for both occupational groups, but the increased reports of stress were greater among physicians. Additionally, members of all clinics, except for the pilot site that developed the new workflows, reported higher burnout, while perceptions of workplace stress increased in all clinics after the redesign. Our findings partially align with expectations of work redesign as a route to improving physician and staff experiences in delivering care. Although teamwork and engagement

Research Staff | Buildings | NREL

Science.gov (United States)

Research Staff Research Staff Photo of Roderick Jackson Roderick Jackson Laboratory Program Manager -related research at NREL. He works closely with senior laboratory management to set the strategic agenda for NREL's buildings portfolio, including all research, development, and market implementation

Training of technical staff and technical staff managers

International Nuclear Information System (INIS)

Moody, G.F.

1991-01-01

The purpose of Technical Staff and Technical Staff Managers training is to provide job skills enhancement to individuals selected to fill key technical positions within a nuclear utility. This training is unique in that unlike other training programs accredited by the National Academy for Nuclear Training, it does not lead to specific task qualification. The problems encountered when determining the student population and curriculum are a direct result of this major difference. Major problems encountered are determining who should attend the training, what amount of training is necessary and sufficient, and how to obtain the best feedback in order to effect substantive program improvements. These topics will be explored and possible solutions discussed

Reduction of doses in the environment of IPEN-CNEN/SP

International Nuclear Information System (INIS)

Rodrigues, D.L.; Sanches, M.P.; Sordi, G.M.A.A.

1997-01-01

According Brazilian legislation, individual dose levels at IPEN-CNEN/SP entitle staff to receive 10% of their base salary as additional health allowance, 20 holidays per semester, and special retirement after 25 years of work. The present work presents estimates of cost due to health allowances and recommends reduction of individual dose levels for staff including non-radiological personnel

The Staff Association and its history

CERN Multimedia

Staff Association

2015-01-01

The Staff Association will celebrate its 60th birthday in the spring of 2015. We are collecting all information about the sixty years of the Staff Association. In particular, we are looking at publications of the Staff Association, which started with the “Staff Association Journal”, in 1955, which later became “Le Proton déchainé”, then, more simply, “Proton” in 1982 (the figure on the left shows the different mutations of our magazine). In our collection we are missing a few issues, in particular № 1 (dated mid-1955).     Dear reader, if have any old issues of this magazine, or of Graviton (figure on the right), another magazine edited by the Staff Association, or any other material or information that might help us document the history of the Staff Association, we would very much like to have a copy of the material or your contribution (written or oral). Please contact the Staff Association Sec...

Burnout: need help?

Science.gov (United States)

Gulalp, Betul; Karcioglu, Ozgur; Sari, Azade; Koseoglu, Zikret

2008-12-05

Burnout syndrome is a psychological situation induced with working, especially in high-risk parts of the hospitals that affects the physical and mental conditions of the staff. The aim is to identify the characteristics of the staff related to Burnout Syndrome in the Emergency Department (ED). The study includes the Maslach Burnout Inventory and other new individual research questions. The responders were the volunteers and comprised physicians, nurses, nurses' aides from EDs of all urban state hospitals of Adana (43.3%). Burnout scores were analyzed with regard to individual characteristics; supplementary work, marital status, the number of children, occupation, salary, career satisfaction, satisfaction in private life. Mann-Whitney U test and Kruskall-Wallis test were performed using SPSS 15.00. There were no relation between Burnout scores and supplementary work, marital status, number of children, occupation, salary, private life satisfaction, except for career satisfaction. Presence and severity of Burnout syndrome were linked to career satisfaction without personal features and salaries. All branches of healthcare occupations in ED seem to have been affected by Burnout Syndrome similarly.

2010: a decisive year

CERN Multimedia

Association du personnel

2010-01-01

Salaries, Health Insurance, Pensions The year 2010 will see the LHC reach an energy likely to open a new window on the microscopic world. Furthermore, in 2010, the Organization, in its role as a State, will have to consolidate the social security system of its present, past, and future employees. This means our Pension Fund, which is showing a deficit of two thousand million Swiss francs, and our Health Insurance Scheme, which is also in deficit. The next five-yearly review of our salaries will also end in 2010. During this time of good wishes, let us hope that the level of our salaries and of our health insurance remain attractive in order to attract, retain and motivate the staff of the highest competence needed by CERN to carry out its current and future projects. Adhere to the principles as well On Thursday 17 December, the Staff Association called on you to participate in a gathering in the main building and to sign a petition (see photos). More than 800 of you attended that day, for which we thank...

