Maori in Partnership: A Peer Mentoring Model for Tertiary Indigenous Staff in New Zealand

Science.gov (United States)

Kensington-Miller, Barbara; Ratima, Matiu

2015-01-01

This article presents a professional development programme which brought an indigenous minority group of tertiary staff together. We describe a peer-mentoring model, piloted in 2009 at The University of Auckland, New Zealand with university staff in order to promote staff advancement. The participants were all Maori, the indigenous people of New…

Validation of the STAFF-5 computer model

International Nuclear Information System (INIS)

Fletcher, J.F.; Fields, S.R.

1981-04-01

STAFF-5 is a dynamic heat-transfer-fluid-flow stress model designed for computerized prediction of the temperature-stress performance of spent LWR fuel assemblies under storage/disposal conditions. Validation of the temperature calculating abilities of this model was performed by comparing temperature calculations under specified conditions to experimental data from the Engine Maintenance and Dissassembly (EMAD) Fuel Temperature Test Facility and to calculations performed by Battelle Pacific Northwest Laboratory (PNL) using the HYDRA-1 model. The comparisons confirmed the ability of STAFF-5 to calculate representative fuel temperatures over a considerable range of conditions, as a first step in the evaluation and prediction of fuel temperature-stress performance

On-line professional staff development: An evaluation study

NARCIS (Netherlands)

de Vries, Linda; Naidu, Som; Jegede, Olugbemiro; Collis, Betty

1995-01-01

This paper reports the design, implementation, and evaluation of a teleseminar on instructional design (ID) and computer-mediated communication (CMC) for the purposes of staff development at The University of Southern Queensland, Toowoomba, Australia. Participation was open to any staff with an

How nursing home residents develop relationships with peers and staff: a grounded theory study.

Science.gov (United States)

Roberts, Tonya; Bowers, Barbara

2015-01-01

Social support and social relationships have been repeatedly identified as essential to nursing home resident quality of life. However, little is known about ways residents develop relationships with peers or staff. This study was conducted to explore the ways resident develop relationships with peers and staff in nursing homes. Fifteen cognitively intact nursing home residents from two facilities were interviewed for this grounded theory study. Sampling, interviewing, and analysis occurred in a cyclical process with results at each stage of the study informing decisions about data collection and analysis in the next. Unstructured interviews and field observations were conducted. Data were analyzed with open, axial, and selective coding. Residents developed relationships with peers and staff largely as an unintended consequence of trying to have a life in the nursing home. Having a life was a two-step process. First, life motivations (Being Self and Creating a Positive Atmosphere) influenced resident preferences for daily activities and interaction goals and subsequently their strategies for achieving and establishing both. Second, the strategies residents used for achieving their required daily activities (Passing Time and Getting Needs Met) and interaction goals then influenced the nature of interaction and the subsequent peer or staff response to these interactions. Residents defined relationships as friendly or unfriendly depending on whether peers or staff responded positively or negatively. There was considerable overlap in the ways peer and staff relationships developed and the results highlight the role of peer and staff responsiveness in relationship development. The results provide possible explanations for the success of interventions in the literature designed to improve staff responsiveness to residents. The results suggest that adapting these kinds of interventions for use with peers may also be successful. The conceptual model also presents a number

Development of Brigade Staff Tasks for the COBRAS II Brigade Staff Exercise

National Research Council Canada - National Science Library

Deter, Daniel

1998-01-01

... and development of simulation-based training for the conventional mounted brigade staff. The work was performed under a project called Combined Arms Operations at Brigade Level, Realistically Achieved Through Simulation (COBRAS).

Staff Development Strategies for School Library and Media Centres ...

African Journals Online (AJOL)

Staff Development is a sine-qua non to the provision of efficient library services at any level. The study sets to investigate staff development strategies in school libraries and Information centres in Owerri, Imo State Nigeria. Selfdesigned questionnaires were used in eliciting data for the study. Ten schools were used with 10 ...

A qualitative evaluation of the Scottish Staff and Associate Specialist Development Programme.

Science.gov (United States)

Cleland, Jennifer; Burr, Jacqueline; Johnston, Peter

2016-05-01

The continued professional development of staff and associate specialist doctors in the UK was ill served prior to the introduction of the new staff and associate specialist doctor's contract in 2008. The aim of this study was to independently evaluate NHS Education for Scotland's approach to improving professional development for staff and associate specialist doctors, the staff and associate specialist Professional Development Fund. Semi-structured telephone interviews with key stakeholders, framed by a realistic approach to evaluate what works, for whom and in how and under what circumstances. An inductive and data-driven thematic analysis was carried out and then the realist framework was applied to the data. We interviewed 22 key stakeholders: staff and associate specialist doctors, staff and associate specialist educational advisors, programme architects and clinical directors, between end February and May 2014. The resultant data indicated five broad themes: organisational barriers to continued professional development for staff and associate specialist doctors, the purpose of funding, gains from funding, the need for better communication about the staff and associate specialist Programme Development Fund, and the interplay between individual and systems factors. The staff and associate specialist Programme Development Fund has changed the opportunities available to staff and associate specialist doctors in Scotland and, in that sense, has changed the context for this group - or at least those who have realised the opportunities. © The Author(s) 2016.

Lessons for Staff Developers from an Organization Development Intervention.

Science.gov (United States)

Conway, James A.

1990-01-01

A case study of an organization development intervention in a large New York State school district describes to staff developers the complex process of discovering and responding to organizational needs. The discussion focuses on understanding the problem; frameworks for diagnosis and intervention; and implementing the intervention strategy.…

Fostering Professional Nursing Careers in Hospitals: The Role of Staff Development, Part 2.

Science.gov (United States)

Sovie, Margaret D.

1983-01-01

Building on the model of professional nursing careers presented in Part 1, the author discusses the aspects of professional maturation and professional mastery, focusing on the vital role of staff development for career advancement. (SK)

Developing a Mechanism for Assessment of the Mobile Operator Staff

Directory of Open Access Journals (Sweden)

Zhukovska Liudmyla E.

2017-04-01

Full Text Available The article is aimed at determining and substantiating practical recommendations on improving the assessment of staff of mobile operators based on an analysis of the existing theoretical and methodological foundations of formation and implementation of an effective mechanism for staff assessment and the suitability of their application in the competitive conditions. General tendencies in the development of mobile operators have been determined, existing approaches to assessing their staff have been explored. The article substantiates the need for cooperation and exchange of experts among mobile operators on staff assessment issues, using the assessment center technology and the use of an integrated staff assessment based on the points system, which will provide an objective assessment of each employee and will also contribute to the development of staff assessment technology for all telecommunications companies. The organizational and economic foundations for the implementation of these activities and the determination of level of their performance for mobile operators will be purpose of further researches.

Electronic Reserve--A Staff Development Opportunity.

Science.gov (United States)

Smith, Robyn

1997-01-01

The Queensland University of Technology (QUT) Library's experience in developing an electronic reserve service is offered as a case study. Discussion includes the limited access service, technical components, academic community support, lending staff training, usage, copyright, and future scenarios and solutions. (AEF)

Understanding and Managing Staff Development in an Urban School System. Final Report.

Science.gov (United States)

Schlechty, Phillip; And Others

A study is reported that examined the way staff development functions in schools, the effects of staff development, and the interaction between staff development and other activities and conditions in school systems. The study took place in a large urban school district (in the Southeast) that is heavily committed to and involved in staff…

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

Science.gov (United States)

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

2015-01-01

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

Cultivating Leadership Development for Support Staff.

Science.gov (United States)

Russell, Sharon

1997-01-01

Describes an urban school district's focus on leadership development for support staff. The project identified and trained 500 front-line supervisors representing office managers, food service managers, head custodians, and district maintenance supervisors. This paper explains program design, objectives, participants, management support, content,…

Factors associated with staff development processes and the creation of innovative science courses in higher education

Science.gov (United States)

Hodges, Jeanelle Bland

1999-11-01

The purpose of the study was to determine factors associated with staff development processes and the creation of innovative science courses by higher education faculty who have participated in a model staff development project. The staff development program was designed for college faculty interested in creating interdisciplinary, constructivist-based science, mathematics, or engineering courses designed for non-majors. The program includes workshops on incorporating constructivist pedagogy, alternative assessment, and technology into interdisciplinary courses. Staff development interventions used in the program include grant opportunities, distribution of resource materials, and peer mentoring. University teams attending the workshops are comprised of faculty from the sciences, mathematics, or engineering, as well as education, and administration. A purposeful and convenient sample of three university teams were subjects for this qualitative study. Each team had attended a NASA Opportunities for Visionary Academics (NOVA) workshop, received funding for course development, and offered innovative courses. Five questions were addressed in this study: (a) What methods were used by faculty teams in planning the courses? (b) What changes occurred in existing science courses? (c) What factors affected the team collaboration process? (d) What personal characteristics of faculty members were important in successful course development? and (e) What barriers existed for faculty in the course development process? Data was collected at each site through individual faculty interviews (N = 11), student focus group interviews (N = 15), and classroom observations. Secondary data included original funding proposals. The NOVA staff development model incorporated effective K--12 interventions with higher education interventions. Analysis of data revealed that there were four factors of staff development processes that were most beneficial. First, the team collaborative processes

Staff development strategies for school library media centres: a case ...

African Journals Online (AJOL)

Staff development is a sine-qua non to the provision of efficient library services at any level. The study sets to investigate staff development strategies in school libraries and Information centres in Owerri, Imo State Nigeria. Self-designed questionnaires were used in eliciting data for the study. Ten schools were used with 10 ...

Leading Staff Development for School Improvement

Science.gov (United States)

Bubb, Sara; Earley, Peter

2009-01-01

As part of a CfBT Education Trust funded study, we investigated the practical steps school leaders can take to ensure that self-evaluation of school performance led, through the effective staff development, to genuine school improvement. On the journey from self-evaluation to school improvement our research identified what schools did that worked,…

Development and Evaluation of a Train-the-Trainer Workshop for Hong Kong Community Social Service Agency Staff.

Science.gov (United States)

Zhou, Qianling; Stewart, Sunita M; Wan, Alice; Leung, Charles Sai-Cheong; Lai, Agnes Y; Lam, Tai Hing; Chan, Sophia Siu-Chee

2017-01-01

Capacity building approaches are useful in large-scale community-based health promotion interventions. However, models to guide and evaluate capacity building among social service agency staff in community settings are rare in the literature. This paper describes the development and evaluation of a 1-day (7 h) train-the-trainer (TTT) workshop for the "Enhancing Family Well-Being Project". The workshop aimed at equipping staff from different community agencies with the knowledge and skills to design, implement, and evaluate positive psychology-based interventions for their clients in Sham Shui Po, an over-crowded and low-income district in Hong Kong. The current TTT extended and improved on our previous successful model by adding research and evaluation methods (including the Logic Model, process evaluation, and randomized controlled trial), which are important to plan and evaluate the community interventions. Evaluation of the TTT was guided by the Integrated Model of Training Evaluation and Effectiveness (IMTEE), with quantitative and qualitative methods. Quantitative data were collected from pretraining (T1), post-training (T2), and 6-month (T3) and 12-month (T4) follow-up surveys. Qualitative data were collected from four focus groups of agency staff after the intervention. Ninety-three staff from 30 community agencies attended the training, and 90 completed the baseline survey. Eighty-eight, 63, and 57 staff performed the evaluations at T2, T3, and T4, respectively. Agency staff were satisfied with the TTT. Immediate enhancement of knowledge, self-efficacy, and positive attitudes toward the training content was found at T2 (Cohen's d ranged from 0.24 to 1.22, all p  agency staff, and delivered to 1,586 participants. The agency staff indicated their intention to utilize the skills they had learned for other interventions (score ≥4 out of 6) and to share these skills with their colleagues. Qualitative feedbacks from 23 agency staff supported the

Clinical staff nurse leadership: Identifying gaps in competency development.

Science.gov (United States)

Franks-Meeks, Sherron

2018-01-01

To date, there has been no development of a complete, applicable inventory of clinical staff nurse (CSN) leadership role competencies through a valid and reliable methodology. Further, the CSN has not been invited to engage in the identification, definition, or development of their own leadership competencies. Compare existing leadership competencies to identify and highlight gaps in clinical staff nurse leadership role competency development and validation. Literature review. The CSN has not participated in the development of CSN leadership role competencies, nor have the currently identified CSN leadership role competencies been scientifically validated through research. Finally, CSN leadership role competencies are incomplete and do not reflect the CSN perspective. © 2017 Wiley Periodicals, Inc.

The higher school teaching staff professional development system creation on the adaptive management principles

Directory of Open Access Journals (Sweden)

Borova T.A.

2012-03-01

Full Text Available The article deals with theoretical analysis of the higher school teaching staff professional development system creation on the adaptive management principles. It is determined the background and components of the higher school teaching staff professional development adaptive management system. It is specified the mechanisms for higher school teaching staff professional development adaptive management: monitoring and coaching. It is shown their place in the higher school teaching staff professional development system on the adaptive management principles. The results of the system efficiency are singled out.

Development of a medical staff recruitment system for teaching ...

African Journals Online (AJOL)

Development of a medical staff recruitment system for teaching hospitals in Nigeria. ... Nigeria, were visited and relevant information was collated through personal ... The design and development of the system employs 3-tier web architecture.

Identification of Domains for Malaysian University Staff Happiness Index Development

Science.gov (United States)

Yassin, Sulaiman Md.

2014-01-01

Without any doubt happiness among staff in any organization is pertinent to ensure continued growth and development. However, not many studies were carried out to determine the domains that will be able to measure the level of happiness among staff in universities. Thus, the aim of this study is to elicit the domains that explain the overall…

[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

Development of a Refined Staff Group Trainer

National Research Council Canada - National Science Library

Quensel, Susan

1999-01-01

... individual staff sections in the brigade command post. The program was designed to deliver training to newly formed, inexperienced staffs conducting the staff functions that support the military decision-making process within the execution phase...

Professional development on innovation competence of teaching staff in Ugandan universities

NARCIS (Netherlands)

Kasule, G.W.

2015-01-01

Professional Development on Innovation Competence of Teaching Staff in Ugandan Universities

George Wilson Kasule

Abstract

Sufficient university teaching staff with innovation competence is key if universities want to play a significant role

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...

Video modeling to train staff to implement discrete-trial instruction.

Science.gov (United States)

Catania, Cynthia N; Almeida, Daniel; Liu-Constant, Brian; DiGennaro Reed, Florence D

2009-01-01

Three new direct-service staff participated in a program that used a video model to train target skills needed to conduct a discrete-trial session. Percentage accuracy in completing a discrete-trial teaching session was evaluated using a multiple baseline design across participants. During baseline, performances ranged from a mean of 12% to 63% accuracy. During video modeling, there was an immediate increase in accuracy to a mean of 98%, 85%, and 94% for each participant. Performance during maintenance and generalization probes remained at high levels. Results suggest that video modeling can be an effective technique to train staff to conduct discrete-trial sessions.

Systematic Management of Change Is the Key to Successful Staff Development. An Initial Study of the Bloomfield Public Schools Staff Development Project. Teacher Essentials, Styles & Strategies (TESS).

Science.gov (United States)

Celso, Nicholas; Morris, Harold

Confronted by a maturing staff, lower teacher turnover rates, declining enrollments, and more sophisticated instructional methods, the Bloomfield (New Jersey) Public School District adopted an ambitious staff development initiative in 1983. This paper describes the planning and implementation strategies used to launch Bloomfield's Teaching…

STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

Directory of Open Access Journals (Sweden)

Nataliya N. Kretova

2017-09-01

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

Strategy-Based Development of Teacher Educators' ICT Competence through a Co-operative Staff Development Project

Science.gov (United States)

Lavonen, Jari; Lattu, Matti; Juuti, Kalle; Meisalo, Veijo

2006-01-01

An ICT strategy and an implementation plan for teacher education were created in a co-operative process. Visions and expectations of staff members and students were registered by questionnaires and by making notes during sessions in which the strategy was created. Thereafter, an implementation document, where the staff development programme and…

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...

An Analysis of the Relationship between the Organizational Culture and the Performance of Staff Work Groups in Schools and the Development of an Explanatory Model

Science.gov (United States)

James, Chris; Connolly, Michael

2009-01-01

This article analyses the concept of organizational culture and the relationship between the organizational culture and the performance of staff work groups in schools. The article draws upon a study of 12 schools in Wales, UK, which despite being in disadvantaged settings have high levels of pupil attainment. A model is developed linking the…

Mentoring--a staff retention tool.

Science.gov (United States)

Kanaskie, Mary Louise

2006-01-01

Staff retention presents a common challenge for hospitals nationwide. Mentorship programs have been explored as one method of creating environments that promote staff retention. Successful achievement of nurse competencies identified in the Synergy Model for Patient Care can best be achieved in an environment that encourages and facilitates mentoring. Mentoring relationships in critical care provide the ongoing interactions, coaching, teaching, and role modeling to facilitate nurses' progression along this continuum. Mentoring relationships offer support and professional development for nurses at all levels within an organization as well as an optimistic outlook for the nursing profession.

Testing a Mediational Model of Communication Among Medical Staff and Families of Cancer Patients

Science.gov (United States)

Gionta, Dana A.; Harlow, Lisa L.; Loitman, Jane E.; Leeman, Joanne M.

2005-01-01

Three structural equation models of communication between family members and medical staff were examined to understand relations among staff accessibility, inhibitory family attitudes, getting communication needs met, perceived stress, and satisfaction with communication. Compared to full and direct models, a mediational model fit best in which…

Medical staff organization in nursing homes: scale development and validation.

Science.gov (United States)

Katz, Paul R; Karuza, Jurgis; Intrator, Orna; Zinn, Jacqueline; Mor, Vincent; Caprio, Thomas; Caprio, Anthony; Dauenhauer, Jason; Lima, Julie

2009-09-01

To construct a multidimensional self-report scale to measure nursing home (NH) medical staff organization (NHMSO) dimensions and then pilot the scale using a national survey of medical directors to provide data on its psychometric properties. Instrument development process consisting of the proceedings from the Nursing Home Physician Workforce Conference and focus groups followed by cognitive interviews, which culminated in a survey of a random sample of American Medical Directors Association (AMDA) affiliated medical directors. Analyses were conducted on surveys matched to Online Survey Certification and Reporting (OSCAR) data from freestanding nonpediatric nursing homes. A total of 202 surveys were available for analysis and comprised the final sample. Dimensions were identified that measured the extent of medical staff organization in nursing homes and included staff composition, appointment process, commitment (physiciancohesion; leadership turnover/capability), departmentalization (physician supervision, autonomy and interdisciplinary involvement), documentation, and informal dynamics. The items developed to measure each dimension were reliable (Cronbach's alpha ranged from 0.81 to 0.65).Intercorrelations among the scale dimensions provided preliminary evidence of the construct validity of the scale. This report, for the first time ever, defines and validates NH medical staff organization dimensions, a critical first step in determining the relationship between physician practice and the quality of care delivered in the NH.

38 CFR 21.382 - Training and staff development for personnel providing assistance under Chapter 31.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Training and staff....382 Training and staff development for personnel providing assistance under Chapter 31. (a) General. VA shall provide a program of ongoing professional training and development for staff of the VR&E...

Staff development and library services in academic libraries in ...

African Journals Online (AJOL)

Staff development and library services in academic libraries in Bayelsa and Delta States. ... Information Impact: Journal of Information and Knowledge Management ... Descriptive survey research design was used for this study, data was ...

Introducing a model incorporating early integration of specialist palliative care: A qualitative research study of staff's perspectives.

Science.gov (United States)

Michael, Natasha; O'Callaghan, Clare; Brooker, Joanne E; Walker, Helen; Hiscock, Richard; Phillips, David

2016-03-01

Palliative care has evolved to encompass early integration, with evaluation of patient and organisational outcomes. However, little is known of staff's experiences and adaptations when change occurs within palliative care services. To explore staff experiences of a transition from a service predominantly focused on end-of-life care to a specialist service encompassing early integration. Qualitative research incorporating interviews, focus groups and anonymous semi-structured questionnaires. Data were analysed using a comparative approach. Service activity data were also aggregated. A total of 32 medical, nursing, allied health and administrative staff serving a 22-bed palliative care unit and community palliative service, within a large health service. Patients cared for within the new model were significantly more likely to be discharged home (7.9% increase, p = 0.003) and less likely to die in the inpatient unit (10.4% decrease, p management was considered valuable, nurses particularly found additional skill expectations challenging, and perceived patients' acute care needs as detracting from emotional and end-of-life care demands. Staff views varied on whether they regarded the new model's faster-paced work-life as consistent with fundamental palliative care principles. Less certainty about care goals, needing to prioritise care tasks, reduced shared support rituals and other losses could intensify stress, leading staff to develop personalised coping strategies. Services introducing and researching innovative models of palliative care need to ensure adequate preparation, maintenance of holistic care principles in faster work-paced contexts and assist staff dealing with demands associated with caring for patients at different stages of illness trajectories. © The Author(s) 2015.

A Staff Education Consortium: One Model for Collaboration.

Science.gov (United States)

Stetler, Cheryl Beth; And Others

1983-01-01

Discusses the development, organization, activities, problems, and future of a staff education consortium of five medical center hospitals in Boston. The purposes of the consortium are mutual sharing, reduction in duplication, and cost containment of educational programing. (JOW)

Sense of competence in dementia care staff (SCIDS) scale: development, reliability, and validity.

Science.gov (United States)

Schepers, Astrid Kristine; Orrell, Martin; Shanahan, Niamh; Spector, Aimee

2012-07-01

Sense of competence in dementia care staff (SCIDS) may be associated with more positive attitudes to dementia among care staff and better outcomes for those being cared for. There is a need for a reliable and valid measure of sense of competence specific to dementia care staff. This study describes the development and evaluation of a measure to assess "sense of competence" in dementia care staff and reports on its psychometric properties. The systematic measure development process involved care staff and experts. For item selection and assessment of psychometric properties, a pilot study (N = 37) and a large-scale study (N = 211) with a test-retest reliability (N = 58) sub-study were undertaken. The final measure consists of 17 items across four subscales with acceptable to good internal consistency and moderate to substantial test-retest reliability. As predicted, the measure was positively associated with work experience, job satisfaction, and person-centered approaches to dementia care, giving a first indication for its validity. The SCIDS scale provides a useful and user-friendly means of measuring sense of competence in care staff. It has been developed using a robust process and has adequate psychometric properties. Further exploration of the construct and the scale's validity is warranted. It may be useful to assess the impact of training and perceived abilities and skills in dementia care.

SUPPORTING PRETERM INFANT ATTACHMENT AND SOCIOEMOTIONAL DEVELOPMENT IN THE NEONATAL INTENSIVE CARE UNIT: STAFF PERCEPTIONS.

Science.gov (United States)

Twohig, Aoife; Reulbach, Udo; Figuerdo, Ricardo; McCarthy, Anthony; McNicholas, Fiona; Molloy, Eleanor Joan

2016-01-01

The infant-parent relationship has been shown to be of particular significance to preterm infant socioemotional development. Supporting parents and infants in this process of developing their relationships is an integral part of neonatal intensive care; however, there is limited knowledge of NICU staff perceptions about this aspect of care. To explore NICU staff perceptions about attachment and socioemotional development of preterm infants, experience of training in this area and the emotional impact of their work. A cross-sectional questionnaire survey of staff perceptions of the emotional experiences of parents and the developing parent-infant relationship in an NICU was conducted in a Level III NICU, after pilot testing, revision, and ethical approval. Fifty-seven (68%) of NICU staff responded to the survey. Respondents identified parents' emotional experiences such as "anxiety," "shock," "loss of control," and "lack of feelings of competence as parents" as highly prevalent. Infant cues of "responding to parent's voice" and "quieting-alerting" were ranked most highly; "crying" and "physiological changes" were ranked lowest. Preterm infant medical risk, maternal emotional state, and mental health are perceived to impact most highly on the developing relationship, as compared with infant state or behavior and socioeconomic factors. Fifty-three (93%) respondents felt confident, and 50 (87.8%) felt competent discussing their emotional experiences with parents. Fifty-four (95%) responded that attending to these areas was an integral part of their role; however, staff had seldom received education in this area. Respondents also perceived that specific psychological support for parents was lacking both during and after the infant's discharge. While all staff surveyed perceived the nature of their work to be emotionally stressful, there were differences among NICU staff disciplines and with years of experience in the NICU in terms of their perceptions about education in

Developing a structured education reminiscence-based programme for staff in long-stay care facilities in Ireland.

Science.gov (United States)

Cooney, Adeline; O'Shea, Eamon; Casey, Dympna; Murphy, Kathy; Dempsey, Laura; Smyth, Siobhan; Hunter, Andrew; Murphy, Edel; Devane, Declan; Jordan, Fionnuala

2013-07-01

This paper describes the steps used in developing and piloting a structured education programme - the Structured Education Reminiscence-based Programme for Staff (SERPS). The programme aimed to prepare nurses and care assistants to use reminiscence when caring for people with dementia living in long-term care. Reminiscence involves facilitating people to talk or think about their past. Structured education programmes are used widely as interventions in randomised controlled trials. However, the process of developing a structured education programme has received little attention relative to that given to evaluating the effectiveness of such programmes. This paper makes explicit the steps followed to develop the SERPS, thereby making a contribution to the methodology of designing and implementing effective structured education programmes. The approach to designing the SERPS was informed by the Van Meijel et al. (2004) model (Journal of Advanced Nursing 48, 84): (1) problem definition, (2) accumulation of building blocks for intervention design, (3) intervention design and (4) intervention validation. Grounded theory was used (1) to generate data to shape the 'building blocks' for the SERPS and (2) to explore residents, family and staff's experience of using/receiving reminiscence. Analysis of the pilot data indicated that the programme met its objective of preparing staff to use reminiscence with residents with dementia. Staff were positive both about the SERPS and the use of reminiscence with residents with dementia. This paper outlines a systematic approach to developing and validating a structured education programme. Participation in a structured education programme is more positive for staff if they are expected to actively implement what they have learnt. Ongoing support during the delivery of the programme is important for successful implementation. The incorporation of client and professional experience in the design phase is a key strength of this approach

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...

Facing up to 'challenging behaviour': a model for training in staff-client interaction.

Science.gov (United States)

Farrell, Gerald A; Shafiei, Touran; Salmon, Peter

2010-07-01

This paper draws on theory and evidence to develop a conceptual staff training model for the management of 'challenging behaviour'. Staff working with clients who are experienced as challenging commonly report negative feelings such as anxiety, anger, guilt, fear, self-blame and powerlessness, as well as dissatisfaction with their jobs. Current training programmes in challenging behaviour offer a 'smorgasbord' of content, without a clearly defined conceptual framework. Medline and PsychInfo were searched for papers in English from 1998 to 2008, linking 'nurs*' to 'challenging behavio*' and its related terms. Additional hand-searching identified informative papers from disciplines outside nursing older than the search period. We developed an applied model for training educators in respect of challenging behaviours. The model directs educators to consider: the influence of the nurse, including their values, emotional processes and behavioural skills; features of the client; and features of the situation in which the behaviour occurs, including its culture and working practices and physical environment. The most striking implication of the model is that it explicitly recognizes the importance of domains of learning other than skill. This enables educators to find educationally appropriate responses to resource limitations that inevitably constrain training. Challenging behaviour should be considered as a product of several intertwined factors: the actors involved - nurses, clients and others - and the situation in which the behaviour occurs, including its culture and working practices and physical environment.

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

Science.gov (United States)

Coates, Dominiek D; Howe, Deborah

2015-11-01

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

Developing a Staff Physical Activity Program at Your School: Implementing the Lesser-Used Component of the CSPAP Model

Science.gov (United States)

Langley, Katherine; Kulinna, Pamela Hodges

2018-01-01

The purpose of this article is to explore staff physical activity programs in the school setting, describe a viable option for a staff walking program in an elementary school, and determine elementary school staff members' participation and perceptions in one such program. Previous research has shown that placing a focus on staff involvement and…

Arts-based palliative care training, education and staff development: A scoping review.

Science.gov (United States)

Turton, Benjamin Mark; Williams, Sion; Burton, Christopher R; Williams, Lynne

2018-02-01

The experience of art offers an emerging field in healthcare staff development, much of which is appropriate to the practice of palliative care. The workings of aesthetic learning interventions such as interactive theatre in relation to palliative and end-of-life care staff development programmes are widely uncharted. To investigate the use of aesthetic learning interventions used in palliative and end-of-life care staff development programmes. Scoping review. Published literature from 1997 to 2015, MEDLINE, CINAHL and Applied Social Sciences Index and Abstracts, key journals and citation tracking. The review included 138 studies containing 60 types of art. Studies explored palliative care scenarios from a safe distance. Learning from art as experience involved the amalgamation of action, emotion and meaning. Art forms were used to transport healthcare professionals into an aesthetic learning experience that could be reflected in the lived experience of healthcare practice. The proposed learning included the development of practical and technical skills; empathy and compassion; awareness of self; awareness of others and the wider narrative of illness; and personal development. Aesthetic learning interventions might be helpful in the delivery of palliative care staff development programmes by offering another dimension to the learning experience. As researchers continue to find solutions to understanding the efficacy of such interventions, we argue that evaluating the contextual factors, including the interplay between the experience of the programme and its impact on the healthcare professional, will help identify how the programmes work and thus how they can contribute to improvements in palliative care.

Staff Development for Rural Middle Schools through Regional Conferences.

Science.gov (United States)

Johnston, William F.

1994-01-01

Isolation, limited access to colleges and universities, and financial constraints restrict staff development opportunities for rural school systems. Recognizing these problems, the Virginia Middle School Association has adopted a regional conference structure that shifts meeting locations throughout seven major areas. The "hot topics"…

Principles for Developing Benchmark Criteria for Staff Training in Responsible Gambling.

Science.gov (United States)

Oehler, Stefan; Banzer, Raphaela; Gruenerbl, Agnes; Malischnig, Doris; Griffiths, Mark D; Haring, Christian

2017-03-01

One approach to minimizing the negative consequences of excessive gambling is staff training to reduce the rate of the development of new cases of harm or disorder within their customers. The primary goal of the present study was to assess suitable benchmark criteria for the training of gambling employees at casinos and lottery retailers. The study utilised the Delphi Method, a survey with one qualitative and two quantitative phases. A total of 21 invited international experts in the responsible gambling field participated in all three phases. A total of 75 performance indicators were outlined and assigned to six categories: (1) criteria of content, (2) modelling, (3) qualification of trainer, (4) framework conditions, (5) sustainability and (6) statistical indicators. Nine of the 75 indicators were rated as very important by 90 % or more of the experts. Unanimous support for importance was given to indicators such as (1) comprehensibility and (2) concrete action-guidance for handling with problem gamblers, Additionally, the study examined the implementation of benchmarking, when it should be conducted, and who should be responsible. Results indicated that benchmarking should be conducted every 1-2 years regularly and that one institution should be clearly defined and primarily responsible for benchmarking. The results of the present study provide the basis for developing a benchmarking for staff training in responsible gambling.

Does Staff Development in Cognitively Guided Instructional Theory Change Middle School Teachers' Mental Models about Teaching and Learning?

Science.gov (United States)

Schmitz, Judith R.

This practicum was designed to increase middle-level teaching teams' understanding of cognitively guided instructional strategies or brain-based learning theories and to promote the incorporation of these strategies into the teaching of cross-curriculum thematic units. Twelve staff development modules based on a new perspective of learning which…

Perceptions Regarding Importance and Skill at Policy Development Among Public Health Staff.

Science.gov (United States)

Castrucci, Brian C; Leider, Jonathon P; Sellers, Katie

2015-01-01

Policy development is recognized as a core function of public health and a core competency in formal public health education. However, relatively little is known nationally about worker perceptions and competencies related to policy development in the governmental public health workforce. To characterize perceived importance and presence or absence of competency gaps related to policy development. As part of the Public Health Workforce Interests and Needs Survey (PH WINS), a nationally representative stratified sample of permanently employed state health agency (SHA) central office staff was created. Descriptive and inferential analyses examined correlates of perceived importance and competency gaps related to policy development. Permanently employed central office employees of SHAs. Analyses focus on 2 self-reported measures of perceived importance and ability related to policy development skills, as well as awareness and perceptions regarding Health in All Policies (HiAP). Seventy-two percent of SHA central office staff (95% confidence interval, 71-73) indicated "influencing policy development" was somewhat or very important to their day-to-day work. Among that group, 35% (95% confidence interval, 34-36) reported that they were unable to perform this or they considered themselves to be a beginner at this skill. Approximately three-fourths of staff indicated "understanding the relationship between a new policy and many types of public health problems" was somewhat or very important, and 30% of those who did said they were unable to perform this skill or were a beginner at it. Nationally, one-half of staff have not heard of HiAP. Among those who have, 86% indicated it was somewhat or very important to public health, and 41% reported they would like to see more emphasis on HiAP. Workforce development, both formal education and on-the-job training, may benefit from placing a greater emphasis on the development of policy skills. HiAP is an important approach to policy

staff development of Library Assistants in the Kwame Nkrumah

African Journals Online (AJOL)

User

of staff development of Library Assistants in the Kwame Nkrumah University of Science and. Technology. ... Only 29% of them had enjoyed study leave with pay, while over ... opportunity to participate in seminars, workshops, Library Association Meetings and Confer- ences. ... ing his career and the forthcoming requirements.

Funding Staff Development for School Improvement and Student Achievement.

Science.gov (United States)

Applewhite, Ann Simpson

1999-01-01

When Thornton (Colorado) High School organized for site-based management, the structuring committee understood the importance of providing a professional-development fund for staff members. The school decided to restructure with one central umbrella committee for site-based governance and several subcommittees reporting to the main committee. (MLH)

Exploring Parental and Staff Perceptions of the Family-Integrated Care Model: A Qualitative Focus Group Study.

Science.gov (United States)

Broom, Margaret; Parsons, Georgia; Carlisle, Hazel; Kecskes, Zsuzsoka; Thibeau, Shelley

2017-12-01

Family-integrated care (FICare) is an innovative model of care developed at Mount Sinai Hospital, Canada, to better integrate parents into the team caring for their infant in the neonatal intensive care unit (NICU). The effects of FICare on neonatal outcomes and parental anxiety were assessed in an international multicenter randomized trial. As an Australian regional level 3 NICU that was randomized to the intervention group, we aimed to explore parent and staff perceptions of the FICare program in our dual occupancy NICU. This qualitative study took place in a level 3 NICU with 5 parent participants and 8 staff participants, using a post implementation review design. Parents and staff perceptions of FICare were explored through focus group methodology. Thematic content analysis was done on focus group transcripts. Parents and staff perceived the FICare program to have had a positive impact on parental confidence and role attainment and thought that FICare improved parent-to-parent and parent-to-staff communication. Staff reported that nurses working with families in the program performed less hands-on care and spent more time educating and supporting parents. FICare may change current NICU practice through integrating and accepting parents as active members of the infant's care team. In addition, nurse's roles may transition from bedside carer to care coordinator, educating and supporting parents during their journey through the NICU. Further research is needed to assess the long-term impact of FICare on neonates, parents, and staff.

[The model program of psycho-social treatment and staff training].

Science.gov (United States)

Ikebuchi, Emi

2012-01-01

The model program of psycho-social treatment and staff training were reported in this issue. The mission of model program is supporting recovery of persons with mental illness and their family as well as empowering their hope and sense of values. The personal support specialists belonging to multi-disciplinary team have responsibility to support life-long process of recovery across hospitalization, out-patients clinic, day treatment, and outreach service. The shared value of multi-disciplinary team (the community life supporting team) is recovery so that the team renders self directive life, various alternatives of their lives, and peer group with models of recovery to persons with mental illness. There should be several technologies which are used in the team such as engagement, psycho-education, cognitive-behavior therapy, care-management, cooperating with other resources. The responsibility, assessment and evaluation techniques, guarantee of opportunities for training, and auditing system of the team and process of treatment are important factors to educate team staff. Raising effective multi-disciplinary team requires existence of a mentor or good model near the team.

School Library Development and Use by Staff and Students of ...

African Journals Online (AJOL)

This study investigated school library development and use by staff and students of secondary schools in the Federal capital territory, Abuja. The overall objective of the study is to examine the state of secondary school library development and its usage, find out if these libraries have achieved the expected level of ...

Staff development and employee welfare practices and their effect ...

African Journals Online (AJOL)

Every organization primarily needs committed and dedicated staff that will help the ... are being offered to increase staff competence, efficiencies and performance. ... staff welfare practices and how these affect productivity and performance.

Automatic pattern identification of rock moisture based on the Staff-RF model

Science.gov (United States)

Zheng, Wei; Tao, Kai; Jiang, Wei

2018-04-01

Studies on the moisture and damage state of rocks generally focus on the qualitative description and mechanical information of rocks. This method is not applicable to the real-time safety monitoring of rock mass. In this study, a musical staff computing model is used to quantify the acoustic emission signals of rocks with different moisture patterns. Then, the random forest (RF) method is adopted to form the staff-RF model for the real-time pattern identification of rock moisture. The entire process requires only the computing information of the AE signal and does not require the mechanical conditions of rocks.

Staff Development and Instructional Improvement: Response to Robbins and Wolfe.

Science.gov (United States)

Anderson, Lorin W.

1987-01-01

Critiques the Napa/Vacaville project for being exceptionally well designed yet being ineffective. The key to effective staff development is to find ways of increasing teachers' ability to accept innovations and incorporate them into their teaching repertoires. (MD)

Professional development of teaching staff for the international higher education environment

NARCIS (Netherlands)

van der Werf, Els; van der Poel, Marcel H.

The professional development of teaching staff in relation to the internationalisation of higher education institutions has not received the attention that it deserves from managers in higher education. This requires an HRM policy that explicitly addresses the issue of competence development of

Web-based training related to NRC staff review of dose modeling aspects of license termination and decommissioning plans

International Nuclear Information System (INIS)

LePoire, D.; Arnish, J.; Cheng, J.J.; Kamboj, S.; Richmond, P.; Chen, S.Y.; Barr, C.; McKenney, C.

2007-01-01

NRC licensees at decommissioning nuclear facilities submit License Termination Plans (LTP) or Decommissioning Plans (DP) to NRC for review and approval. To facilitate a uniform and consistent review of these plans, the NRC developed training for its staff. A live classroom course was first developed in 2005, which targeted specific aspects of the LTP and DP review process related to dose-based compliance demonstrations or modeling. A web-based training (WBT) course is being developed in 2006 to replace the classroom-based course. The advantage of the WBT is that it will allow for staff training or refreshers at any time, while the advantage of a classroom-based course is that it provides a forum for lively discussion and the sharing of experience of classroom participants. The training course consists of the core and advanced modules tailored to specific NRC job functions. Topics for individual modules include identifying the characteristics of simple and complex sites, identifying when outside expertise or consultation is needed, demonstrating how to conduct acceptance and technical reviews of dose modeling, and providing details regarding the level of justification needed for realistic scenarios for both dose modeling and derivation of DCGLs. Various methods of applying probabilistic uncertainty analysis to demonstrate compliance with dose-based requirements are presented. These approaches include: (1) modeling the pathways of radiological exposure and estimating doses to receptors from a combination of contaminated media and radionuclides, and (2) using probabilistic analysis to determine an appropriate set of input parameters to develop derived concentration guideline limits or DCGLs (DCGLs are media- and nuclide-specific concentration limits that will meet dose-based, license termination rule criteria found in 10 CFR Part 20, Subpart E). Calculation of operational (field) DCGL's from media- and nuclide-specific DCGLs and use of operational DCGLs in conducting

Staff Scheduling within the Retail Business in Denmark

DEFF Research Database (Denmark)

Leedgaard, Jesper; Mortensen, Kim H.; Larsen, Allan

2002-01-01

Staff Scheduling within the retail business deals with the assignment of employees such as shop assistants to work tasks so that the right number of employees are available at any given times and the total staff costs are minimized. In this paper the retail staff scheduling problem is formulated...... as a Mixed Integer Problem. The retail staff scheduling problem is solved using the metaheuristic {\\$\\backslash\\$it Simulated Annealing}. The heuristic is implemented by modifying the original MIP model. Some of the constraints defined in the MIP are relaxed, entered into the objective function and weighted...... according to their relative importance. The problem is then formulated as minimizing the overall constraint violation. A thorough parameter test has been applied to the developed heuristics. The developed system has successfully been implemented in a number of shops and stores in Denmark....

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).

Understanding the interface between clinical and laboratory staff

Directory of Open Access Journals (Sweden)

Ankie van den Broek

2014-07-01

Objectives: To propose a new conceptual model to gain insight and analyse factors that influence the laboratory–clinical staff interface. Methods: To develop the conceptual model, a literature study was performed, regulatory guidelines and standards for laboratories were analysed and discussions were held with experts on the topic. Result: A conceptual model and analytical framework provided good guidance in understanding and assessing the organisational and personal factors shaping the interface. The model was based on three elements: (1 the three phases of communication (pre-analytical, analytical and post-analytical; (2 the organisational and personal factors of interaction; and (3 the socio-political, economic and cultural context in which clinicians and laboratory staff operate. Conclusion: Assessment of the interface between clinicians and laboratory workers can be performed in a systematic way. Applying this model will provide information to managers of health institutions and heads of laboratories and clinical departments about what happens when clinicians and laboratory staff interact, thus aiding them in designing strategies to improve this interface.

Implementing differentiated practice: personal values and work satisfaction among hospital staff nurses.

Science.gov (United States)

Prothero, M M; Marshall, E S; Fosbinder, D M

1999-01-01

This project was part of a collaborative model for nursing staff development and student education. Personal values and work satisfaction of 49 staff nurses working on three hospital units were compared. One of the units employed differentiated practice. Results revealed high similarity in personal values among all nurses. Work satisfaction was significantly higher among nurses working on the unit employing differentiated practice. The importance of assessing personal values of nurses emerged as an important aspect of staff development, and differentiated practice appeared to be related to staff nurse satisfaction.

Nuclear Regulatory Commission staff development of the license application review plan for a high-level radioactive waste repository

International Nuclear Information System (INIS)

Johnson, R.L.; Holonich, J.J.; Lee, M.P.; Delligatti, M.S.

1993-01-01

The Nuclear Regulatory Commission staff has recently started a new initiative to develop the License Application Review Plan (LARP) which the staff will use in its reviews of the U.S. Department of Energy's (DOE's) license application (LA) for a geologic repository for the disposal of high-level radioactive waste (HLW). This paper describes the staff's approach for developing the LARP, the development schedule and current status, the organization and content of the LARP, and the staff's LA review strategy. Therefore, it gives a preview of the draft LARP which will be made available in late 1993. It also describes how the LARP will be used as guidance to the staff in conducting reviews of regulatory and technical issues important to the licensing of a geologic repository. Finally, the benefits to the NRC staff, DOE, and other parties are discussed

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...

Evaluating the Staff at Enterprise: Several Theoretical and Methodological Aspects

Directory of Open Access Journals (Sweden)

Girman Alla P.

2017-03-01

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

University staff adoption of iPads: An empirical study using an extended TAM model

Directory of Open Access Journals (Sweden)

Michael Steven Lane

2014-11-01

Full Text Available This research examined key factors influencing adoption of iPads by university staff. An online survey collected quantitative data to test hypothesised relationships in an extended TAM model. The findings show that university staff consider iPads easy to use and useful, with a high level of compatibility with their work. Social status had no influence on their attitude to using an iPad. However older university staff and university staff with no previous experience in using a similar technology such as an iPhone or smartphone found iPads less easy to use. Furthermore, a lack of formal end user ICT support impacted negatively on the use of iPads.

Enhancing Human Capital Development and Service Delivery in Nigerian Tertiary Institutions through Effective Academic Staff

Directory of Open Access Journals (Sweden)

Chinyeaka Igbokwe-Ibeto

2014-09-01

Full Text Available Within the framework of bureaucratic and human capital theories, an eclectic approach, the study examines the nexus between academic staff recruitment in Nigerian tertiary institutions and human capital development as well as service delivery with specific reference to universities. It is generally agreed that higher education is a sine-qua-non for human capital development and efficient service delivery. Higher education is a prerequisite for the production of highly competent experts, which in turn, contributes to the development of organizations and the economy at large. For these to be achieved, the right content and academic staff  must be in place to perform this varied function.  However, over the years the quality of human capital coming out of Nigerian universities and its impact on service delivery has become a source of concern to employers of labour and all stakeholders. Inferential opinions have traced the problem to the recruitment of incompetent academic staff. To investigate the issues raised, the study relied heavily on primary and secondary data and multi stage sampling was used to select the sample population. The data collected was presented in pie chart and simple percentage. Similarly, in order to test the hypotheses and establish the degree of dependence or independence of the variables under investigation, the chi-square statistical technique was used. The findings of the study revealed among others, that Nigerian universities do not employ merit, qualification and competency in the academic staff recruitment. It also established that there is a significant relationship between merit, qualification and competency based academic staff recruitment and human capital development and service delivery. To enhance human capital development and service delivery in Nigerian universities, the study recommends among others, that an independent body like the National University Commission (NUC should be given the responsibility of

Motivational control of behavior of the staff

Directory of Open Access Journals (Sweden)

Лариса Григорьевна Миляева

2015-07-01

Full Text Available The article discusses the need for transition to the non-traditional (motivational concept of management of behavior of the staff; substantiates the urgent need to develop a universal innovative approach to the classification of staff to ensure the implementation of motivational models; the original technique based on the separation of employees on the conventional categories and drafting motivation curve; introduce and analyze the results of the pilot of approbation of the author's methodological approach.