Nursing staff-led behavioural group intervention in psychiatric in-patient care: Patient and staff experiences.

Science.gov (United States)

Salberg, Johanna; Folke, Fredrik; Ekselius, Lisa; Öster, Caisa

2018-02-15

A promising intervention in mental health in-patient care is behavioural activation (BA). Interventions based on BA can be used by mental health nurses and other staff members. The aim of this study was to evaluate patients' and staff members' experiences of a nursing staff-led behavioural group intervention in mental health in-patient care. The intervention was implemented at three adult acute general mental health in-patient wards in a public hospital setting in Sweden. A self-administrated questionnaire, completed by 84 patients and 34 nurses and nurse assistants, was administered, and nonparametric data analysed using descriptive statistics. Our findings revealed that both patients and nursing staff ranked nursing care and care environment as important aspects in the recovery process. Patients and staff members reported overall positive experiences of the group sessions. Patients with higher frequencies of attendance and patients satisfied with overall care had a more positive attitude towards the intervention. A more positive experience of being a group leader was reported by staff members who had been leading groups more than ten times. The most common impeding factor during implementation, reported by staff members, was a negative attitude to change. Conducive factors were having support from a psychologist and the perception that patients were showing interest. These positive experiences reported by patients and nursing staff, combined with previous research in this field, are taking us one step further in evaluating group sessions based on BA as a meaningful nursing intervention in mental health in-patient care. © 2018 Australian College of Mental Health Nurses Inc.

Measuring hospital medical staff organizational structure.

Science.gov (United States)

Shortell, S M; Getzen, T E

1979-01-01

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

Do Predictors of Career Success Differ between Swedish Women and Men? Data from the Swedish Longitudinal Occupational Survey of Health (SLOSH).

Science.gov (United States)

Nyberg, Anna; Magnusson Hanson, Linda L; Leineweber, Constanze; Johansson, Gunn

2015-01-01

The aim of this prospective study was to explore predictors of objective career success among Swedish women and men, focussing on gender differences. Data were drawn from the 2008 and 2010 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH) with a total of 3670 female and 2773 male participants. Odds ratios and 95% confidence intervals for job promotion and an above-average salary increase between 2008 and 2010 were obtained through binary logistic regression analyses. Individual and organisational factors measured in 2008 were used as predictors in analyses stratified by sex. Mutual adjustment was performed for these variables, as well as for labour market sector and staff category at baseline. In both sexes, younger age predicted both job promotion and an above-average salary increase. Job promotion was also in both sexes predicted by being part of decision-making processes, having conflicts with superiors, and being eager to advance. Furthermore, promotion was predicted by, among men, being educated to post-graduate level and having an open coping strategy and, among women, working >60 hours/week. An above-average salary increase was predicted in both sexes by having a university education. Postgraduate education, having children living at home, and being very motivated to advance predicted an above-average salary increase among women, as did working 51-60 hours/week and being part of decision-making processes in men. Gender differences were seen in several predictors. In conclusion, the results support previous findings of gender differences in predictors of career success. A high level of education, motivation to advance, and procedural justice appear to be more important predictors of career success among women, while open coping was a more important predictor among men.

Do Predictors of Career Success Differ between Swedish Women and Men? Data from the Swedish Longitudinal Occupational Survey of Health (SLOSH.