Student Leadership Development in Australian and New Zealand Secondary Girls' Schools: A Staff Perspective

Science.gov (United States)

Archard, Nicole

2012-01-01

This paper reports on a qualitative study regarding the phenomenon of student leadership development as reported by staff members in girls' schools located in Australia and New Zealand. Electronic survey was used as the method of data collection, facilitating both closed and open-ended responses. Using staff responses, the understanding and type…

Screening for depression: integrating training into the professional development programme for low vision rehabilitation staff.

Science.gov (United States)

Rees, Gwyneth; Holloway, Edith E; Craig, Graeme; Hepi, Niky; Coad, Samantha; Keeffe, Jill E; Lamoureux, Ecosse L

2012-12-01

To describe the integration of depression screening training into the professional development programme for low vision rehabilitation staff and report on staff evaluation of this training. Pre-post intervention study, in a single population of low vision rehabilitation staff. Three hundred and thirty-six staff from Australia's largest low vision rehabilitation organization, Vision Australia. Staff completed the depression screening and referral training as part of a wider professional development programme. A pre-post-training questionnaire was administered to all staff. Descriptive and non-parametric statistics were used to determine differences in self-reported knowledge, confidence, barriers to recognition and management of depression between baseline and post training. One hundred and seventy-two participants completed both questionnaires. Following training, participants reported an increased knowledge of depression, were more likely to respond to depression in their clients and reported to be more confident in managing depression (P training incorporating more active and 'hands-on' sessions are likely to be required. This training is a promising first step in integrating a depression screening tool into low vision rehabilitation practice. Further work is needed to determine the barriers and facilitators to implementation in practice and to assess clients' acceptability and outcomes. © 2012 The Authors. Clinical and Experimental Ophthalmology © 2012 Royal Australian and New Zealand College of Ophthalmologists.

Moving NSDC's Staff Development Standards into Practice: Innovation Configurations. Volume I

Science.gov (United States)

National Staff Development Council, 2003

2003-01-01

NSDC's groundbreaking work in developing standards for staff development has now been joined by an equally important book that spells out exactly how those standards would look if they were being implemented by school districts. An Innovation Configuration map is a device that identifies and describes the major components of a new practice--in…

Structural empowerment and burnout among Portuguese nursing staff: An explicative model.

Science.gov (United States)

Orgambídez-Ramos, Alejandro; Borrego-Alés, Yolanda; Vázquez-Aguado, Octavio; March-Amegual, Jaume

2017-11-01

Kanter's structural empowerment model was used to assess the influence of access to opportunities, resources, information and support on core burnout through global empowerment in a nursing sample in Portugal. The empowerment experience increases the levels of nursing professionals' satisfaction and performance preventing the emergence of burnout. However, the relationship between structural empowerment and burnout has been scarcely studied in Portugal. We conducted a cross-sectional correlational study assessing a final sample of 297 participants (62.13% response rate, 63.64% women). Model fit and mediation test were examined using structural equation modelling (path analysis). Access to opportunities and access to support had direct impact, through global empowerment, on core burnout, whereas access to resources had both direct and indirect impact on core burnout. The results validated the structural empowerment model and its application in nursing staff in Portugal. Professional training plans, the development of formal and informal support networks, and the availability of resources increase the levels of empowerment and decrease the likelihood of experiencing burnout in nursing professionals. © 2017 John Wiley & Sons Ltd.

A Multi-task Principal Agent Model for Knowledge Contribution of Enterprise Staff

Directory of Open Access Journals (Sweden)

Chengyi LE

2016-10-01

Full Text Available According to the different behavior characteristics of knowledge contribution of enterprise employees, a multi-task principal-agent relationship of knowledge contribution between enterprise and employees is established based on principal-agent theory, analyzing staff’s knowledge contribution behavior of knowledge creation and knowledge participation. Based on this, a multi-task principal agent model for knowledge contribution of enterprise staff is developed to formulate the asymmetry of information in knowledge contribution Then, a set of incentive measures are derived from the theoretic model, aiming to prompt the knowledge contribution in enterprise. The result shows that staff’s knowledge creation behavior and positive participation behavior can influence and further promote each other Enterprise should set up respective target levels of both knowledge creation contribution and knowledge participation contribution and make them irreplaceable to each other. This work contributes primarily to the development of the literature on knowledge management and principal-agent theory. In addition, the applicability of the findings will be improved by further empirical analysis.

Professional development status of teaching staff in a Ugandan public university

NARCIS (Netherlands)

Kasule, George Wilson; Wesselink, Renate; Mulder, Martin

2016-01-01

A study was conducted to determine general professional development activities perceived to be important in enhancing university teaching staff’s job performance, and the extent to which teaching staff participate in these activities in Uganda. Data were collected through semi-structured

Communicating about Death and Dying: Developing Training for Staff Working in Services for People with Intellectual Disabilities

Science.gov (United States)

Tuffrey-Wijne, Irene; Rose, Tracey; Grant, Robert; Wijne, Astrid

2017-01-01

Background: Many people with intellectual disabilities are affected by death, yet conversations about death are often avoided by staff working with them. This study aimed to assess staff training needs and to develop, trial and evaluate a training course on communicating about death and dying. Method:(i) Semi-structured interviews with 20 staff in…

Advancing the IS Curricula: The Identification of Important Communication Skills Needed by IS Staff during Systems Development

Science.gov (United States)

Miller, Ruth A.; Luse, Donna W.

2004-01-01

Although research indicates communication is important among information systems (IS) staff, users, and managers to ensure successful development projects, the ineffective communication skills of IS staff are often cited as a possible cause of failed IS projects. To develop effective systems, communication between IS users and systems developers…

An Innovative Approach to Pulic School Staff Development. A Collaborative Mode.

Science.gov (United States)

Lavin, Richard J.; Schuttenberg, Ernest M.

This paper describes the planning and implementation of a Staff Development Program for teachers and administrators in the 22 school systems served by MEC (Merrimack Education Center). This program, which provided in-service learning experiences for educational practitioners, is discussed following an introductory statement. Information concerning…

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

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Cowin, Leanne S; Moroney, Robyn

2018-01-01

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

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

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Wheeler, Amanda; Fowler, Jane; Hattingh, Laetitia

2013-01-01

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

What's So Hard about Staff Development? A Study in Face-to-Face Interaction. Occasional Paper No. 14.

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Anang, Arlene; Florio-Ruane, Susan

Staff development carried out within a conference format is multidimensional, ambiguous, potentially face-threatening, and complex. It is dependent upon the interactional work that takes place during face-to-face negotiations. The skills and knowledge of the staff developer cannot be shared with a teacher in a vacuum, but are dependent upon the…

Job Stress and Related Factors Among Iranian Male Staff Using a Path Analysis Model.

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Azad-Marzabadi, Esfandiar; Gholami Fesharaki, Mohammad

2016-06-01

In recent years, job stress has been cited as a risk factor for some diseases. Given the importance of this subject, we established a new model for classifying job stress among Iranian male staff using path analysis. This cross-sectional study was done on male staff in Tehran, Iran, 2013. The participants in the study were selected using a proportional stratum sampling method. The tools used included nine questionnaires (1- HSE questionnaire; 2- GHQ questionnaire; 3- Beck depression inventory; 4- Framingham personality type; 5- Azad-Fesharaki's physical activity questionnaire; 6- Adult attachment style questionnaire; 7- Azad socioeconomic questionnaire; 8- Job satisfaction survey; and 9- demographic questionnaire). A total of 575 individuals (all male) were recruited for the study. Their mean (±SD) age was 33.49 (±8.9) and their mean job experience was 12.79 (±8.98) years. The pathway of job stress among Iranian male staff showed an adequate model fit (RMSEA=0.021, GFI=0.99, AGFI=0.97, P=0.136). In addition, the total effect of variables like personality type (β=0.283), job satisfaction (β=0.287), and age (β=0.108) showed a positive relationship with job stress, while variables like general health (β=-0.151) and depression (β=-0.242) showed the reverse effect on job stress. According to the results of this study, we can conclude that our suggested model is suited to explaining the pathways of stress among Iranian male staff.

Mapping Staff Competencies for Information Literacy Interventions

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Sheila Corrall

2010-09-01

Full Text Available Information literacy (IL is a key strategic objective for academic libraries. Many academic librarians are involved in designing, developing and delivering IL programmes, using both classroom teaching and e-learning methods. IL has also become a priority at institutional level and some universities and colleges have formal policies and strategies to integrate and embed IL in the curriculum. IL interventions also happen informally at enquiry points and reference desks, when queries offer ‘teachable moments’ for library staff to help students develop information skills and understanding while solving their information problems. Research shows that such instruction features strongly in both face-to-face and virtual reference transactions, but few IL policies and strategies cover this frontline personalised IL support. Similarly, most discussion of staff training and development for IL education has centred on the teaching roles and pedagogical knowledge of professional librarians, with limited discussion of the competencies needed for frontline interventions by paraprofessionals or assistants. This workshop promotes an inclusive holistic model of IL education and library workforce development. It will investigate the skills and knowledge needed by frontline staff to contribute effectively to the IL mission of academic libraries. It will focus on the learning support needed by students from different educational, social, ethnic and cultural backgrounds, with particular reference to postgraduate students, as a group typifying this diversity. The facilitator will review IL interventions and library staff competencies discussed in the literature. Participants will discuss typical queries or problems presented by different categories of postgraduate students and then identify the skills, knowledge and understanding required by frontline staff to provide an appropriate service response. The skillsets identified will be compared with those of teaching

Building Multicultural Residential Communities: A Model for Training Student Staff

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Petryk, Taryn; Thompson, Monita C.; Boynton, Trelawny

2013-01-01

The growing diversity and changing demographics within the United States increases the importance of students developing skills to engage across identity difference. The purpose of this chapter is to describe how a pre-employment course for student staff members is used as a multicultural intervention training to provide students with the…

Museum Accessibility: Combining Audience Research and Staff Training

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Levent, Nina; Reich, Christine

2013-01-01

This article discusses an audience-informed professional development model that combines audience research focus groups and staff training that includes interaction and direct feedback from visitors, in this case, visitors with low vision. There are two critical components to this model: one is that museums' programming decisions are informed by…

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

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Lorna M. Campbell

2001-12-01

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

Helping Spanish SMEs Staff to Develop Their Competence in Writing Business Letters

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Foz-Gil, Carmen; Gonzalez-Pueyo, Isabel

2009-01-01

This paper reports on the development of a website tool aimed at helping Spanish small and medium enterprises (SMEs) staff to write their commercial correspondence in English. It describes the steps involved in the tool system design process, making an emphasis on the methodological criteria and rational that guided us to develop the site. In…

The impact of an intensive yearlong staff development program on science teachers' perceptions of pedagogical change

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Hueni, Joneen A. Stone

The purpose of this study was to increase the understanding of how teachers perceive their implementation of pedagogical change during and after their involvement in a yearlong staff development project in the Rice Model Lab (RML). The following questions were used to guide the inquiry: (1) How do participants of the RML describe their involvement with pedagogical change? (2) How do participants of the RML perceive their ability to handle a different pedagogical approach to classroom instruction? (3) How do participants describe their usage of different pedagogical approaches once they leave the RML and return to their own classrooms? The RML is a joint venture between Rice University and the Houston Independent School District. Annually, eight middle school science teachers spend a year's sabbatical in the RML engaged in learning about educational research and pedagogy. The teachers have opportunities to prepare and teach lessons to one class using their new knowledge and skills. Operational for seven years, the RML was chosen as the context and provided the fifteen participants. Participants chosen included previous and current RML program members with varying amounts of teaching experience. This inquiry was an ethnographic study in which the participants responded to open-ended questions about their experiences with pedagogical change. Data, collected during the 1997--1998 school year, included formal and informal interviews; portfolio and reflective journal entries; and observations of group interactions during meetings, social events, workshops, and activities at the RML. The collected data were analyzed by the qualitative procedures of unitization and constant comparative methods to reveal categories of similarity. The categories of collaboration, learner-centered instruction, grounding in classroom practice, feelings of stress, time, support, and increased content knowledge emerged from the analysis of unitized data. The emergent categories interlocked with

Maximizing competence through professional development: increasing disability knowledge among One-Stop Career Center staff.

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Hall, Allison Cohen; Timmons, Jaimie Ciulla; Boeltzig, Heike; Hamner, Doris; Fesko, Sheila

2006-01-01

The Workforce Investment Act of 1998 (USA) mandates that partners in the One-Stop Career Center system be prepared to serve a diverse customer base. Effective service delivery depends in part on a focus on human resources and professional development. This article presents innovative strategies for One-Stop Career Center staff training related to serving customers with disabilities. Findings from case study research conducted in several One-Stops across the country revealed that staff struggled with both knowledge and attitudes around disability issues. To address these concerns, local leaders developed practices that provided opportunities to gain practical skills and put acquired knowledge to use. These included a formalized curriculum focused on disability issues; informal support and consultation from a disability specialist; and exposure and learning through internships for students with disabilities. Implications are offered to stimulate thinking and creativity in local One-Stops regarding the most effective ways to facilitate staff learning and, in turn, improve services for customers with disabilities.

Staff immunisation: policy and practice in child care.

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Spokes, Paula J; Ferson, Mark J; Ressler, Kelly-Anne

2011-08-01

The aims of this study were to determine the level of knowledge among child-care centre directors regarding the National Health and Medical Research Council (NHMRC) recommendations for the immunisation of child-care workers, the extent to which this knowledge was translated into practice and any organisational barriers to the development and implementation of staff immunisation policy. A cross-sectional survey, conducted in August 2006, in which a postal questionnaire was sent to a random sample of 784 NSW child-care centres. Centre directors were asked to complete the questionnaire on immunisation knowledge, policy and practice for the centre. A multivariate logistic-regression model was used to identify factors independently associated with centres with an immunisation policy for staff and centres that offered to pay all or part of the cost of vaccination of staff. Directors from 437 centres participated in the study for a response rate of 56%. Of these, 49% were aware of the NHMRC recommendations, and 57% had a staff immunisation policy in place. In the logistic regression model, centres with a written immunisation policy for staff were more likely to be aware of the NHMRC guidelines and offer long day care services. Centres that offered to pay all or part of the cost of immunisation for staff were more likely to be aware of the NHMRC guidelines, offer other child-care services and not operate for profit. Barriers to staff immunisation were related to the implementation of policy and included cost, time and access to information. The level of awareness of specific staff immunisation recommendations was relatively low. The transition of knowledge to policy was encouraging, although implementation of policies requires further commitment. © 2011 The Authors. Journal of Paediatrics and Child Health © 2011 Paediatrics and Child Health Division (Royal Australasian College of Physicians).

DEVELOPMENT OF ASSESSMENT METHODS OF EFFECTIVENESS OF INNOVATIVE STAFF ACTIVITY MOTIVATIONAL MECHANISM

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Viktoriia Honchar

2016-11-01

Full Text Available The aim of the science work is to develop methods to assess the innovative activity of the personnel that will provide motivation for employees to be active in the direction of research and introduction of internal reserves for its improvement. Methods. In the study were used: system method and methods of logical analysis – to justify theoretical and practical recommendations on the development of conceptual bases of the formation of the motivational mechanism of personnel management, economic-mathematical modelling and forecasting methods – to assess the influence of motivation factors on the level of labour activity of the personnel. Results. In the work the notion “motivation”, considering the innovative changes of the modern economy, is clarified. In order to foster innovative activity in the enterprise it is proposed to improve organizational structure by controlling the center of innovation activity management, which includes economic, technical and social division. Proposed an establishment of the project teams under the terms of accounting costs, which contributes to more active workers’ involvement in the formation of innovative development plans. The main points that determine their effectiveness are: growth of volumes of output, diminution of expenses of materials and energy resources, timeliness and relevance to the product market, improvement of the quality of work performed. A profit, derived by project teams, is recommended to distribute on: increment of the payroll, innovative development, stimulation and motivation fund. The research of the activity of the enterprises showed that one of the effective methods to stimulate staff is a motivational system based on the use of KPI. Bonuses for the implemented project, which are adjusted to the output of the basic stage, or KPI project as a whole, fixed bonuses as a percentage of the profits, and bonuses in stages of the project are the forms of motivation of project teams

STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

OpenAIRE

Nataliya N. Kretova; Natalya N. Mitina

2017-01-01

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

Research Staff | Buildings | NREL

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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

Linking the Leadership Identity Development Model to Collegiate Recreation and Athletics.

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Hall, Stacey L

2015-01-01

The Leadership Identity Development (LID) Model (Komives, Owen, Longerbeam, Mainella, & Osteen, 2005) provides a stage leadership development model for college students that can be applied to collegiate recreation student staff, volunteers, participants, and varsity student-athletes. This chapter provides guidance to implement the model in these settings and to create environments that support development. © 2015 Wiley Periodicals, Inc., A Wiley Company.

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

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

2013-02-01

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

Problems in Staff and Educational Development Leadership: Solving, Framing, and Avoiding

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Blackmore, Paul; Wilson, Andrew

2005-01-01

Analysis of interviews using critical incident technique with a sample of leaders in staff and educational development in higher education institutions reveals a limited use of classical problem-solving approaches. However, many leaders are able to articulate ways in which they frame problems. Framing has to do with goals, which may be complex,…

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.

Modeling the acceptance of clinical information systems among hospital medical staff: an extended TAM model.

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Melas, Christos D; Zampetakis, Leonidas A; Dimopoulou, Anastasia; Moustakis, Vassilis

2011-08-01

Recent empirical research has utilized the Technology Acceptance Model (TAM) to advance the understanding of doctors' and nurses' technology acceptance in the workplace. However, the majority of the reported studies are either qualitative in nature or use small convenience samples of medical staff. Additionally, in very few studies moderators are either used or assessed despite their importance in TAM based research. The present study focuses on the application of TAM in order to explain the intention to use clinical information systems, in a random sample of 604 medical staff (534 physicians) working in 14 hospitals in Greece. We introduce physicians' specialty as a moderator in TAM and test medical staff's information and communication technology (ICT) knowledge and ICT feature demands, as external variables. The results show that TAM predicts a substantial proportion of the intention to use clinical information systems. Findings make a contribution to the literature by replicating, explaining and advancing the TAM, whereas theory is benefited by the addition of external variables and medical specialty as a moderator. Recommendations for further research are discussed. Copyright © 2011 Elsevier Inc. All rights reserved.

Establishing the Competence of Outdoor Training Staff.

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Everard, Bertie

1997-01-01

The United Kingdom lacks a framework of nationally recognized professional qualifications for outdoor trainers and facilitators. Various definitions of competence are examined, and suggestions are offered for improving approaches to establishing staff competence. Includes a model of personal development dimensions, and compares U.K. and U.S.…

An Epidemiological Approach to Staff Burnout.

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Kamis, Edna

This paper describes a conceptual model of staff burnout in terms of independent, intervening and dependent variables. Staff burnout is defined, symptoms are presented, and the epidemiological approach to burnout is descussed. Components of the proposed model, which groups determinants of mental health into three domains, consist of: (1)…

Applying Bureaucratic Caring Theory and the Chronic Care Model to Improve Staff and Patient Self-Efficacy.

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Potter, Marcia A; Wilson, Candy

Patient activation and engagement can be powerful enablers for health outcomes that are just as important as staff engagement and satisfaction. The authors applied the Bureaucratic Caring Theory and the Chronic Care Model to a process improvement project designed to link activation, engagement, satisfaction, and health outcomes. Twenty-two adults with diabetes and 7 staff members caring for them participated in a 12-week process improvement project that incorporated a time-based element of longitudinal care with skill-based competencies to provide collaborative, team-based care to patients with type 2 diabetes. Patients completed satisfaction surveys at the end of their clinical encounters. Staff members completed satisfaction surveys pre- and postimplementation. The authors analyzed hemoglobin A1C levels pre- and postimplementation. As engagement and activation increased for both staff and patients, hemoglobin A1C levels decreased. The clinical implication is that the use of Bureaucratic Caring Theory may foster caring while broad application of the Chronic Care Model may improve self-efficacy, create healthier populations, and reduce health care costs.

Competencies Setup for Nuclear Regulatory Staff in Thailand

International Nuclear Information System (INIS)

Pingish, Panupong; Siripirom, Lopchai; Nakkaew, Pongpan; Manuwong, Theerapatt; Wongsamarn, Vichian

2010-01-01

Competencies setup for regulatory bodies oversee a research reactor and nuclear power reactors in Thailand, concentrating on staff development in areas of review and assessment, inspection and enforcement, authorization, and development of regulations and guides. The regulatory body in Thailand is the Bureau of Nuclear Safety Regulation (BNSR) which belongs to the Office of Atoms for Peace (OAP). The BNSR is divided into 4 groups according to the International Atomic Energy Agency (IAEA). These groups are the nuclear safety administration group, nuclear safety technical support group, nuclear safety assessment and licensing group, and the nuclear installations inspection group. Each group is divided into senior and junior positions. The competencies model was used for implementation of staff qualification, career planning and professional progression by BNSR. Competencies are related to knowledge, skills and attitudes (KSAs) needed to perform their job. A key issue is obtaining competencies for the regulatory bodies. The systematic approach to training (SAT) has been used in several countries for improvement regulator performance. The SAT contains 5 steps, including analysis, design, development, implementation and evaluation, to achieve competencies. The SAT provides a logical progression from the identification of competencies required to perform a job to the design, development and implementation of training using the competencies model. In the first step, BNSR performs an operating analysis of training needs assessment (TNA) by using gap analysis technique, as suggested by IAEA. Individual regulatory bodies address the gap using appropriate training program, after comparing the actual and desired competency profiles to determine the gap. This paper examines competencies setup for regulatory staff of BNSR as a result of gaps analysis to establish a scheme for design characteristics of regulatory staff and training courses, thereby enhancing the regulatory

Perceptions of Nongovernmental Organization (NGO Staff about Water Privatization in Developing Countries

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Ellis A. Adams

2014-11-01

Full Text Available Almost a billion people globally lack access to potable water. In the early 1990’s, attempts to improve potable water access in the global south included a massive push for water services privatization, often involving the transfer of public water services to private companies. Critics of water privatization claim it rarely improves access to water, and in most cases, unfairly affect poor people. Proponents on the other hand argue that it is necessary for efficient management and capital investment in the water sector. Although development NGOs play an important role in developing country water provision, hardly any studies have sought to understand their perceptions about the potential role of water privatization towards improving access to potable water in developing countries. We interviewed the key staff among 28 international and national NGO staff about water privatization, its opportunities and constraints. Their perceptions were mixed. While most criticized water privatization as increasing water costs to the poor, some noted that privatization is necessary for improving water access through increased capital investment. We present the findings and discuss larger implications for water policies and reforms in developing countries.

Development of a Refined Staff Group Trainer

National Research Council Canada - National Science Library

Quensel, Susan

1999-01-01

.... As a follow-on effort to the previous SGT project, the goal was to refine a brigade-level staff training program to more effectively and efficiently coordinate the activities within and between the...

Nostalgia, gamification and staff development – moving staff training away from didactic delivery

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Tom Foster

2018-05-01

Full Text Available There is growing evidence that incorporating games into education supports active learning and student participation. With that in mind, we created a staff development session that involved a playful learning activity, in which attendees experienced 90’s nostalgia, whilst working on an important learning and teaching issue.Based on the British game show, The Crystal Maze, The ‘Crys-TEL’ maze required attendees to complete a number of challenges as a group to attempt to ‘solve’ a pressing learning and teaching issue. Using gamification techniques, defined as game design elements in non-game settings, attendees experienced different delivery styles, whilst always working towards the learning and teaching issue they had been asked to consider. In a nod to the original Crystal Maze game show, attendees worked in groups to score points for completing various tasks. The two groups with the most points competed against each other in the final to collect crystals, and ultimately conquer the ‘maze’.This article will describe the journey we took from the initial concept through to the delivery of the session, and our reflections and proposed future developments of the Crys-TEL Maze.

Participation of a preschooler with visual impairments on the playground: effects of musical adaptations and staff development.

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Kern, P; Wolery PhD, M

2001-01-01

The purpose of this study was to evaluate the adaptations of a playground, and subsequently staff development, on the participation of a 3-year-old boy with congenital blindness. A single-subject design with three conditions (baseline, adaptations of the playground, and staff development) was used. The playground adaptation involved adding musical stations in strategic locations on the playground and connecting them with a "path" that provided auditory feedback. The staff training involved the music therapist providing individualized instruction to the staff who supervised the child. The child's participation was measured in terms of social interaction with peers or adults, play and engagement with materials, movement on the playground, and stereotypic behaviors. The playground adaptation resulted in no changes in the child's social interactions with peers or adults, increases in engagement, no change in movement on the playground, and a decrease in stereotypic responses. Staff training resulted in increased but variable interactions with adults and peers, in additional increases in engagement, less movement, and similar levels of stereotypic behavior. The findings suggest that musical adaptations of physical environments may he helpful but not sufficient for promoting desired outcomes.

Outsourcing Academic Development in Higher Education: Staff Perceptions of an International Program

Science.gov (United States)

Dickson, Kerry; Hughes, Kate; Stephens, Bruce

2017-01-01

Increasingly, higher education support services are being outsourced. Our case study was of a program from a global, USA-based, non-profit organisation. From in-depth interviews, we investigated staff perceptions of academic development workshops and the efficacy of outsourcing to a transnational tertiary-support program. We found that…

Integrating centralized and decentralized organization structures: an education and development model.

Science.gov (United States)

Sheriff, R; Banks, A

2001-01-01

Organization change efforts have led to critically examining the structure of education and development departments within hospitals. This qualitative study evaluated an education and development model in an academic health sciences center. The model combines centralization and decentralization. The study results can be used by staff development educators and administrators when organization structure is questioned. This particular model maximizes the benefits and minimizes the limitations of centralized and decentralized structures.

Teaching Decision Making to Incarcerated Adults Using the Army's Staff Study as a Model.

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Geraci-Johnson, Pauline M.

1998-01-01

The model of critical thinking in the Army Staff Study guide involves the following processes: schema, focus, pattern, extension, projection, and metacognition. It is adaptable to teaching in correctional settings. (SK)

Staff Perceptions of Professional Development and Empowerment as Long-Term Leadership Tasks of School Principals in South African Schools: An Exploratory Study

Science.gov (United States)

van Niekerk, Eldridge; Muller, Hélène

2017-01-01

This article reports on the perceptions of school staff of professional development and empowerment as part of the long-term leadership task of principals. The long-term leadership model was used as a theoretical framework to quantitatively determine the perceptions of 118 teachers and education managers in approximately 100 schools throughout…

76 FR 5799 - Notice of Commissioners and Staff Attendance at FERC Leadership Development Program Induction...

Science.gov (United States)

2011-02-02

... Attendance at FERC Leadership Development Program Induction Ceremony January 26, 2011. The Federal Energy... Commission staff may attend the following event: FERC Leadership Development Program Induction Ceremony: 888... welcome 16 employees selected for the 2011 Leadership Development Program. Kimberly D. Bose, Secretary...

A professional development model for medical laboratory scientists working in the microbiology laboratory.

Science.gov (United States)

Amerson, Megan H; Pulido, Lila; Garza, Melinda N; Ali, Faheem A; Greenhill, Brandy; Einspahr, Christopher L; Yarsa, Joseph; Sood, Pramilla K; Hu, Peter C

2012-01-01

The University of Texas M.D. Anderson Cancer Center, Division of Pathology and Laboratory Medicine is committed to providing the best pathology and medicine through: state-of-the art techniques, progressive ground-breaking research, education and training for the clinical diagnosis and research of cancer and related diseases. After surveying the laboratory staff and other hospital professionals, the Department administrators and Human Resource generalists developed a professional development model for Microbiology to support laboratory skills, behavior, certification, and continual education within its staff. This model sets high standards for the laboratory professionals to allow the labs to work at their fullest potential; it provides organization to training technologists based on complete laboratory needs instead of training technologists in individual areas in which more training is required if the laboratory needs them to work in other areas. This model is a working example for all microbiology based laboratories who want to set high standards and want their staff to be acknowledged for demonstrated excellence and professional development in the laboratory. The PDM model is designed to focus on the needs of the laboratory as well as the laboratory professionals.

Kind discipline: Developing a conceptual model of a promising school discipline approach.

Science.gov (United States)

Winkler, Jennifer L; Walsh, Michele E; de Blois, Madeleine; Maré, Jeannette; Carvajal, Scott C

2017-06-01

This formative evaluation develops a novel conceptual model for a discipline approach fostering intrinsic motivation and positive relationships in schools. We used concept mapping to elicit and integrate perspectives on kind discipline from teachers, administrators, and other school staff. Three core themes describing kind discipline emerged from 11 identified clusters: (1) proactively developing a positive school climate, (2) responding to conflict with empathy, accountability, and skill, and (3) supporting staff skills in understanding and sharing expectations. We mapped the identified components of kind discipline onto a social ecological model and found that kind discipline encompasses all levels of that model including the individual, relational, environmental/structural, and even community levels. This contrasts with the dominant individual-behavioral discipline approaches that focus on fewer levels and may not lead to sustained student and staff motivation. The findings illustrate the importance of setting and communicating clear expectations and the need for them to be collaboratively developed. Products of the analysis and synthesis reported here are operationalized materials for teachers grounded in a "be kind" culture code for classrooms. Copyright © 2017 Elsevier Ltd. All rights reserved.

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

Science.gov (United States)

Hirose, Y; Sasaki, Y; Kinoshita, A

2001-01-01

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

Impact of Managers' Coaching Conversations on Staff Knowledge Use and Performance in Long-Term Care Settings.

Science.gov (United States)

Cummings, Greta G; Hewko, Sarah J; Wang, Mengzhe; Wong, Carol A; Laschinger, Heather K Spence; Estabrooks, Carole A

2018-02-01

Extended lifespans and complex resident care needs have amplified resource demands on nursing homes. Nurse managers play an important role in staff job satisfaction, research use, and resident outcomes. Coaching skills, developed through leadership skill-building, have been shown to be of value in nursing. To test a theoretical model of nursing home staff perceptions of their work context, their managers' use of coaching conversations, and their use of instrumental, conceptual and persuasive research. Using a two-group crossover design, 33 managers employed in seven Canadian nursing homes were invited to attend a 2-day coaching development workshop. Survey data were collected from managers and staff at three time points; we analyzed staff data (n = 333), collected after managers had completed the workshop. We used structural equation modeling to test our theoretical model of contextual characteristics as causal variables, managers' characteristics, and coaching behaviors as mediating variables and staff use of research, job satisfaction, and burnout as outcome variables. The theoretical model fit the data well (χ 2 = 58, df = 43, p = .06) indicating no significant differences between data and model-implied matrices. Resonant leadership (a relational approach to influencing change) had the strongest significant relationship with manager support, which in turn influenced frequency of coaching conversations. Coaching conversations had a positive, non-significant relationship with staff persuasive use of research, which in turn significantly increased instrumental research use. Importantly, coaching conversations were significantly, negatively related to job satisfaction. Our findings add to growing research exploring the role of context and leadership in influencing job satisfaction and use of research by healthcare practitioners. One-on-one coaching conversations may be difficult for staff not used to participating in such conversations. Resonant leadership, as

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...

Developing relationships between care staff and people with dementia through Music Therapy and Dance Movement Therapy: A preliminary phenomenological study.

Science.gov (United States)

Melhuish, Ruth; Beuzeboc, Catherine; Guzmán, Azucena

2017-04-01

Background There is an increasing focus on providing effective psychosocial interventions to improve quality of life in dementia care. This study aims to explore the attitudes and perceptions of staff who participated regularly in Music Therapy (MT) and Dance Movement Therapy (DMT) groups for residents with dementia in a nursing home. Method In-depth interviews were conducted with seven members of care home staff. Data were analysed using interpretative phenomenological analysis. Results A representation modelling the impact of MT and DMT in a nursing care home. Three main themes were identified. 1) Discovering residents' skills and feelings; 2) Learning from the therapists to change approaches to care practice with subthemes: time, space and pace, choice, following the residents' lead; 3) Connection between staff and residents. Conclusion The model indicated that both interventions performed in parallel helped staff to discover residents' skills and feelings. Although it is a small sample size, this study strongly suggests that MT and DMT can have a positive influence in helping care staff to provide a meaningful care environment.

Helping spanish SMEs staff to develop their competence in writing business letters

OpenAIRE

Foz Gil, Carmen; González Pueyo, María Isabel

2009-01-01

This paper reports on the development of a website tool aimed at helping Spanish small and medium enterprises (SMEs) staff to write their commercial correspondence in English. It describes the steps involved in the tool system design process, making an emphasis on the methodological criteria and rational that guided us to develop the site. In order to obtain the material, a corpus of commercial correspondence written in English was collected and later analysed, applying a genre-based approach...

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)

Empirical Study on the Feasibility of UniSZA’s Staff Cash Waqf and its Possible Impact on Human Development in Terengganu

Directory of Open Access Journals (Sweden)

Yusuff Jelili Amuda

2016-12-01

Full Text Available There is a need for human development especially for the less privileged Muslims in the state due to financial constraints, unemployment, insufficient and inadequate financial support. The study discussed and analyzed the structured interviews conducted on factors influencing UniSZA’s staff cash waqf and its possible impact on the socio-economic development of Terengganu. The total number of 150 respondents participated in the first instrumental validation section where 150 questionnaires were distributed and collected. 150 questionnaires were distributed between February and June 2015 to the UniSZA’s staff such as lecturer, senior, and junior staff in the university. The instrument was divided into four sections. Firstly, the respondent’s profile, (15 items. Secondly, factors influencing UniSZA’s staff cash waqf contribution (15 items. Thirdly, promoting economic and human development (15 items. Fourthly, the importance to the society’s development (15 items. The content validity of the questionnaire would be evaluated by the researchers to improve the questionnaire. The participants were selected from lecturers, administrative staff, and students to discover the breadth and extent of the needs for UniZSA’s staff cash waqf contribution to the state. Waqf provides human relief, dignity, financial support, and social needs to reduce poverty in the society. The research is based on the hypothesis that UniSZA’s staff cash waqf can have a positive social and economic impact in Terengganu. The objective of this study is to examine the viability of a UniSZA staff cash waqf and how cash waqf can be utilized to develop Terengganu economically and socially for the interest of the needy Muslims in Terengganu. The study applies the quantitative and qualitative methods throughout the discussion and analysis. Human development includes the creation of employment, micro-finance, transaction, farming, soft loans, and other lawful lucrative

Perinatal staff perceptions of safety and quality in their service.

Science.gov (United States)

Sinni, Suzanne V; Wallace, Euan M; Cross, Wendy M

2014-11-28

Ensuring safe and appropriate service delivery is central to a high quality maternity service. With this in mind, over recent years much attention has been given to the development of evidence-based clinical guidelines, staff education and risk reporting systems. Less attention has been given to assessing staff perceptions of a service's safety and quality and what factors may influence that. In this study we set out to assess staff perceptions of safety and quality of a maternity service and to explore potential influences on service safety. The study was undertaken within a new low risk metropolitan maternity service in Victoria, Australia with a staffing profile comprising midwives (including students), neonatal nurses, specialist obstetricians, junior medical staff and clerical staff. In depth open-ended interviews using a semi-structured questionnaire were conducted with 23 staff involved in the delivery of perinatal care, including doctors, midwives, nurses, nursing and midwifery students, and clerical staff. Data were analyzed using naturalistic interpretive inquiry to identify emergent themes. Staff unanimously reported that there were robust systems and processes in place to maintain safety and quality. Three major themes were apparent: (1) clinical governance, (2) dominance of midwives, (3) inter-professional relationships. Overall, there was a strong sense that, at least in this midwifery-led service, midwives had the greatest opportunity to be an influence, both positively and negatively, on the safe delivery of perinatal care. The importance of understanding team dynamics, particularly mutual respect, trust and staff cohesion, were identified as key issues for potential future service improvement. Senior staff, particularly midwives and neonatal nurses, play central roles in shaping team behaviors and attitudes that may affect the safety and quality of service delivery. We suggest that strategies targeting senior staff to enhance their performance in

Training for staff who support students.

Science.gov (United States)

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

2016-02-01

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

Pharmacy staff training and development: upside-down thinking in a changing profession.

Science.gov (United States)

Sawyer, W T; Hughes, T F; Eckel, F M

1992-04-01

We suggest that the most fundamental change in staff development that must occur is recognition of the need for a professional belief system as the basis for any pharmaceutical care activity. Values derived from fundamental moral ideals and professional beliefs foster the development of attitudes and behaviors. It would be wrong to suggest or imply that such a change need only occur in postbaccalaureate training. The development of personal and professional value systems in existing primary professional training programs is inadequate--we do not yet do enough to develop people before they enter practice. Nevertheless, to say that this failure of the professional education system precludes us from taking action within professional departments is unwise. The primary skills that must be developed during the next decade involve the ability of the practitioner to competently make informed, patient-specific decisions necessary for effective pharmaceutical care. Such decisions are made not only on the basis of a practitioner's knowledge but on the basis of his or her beliefs and values as well. The practitioner also must be willing to assume responsibility for the consequences of those decisions. The pharmacist who professes to deliver pharmaceutical care can no longer be shielded by assigning to the physician the ultimate responsibility for the patient's drug-therapy outcomes. Facilitating the development of a value system and attitude that enhance the pharmacist's ability to make such decisions must be a principal focus of staff training and development in the coming years.(ABSTRACT TRUNCATED AT 250 WORDS)

Managerial instrument for didactic staff structure optimization for Distance Learning

Directory of Open Access Journals (Sweden)

Gavrus Cristina

2017-01-01

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

Developing the mental health awareness of prison staff in England and Wales.

Science.gov (United States)

Walsh, Elizabeth; Freshwater, Dawn

2009-10-01

In 2010, the prison population in England and Wales could reach a high of 91,500, according to a recent population projection. HM Prison Service (U.K.) reports that in 2004 to 2005, there were 33,144 prison officers employed to care for the prisoners in the prison system. This article focuses on the mental health of this prisoner population and the training needs of staff caring for them. It reports the experience of a national project, funded by the Department of Health, in which the project team developed and piloted mental health awareness training for prison officers on the residential units and for staff who work with prisoners and lack a mental health background. Key findings from the posttraining evaluation are highlighted. Participant feedback demonstrates the value placed on this type of training by those working in the prison setting.

Future and Changing Roles of Staff in Distance Education: A Study to Identify Training and Professional Development Needs

Science.gov (United States)

Roberts, Jennifer

2018-01-01

The roles of distance education teaching staff are changing, necessitating role clarity and the development of appropriate competency frameworks. This article investigates the perceptions of the teaching and research staff at the University of South Africa, regarding the current and future roles of distance educators, their own competencies in…

Library Assessment and Quality Assurance - Creating a Staff-Driven and User-Focused Development Process

Directory of Open Access Journals (Sweden)

Håkan Carlsson

2016-09-01

Full Text Available Objective – Gothenburg University Library has implemented a process with the goal to combine quality assurance and strategic planning activities. The process has bottom-up and top-down features designed to generate strong staff-involvement and long-term strategic stability. Methods – In 2008 the library started implementing a system in which each library team should state a number of improvement activities for the upcoming year. In order to focus the efforts, the system has gradually been improved by closely coupling a number of assessment activities, such as surveys and statistics, and connecting the activities to the long-term strategic plan of the library. Results – The activities of the library are now more systematically guided by both library staff and users. The system has resulted in increased understanding within different staff groups of changing external and internal demands, as well as the need for continuous change to library activities. Conclusion – Library assessment and external intelligence are important for tracking and improving library activities. Quality assurance and strategic planning are intricate parts in sustainable development of better and more effective services. The process becomes more effective when staff-driven and built upon systematic knowledge of present activities and users.

Development of an Inventory for Health-Care Office Staff to Self-Assess Their Patient-Centered Cultural Sensitivity

Directory of Open Access Journals (Sweden)

Carolyn M. Tucker

2016-02-01

Full Text Available Background: Patient-centered culturally sensitive health care (PC-CSHC is a best practice approach for improving health-care delivery to culturally diverse populations and reducing health disparities. Despite patients’ report that cultural sensitivity by health-care office staff is an important aspect of PC-CSHC, the majority of available research on PC-CSHC focuses exclusively on health-care providers. This may be due in part to the paucity of instruments available to assess the cultural sensitivity of health-care office staff. The objective of the present study is to determine the psychometric properties of the Tucker-Culturally Sensitive Health Care Office Staff Inventory-Self-Assessment Form (T-CSHCOSI-SAF. This instrument is designed to enable health-care office staff to self-assess their level of agreement that they display behaviors and attitudes that culturally diverse patients have identified as office staff cultural sensitivity indicators. Methods: A sample of 510 health-care office staff were recruited at 67 health-care sites across the United States. These health-care office staff anonymously completed the T-CSHCOSI-SAF and a demographic data questionnaire. Results and Level of Evidence: Confirmatory factor analyses of the T-CSHCOSI-SAF revealed that this inventory has 2 factors with high internal consistency reliability (Cronbach’s αs= .916 and .912. Conclusion and Implications: The T-CSHCOSI-SAF is a useful inventory for health-care office staff to assess their own level of patient-centered cultural sensitivity. Such self-assessment data can be used in the development and implementation of trainings to promote patient-centered cultural sensitivity of health-care office staff and to help draw the attention of these staff to displaying patient-centered cultural sensitivity.

Impact of Intervention to Improve Nursing Home Resident-Staff Interactions and Engagement.

Science.gov (United States)

Hartmann, Christine W; Mills, Whitney L; Pimentel, Camilla B; Palmer, Jennifer A; Allen, Rebecca S; Zhao, Shibei; Wewiorski, Nancy J; Sullivan, Jennifer L; Dillon, Kristen; Clark, Valerie; Berlowitz, Dan R; Snow, Andrea Lynn

2018-04-30

For nursing home residents, positive interactions with staff and engagement in daily life contribute meaningfully to quality of life. We sought to improve these aspects of person-centered care in an opportunistic snowball sample of six Veterans Health Administration nursing homes (e.g., Community Living Centers-CLCs) using an intervention that targeted staff behavior change, focusing on improving interactions between residents and staff and thereby ultimately aiming to improve resident engagement. We grounded this mixed-methods study in the Capability, Opportunity, Motivation, Behavior (COM-B) model of behavior change. We implemented the intervention by (a) using a set of evidence-based practices for implementing quality improvement and (b) combining primarily CLC-based staff facilitation with some researcher-led facilitation. Validated resident and staff surveys and structured observations collected pre and post intervention, as well as semi-structured staff interviews conducted post intervention, helped assess intervention success. Sixty-two CLC residents and 308 staff members responded to the surveys. Researchers conducted 1,490 discrete observations. Intervention implementation was associated with increased staff communication with residents during the provision of direct care and decreased negative staff interactions with residents. In the 66 interviews, staff consistently credited the intervention with helping them (a) develop awareness of the importance of identifying opportunities for engagement and (b) act to improve the quality of interactions between residents and staff. The intervention proved feasible and influenced staff to make simple enhancements to their behaviors that improved resident-staff interactions and staff-assessed resident engagement.

Professional Development for Sessional Staff in Higher Education: A Review of Current Evidence

Science.gov (United States)

Hitch, Danielle; Mahoney, Paige; Macfarlane, Susie

2018-01-01

The aim of this study was to provide an integrated review of evidence published in the past decade around professional development for sessional staff in higher education. Using the Integrating Theory, Evidence and Action method, the review analysed recent evidence using the three principles of the Benchmarking Leadership and Advancement of…

Using Computer-Based Continuing Professional Education of Training Staff to Develop Small- and Medium-Sized Enterprises in Thailand

Science.gov (United States)

Sooraksa, Nanta

2012-01-01

This paper describes a career development program for staff involved in providing training for small- and medium-sized enterprises (SMEs) in Thailand. Most of these staff were professional vocational teachers in schools. The program uses information communication technology (ICT), and its main objective is to teach Moodle software as a tool for…

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

The development and implementation of a decision-making capacity assessment model.

Science.gov (United States)

Parmar, Jasneet; Brémault-Phillips, Suzette; Charles, Lesley

2015-03-01

Decision-making capacity assessment (DMCA) is an issue of increasing importance for older adults. Current challenges need to be explored, and potential processes and strategies considered in order to address issues of DMCA in a more coordinated manner. An iterative process was used to address issues related to DMCA. This began with recognition of challenges associated with capacity assessments (CAs) by staff at Covenant Health (CH). Review of the literature, as well as discussions with and a survey of staff at three CH sites, resulted in determination of issues related to DMCA. Development of a DMCA Model and demonstration of its feasibility followed. A process was proposed with front-end screening/problem- solving, a well-defined standard assessment, and definition of team member roles. A Capacity Assessment Care Map was formulated based on the process. Documentation was developed consisting of a Capacity Assessment Process Worksheet, Capacity Interview Worksheet, and a brochure. Interactive workshops were delivered to familiarize staff with the DMCA Model. A successful demonstration project led to implementation across all sites in the Capital Health region, and eventual provincial endorsement. Concerns identified in the survey and in the literature regarding CA were addressed through the holistic interdisciplinary approach offered by the DMCA Model.

Safety at work due to staff qualification and selection

International Nuclear Information System (INIS)

Brandt, W.

1980-01-01

An outline of basic requirements enabling the selection of employees for responsible staff in nuclear power stations. Illustrated further by the example of a model development from skilled worker to head of shift. A short reference will be made to the maintenance of high standards of training. (orig.) [de

Personal Staff - Joint Staff - The National Guard

Science.gov (United States)

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

Military, University, and Police Agency Command and Staff Colleges in the United States

Science.gov (United States)

Martin, Richard H.