Directory of Open Access Journals (Sweden)

Anna Nyberg

Full Text Available The aim of this prospective study was to explore predictors of objective career success among Swedish women and men, focussing on gender differences. Data were drawn from the 2008 and 2010 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH with a total of 3670 female and 2773 male participants. Odds ratios and 95% confidence intervals for job promotion and an above-average salary increase between 2008 and 2010 were obtained through binary logistic regression analyses. Individual and organisational factors measured in 2008 were used as predictors in analyses stratified by sex. Mutual adjustment was performed for these variables, as well as for labour market sector and staff category at baseline. In both sexes, younger age predicted both job promotion and an above-average salary increase. Job promotion was also in both sexes predicted by being part of decision-making processes, having conflicts with superiors, and being eager to advance. Furthermore, promotion was predicted by, among men, being educated to post-graduate level and having an open coping strategy and, among women, working >60 hours/week. An above-average salary increase was predicted in both sexes by having a university education. Postgraduate education, having children living at home, and being very motivated to advance predicted an above-average salary increase among women, as did working 51-60 hours/week and being part of decision-making processes in men. Gender differences were seen in several predictors. In conclusion, the results support previous findings of gender differences in predictors of career success. A high level of education, motivation to advance, and procedural justice appear to be more important predictors of career success among women, while open coping was a more important predictor among men.

Cost Effectiveness of Childhood Cochlear Implantation and Deaf Education in Nicaragua: A Disability Adjusted Life Year Model.

Science.gov (United States)

Saunders, James E; Barrs, David M; Gong, Wenfeng; Wilson, Blake S; Mojica, Karen; Tucci, Debara L

2015-09-01

Cochlear implantation (CI) is a common intervention for severe-to-profound hearing loss in high-income countries, but is not commonly available to children in low resource environments. Owing in part to the device costs, CI has been assumed to be less economical than deaf education for low resource countries. The purpose of this study is to compare the cost effectiveness of the two interventions for children with severe-to-profound sensorineural hearing loss (SNHL) in a model using disability adjusted life years (DALYs). Cost estimates were derived from published data, expert opinion, and known costs of services in Nicaragua. Individual costs and lifetime DALY estimates with a 3% discounting rate were applied to both two interventions. Sensitivity analysis was implemented to evaluate the effect on the discounted cost of five key components: implant cost, audiology salary, speech therapy salary, number of children implanted per year, and device failure probability. The costs per DALY averted are $5,898 and $5,529 for CI and deaf education, respectively. Using standards set by the WHO, both interventions are cost effective. Sensitivity analysis shows that when all costs set to maximum estimates, CI is still cost effective. Using a conservative DALY analysis, both CI and deaf education are cost-effective treatment alternatives for severe-to-profound SNHL. CI intervention costs are not only influenced by the initial surgery and device costs but also by rehabilitation costs and the lifetime maintenance, device replacement, and battery costs. The major CI cost differences in this low resource setting were increased initial training and infrastructure costs, but lower medical personnel and surgery costs.

Research Staff | Bioenergy | NREL

Science.gov (United States)

Research Staff Research Staff Photo of Adam Bratis, Ph.D. Adam Bratis Associate Lab Director-Bio research to accomplish the objectives of the Department of Energy's Bioenergy Technologies Office, and to serve as a spokesperson for the bioenergy research effort at NREL, both internally and externally. This

Staff rules and regulations

CERN Multimedia

HR Department

2007-01-01

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

Staff rules and regulations

CERN Multimedia

HR Department

2007-01-01

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

"The Whole Is Greater Than the Sum of the Parts": Prison Staff Perceptions of Domestic Violence Rehabilitation Programs.

Science.gov (United States)

Shoham, Efrat; Zelig, Anat; Hasisi, Badi; Weisburd, David; Haviv, Noam

2017-11-01

This qualitative study is part of a mixed methods research project that examined the effectiveness of the primary rehabilitation program for domestic violence offenders in the Israeli Prison Services-the "House of Hope." The quantitative part of the study showed that the "House of Hope" program was effective in reducing recidivism among participating inmates. The purpose of this qualitative study was to describe the rehabilitation program according to the perspectives of the program staff. For this purpose, semistructured interviews were conducted with the department staff during the study as well as with past directors. The qualitative findings suggested that the success of the program probably stemmed from a synergistic combination of several components, for example, identifying the characteristics of domestic violence offenders and adjusting treatment programs to their needs, along with exposure to psychological treatment in varied therapies (cognitive behavioral therapy, psychoeducational, and psychodynamic) and formats (group therapy and individual therapy) during a 1-year stay in a hierarchical therapeutic community. Other components mentioned are staff professionalism, stability, and the program's location in a therapeutic-oriented prison that is architecturally designed and built to create a less stressful environment for the inmates and the staff.