2017-01-01

This article discusses three models of command and staff colleges (CSC). Five university models, five United States Military models, and one police agency model are discussed. The 11 CSCs provide leadership development in various training and education programs all leading to the increased capabilities of leaders and potential leaders for public…

A review of NRC staff uses of probabilistic risk assessment

Energy Technology Data Exchange (ETDEWEB)

1994-03-01

The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC`s Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff`s current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff`s uses of PRA.

The Association between Attitude towards the Implementation of Staff Development Training and the Practice of Knowledge Sharing among Lecturers

Science.gov (United States)

Kassim, Abd. Latif; Raman, Arumugam; Don, Yahya; Daud, Yaakob; Omar, Mohd Sofian

2015-01-01

This study was aimed to identify the association of teachers' attitude towards the implementation of Staff Development Training with Knowledge Sharing Practices among the lecturers of the Teacher Training Institution (TTI). In addition, this study was also to examine the differences in attitudes towards the implementation of Staff Development…

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

Science.gov (United States)

Donoghue, Christopher; Castle, Nicholas G

2009-04-01

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

Using Video Modeling with Voiceover Instruction Plus Feedback to Train Staff to Implement Direct Teaching Procedures.

Science.gov (United States)

Giannakakos, Antonia R; Vladescu, Jason C; Kisamore, April N; Reeve, Sharon A

2016-06-01

Direct teaching procedures are often an important part of early intensive behavioral intervention for consumers with autism spectrum disorder. In the present study, a video model with voiceover (VMVO) instruction plus feedback was evaluated to train three staff trainees to implement a most-to-least direct (MTL) teaching procedure. Probes for generalization were conducted with untrained direct teaching procedures (i.e., least-to-most, prompt delay) and with an actual consumer. The results indicated that VMVO plus feedback was effective in training the staff trainees to implement the MTL procedure. Although additional feedback was required for the staff trainees to show mastery of the untrained direct teaching procedures (i.e., least-to-most and prompt delay) and with an actual consumer, moderate to high levels of generalization were observed.

Enhancing Training of Staff of the Agricultural Development

African Journals Online (AJOL)

PROF. MADUKWE

Effective Agricultural Extension Service Delivery in Nigeria. Wahab, A. A. 1 ... from Annual Performance Survey (APS) report of NAERLS and NPAFS between ... strengthen the staff's skills, increase productivity and achieve higher organizational .... Production & processing. 2 .... technology and sourcing .... industry used for.

Experience from the development of Point Lepreau's training program for technical support staff

International Nuclear Information System (INIS)

Turner, S.; Scott, K.

2007-01-01

The Training Department at the Point Lepreau GS has been developing and improving its training for technical support staff. A generic set of objectives are being used as the basis for a systematic approach to training. The program covers general and job specific knowledge and skills using a mix of classroom instruction, mentoring and continuing training seminars. This paper describes experience, success and the challenges in the development, delivery and evaluation of the training program. (author)

GRA model development at Bruce Power

International Nuclear Information System (INIS)

Parmar, R.; Ngo, K.; Cruchley, I.

2011-01-01

In 2007, Bruce Power undertook a project, in partnership with AMEC NSS Limited, to develop a Generation Risk Assessment (GRA) model for its Bruce B Nuclear Generating Station. The model is intended to be used as a decision-making tool in support of plant operations. Bruce Power has recognized the strategic importance of GRA in the plant decision-making process and is currently implementing a pilot GRA application. The objective of this paper is to present the scope of the GRA model development project, methodology employed, and the results and path forward for the model implementation at Bruce Power. The required work was split into three phases. Phase 1 involved development of GRA models for the twelve systems most important to electricity production. Ten systems were added to the model during each of the next two phases. The GRA model development process consists of developing system Failure Modes and Effects Analyses (FMEA) to identify the components critical to the plant reliability and determine their impact on electricity production. The FMEAs were then used to develop the logic for system fault tree (FT) GRA models. The models were solved and post-processed to provide model outputs to the plant staff in a user-friendly format. The outputs consisted of the ranking of components based on their production impact expressed in terms of lost megawatt hours (LMWH). Another key model output was the estimation of the predicted Forced Loss Rate (FLR). (author)

Training Staff to Manage Challenging Behaviour

NARCIS (Netherlands)

Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.

2010-01-01

Background - A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about

Staff Technical Position on geological repository operations area underground facility design: Thermal loads

International Nuclear Information System (INIS)

Nataraja, M.S.

1992-12-01

The purpose of this Staff Technical Position (STP) is to provide the US Department of Energy (DOE) with a methodology acceptable to the Nuclear Regulatory Commission staff for demonstrating compliance with 10 CFR 60.133(i). The NRC staff's position is that DOE should develop and use a defensible methodology to demonstrate the acceptability of a geologic repository operations area (GROA) underground facility design. The staff anticipates that this methodology will include evaluation and development of appropriately coupled models, to account for the thermal, mechanical, hydrological, and chemical processes that are induced by repository-generated thermal loads. With respect to 10 CFR 60.133(i), the GROA underground facility design: (1) should satisfy design goals/criteria initially selected, by considering the performance objectives; and (2) must satisfy the performance objectives 10 CFR 60.111, 60.112, and 60.113. The methodology in this STP suggests an iterative approach suitable for the underground facility design

Clinical Nurse Specialists Guide Staff Nurses to Promote Practice Accountability Through Peer Review.

Science.gov (United States)

Semper, Julie; Halvorson, Betty; Hersh, Mary; Torres, Clare; Lillington, Linda

2016-01-01

The aim of the study was to describe the clinical nurse specialist role in developing and implementing a staff nurse education program to promote practice accountability using peer review principles. Peer review is essential for professional nursing practice demanding a significant culture change. Clinical nurse specialists in a Magnet-designated community hospital were charged with developing a staff nurse peer review education program. Peer review is a recognized mechanism of professional self-regulation to ensure delivery of quality care. The American Nurses Association strongly urges incorporating peer review in professional nursing practice models. Clinical nurse specialists play a critical role in educating staff nurses about practice accountability. Clinical nurse specialists developed an education program guided by the American Nurses Association's principles of peer review. A baseline needs assessment identified potential barriers and learning needs. Content incorporated tools and strategies to build communication skills, collaboration, practice change, and peer accountability. The education program resulted in increased staff nurse knowledge about peer review and application of peer review principles in practice. Clinical nurse specialists played a critical role in helping staff nurses understand peer review and its application to practice. The clinical nurse specialist role will continue to be important in sustaining the application of peer review principles in practice.

Development and Psychometric Testing of a Novel Food Service Satisfaction Questionnaire for Food Service Staff of Aged Care Homes.

Science.gov (United States)

Miller, M; Hamilton, J; Scupham, R; Matwiejczyk, L; Prichard, I; Farrer, O; Yaxley, A

2018-01-01

Food service staff are integral to delivery of quality food in aged care homes yet measurement of their satisfaction is unable to be performed due to an absence of a valid and reliable questionnaire. The aim of this study was to develop and perform psychometric testing for a new Food Service Satisfaction Questionnaire developed in Australia specifically for use by food service staff working in residential aged care homes (Flinders FSSQFSAC). A mixed methods design utilizing both a qualitative (in-depth interviews, focus groups) and a quantitative approach (cross sectional survey) was used. Content validity was determined from focus groups and interviews with food service staff currently working in aged care homes, related questionnaires from the literature and consultation with an expert panel. The questionnaire was tested for construct validity and internal consistency using data from food service staff currently working in aged care homes that responded to an electronic invitation circulated to Australian aged care homes using a national database of email addresses. Construct validity was tested via principle components analysis and internal consistency through Cronbach's alpha. Temporal stability of the questionnaire was determined from food service staff undertaking the Flinders FSSQFSAC on two occasions, two weeks apart, and analysed using Pearson's correlations. Content validity for the Flinders FSSQFSAC was established from a panel of experts and stakeholders. Principle components analysis revealed food service staff satisfaction was represented by 61-items divided into eight domains: job satisfaction (α=0.832), food quality (α=0.871), staff training (α=0.922), consultation (α=0.840), eating environment (α=0.777), reliability (α=0.695), family expectations (α=0.781) and resident relationships (α=0.429), establishing construct validity in all domains, and internal consistency in all (α>0.5) except for "resident relationships" (α=0.429). Test

The operating staff of nuclear power plants

International Nuclear Information System (INIS)

Schlegel, G.; Christ, W.

1988-01-01

The training of its staff is one of the pillars of the safe and economical operation of a power plant. This is why power plant owners began to systematically train their staff already in the 50s, and why they created central training facilities. Staff members who have undergone this training make an indispensable contribution to the acceptedly high safety and availability of German power plants. The substantial cost of creating training facilities and of schooling plant staff is considered to be an investment for the future. Low labour turnover permits careful observation and development of staff and leads to a high standard of knowledge and experience. (orig./HSCH) [de

The use of the truth and deception in dementia care amongst general hospital staff.

Science.gov (United States)

Turner, Alex; Eccles, Fiona; Keady, John; Simpson, Jane; Elvish, Ruth

2017-08-01

Deceptive practice has been shown to be endemic in long-term care settings. However, little is known about the use of deception in dementia care within general hospitals and staff attitudes towards this practice. This study aimed to develop understanding of the experiences of general hospital staff and explore their decision-making processes when choosing whether to tell the truth or deceive a patient with dementia. This qualitative study drew upon a constructivist grounded theory approach to analyse data gathered from semi-structured interviews with a range of hospital staff. A model, grounded in participant experiences, was developed to describe their decision-making processes. Participants identified particular triggers that set in motion the need for a response. Various mediating factors influenced how staff chose to respond to these triggers. Overall, hospital staff were reluctant to either tell the truth or to lie to patients. Instead, 'distracting' or 'passing the buck' to another member of staff were preferred strategies. The issue of how truth and deception are defined was identified. The study adds to the growing research regarding the use of lies in dementia care by considering the decision-making processes for staff in general hospitals. Various factors influence how staff choose to respond to patients with dementia and whether deception is used. Similarities and differences with long-term dementia care settings are discussed. Clinical and research implications include: opening up the topic for further debate, implementing staff training about communication and evaluating the impact of these processes.

Administrative Circular No. 2 (Rev. 7) - Recruitment, appointment and possible developments regarding the contractual position of staff members

CERN Multimedia

2015-01-01

Administrative Circular No. 2 (Rev. 7), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion at the Standing Concertation Committee meeting held on 17 February 2015 is available via the following link: AC No. 2 (Rev.7).   This revised circular cancels and replaces Administrative Circular No. 2 (Rev. 6), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" and dated January 2015. The circular was revised in order to implement the amendment to Article R II 1.17 of the Staff Regulations, which introduces the possibility of extending limited-duration (LD) contracts up to a maximum total duration of eight years from the previous duration of five years. The award of indefinite contracts will continue to be subject to the outcome of a competitive process. Department Head Of...

The Mobile Library and Staff Preparedness: Exploring Staff Competencies Using the Unified Theory of Acceptance and Use of Technology Model

Science.gov (United States)

Saravani, Sarah-Jane; Haddow, Gaby

2011-01-01

This paper presents preliminary findings of a study investigating the current state of preparedness of staff at institutes of technology and TAFE libraries across Australia and New Zealand in relation to delivering services through mobile technologies. In particular, the skills, knowledge, and competencies of staff in relation to mobile…

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

Empowering Education: A New Model for In-service Training of Nursing Staff.

Science.gov (United States)

Chaghari, Mahmud; Saffari, Mohsen; Ebadi, Abbas; Ameryoun, Ahmad

2017-01-01

In-service training of nurses plays an indispensable role in improving the quality of inpatient care. Need to enhance the effectiveness of in-service training of nurses is an inevitable requirement. This study attempted to design a new optimal model for in-service training of nurses. This qualitative study was conducted in two stages during 2015-2016. In the first stage, the Grounded Theory was adopted to explore the process of training 35 participating nurses. The sampling was initially purposeful and then theoretically based on emerging concept. Data were collected through interview, observation and field notes. Moreover, the data were analyzed through Corbin-Strauss method and the data were coded through MAXQDA-10. In the second stage, the findings were employed through 'Walker and Avants strategy for theory construction so as to design an optimal model for in-service training of nursing staff. In the first stage, there were five major themes including unsuccessful mandatory education, empowering education, organizational challenges of education, poor educational management, and educational-occupational resiliency. Empowering education was the core variable derived from the research, based on which a grounded theory was proposed. The new empowering education model was composed of self-directed learning and practical learning. There are several strategies to achieve empowering education, including the fostering of searching skills, clinical performance monitoring, motivational factors, participation in the design and implementation, and problem-solving approach. Empowering education is a new model for in-service training of nurses, which matches the training programs with andragogical needs and desirability of learning among the staff. Owing to its practical nature, the empowering education can facilitate occupational tasks and achieving greater mastery of professional skills among the nurses.

A New Model of Clinical Education to Increase Student Placement Availability: The Capacity Development Facilitator Model

Science.gov (United States)

Fairbrother, Michele; Nicole, Madelyn; Blackford, Julia; Nagarajan, Srivalli Vilapakkam; McAllister, Lindy

2016-01-01

This paper reports on a trial of a new model of clinical education designed to increase student clinical placement availability and address workforce constraints on supervision. The University of Sydney deployed the Capacity Development Facilitators (CDF) in selected Sydney hospitals to work with staff to expand student clinical placement…

How primary health care staff working in rural and remote areas access skill development and expertise to support health promotion practice.

Science.gov (United States)

McFarlane, Kathryn A; Judd, Jenni; Wapau, Hylda; Nichols, Nina; Watt, Kerrianne; Devine, Sue

2018-05-01

Health promotion is a key component of comprehensive primary health care. Health promotion approaches complement healthcare management by enabling individuals to increase control over their health. Many primary healthcare staff have a role to play in health promotion practice, but their ability to integrate health promotion into practice is influenced by their previous training and experience. For primary healthcare staff working in rural and remote locations, access to professional development can be limited by what is locally available and prohibitive in terms of cost for travel and accommodation. This study provides insight into how staff at a large north Queensland Aboriginal community controlled health service access skill development and health promotion expertise to support their work. A qualitative exploratory study was conducted. Small group and individual semi-structured interviews were conducted with staff at Apunipima Cape York Health Council (n=9). A purposive sampling method was used to recruit participants from a number of primary healthcare teams that were more likely to be involved in health promotion work. Both on-the-ground staff and managers were interviewed. All participants were asked how they access skill development and expertise in health promotion practice and what approaches they prefer for ongoing health promotion support. The interviews were transcribed verbatim and analysed thematically. All participants valued access to skill development, advice and support that would assist their health promotion practice. Skill development and expertise in health promotion was accessed from a variety of sources: conferences, workshops, mentoring or shared learning from internal and external colleagues, and access to online information and resources. With limited funds and limited access to professional development locally, participants fostered external and internal organisational relationships to seek in-kind advice and support. Irrespective of

Health service staff's attitudes towards patients with mental illness.

Science.gov (United States)

Arvaniti, Aikaterini; Samakouri, Maria; Kalamara, Eleni; Bochtsou, Valentini; Bikos, Constantinos; Livaditis, Miltos

2009-08-01

Stereotypes and prejudices against patients with mental illness are widespread in many societies. The aim of the present study is to investigate such attitudes among the staff and medical students, including employees and trainees, in a general university hospital. Six hundred individuals (361 employees, 231 students) completed the following questionnaires: Level of Contact Report (LCR), Authoritarianism Scale (AS), and Opinion about Mental Illness (OMI), a scale yielding five factors (social discrimination, social restriction, social care, social integration, and aetiology). Multivariate linear regression models were applied in order to search for the simultaneous effect of many variables on the scores of OMI factors. An important part of the sample held negative attitudes especially concerning social discrimination and restriction of the patients. Women, older and less educated staff, nursing staff, and people scoring higher on authoritarianism were more prejudiced. Higher scores on familiarity were associated with less negative attitudes. The results indicate the need to develop sensitisation and training programs considering mental health topics among health service employees.

Training Staff to Manage Challenging Behaviour

Science.gov (United States)

van Oorsouw, Wietske M. W. J.; Embregts, Petri J. C. M.; Bosman, Anna M. T.; Jahoda, Andrew

2010-01-01

Background: A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about dealing with incidents and limit physical risk of…

Administrative circular No. 2 (Rev. 5) – Recruitment, appointment and possible developments regarding the contractual position of staff members

CERN Document Server

HR Department

2011-01-01

Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 1 September 2011, is available on the intranet site of the Human Resources Department: https://cern.ch/hr-docs/admincirc/admincirc.asp It cancels and replaces Administrative Circular No. 2 (Rev. 4) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2009. Department Head Office

The SOLS TICE Project: Satellite Television and Audioconferencing in Continuing Professional Development for LIS Staff.

Science.gov (United States)

Hughes, Alun; Priestley, John

1992-01-01

Describes SOLS TICE, the Satellite On-Line Searching Interactive Conferencing Experiment, conducted at the University of Plymouth (United Kingdom) to meet the training needs of staff in the library and information science (LIS) sector. Continuing professional development is discussed, instructional effectiveness and cost effectiveness are…

A review of NRC staff uses of probabilistic risk assessment

International Nuclear Information System (INIS)

1994-03-01

The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC's Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff's current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff's uses of PRA

An investigation of low ergonomics risk awareness, among staffs at early product development phase in Malaysia automotive industries

Science.gov (United States)

Aziz, Fazilah Abdul; Razali, Noraini; Najmiyah Jaafar, Nur

2016-02-01

Currently there are many automotive companies still unable to effectively prevent consequences of poor ergonomics in their manufacturing processes. This study purpose is to determine the surrounding factors that influence low ergonomics risk awareness among staffs at early product development phase in Malaysia automotive industry. In this study there are four variables, low ergonomic risk awareness, inappropriate method and tools, tight development schedule and lack of management support. The survey data were gathered from 245 respondents of local automotive companies in Malaysia. The data was analysed through multiple regression and moderated regression using the IBM SPSS software. Study results revealed that low ergonomic risk awareness has influenced by inappropriate method and tool, and tight development schedule. There were positive linear relationships between low ergonomic risk awareness and inappropriate method and tools, and tight development schedule. The more inappropriate method and tools applied; the lower their ergonomic risk awareness. The more tight development schedule is the lower ergonomic risk awareness. The relationship between low ergonomic risk awareness and inappropriate method and tools depends on staff's age, and education level. Furthermore the relationship between low ergonomic risk awareness and tight development schedule depends on staff's working experience and number of project involvement. The main contribution of this paper was identified the number of factors of low ergonomics risk awareness and offers better understanding on ergonomics among researchers and automotive manufacturer's employees during product development process.

Health physics training of plant staff

International Nuclear Information System (INIS)

Heublein, R.M. Jr.

1982-01-01

The scope of this document entitled Health Physics Training of Plant Staff addresses those critical elements common to all health physics training programs. The incorporation of these elements in a health physics training program will provide some assurances that the trainees are competent to work in the radiological environment of a nuclear plant. This paper provides sufficient detail for the health physicist to make managerial decisions concerning the planning, development, implementation, and evaluation of health physics training programs. Two models are provided in the appendices as examples of performance based health physics training programs

Study of the Impact of Certified Staff Perception of Digital Citizenship upon Teacher Professional Development

Science.gov (United States)

Ashmeade, Lisa Ann

2016-01-01

This record of study examines the relationship between certified staff personnel perception of digital citizenship and the impact upon professional development. Quantitative and qualitative data was used to examine responses to teacher familiarity with the concept of digital citizenship and status of teaching digital citizenship culminating with…

Development and evaluation of the INSPIRE measure of staff support for personal recovery.

Science.gov (United States)

Williams, Julie; Leamy, Mary; Bird, Victoria; Le Boutillier, Clair; Norton, Sam; Pesola, Francesca; Slade, Mike

2015-05-01

No individualised standardised measure of staff support for mental health recovery exists. To develop and evaluate a measure of staff support for recovery. initial draft of measure based on systematic review of recovery processes; consultation (n = 61); and piloting (n = 20). Psychometric evaluation: three rounds of data collection from mental health service users (n = 92). INSPIRE has two sub-scales. The 20-item Support sub-scale has convergent validity (0.60) and adequate sensitivity to change. Exploratory factor analysis (variance 71.4-85.1 %, Kaiser-Meyer-Olkin 0.65-0.78) and internal consistency (range 0.82-0.85) indicate each recovery domain is adequately assessed. The 7-item Relationship sub-scale has convergent validity 0.69, test-retest reliability 0.75, internal consistency 0.89, a one-factor solution (variance 70.5 %, KMO 0.84) and adequate sensitivity to change. A 5-item Brief INSPIRE was also evaluated. INSPIRE and Brief INSPIRE demonstrate adequate psychometric properties, and can be recommended for research and clinical use.

Using Video Modeling with Voice-over Instruction to Train Public School Staff to Implement a Preference Assessment.

Science.gov (United States)

Bovi, Gina M Delli; Vladescu, Jason C; DeBar, Ruth M; Carroll, Regina A; Sarokoff, Randi A

2017-03-01

The identification of putative reinforcers is a critical component of programming for individuals with disabilities. A multiple stimulus without replacement preference assessment is one option for identifying putative reinforcers; however, staff must be trained on the steps necessary to conduct the assessment for it to be useful in practice. This study examined the effectiveness of using video modeling with voice-over instruction (VMVO) to train two public school staff to conduct this assessment. Results demonstrate that VMVO was effective in training, producing generalized responding, maintenance, and high social validity ratings.

Empowering education: A new model for in-service training of nursing staff

Directory of Open Access Journals (Sweden)

MAHMUD CHAGHARI

2017-01-01

Full Text Available Introduction: In-service training of nurses plays an indispensable role in improving the quality of inpatient care. Need to enhance the effectiveness of in-service training of nurses is an inevitable requirement. This study attempted to design a new optimal model for in-service training of nurses. Methods: This qualitative study was conducted in two stages during 2015-2016. In the first stage, the Grounded Theory was adopted to explore the process of training 35 participating nurses. The sampling was initially purposeful and then theoretically based on emerging concept. Data were collected through interview, observation and field notes. Moreover, the data were analyzed through Corbin-Strauss method and the data were coded through MAXQDA-10. In the second stage, the findings were employed through Walker and Avant’s strategy for theory construction so as to design an optimal model for in-service training of nursing staff. Results: In the first stage, there were five major themes including unsuccessful mandatory education, empowering education, organizational challenges of education, poor educational management, and educational-occupational resiliency. Empowering education was the core variable derived from the research, based on which a grounded theory was proposed. The new empowering education model was composed of self-directed learning and practical learning. There are several strategies to achieve empowering education, including the fostering of searching skills, clinical performance monitoring, motivational factors, participation in the design and implementation, and problem-solving approach. Conclusion: Empowering education is a new model for in-service training of nurses, which matches the training programs with andragogical needs and desirability of learning among the staff. Owing to its practical nature, the empowering education can facilitate occupational tasks and achieving greater mastery of professional skills among the nurses.

A staff shortage in Canada?

International Nuclear Information System (INIS)

Stoll, P.

1995-01-01

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

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

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

Training to raise staff awareness about safeguarding children.

Science.gov (United States)

Fleming, Jane

2015-04-01

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

Bringing poetry into staff development.

Science.gov (United States)

Peterson, Ronnie

2002-01-01

"Quello che mai fue detto d'alfcuna," words from Dante, "strive to say which was never said by anyone." This is the art of true verbal expression, the essence of poetry. Poet W. H. Auden once wrote that "poetry can open spaces of meaning for the human spirit that is more intimate to other human beings than it is to ourselves" (Auden, 1968). Poetry has many definitions. To some, it is the rhythmic verse they remember from grade school or from Mother Goose. To others, poetry is a verse of meter and measure, of balance and harmony. However, to most individuals, poetry is the ultimate expression of human emotion. Roy (1999) believed that nursing is in need of poetry, in order to evoke the deepest of images, fears, questions, and quests of the human spirit and the nursing profession. This article examines the use of poetry and how it might be incorporated into staff education.

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

Science.gov (United States)

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

2014-01-01

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

Motivating Staff--A Problem for the School Administrator.

Science.gov (United States)

Batchler, Merv

1981-01-01

Examines the implications for educators of the "Motivation-Hygiene Theory" proposed by Frederick Herzberg. Suggests increasing staff opportunities for goal setting, decision making, and expanded professional competence as strategies for developing staff motivation. (Author/MLF)

Staff views on supporting evidence based practice for children with ASD.

Science.gov (United States)

Trembath, David; Sulek, Rhylee; Paynter, Jessica; Simpson, Kate; Keen, Deb

2017-11-22

A variety of empirically supported interventions are available for children with autism spectrum disorder (ASD), but previous research suggests that their selection and use within an evidence-based practice (EBP) framework in clinical settings is challenging. To date, research has primarily focused on identifying individual, organisational, and contextual barriers to EBP rather than identifying collaborative solutions to these barriers through consultation with staff. The aim of our study was to explore staff views on supporting EBP in their work with children with ASD. We conducted five focus groups involving 29 professional (e.g., speech pathologists, teachers), paraprofessional (e.g., childcare workers), and managerial staff to explore their views. Audio recordings were transcribed verbatim and analysed using thematic analysis. Two central themes, comprising six categories, emerged to account for the participants' views. Initiative and Effort accounted for the range of creative strategies staff had developed to support their engagement in EBP. They also expressed the need for A Better Way involving organisational-wide support such as this engagement, including peer-to-peer mentoring. The findings suggest that an organisational-wide model to support engagement in EBP, with peer-to-peer mentoring at its foundation, may provide a desirable, ecologically valid, and acceptable model. Implications for Rehabilitation Clinicians and educators recognise the importance of evidence-based practice. Efforts to support evidence-based practice have focused mostly on access to research evidence. Clinicians and educators in this study were developing their own strategies based on intuition. They identified a need for organisation-wide approaches to supporting evidence-based practice. Peer-to-peer mentoring appears to be an acceptable and viable strategy.

Application of Transtheoretical Model to Exercise in Office Staff

Directory of Open Access Journals (Sweden)

Mohammad Ali Morowati Sharif Abad

2013-01-01

Full Text Available Abstract:Background: Transtheoretical model is identified as a comprehensive model for behavior exercise. The aim of this study was to check the situation of stage of change in exercise behavior of office personnel of Yazd city using transtheoretical model.Methods: In a cross-sectional study, 220 office personnel selected from administrative offices of Yazd through two-stage cluster-sampling method. The instrument for data collection was a questionnaire that included demographic variables and constructs of transtheoretical model. The reliability and validity of the instruments were examined and approved by experts. The data was analyzed using SPSS soft ware.Results: 152 males (69.1% and 68 females (30.9% with an average age of 34±8.68 years were selected. Sixty percent of the subjects were in precontemplation and contemplation stages and only 7.3% were in action stages. Significant differences were found between TTM constructs and stages of change (P=0.000. The results also showed significant differences between components of decisional balance and behavioral process and cognitive process with the stages of change. We found that behavioral process of change and self efficacy were the most important variables for improving levels of exercise.Conclusion: Most of the participants were in the precontemplation and contemplation stages and most problems were related to behavioral process and self efficacy. Therefore, strategies and programs are needed to be taken into account to improve exercise among the staff.

Gaming: a creative strategy for staff education.

Science.gov (United States)

Swartzendruber, D

1994-02-01

Providing staff development in a stimulating, innovative manner is the challenge of all nurse educators. This article discusses gaming, a creative teaching strategy that can help meet these needs. Games designed specifically for the education of dialysis staff will be reviewed. Advantages of the various games will also be examined.

Training Staff to Implement Brief Stimulus Preference Assessments

Science.gov (United States)

Weldy, Christina R.; Rapp, John T.; Capocasa, Kelli

2014-01-01

We trained 9 behavioral staff members to conduct 2 brief preference assessments using 30-min video presentations that contained instructions and modeling. After training, we evaluated each staff member's implementation of the assessments in situ. Results indicated that 1 or 2 training sessions for each method were sufficient for teaching each…

Academic staff competence development as a gap in quality ...

African Journals Online (AJOL)

However, despite commonplace understanding that quality in university education depends on the quality of the academic staff, universities are paying little attention to the professional competence of the latter. This paper discusses this anomaly with the conclusion that it threatens quality, especially in today's digital era.

Developing the digital literacies of academic staff: an institutional approach

Directory of Open Access Journals (Sweden)

Barbara Newland

2016-10-01

Full Text Available Institutional engagement with digital literacies at the University of Brighton has been promoted through the creation of a Digital Literacies Framework (DLF aimed at academic staff. The DLF consists of 38 literacies divided into four categories that align to the following key areas of academic work:• Learning and teaching• Research• Communication and collaboration• AdministrationFor each literacy, there is an explanation of what the literacy is, why it is important and how to gain it, with links to resources and training opportunities. After an initial pilot, the DLF website was launched in the summer of 2014. This paper discusses the strategic context and policy development of the DLF, its initial conception and subsequent development based on a pilot phase, feedback and evaluation. It critically analyses two of the ways that engagement with the DLF have been promoted: (1 formal professional development schemes and (2 the use of a ‘School-based’ approach. It examines the successes and challenges of the University of Brighton's scheme and makes some suggestions for subsequent steps including taking a course-level approach.

[Outcomes evaluation of the school staff health promotion project].

Science.gov (United States)

Woynarowska-Sołdan, Magdalena

This article presents selected outcomes of a 3-year project "Health promotion of school staff in health-promoting schools," as well as the achievements and difficulties in its implementation. The research was conducted on 644 teachers and 226 members of non-teaching staff in 21 schools. The method involved opinion poll and authored questionnaires. A 2-part model of outcome evaluation was developed. Most participants appreciated the changes that took place within the 3 years of the project implementation. These included the improved level of their knowledge about health, health-conducive behaviors (62-93%) and the physical and social environment of the school (50-92%). Changes were more frequently acknowledged by teachers. About 80% of the participants had a positive attitude to the project, but only 20% assessed their involvement as considerable. About 90% believed that health promotion activities should be continued. According to the project leaders, insufficient support and financial resources, and difficulties in motivating school employees, particularly the nonteaching staff, to undertake health-promotion activities were the major handicaps in the project implementation. The project outcomes can be assessed as satisfying. They revealed that it is posssible to initiate health promotion among school staff. This can be effective on condition that participants are motivated, actively engaged in the project and supported by the head teacher and the local community. Necessarily, school leaders should be prepared to promote health among adults and to gain support from school policy decision makers, school administration, trade unions and universities involved in teacher training. Med Pr 2016;67(2):187-200. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

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

Directory of Open Access Journals (Sweden)

Matiushenko Yuliua V.

2017-09-01

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

Motivational orientations of urban- and rural-based RNs: implications for staff development educators.

Science.gov (United States)

Armstrong, M L; Clark, D W; Stuppy, D J

1995-01-01

Part of professional development is influencing RNs to return for an undergraduate degree, a challenge for the staff development educator. Expanding on earlier research using Boshier's Educational Participation Scale to reveal motivational orientations, the authors queried 5 groups of RNs who were enrolled in BSN education between 1990 and 1992 (N = 235) and living in rural and urban areas of Texas. There were no significant differences of overall motivational orientations, yet RN students living in rural areas scored higher in professional knowledge (P = 0.03) whereas urban-based RN students scored higher in compliance with authority (P = 0.02). Specific marketing and educational strategies are discussed.

Structured Coaching Programs to Develop Staff.

Science.gov (United States)

Dyess, Susan MacLeod; Sherman, Rose; Opalinski, Andra; Eggenberger, Terry

2017-08-01

Health care environments are complex and chaotic, therein challenging patients and professionals to attain satisfaction, well-being, and exceptional outcomes. These chaotic environments increase the stress and burnout of professionals and reduce the likelihood of optimizing success in many dimensions. Coaching is evolving as a professional skill that may influence the optimization of the health care environment. This article reflects on three coaching programs: Gallup Strengths-Based Coaching, Dartmouth Microsystem Coaching, and Health and Wellness Nurse Coaching. Each approach is presented, processes and outcomes are considered, and implications for educators are offered. Continuing education departments may recognize various coaching approaches as opportunities to support staff professionals achieve not only the triple aim, but also the quadruple aim. J Contin Educ Nurs. 2017;48(8):373-378. Copyright 2017, SLACK Incorporated.

Improving communication between staff and disabled children in hospital wards: testing the feasibility of a training intervention developed through intervention mapping.

Science.gov (United States)

Gumm, Rebecca; Thomas, Eleanor; Lloyd, Claire; Hambly, Helen; Tomlinson, Richard; Logan, Stuart; Morris, Christopher

2017-01-01

To develop and test the feasibility of a novel parent-inspired training intervention for hospital ward staff to improve communication with disabled children when inpatients. Training content and delivery strategies were informed by the iterative process of Intervention Mapping and developed in collaboration with parents of disabled children. UK University Hospital children's ward. 80 medical, nursing, allied health professionals, clerical and housekeeping staff on a children's ward. Themes identified in previous qualitative research formed the basis of the training. Learning objectives included prioritising communication, cultivating empathy, improving knowledge and developing confidence. Participant feedback was used to refine content and delivery. Intervention documentation adheres to the Template for Intervention Description and Replication checklist. Highlighting mandated National Health Service policies and involving the hospital Patient and Carer Experience Group facilitated management support for the training. Eighty staff participated in one of four 1-hour sessions. A paediatric registrar and nurse delivered sessions to mixed groups of staff. General feedback was very positive. The intervention, fully documented in a manual, includes videos of parent carers discussing hospital experiences, interactive tasks, small group discussion, personal reflection and intention planning. Generic and local resources were provided. It was feasible to deliver this new communication training to hospital ward staff and it was positively received. Early feedback was encouraging and indicates a commitment to behaviour change. Further piloting is required to establish the transferability of the intervention to other hospitals, followed by consideration of downstream markers to evaluate the effects on disabled children's inpatient experience. Organisational and cultural change is required to support individual behaviour change.

Staff-family relationships in nursing home care: a typology of challenging behaviours.

Science.gov (United States)

Bauer, Michael

2007-09-01

Aim.  This paper draws on data from a study which investigated how Australian nursing home staff constructed staff-family relationships. Background.  Working with the family in aged care to provide the best care possible is consistent with modern nursing philosophy which espouses holistic care. The quality and enjoyment of the experience however, is frequently fraught with problems and challenges for both the staff and the family involved. Design.  A qualitative constructivist design as described by Guba and Lincoln [Fourth Generation Evaluation. Sage Publications, London.] was used. Method.  Thirty paid caregivers drawn from eight nursing homes were interviewed about their experiences of working with residents' families. A constant comparative method of data analysis was used to arrive at the findings. Results.  This paper reports on seven themes under the category of 'unacceptable behaviours'. These themes describe a range of attitudes and behaviours exhibited by families which staff members found undesirable. Conclusions.  Staff members found a number of family behaviours challenging. Nursing home staff perceives the family as subordinate to their needs and want to retain control of the work environment. Relevance to clinical practice.  Nursing home staff need to move away from custodial models of care focused on 'getting the work done' and develop more family friendly work practices that are inclusive of the needs of the family and view them as equal partners in care.

Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective

OpenAIRE

Viotti, Sara; Gilardi, Silvia; Guglielmetti, Chiara; Converso, Daniela

2015-01-01

Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R), has two main aims: (a) to examine the association between verbal aggression and job burnout in both nurses and nurse's aides and (b) to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two pro...

Literacy-Related Play Activities and Preschool Staffs' Strategies to Support Children's Concept Development

Science.gov (United States)

Norling, Martina; Lillvist, Anne

2016-01-01

This study investigates language-promoting strategies and support of concept development displayed by preschool staffs' when interacting with preschool children in literacy-related play activities. The data analysed consisted of 39 minutes of video, selected systematically from a total of 11 hours of video material from six Swedish preschool…

Interactional patterns between staff and clients with borderline to mild intellectual disabilities

NARCIS (Netherlands)

Reuzel, E.; Embregts, P.J.C.M.; Bosman, A.M.T.; van Nieuwenhuizen, A.; Jahoda, A.

2013-01-01

Background Client-centred models of care imply that clients should have a collaborative relationship with staff providing support. This study investigates whether dialogues between staff and clients in naturally occurring contexts reflect this collaborative ideal. Methods Nineteen staff members

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

Science.gov (United States)

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

2018-05-01

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

Staff perspectives of violence in the emergency department: Appeals for consequences, collaboration, and consistency.

Science.gov (United States)

Renker, Paula; Scribner, Shellie A; Huff, Pam

2015-01-01

Violence committed by patients and their families and visitors against Emergency Department staff in the United States is common and detrimental to staff well being, morale, and care practices. Hospitals losses occur due to decreased staff retention, prestige, and patient and visitor satisfaction. The purpose of the baseline survey reported here was to identify and describe staff experiences, concerns, and perceptions related to violence and abuse perpetrated by patients, family, and non-family visitors in a Level 1 emergency department. The survey sample was composed of 41 registered nurses and 10 paramedics. The majority of the participants (84%, n= 41) were female and worked full time (82%, n= 41) on the 7P-7A (49%, n= 25) shift. The cross-sectional mixed-method descriptive design used a survey to measure violence experiences and interviews with key informants. Specific analytical methods included descriptive and inferential statistics and ethnography. The findings are summarized by a model that portrays 1) Contributing factors to the development of violence in the ED, 2) maladaptive reactions to workplace violence of Cynicism, Concern for focus on customer service, and Conflict, and 3) three themes that, depending on their presence or absence, serve as barriers or facilitators to violence: Consistency, Consequences and Collaboration. Interventions developed to minimize violence in the ED must focus on modifiable risk factors and address what is in the department's control including staff education in recognizing escalating anxious or aggressive behavior, policy development and implementation, and environmental changes.

Job and task analysis for technical staff

International Nuclear Information System (INIS)

Toline, B.C.

1991-01-01

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

Integration of Higher Education and Endogenous Development in Staff, Students and Curricula Development Processes

Directory of Open Access Journals (Sweden)

A Mwadiwa

2013-01-01

Full Text Available Higher education in most developing countries, particularly on the African continent, suffers a major contradiction, where even though the populations in nearly all African countries are of mixed cultural backgrounds, the university curriculum content encompasses, predominantly, the modern western view. Accordingly efforts and experiences for staff, student and curriculum development incorporating research, teaching and learning capacities focus, primarily, on modern concepts, approaches and methodologies. Thus most development initiatives are consequently looking to modern western view to motivate individuals who have come to associate modern western schooling and school-type programmes with success and the non-modern western world views with failure (Rustemeyer 2011:15. Arguably, modern western view pervades nearly every aspect of daily lives of traditional societies dwelling in rural communities whilst being increasingly influenced by inevitable factors of universal marketplace economically. This article challenges the University of Technology to become more passionately initiative in supporting the essence of ‘endogenous development (ED meaning development originating from within through encouraging and promoting networking with rural Community-based Traditional Institutions. The international Comparing and Supporting Endogenous Development (COMPAS Network describes endogenous development as an empowering process of the community, in which cultural awakening, creation of unity and participatory action are essential elements (COMPAS 2006:9. The significant aspect of the endogenous development approach is the willingness of development experts to implant their work and effort in the worldviews of the Traditional Institutions even though the professionals may not fully understand or agree with the worldviews of the respective Traditional Institutions.

HUMAN DEVELOPMENT FOR STAFF INVOLVED IN INSTITUTIONS FROM TERTIARY HEALTH CARE: HEALTH SERVICES AND LABOR WELFARE MEDELLIN, COLOMBIA, 2007

Directory of Open Access Journals (Sweden)

Gladys Irene, Arboleda Posada

2011-01-01

Full Text Available The study describes the conditions of human development according to labor welfare and satisfaction with healthcare services from staff employed with an indefinite term contract before January 1997 in health institutions of tertiary care in the city of Medellin (Colombia. It was performed a cross-sectional study designed to measure these components of human development through surveys applied on the staff with the described conditions, without any difference of academic, socioeconomic status or type of position. It was included a population of 1622 persons from five institutions, with a final sample of 242.Among the key findings is highlighted the high degree of staff satisfaction related to received in healthcare services for both, the worker and their beneficiaries; as well as the supply of medicines and diagnostic aids; besides the satisfaction with the work performed in the company and the feeling of being useful and important to it, they find out it is difficult to have promotions by merit and recognition for their work. As factors to strengthen in these institutions are the establishing clear policies for promotion and recognition.

Equity development programmes for academic staff at South African ...

African Journals Online (AJOL)

The current academic staff profile in South African Higher Education reflects much of the skewdness of the past. The central dilemma faced by these institutions is how to achieve an equitable ratio in the short and medium terms. In response to government concerns expressed through the National Plan on Higher Education, ...

Helping spanish SMEs staff to develop their competence in writing business letters

Directory of Open Access Journals (Sweden)

Isabel González-Pueyo

2009-06-01

Full Text Available This paper reports on the development of a website tool aimed at helping Spanish small and medium enterprises (SMEs staff to write their commercial correspondence in English. It describes the steps involved in the tool system design process, making an emphasis on the methodological criteria and rational that guided us to develop the site. In order to obtain the material, a corpus of commercial correspondence written in English was collected and later analysed, applying a genre-based approach as established by Bhatia (1993 and Swales (1990. The findings provided the move structure and strategies of each type of letter as well as the lexico-grammatical realizations of each move which later would be standardised and presented to be used systematically in the composition of letters with the same communicative purpose. This work illustrates how a genre-based approach can successfully be applied to ESP materials development.

[Coping with occupational stress among nursing staff by participatory action research].

Science.gov (United States)

Morano-Báez, Rocío; Albar-Marín, María Jesús; García-Ramírez, Manuel; Prieto-Guerrero, María Milagros; García-Nieto, Alejandro Antonio

2009-01-01

To describe a collaborative practice focused on coping with the occupational stress among nursing staff in a hospital setting. These practices focus on the contextualization of the problems and the design and implementation of actions using the psychopolitical model and the participatory action research (PAR) methodology. Participants were the nurses of 4 units of internal medicine at the public hospital "Virgen Macarena" in Seville. We have used the ISTAS questionnaire, interviews and discussion groups through which nurses and researchers have assessed, defined, proposed and implemented different actions in order to improve their work conditions. Problematic situations detected by the questionnaires are associated to psychological demands, role conflicts and esteem. The main cause of stress in healthcare professionals is the lack of staff, according to the opinion laid by supervisors. In the discussion groups, nurses accorded to get involved in three situations: a) the need of the continuous presence of an orderly to move patients which aren't autonomous; b) the need of controlling visit hours and the number of accompanying people with each patient; and c) the need to improve the registration of the activities assigned to nursing staff. Among the strength of the psychopolitical model and PAR in a hospital context we must emphasize on the mobilization of professionals and the development of a critical consciousness. Among the weakness, those derived from bureaucratic processes. These barriers imply a challenge for change and organizational development.

The Relationship between Reciprocity and the Emotional and Behavioural Responses of Staff

Science.gov (United States)

Thomas, Cathryn; Rose, John

2010-01-01

Background: The current study examines a model relating to the concept of reciprocity and burnout in staff, incorporating previous research findings based upon Weiner's (1980, 1986) cognitive-emotional model linking emotions, optimism and helping behaviour, with the aim of testing the model. Materials: Staff working in community homes within the…

Engaging Frontline Leaders and Staff in Real-Time Improvement.

Science.gov (United States)

Phillips, Jennifer; Hebish, Linda J; Mann, Sharon; Ching, Joan M; Blackmore, C Craig

2016-04-01

The relationship of staff satisfaction and engagement to organizational success, along with the integral influence of frontline managers on this dimension, is well established in health care and other industries. To specifically address staff engagement, Virginia Mason Medical Center, an integrated, single-hospital health system, developed an approach that involved leaders, through the daily use of standard work for leaders, as well as staff, through a Lean-inspired staff idea system. Kaizen Promotion Office (KPO) staff members established three guiding principles: (1) Staff engagement begins with leader engagement; (2) Integrate daily improve- ment (kaizen) as a habitual way of life not as an add-on; and (3) Create an environment in which staff feel psycho- logically safe and valued. Two design elements--Standard Work for Leaders (SWL) and Everyday Lean Ideas (ELIs) were implemented. For the emergency department (ED), an early adopter of the staff engagement work, the challenge was to apply the guiding principles to improve staff engagement while improving quality and patient and staff satisfaction, even as patient volumes were increasing. Daily huddles for the KPO staff members and weekly leader rounds are used to elicit staff ideas and foster ELIs in real time. Overall progress to date has been tracked in terms of staff satisfaction surveys, voluntary staff turnover, adoption of SWL, and testing and implementation of staff ideas. For example, voluntary turnover of ED staff decreased from 14.6% in 2011 to 7.5% in 2012, and 2.0% in 2013. Organizationwide, at least 800 staff ideas are in motion at any given time, with finished ones posted in an idea supermarket website. A leadership and staff engagement approach that focuses on SWL and on capturing staff ideas for daily problem solving and improvement can contribute to organization success and improve the quality of health care delivery.

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).    

Technique for determining training staff size

International Nuclear Information System (INIS)

Frye, S.R.

1985-01-01

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

Developing a Model for Pharmaceutical Palliative Care in Rural Areas—Experience from Scotland

Directory of Open Access Journals (Sweden)

Gazala Akram

2017-02-01

Full Text Available Palliative care is increasingly delivered in the community but access to medicines, particularly ‘out of hours’ remains problematic. This paper describes the experience of developing a model to deliver pharmaceutical palliative care in rural Scotland via the MacMillan Rural Palliative Care Pharmacist Practitioner (MRPP project. The focus of the service was better integration of the MRPP into different care settings and professional teams, and to develop educational resources for the wider MDT including Care Home and Social Care staff on medicine related issues in palliative care. A variety of integration activities are reported in the paper with advice on how to achieve this. Similarly, many resources were developed, including bespoke training on pharmaceutical matters for Care Home staff. The experience allowed for a three step service and sustainability model for community pharmacy palliative care services to be developed. Moving through the steps, the key roles and responsibilities of the MRPP gradually shift towards the local Community Pharmacist(s, with the MRPP starting from a locality-based hands-on role to a wider supportive facilitating role for local champions. It is acknowledged that successful delivery of the model is dependent on alignment of resources, infrastructure and local community support.

Improvement critical care patient safety: using nursing staff development strategies, at Saudi Arabia.

Science.gov (United States)

Basuni, Enas M; Bayoumi, Magda M

2015-01-13

Intensive care units (ICUs) provide lifesaving care for the critically ill patients and are associated with significant risks. Moreover complexity of care within ICUs requires that the health care professionals exhibit a trans-disciplinary level of competency to improve patient safety. This study aimed at using staff development strategies through implementing patient safety educational program that may minimize the medical errors and improve patient outcome in hospital. The study was carried out using a quasi experimental design. The settings included the intensive care units at General Mohail Hospital and National Mohail Hospital, King Khalid University, Saudi Arabia. The study was conducted from March to June 2012. A convenience sample of all prevalent nurses at three shifts in the aforementioned settings during the study period was recruited. The program was implemented on 50 staff nurses in different ICUs. Their age ranged between 25-40 years. Statistically significant relation was revealed between safety climate and job satisfaction among nurses in the study sample (p=0.001). The years of experiences in ICU ranged between one year 11 (16.4) to 10 years 20 (29.8), most of them (68%) were working in variable shift, while 32% were day shift only. Improvements were observed in safety climate, teamwork climate, and nurse turnover rates on ICUs after implementing a safety program. On the heels of this improvement; nurses' total knowledge, skills and attitude were enhanced regarding patient safety dimensions. Continuous educational program for ICUs nursing staff through organized in-service training is needed to increase their knowledge and skills about the importance of improving patient safety measure. Emphasizing on effective collaborative system also will improve patient safety measures in ICUS.

Using Participatory Action Research to Develop a Working Model That Enhances Psychiatric Nurses' Professionalism: The Architecture of Stability.

Science.gov (United States)

Salzmann-Erikson, Martin

2017-11-01

Ward rules in psychiatric care aim to promote safety for both patients and staff. Simultaneously, ward rules are associated with increased patient violence, leading to neither a safe work environment nor a safe caring environment. Although ward rules are routinely used, few studies have explicitly accounted for their impact. To describe the process of a team development project considering ward rule issues, and to develop a working model to empower staff in their daily in-patient psychiatric nursing practices. The design of this study is explorative and descriptive. Participatory action research methodology was applied to understand ward rules. Data consists of audio-recorded group discussions, observations and field notes, together creating a data set of 556 text pages. More than 100 specific ward rules were identified. In this process, the word rules was relinquished in favor of adopting the term principles, since rules are inconsistent with a caring ideology. A linguistic transition led to the development of a framework embracing the (1) Principle of Safety, (2) Principle of Structure and (3) Principle of Interplay. The principles were linked to normative guidelines and applied ethical theories: deontology, consequentialism and ethics of care. The work model reminded staff about the principles, empowered their professional decision-making, decreased collegial conflicts because of increased acceptance for individual decisions, and, in general, improved well-being at work. Furthermore, the work model also empowered staff to find support for their decisions based on principles that are grounded in the ethics of totality.

Patient, staff and physician satisfaction: a new model, instrument and their implications.

Science.gov (United States)

York, Anne S; McCarthy, Kim A

2011-01-01

Customer satisfaction's importance is well-documented in the marketing literature and is rapidly gaining wide acceptance in the healthcare industry. The purpose of this paper is to introduce a new customer-satisfaction measuring method - Reichheld's ultimate question - and compare it with traditional techniques using data gathered from four healthcare clinics. A new survey method, called the ultimate question, was used to collect patient satisfaction data. It was subsequently compared with the data collected via an existing method. Findings suggest that the ultimate question provides similar ratings to existing models at lower costs. A relatively small sample size may affect the generalizability of the results; it is also possible that potential spill-over effects exist owing to two patient satisfaction surveys administered at the same time. This new ultimate question method greatly improves the process and ease with which hospital or clinic administrators are able to collect patient (as well as staff and physician) satisfaction data in healthcare settings. Also, the feedback gained from this method is actionable and can be used to make strategic improvements that will impact business and ultimately increase profitability. The paper's real value is pinpointing specific quality improvement areas based not just on patient ratings but also physician and staff satisfaction, which often underlie patients' clinical experiences.

Everyone's business: developing an integrated model of care to respond to child abuse in a pediatric hospital setting.

Science.gov (United States)

Connolly, Sarah

2012-01-01

In pediatric hospitals, social work plays a central role in the prevention, identification, and management of child abuse. Children who are suspected of having been abused or neglected require an evaluation of their psychosocial situation. As an integral member of the health care team, the social worker is well placed to undertake comprehensive psychosocial assessments including information on the child's development, parental capacity, family, and community supports. Current practice approaches have seen a shift away from a narrow, "expert" approach to child protection. This article describes the development of an integrated model of social work service delivery to better respond to vulnerable and at-risk children in a pediatric hospital setting. Developing a new model of service required strategic planning, consultation, and endorsement from senior hospital management. The new model aimed to ensure a high quality, responsive social work service to children at risk of physical abuse, neglect, or cumulative harm. The change necessitated understanding of current research evidence, development of best practice guidelines, and effective communication with staff and external stakeholders. Policy development, implementation of practice guidelines, staff training, data collection, and service evaluation are described. The role of social work management and leadership were central in creating change. Visionary leadership is widely regarded as key to successful organizational change. The management approach included consultation with staff, building commitment to the need for change, addressing staff concerns, and providing a vision of enhanced client outcomes as a result of the change process. This article provides a candid overview of challenges and barriers to change. Change strategies described are easily transferable to other social work settings. Copyright © Taylor & Francis Group, LLC

Evaluation of a Staff Training Programme using Positive Psychology coaching with film and theatre elements in care homes: views and attitudes of residents, staff and relatives.

Science.gov (United States)

Guzmán, Azucena; Wenborn, Jennifer; Ledgerd, Ritchard; Orrell, Martin

2017-03-01

There is a recognised need to improve staff training in care homes. The aim of this study was to conduct a qualitative evaluation of the Ladder to the Moon Culture Change Studio Engagement Programme (CCSEP), a staff training programme aimed at enhancing staff-resident communication. Focus groups were conducted with residents able to provide consent; staff and relatives and managers were interviewed in two care homes. A theoretical framework was developed to interpret the impact of CCSEP using Framework Analysis. Residents noted that the programme appeared to result in staff interacting more with them, as well as enjoying working together as a team. Staff reported an improved sense of teamwork, developing more positive attitudes towards residents, as well as their concerns about using theatrical techniques in the care setting. Relatives identified care home organisational aspects as being barriers to implementation, and some regarded CCSEP simply as 'entertainment' rather than 'creative care'. This study provides an insight into the potential of this staff training programme to improve staff-resident interactions. However, participants' varying views of CCSEP highlight the need to brief staff, residents and relatives before implementation so as to enable full understanding of the aim. © 2016 John Wiley & Sons Ltd.

Training of power station staff

International Nuclear Information System (INIS)

Dusserre, J.

1993-01-01

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

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...

A Staff Development Program Designed To Reach the Partnership School's Goals: Cooperative Learning Strategies, Coaching Sessions and a Narrowed Academic Performance Gap among Student Populations.

Science.gov (United States)

Cook, Kathy; Karr-Kidwell, PJ

This paper describes the design and implementation of a staff-development program at Vivian Field Junior High School in Carrollton, Texas. The school is a member of the Texas Partnership School Initiative, which was created to give schools latitude in raising student achievement. The goal of the staff-development program was to identify gains in…

MODELING OF STAFF COMMUNICATION PROCESSES IN MANAGING UNFORMALIZED KNOWLEDGE OF THE COMPANY

Directory of Open Access Journals (Sweden)

Olga E. Bashina

2014-01-01

Full Text Available The article is dedicated to the actual economic issues of modeling of staff communication processesin managing of unformalized knowledge for decision making. Since unformalized knowledge isoften has a tacit form, i.e. personal experience and intuitions, held in employees’ heads then the main way of transmission of such knowledge is communications between employees. Modelingof the exchange and dissemination of unformalized knowledge and information among employeeswas made within the framework of social network analyses methods: a group of employees isconsidered as an interconnected system consisting of nodes (persons, members of the groupand the connections between them (relations. As a part of modeling a management procedure for managing the unformalized knowledge is proposed. This management procedure implies a preliminary analysis, planning and creating a technological infrastructure that supports the exchangeprocesses, distribution and partial formalization of unformalized knowledge.

Radiation monitoring of PET staff

International Nuclear Information System (INIS)

Trang, A.

2004-01-01

Full text: Positron emission tomography (PET) is becoming a common diagnostic tool in hospitals, often located in and employing staff from the Nuclear Medicine or Radiology departments. Although similar in some ways, staff in PET departments are commonly found to have the highest radiation doses in the hospital environment due to unique challenges which PET tracers present in administration as well as production. The establishment of a PET centre with a dedicated cyclotron has raised concerns of radiation protection to the staff at the WA PET Centre and the Radiopharmaceutical Production and Development (RAPID) team. Since every PET centre has differing designs and practices, it was considered important to closely monitor the radiation dose to our staff so that improvements to practices and design could be made to reduce radiation dose. Electronic dosimeters (MGP DMC 2000XB), which have a facility to log time and dose at 10 second intervals, were provided to three PET technologists and three PET nurses. These were worn in the top pocket of their lab coats throughout a whole day. Each staff member was then asked to note down their duties throughout the day and also note the time they performed each duty. The duties would then correlate with the dose with which the electronic monitor recorded and an estimate of radiation dose per duty could be given. Also an estimate of the dose per day to each staff member could be made. PET nurses averaged approximately 20 μ8v per day getting their largest dose from caring for occasional problematic patients. Smaller doses of a 1-2 μ8v were recorded for injections and removing cannulas. PET technologists averaged approximately 15 μ8v per day getting their largest dose of 1-5μ8v mainly from positioning of patients and sometimes larger doses due to problematic patients. Smaller doses of 1-2 μ5v were again recorded for injections and removal of cannulas. Following a presentation given to staff, all WA PET Centre and RAPID staff

Assessment of Non-Professional Staff Training programme In ...

African Journals Online (AJOL)

The study identified training and development for non-professional staff in Nigerian University Libraries, the categories of staff that are enjoying the training programme, the relevance of the course contents, and the effect of the training programme for non-professional and job performance. The method adopted for the study ...

Thinking About Challenging Behavior: A Repertory Grid Study of Inpatient Staff Beliefs

Science.gov (United States)

Hare, Dougal Julian; Durand, Marianne; Hendy, Steve; Wittkowski, Anja

2012-01-01

Studies examining staff attitudes toward people with intellectual disability have traditionally used pre-determined categories and models or been open to researcher bias. The use of methods derived from personal construct psychology permits an objective investigation of staff views and attitudes without such limitations. Fourteen staff from an…

A survey on social networks to determine requirements for Learning Networks for professional development of university staff

NARCIS (Netherlands)

Brouns, Francis; Berlanga, Adriana; Fetter, Sibren; Bitter-Rijpkema, Marlies; Van Bruggen, Jan; Sloep, Peter

2009-01-01

Brouns, F., Berlanga, A. J., Fetter, S., Bitter-Rijpkema, M. E., Van Bruggen, J. M., & Sloep, P. B. (2011). A survey on social networks to determine requirements for Learning Networks for professional development of university staff. International Journal of Web Based Communities, 7(3), 298-311.

Valuing Professional, Managerial and Administrative Staff in HE

Science.gov (United States)

Duncan, David

2014-01-01

The article explores the role of the Registrar (Chief Operating Officer) in a university, and the ways in which we value the contributions of professional, managerial and administrative (PMA) staff. It assesses the conditions in which PMA staff work and describes the professional development opportunities they enjoy. The article goes on to analyse…

A Measure of Staff Burnout among Health Professionals.

Science.gov (United States)

Jones, John W.

Staff burnout among health professionals refers to a syndrome of physical and emotional exhaustion involving the development of negative job attitudes, a poor professional self-concept, and a loss of empathic concern for clients. The Staff Burnout Scale for Health Professionals (SBS-HP) is a 20-item inventory assessing cognitive, affective,…

DEVELOPMENT OF A SIX SIGMA RATING SCALE FOR MEASURING THE QUALITY OF WORK LIFE OF TEACHING STAFF WORKING IN SAUDI UNIVERSITIES

Directory of Open Access Journals (Sweden)

Arun Vijay Subbarayalu

2017-06-01

Full Text Available Higher Education institutions in Saudi Arabia is currently performing several evaluations by both students and teaching staff as a measure to improve the quality by understanding the perception of its stakeholders. In order to retain the best and efficient work force to carry out the teaching roles in these universities, the Quality of Work Life (QoWL prevailing in these Educational institutions needs to be studied. Accordingly, this study was conducted among the teaching staff of the University of Dammam [UOD] to capture their experiences related to various aspects of the QoWL. The teaching staff opinion was captured through a pre-tested QoWL questionnaire and the data were analyzed through six sigma analytical tool using the Poisson distribution model. From the non-conformance level captured through the responses from the faculty/teaching staff about the various aspects of quality of work life prevailing in their respective colleges, the corresponding sigma rating for each component of QoWL was calculated. Subsequently, an innovative six point quality rating system was established for each sigma values. The overall opinion of teaching staff about the QoWL prevailing at UOD is rated as "Adaptable" signifying that there is room for further improvement and appropriate strategies need to be employed to improve it.

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.

Development of a 2-h suicide prevention program for medical staff including nurses and medical residents: A two-center pilot trial.

Science.gov (United States)

Nakagami, Yukako; Kubo, Hiroaki; Katsuki, Ryoko; Sakai, Tomomichi; Sugihara, Genichi; Naito, Chisako; Oda, Hiroyuki; Hayakawa, Kohei; Suzuki, Yuriko; Fujisawa, Daisuke; Hashimoto, Naoki; Kobara, Keiji; Cho, Tetsuji; Kuga, Hironori; Takao, Kiyoshi; Kawahara, Yoko; Matsumura, Yumi; Murai, Toshiya; Akashi, Koichi; Kanba, Shigenobu; Otsuka, Kotaro; Kato, Takahiro A

2018-01-01

Suicide is a crucial global health concern and effective suicide prevention has long been warranted. Mental illness, especially depression is the highest risk factor of suicide. Suicidal risk is increased in people not only with mental illness but also with physical illnesses, thus medical staff caring for physically-ill patients are also required to manage people with suicidal risk. In the present study, we evaluated our newly developed suicide intervention program among medical staff. We developed a 2-h suicide intervention program for medical staff, based on the Mental Health First Aid (MHFA), which had originally been developed for the general population. We conducted this program for 74 medical staff members from 2 hospitals. Changes in knowledge, perceived skills, and confidence in early intervention of depression and suicide-prevention were evaluated using self-reported questionnaires at 3 points; pre-program, immediately after the program, and 1 month after program. This suicide prevention program had significant effects on improving perceived skills and confidence especially among nurses and medical residents. These significant effects lasted even 1 month after the program. Design was a single-arm study with relatively small sample size and short-term follow up. The present study suggests that the major target of this effective program is nurses and medical residents. Future research is required to validate the effects of the program with control groups, and also to assess long-term effectiveness and actual reduction in suicide rates. Copyright © 2017 Elsevier B.V. All rights reserved.

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...

Professional Mobility of the Staff in the Risk Society

Directory of Open Access Journals (Sweden)

Otenko Vasyl I.

2016-02-01

Full Text Available Unanticipated crises in various spheres of society are becoming a main object of attention of the mankind and civilization forming a new model of civilization – the risk society. Although this model is reflected in many works by scientists from different areas, methodological and practical justification of mechanisms for complex study of risks both at the society and enterprise level still remain relevant. The main resource for solving the problem of adaptation to life in the risk society is a person, who has both a high level of creativity and social responsibility. The unpredictability of enterprise risks can be overcome by developing professional mobility of its staff. This quality of a person is formed under the influence of a large number of external and internal factors. Among them the most difficult are the creative motivation of a person’s behavior and his/her internal mental set. In order to develop a methodological basis for formation of the staff professional mobility, it is necessary to formulate the main idea and hypothesis of a new theory, justify a list of disciplines studying certain aspects of the risk society and professional mobility, analyze paradigms of related sciences and choose ideas to form foundations of a new paradigm for creating a multidisciplinary system of concepts, principles and methods of research information support, rules of qualitative and quantitative assessment of its subject.

Advancing the recovery orientation of hospital care through staff engagement with former clients of inpatient units.

Science.gov (United States)

Kidd, Sean A; McKenzie, Kwame; Collins, April; Clark, Carrie; Costa, Lucy; Mihalakakos, George; Paterson, Jane

2014-02-01

This study was undertaken to assess the impact of consumer narratives on the recovery orientation and job satisfaction of service providers on inpatient wards that focus on the treatment of schizophrenia. It was developed to address the paucity of literature and service development tools that address advancing the recovery model of care in inpatient contexts. A mixed-methods design was used. Six inpatient units in a large urban psychiatric facility were paired on the basis of characteristic length of stay, and one unit from each pair was assigned to the intervention. The intervention was a series of talks (N=58) to inpatient staff by 12 former patients; the talks were provided approximately biweekly between May 2011 and May 2012. Self-report measures completed by staff before and after the intervention assessed knowledge and attitudes regarding the recovery model, the delivery of recovery-oriented care at a unit level, and job satisfaction. In addition, focus groups for unit staff and individual interviews with the speakers were conducted after the speaker series had ended. The hypothesis that the speaker series would have an impact on the attitudes and knowledge of staff with respect to the recovery model was supported. This finding was evident from both quantitative and qualitative data. No impact was observed for recovery orientation of care at the unit level or for job satisfaction. Although this engagement strategy demonstrated an impact, more substantial change in inpatient practices likely requires a broader set of strategies that address skill levels and accountability.

Conflict between nursing home staff and residents' families: does it increase burnout?

Science.gov (United States)

Abrahamson, Kathleen; Jill Suitor, J; Pillemer, Karl

2009-09-01

In this study, the authors examine the influence of conflict between nursing home staff and family members of residents on staff burnout. Data were collected from interviews with a representative sample of 655 nursing home nurses and nursing assistants. Hypotheses were tested using structural equation modeling. Results indicate that conflict with family members increases staff burnout and decreases staff satisfaction. Staff and family conflict increases when staff members feel they do not have enough time to complete required tasks. Level of conflict decreases when staff perceive that family members have care expectations that are similar to their own. Interestingly, staff who have personal experience as family caregivers are more likely to report conflict with family members of residents, a result that necessitates further study. Staff burnout and dissatisfaction affects both individuals and organizations. Policy that addresses staff and family interaction can have an important place in the design and delivery of long-term care.

The impact of staff and service user gender on staff responses towards adults with intellectual disabilities who display aggressive behaviour.

Science.gov (United States)

Kleinberg, I; Scior, K

2014-02-01

The impact of staff and service user gender on responses of staff in intellectual disability (ID) services is poorly understood. The present study set out to assess the role of gender in influencing staff emotions, attributions and behavioural intentions in response to aggression displayed by adults with ID. A new scale measuring staff behavioural intentions was developed. A two × two (staff gender × service user gender) between subjects design was used to compare the responses of day and residential support staff to physical aggression by a hypothetical service user. In response to a vignette depicting a service user with ID assaulting a member of staff, 160 respondents completed measures of affective responses, causal attributions and behavioural intentions while imagining themselves as the target of the service user's assault. Female participants reported feeling more fear/anxiety, more depression/anger and less confident/relaxed than male participants. The longer staff had worked with people with ID, the more likely they were to favour safety-focused behaviours. More confident female participants were less likely to favour safety-focused behaviours, but confidence had no effect on male participants' endorsement of these behaviours. Increased confidence in both was associated with lower agreement of safety-focused behaviours in relation to the female vignette, regardless of participant gender. The more control women believed the service user had over their behaviour, the more likely they were to choose safety-focused behaviours. Punitive behaviours were favoured more in response to the male rather than the female service user. Punitive behaviours were also favoured more by more junior staff and by participants who expected feeling more depressed/angry in response to the vignettes. Both staff and service user gender influenced staff responses to aggression, yet the latter played a smaller role than expected. The role of gender in staff-service user

Nurse manager perspective of staff participation in unit level shared governance.

Science.gov (United States)

Cox Sullivan, Sheila; Norris, Mitzi R; Brown, Lana M; Scott, Karen J

2017-11-01

To examine the nurse manager perspective surrounding implementation of unit level shared governance in one Veterans Health Administration facility. Nursing shared governance is a formal model allowing nursing staff decision-making input into clinical practice, quality improvement, evidence-based practice and staff professional development. Unit level shared governance is a management process where decision authority is delegated to nursing staff at the unit level. Convenience sampling was used to recruit ten nurse managers who participated in face-to-face semi-structured interviews. Data were analysed using content analysis and constant comparison techniques. Demographic data were described using descriptive statistics. The participants included seven female and three male nurse managers with seven Caucasian and three African American. Participant quotes were clustered to identify sub-themes that were then grouped into four global themes to describe unit level shared governance. The global themes were: (1) motivation, (2) demotivation, (3) recommendations for success, and (4) outcomes. These research findings resonate with previous studies that shared governance may be associated with increased nurse empowerment, self-management, engagement, and satisfaction. These findings reflect the need for nurse managers to promote and recognize staff participation in unit level shared governance. © 2017 John Wiley & Sons Ltd.

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 ...

Linked Data is People: Building a Knowledge Graph to Reshape the Library Staff Directory

Directory of Open Access Journals (Sweden)

Jason A. Clark

2017-04-01

Full Text Available One of our greatest library resources is people. Most libraries have staff directory information published on the web, yet most of this data is trapped in local silos, PDFs, or unstructured HTML markup. With this in mind, the library informatics team at Montana State University (MSU Library set a goal of remaking our people pages by connecting the local staff database to the Linked Open Data (LOD cloud. In pursuing linked data integration for library staff profiles, we have realized two primary use cases: improving the search engine optimization (SEO for people pages and creating network graph visualizations. In this article, we will focus on the code to build this library graph model as well as the linked data workflows and ontology expressions developed to support it. Existing linked data work has largely centered around machine-actionable data and improvements for bots or intelligent software agents. Our work demonstrates that connecting your staff directory to the LOD cloud can reveal relationships among people in dynamic ways, thereby raising staff visibility and bringing an increased level of understanding and collaboration potential for one of our primary assets: the people that make the library happen.

Checklist for Staff Technology Training.

Science.gov (United States)

Anderson, Mary Alice

1997-01-01

Presents a planning checklist for staff technology training. Includes forming a committee and developing proposals, contacting pertinent people, handling publicity, sending invitations, distributing schedules/registration information, arranging for equipment, purchasing prizes, conducting preliminary checks on equipment and software, ordering…

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...

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

Directory of Open Access Journals (Sweden)

Zelinska Haluna Olexiivna

2016-12-01

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

Attachment and coping of dementia care staff: The role of staff attachment style, geriatric nursing self-efficacy, and approaches to dementia in burnout.

Science.gov (United States)

Kokkonen, Taru-Maija; Cheston, Richard I L; Dallos, Rudi; Smart, Cordet A

2014-07-01

Past research suggests that dementia care staff are vulnerable to the development of burnout, which has implications for staff well-being and hence the quality of care for people with dementia. Studying personal vulnerability factors in burnout is important as it can guide staff training and support. Attachment theory suggests that adult attachment styles affect caregiving relationships and individuals' responses to stress, providing a framework for understanding caregivers' styles of coping. This cross-sectional survey study examined relationships between staff attachment styles, geriatric nursing self-efficacy, and approaches to dementia in burnout. Seventy-seven members of dementia care staff working on inpatient wards for older people completed self-report questionnaires. Insecure attachment, lower levels of self-efficacy, and more optimistic attitudes in staff were related to higher levels of burnout. Staff training on the role of attachment in dementia care is recommended. Further research is required to explore mediating factors between adult attachment styles and burnout. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Association between Local Illumination and Visual Fatigue among the Research and Development Staffs of Industry

Directory of Open Access Journals (Sweden)

A.R. Mashkoori

2016-12-01

Full Text Available Abstract Aims: Work proper lighting means a safe, healthy and comfort conditions for work under a lighting system that includes qualitative and quantitative features. This study aimed to evaluate the surface local lighting of works and eye fatigue among research and development staffs of an automotive industry. Instrument & Methods: In this descriptive study in Research and Development Department of an automotive industry in 2015, 126 official staffs were selected randomly. A demographic questionnaire and the Visual Fatigue Questionnaire (Persian Version were used for data gathering. Hagner EC1 Luxmeter was used to measure the local lighting. Data were analyzed by SPSS 20 software, through descriptive statistics. Findings: The lighting in 382 stations (75.8% was improper and less than standard. The minimum and maximum intensity of light was between 22.4lux in station 2 (inventory department and 581lux in station 4 (systems and methods department. The overall intensity in more than 50% units, except the Systems and Methods Department, were less than the standard (300lux. 40.4% of the participants had severe eye fatigue, 28.6% had moderate visual fatigue, 28.6% had low visual fatigue and only 2.4% had no visual fatigue. The average of visual fatigue was 3.50±1.97. Conclusion: The workplace lighting and the eye fatigue of computer users in the Research and Development Department of the studied automotive industry are not in an acceptable condition.

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

Implications of research staff demographics for psychological science.

Science.gov (United States)

Does, Serena; Ellemers, Naomi; Dovidio, John F; Norman, Jasmine B; Mentovich, Avital; van der Lee, Romy; Goff, Phillip Atiba

2018-03-01

Long-standing research traditions in psychology have established the fundamental impact of social categories, such as race and gender, on people's perceptions of themselves and others, as well as on the general human cognition and behavior. However, there is a general tendency to ignore research staff demographics (e.g., researchers' race and gender) in research development and research reports. Variation in research staff demographics can exert systematic and scientifically informative influences on results from psychological research. Consequently, research staff demographics need to be considered, studied, and/or reported, along with how these demographics were allowed to vary across participants or conditions (e.g., random assignment, matched with participant demographics, or included as a factor in the experimental design). In addition to providing an overview of multidisciplinary evidence of research staff demographics effects, we discuss how research staff demographics might influence research findings through (a) ingroup versus outgroup effects, (b) stereotype and (implicit) bias effects, and (c) priming and social tuning effects. Finally, an overview of recommended considerations is included (see the Appendix) to help illustrate how to systematically incorporate relevant research staff demographics in psychological science. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Developing a Sustainable Practical Model of Graduate Employability for Higher Education

Directory of Open Access Journals (Sweden)

Ahmed Umar Rufai

2015-01-01

Full Text Available The purpose of this paper is to evolve a sustainable practical model of employability skills that is sure to capture relevant learning aspects of a particular occupational discipline to be used as framework for Undergraduate students to develop their employability potentials. The study was conducted in three Universities and Polytechnics each with three multi-national companies. Data were collected using semi-structured interviews. Using purposeful sampling 18 academic staff and 3 professionals representing company employers were selected as the study participants. The study evolved a model that is work-based, explicit in its outcome, fully articulated and realistic in terms of employability skill experiences. The proposed model can be used to establish a common higher education programme or curricula that is work-based and skill experience oriented, that can encourage students in higher education to think about work place learning more explicitly and reflectively, that will in turn help them to develop a broad range of knowledge, skills, attitudes, and values, each of which ultimately contribute in some manner to graduate employability.  The paper is considered a contribution to the evolution and growth of knowledge on the linkage between higher education and workplace, through which the ‘skill gap’ occurring between the demand of employment and the level of educational preparation of graduates can be bridged. Keywords: Employability, Higher Education, Graduates, Model/Framework,   academic staff, Employers/Professionals

Assessing the Impact of a Program Designed to Develop Sustainability Leadership amongst Staff Members in Higher Education Institutes: A Case Study from a Community of Practice Perspective

Science.gov (United States)

Alkaher, Iris; Avissar, Ilana

2018-01-01

This study focuses on the impact of a sustainability leadership development program (SLDP) designed to develop staff members as leaders who encourage sustainability practices within institutions of higher education (IHE). Using the framework of community of practice (CoP), we explored the program's contribution by interviewing 16 staff members who…

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.

Training community mental health staff in Guangzhou, China: evaluation of the effect of a new training model.

Science.gov (United States)

Li, Jie; Li, Juan; Thornicroft, Graham; Yang, Hui; Chen, Wen; Huang, Yuanguang

2015-10-26

Increasing numbers of people with mental disorders receive services at primary care in China. The aims of this study are to evaluate impact of a new training course and supervision for community mental health staff to enhance their levels of mental health knowledge and to reduce their stigmatization toward people with mental illness. A total of 77 community mental health staff from eight regions in Guangzhou in China were recruited for the study.4 regions were randomly allocated to the new training model group, and 4 to the old training model group. Levels of mental health knowledge were measured by purpose-made assessment schedule and by the Mental Health Knowledge Schedule (MAKS). Stigma was evaluated by the Mental Illness: Clinicians' Attitudes Scale (MICA) and the Reported and Intended Behavior Scale (RIBS). Evaluation questionnaires were given at the beginning of course, at the end, and at 6 month and at 12 month follow-up. After the training period, the 6-month, and the 12-month, knowledge scores of the intervention group were higher than the control group. At 6-month and 12-month follow-up, means scores of MAKS of the intervention group increased more than the control group (both p training, at 6-months, and at 12-months, mean scores of RIBS of the intervention group increased more than the control (p training course and supervision, the new course improved community mental health staff knowledge of mental disorders, improving their attitudes toward people with mental disorder, and increasing their willingness to have contact with people with mental disorder.

Capacity management of nursing staff as a vehicle for organizational improvement

NARCIS (Netherlands)

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

2007-01-01

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

THE STAFF ASSOCIATION'S INTERNAL COMMISSIONS A source of innovative ideas

CERN Multimedia

STAFF ASSOCIATION

2010-01-01

In the heart of the Staff Association, internal commissions carry out preparatory work which is indispensable for productive discussions in Staff Council and Executive Committee meetings. These working groups, composed of staff delegates and interested staff members, are think tanks for all subjects in the area assigned to them. Five commissions are active in 2010 : The “In-Form-Action” Commission develops a communication strategy (Information), organizes staff mobilization and action (Action) and promotes delegate training (Formation [training]), in order to enhance, support and professionalize the activities of the Staff Association. The Commission for “Employment Conditions” deals with remuneration, the advancement system, working hours, recruitment, and retention, among other things. It gives its opinion on proposals by the Management or elaborates its own proposals. The Commission for “Health and Safety” examines all aspec...

Academic Benefits of Transitional Bilingual Education: A Literary Review, Staff Development, and Guidebook for Elementary Administrators and Educators.

Science.gov (United States)

Nunez, Jean Ann; Karr-Kidwell, PJ

This paper provides a literature review, staff development information, and a guidebook for elementary administrators and educators that explains the academic benefits of Transitional Bilingual Education (TBE) for prekindergarten through fifth grade students. TBE allows limited English speaking students to learn a second language while being…

Cultural Awareness Among Nursing Staff at an Academic Medical Center.

Science.gov (United States)

McElroy, Jennifer; Smith-Miller, Cheryl A; Madigan, Catherine K; Li, Yin

2016-03-01

The goal is to identify areas for targeted improvement in regard to cultural awareness and competence among nursing staff and in the work environment. Many facilities have initiated programs to facilitate cultural competence development among nursing staff; however, there has been little examination of the effect of these initiatives, assessment of experienced nurses' cultural awareness, or investigation of nurse leader's role in promoting cultural competence in the literature. In this cross-sectional descriptive study, a cultural awareness survey was modified and electronically distributed to all registered nurses and assistive personnel at an academic medical center. The modified survey instrument showed good reliability and validity among the study population. Most nursing staff exhibited a moderate to high level of cultural awareness and held positive opinions about nursing leadership and the work environment with regard to cultural issues. In increasingly diverse work environments, assessing the cultural awareness of nursing staff enables nurse leaders to evaluate efforts in promoting cultural competence and to identify specific areas in which to target staff development efforts and leadership training.

Training Staff for Multicultural Diversity.

Science.gov (United States)

Kennison, Judith A.

1991-01-01

Discusses guidelines for training staff in multicultural camp communities. Includes developing an awareness and acceptance of cultural differences, self-awareness, an understanding of the "dynamics of differences," knowledge of the camper's culture, and adaptation of skills. Addresses the importance of integrating multicultural education goals…

Developing students' time management skills in clinical settings: practical considerations for busy nursing staff.

Science.gov (United States)

Cleary, Michelle; Horsfall, Jan

2011-06-01

In clinical settings, nursing staff often find themselves responsible for students who have varying time management skills. Nurses need to respond sensitively and appropriately, and to teach nursing students how to prioritize and better allocate time. This is important not only for developing students' clinical skills but also for shaping their perceptions about the quality of the placement and their willingness to consider it as a potential work specialty. In this column, some simple, practical strategies that nurses can use to assist students with improving their time management skills are identified. Copyright 2011, SLACK Incorporated.

Investigation of School-Based Staff Development Programs as a Means to Promote International Cooperation in Curriculum Improvement Through Teacher Training.

Science.gov (United States)

Thurber, John C.

This study explores the feasibility of utilizing school-focused staff development programs in promoting international cooperation through transferability and/or adaptation of relevant aspects of this type of inservice education by foreign countries. The objective of this presentation is to develop interest in ways in which teachers in various…

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

Staff Planning at the National Library of the Netherlands

Directory of Open Access Journals (Sweden)

Dick Langbroek

2010-02-01

Full Text Available The Koninklijke Bibliotheek in the Netherlands has developed a Strategic Staff Planning Programme to deal with the challenges of an ageing workforce, succession issues for management and specialised positions, and short-term budget cuts in combination with expected long-term staff shortages. This article describes the reasons for the Programme, steps taken to develop it, and preliminary results. The programme includes a Trainee Programme, a Management Trainee Programme, Individual Career Counselling and a Career Service Centre.

Predictors of Cyberbullying Intervention among Elementary School Staff: The Moderating Effect of Staff Status

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Williford, Anne; Depaolis, Kathryn J.

2016-01-01

Cyberbullying behavior among youth has become a growing concern among parents, educators, and policymakers due to emerging evidence documenting its harmful consequences on youths' development. As such, schools are increasingly required to address to this form of bullying. Thus, effective responses by school staff are needed. However, no study to…

Didactic Competencies among Teaching Staff of Universities in Kenya

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Karimi, Florah Katanu

2014-01-01

The aim of this study was to establish the levels and types of didactic competencies that exist among teaching staff in universities in Kenya, giving recognition to curriculum development, pedagogical attributes and quality assurance competencies. The study was carried out in two phases among two samples of the teaching staff population. The first…

Staff training program of CANDU projects in Saskatoon

International Nuclear Information System (INIS)

Huterer, J.

1996-01-01

This paper describes the training process for a nuclear project on a new site. When AECL opened a project office Saskatoon, senior management recognized the need for large scale staff training and made the necessary commitments. Two types of training programs were initiated, general and technical. The general training plan included topics related to nuclear project life cycle. Technical training was discipline and task specific. Based on the job descriptions and staff qualifications, technical training requirements were documented for the entire staff. The training strategy was developed and implemented. Detailed records were maintained to monitor the progress, draw conclusions, and plan training for future nuclear facilities. (author)

School staff, parent and student perceptions of a Breakfast in the Classroom model during initial implementation.

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Folta, Sara C; Carmichael Djang, Holly; Halmo, Megan; Metayer, Nesly; Blondin, Stacy A; Smith, Kathleen S; Economos, Christina D

2016-06-01

To understand perspectives of stakeholders during initial district-wide implementation of a Breakfast in the Classroom (BIC) model of the School Breakfast Program. Qualitative data were collected from twenty-nine focus groups and twenty interviews with stakeholders in a school district early in the process of implementing a BIC model of the School Breakfast Program. Ten elementary schools within a large, urban school district in the USA that served predominantly low-income, racial/ethnic minority students. Purposively selected stakeholders in elementary schools that had implemented BIC for 3-6 months: students (n 85), parents/guardians (n 86), classroom teachers (n 44), cafeteria managers (n 10) and principals (n 10). Four primary themes emerged, which were interpreted based on the Diffusion of Innovations model. School staff had changed their perceptions of both the relative disadvantages and costs related to time and effort of BIC over time; the majority of each stakeholder group expressed an appreciation for BIC; student breakfast consumption varied from day to day, related to compatibility of foods with child preferences; and stakeholders held mixed and various impressions of BIC's potential impacts. The study underscores the importance of engaging school staff and parents in discussions of BIC programming prior to its initiation to pre-emptively address concerns related to cost, relative disadvantages and compatibility with child preferences and school routines/workflow. Effectively communicating with stakeholders about positive impacts and nutritional value of the meals may improve support for BIC. These findings provide new information to policy makers, districts and practitioners that can be used to improve implementation efforts, model delivery and outcomes.

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

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

2014-01-01

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

Open educational resources: staff attitudes and awareness

Directory of Open Access Journals (Sweden)

Vivien Rolfe

2012-02-01

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

Adaptation of a nursing home culture change research instrument for frontline staff quality improvement use.

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Hartmann, Christine W; Palmer, Jennifer A; Mills, Whitney L; Pimentel, Camilla B; Allen, Rebecca S; Wewiorski, Nancy J; Dillon, Kristen R; Snow, A Lynn

2017-08-01

Enhanced interpersonal relationships and meaningful resident engagement in daily life are central to nursing home cultural transformation, yet these critical components of person-centered care may be difficult for frontline staff to measure using traditional research instruments. To address the need for easy-to-use instruments to help nursing home staff members evaluate and improve person-centered care, the psychometric method of cognitive-based interviewing was used to adapt a structured observation instrument originally developed for researchers and nursing home surveyors. Twenty-eight staff members from 2 Veterans Health Administration (VHA) nursing homes participated in 1 of 3 rounds of cognitive-based interviews, using the instrument in real-life situations. Modifications to the original instrument were guided by a cognitive processing model of instrument refinement. Following 2 rounds of cognitive interviews, pretesting of the revised instrument, and another round of cognitive interviews, the resulting set of 3 short instruments mirrored the concepts of the original longer instrument but were significantly easier for frontline staff to understand and use. Final results indicated frontline staff found the revised instruments feasible to use and clinically relevant in measuring and improving the lived experience of a changing culture. This article provides a framework for developing or adapting other measurement tools for frontline culture change efforts in nursing homes, in addition to reporting on a practical set of instruments to measure aspects of person-centered care. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

A facility specialist model for improving retention of nursing home staff: results from a randomized, controlled study.

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Pillemer, Karl; Meador, Rhoda; Henderson, Charles; Robison, Julie; Hegeman, Carol; Graham, Edwin; Schultz, Leslie

2008-07-01

This article reports on a randomized, controlled intervention study designed to reduce employee turnover by creating a retention specialist position in nursing homes. We collected data three times over a 1-year period in 30 nursing homes, sampled in stratified random manner from facilities in New York State and Connecticut and randomly assigned to treatment and control conditions. Staff outcomes were measured through certified nursing assistant interviews, and turnover rates were measured over the course of the year. In the intervention condition, a staff member was selected to be the facility retention specialist, who would advocate for and implement programs to improve staff retention and commitment throughout the facility. Retention specialists received an intensive 3-day training in retention leadership and in a number of evidence-based retention programs. Ongoing support was provided throughout the project. Treatment facilities experienced significant declines in turnover rates compared to control facilities. As predicted, we found positive effects on certified nursing assistant assessments of the quality of retention efforts and of care provided in the facility; we did not find effects for job satisfaction or stress. The study provides evidence for the effectiveness of the retention specialist model. Findings from a detailed process evaluation suggest modifications of the program that may increase program effects.

Staff management, training and knowledge management

International Nuclear Information System (INIS)

Makino, Hitoshi; Umeki, Hiroyuki; Capouet, M.; Depaus, C.; Berckmans, A.

2014-01-01

Staff management/training and knowledge management are organisational issues that are particularly sensitive in long-term projects stretching over decades like the development and operation of a geological repository. The IAEA has already issued several publications that deal with this issue (IAEA, 2006, 2008). Organisational aspects were also discussed in the framework of a topical session organised by the Integration Group for the Safety Case (IGSC) at its annual meeting in 2009 and were regarded as a topic deserving future attention (NEA, 2009a). More recently, the Forum on Stakeholder Confidence (FSC) identified organisational, mission and behavioural features as attributes of confidence and trust (NEA, 2013). They also identified that aspects such as structural learning capacity, high levels of skill and competence in relevant areas, specific management plan, good operating records, transparency and consistency are associated with confidence building in a safety case. These aspects are considerably related to staff training/management and knowledge management. The IGSC has initiated a proposal of study dedicated to staff training/management and knowledge management with the objective to highlight how these recent concerns and the requirements issued by the IAEA are concretely implemented in the national programmes. The goal of this study is to acknowledge the differences of views and needs for staff management and knowledge management at different stages of individual programmes and between implementer and regulator. As a starting point to this study, the JAEA and ONDRAF/NIRAS prepared a draft questionnaire in order to succinctly capture processes and tools that the national organisations have implemented to meet the requirements and address the issues set out in the field of staff and knowledge management. For the purpose of this study, a questionnaire is now under development, which will be presented on the occasion of this symposium with guidance based on a

Extra-team connections for knowledge transfer between staff teams

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

2009-01-01

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

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 ...

Developing an Education Intervention for Staff Supporting Persons with an Intellectual Disability and Advanced Dementia

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Fahey-McCarthy, Elizabeth; McCarron, Mary; Connaire, Kevin; McCallion, Philip

2009-01-01

Generally, staff working in settings that provide care for adults with intellectual disabilities (ID) have not received specific education with respect to extended care for terminal illnesses or late-stage dementia. Equally, staff working in specialist palliative care often are not familiar with the unique issues of supporting persons with…

Organizational Consequences of Staff Turnover in Outpatient Substance Abuse Treatment Programs

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Knight, Danica K.; Edwards, Jennifer R.; Flynn, Patrick M.

2014-01-01

The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning (SOF) measured work-environment demands (Stress, Inadequate Staffing), and three measured supportive work relationships (Communication, Cohesion, Peer Collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work-environment demands, but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands and decreases perceptions of support, and underscore the need to reduce stress and minimize subsequent turnover among clinical staff. PMID:22154028

Outcomes evaluation of the school staff health promotion project

Directory of Open Access Journals (Sweden)

Magdalena Woynarowska-Sołdan

2016-04-01

Full Text Available Background: This article presents selected outcomes of a 3-year project “Health promotion of school staff in health-promoting schools,” as well as the achievements and difficulties in its implementation. Material and Methods: The research was conducted on 644 teachers and 226 members of non-teaching staff in 21 schools. The method involved opinion poll and authored questionnaires. A 2-part model of outcome evaluation was developed. Results: Most participants appreciated the changes that took place within the 3 years of the project implementation. These included the improved level of their knowledge about health, health-conducive behaviors (62–93% and the physical and social environment of the school (50–92%. Changes were more frequently acknowledged by teachers. About 80% of the participants had a positive attitude to the project, but only 20% assessed their involvement as considerable. About 90% believed that health promotion activities should be continued. According to the project leaders, insufficient support and financial resources, and difficulties in motivating school employees, particularly the nonteaching staff, to undertake health-promotion activities were the major handicaps in the project implementation. Conclusions: The project outcomes can be assessed as satisfying. They revealed that it is posssible to initiate health promotion among school staff. This can be effective on condition that participants are motivated, actively engaged in the project and supported by the head teacher and the local community. Necessarily, school leaders should be prepared to promote health among adults and to gain support from school policy decision makers, school administration, trade unions and universities involved in teacher training. Med Pr 2016;67(2:187–200

Organizational climate and self-efficacy as predictors of staff strain in caring for dementia residents: A mediation model.

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Karantzas, Gery C; McCabe, Marita P; Mellor, David; Von Treuer, Kathryn; Davison, Tanya E; O'Connor, Daniel; Haselden, Rachel; Konis, Anastasia

2016-01-01

To date, no research has investigated how the organizational climate of aged care influences the self-efficacy of staff in caring for residents with dementia, or, how self-efficacy is associated with the strain experienced by staff. This study sought to investigate the extent to which the self-efficacy of aged care staff mediates the association between organizational climate variables (such as autonomy, trusting and supportive workplace relations, and the recognition of competence and ability, and perceptions of workplace pressure) and staff strain. A cross-sectional survey design was implemented in which 255 residential aged care staff recruited across aged care facilities in Melbourne, Australia. Staff completed self-report measures of organizational climate, self-efficacy, and strains in caring for residents with dementia. Indirect effects analyses using bootstrapping indicated that self-efficacy of staff mediated the association between the organizational climate variables of autonomy, trust, support, pressure, and staff strain. The findings of this study emphasize that the aged care sector needs to target organizational climate variables that enhance the self-efficacy of staff, and that this in turn, can help ameliorate the strain experienced by staff caring for residents experiencing dementia. Copyright © 2016. Published by Elsevier Ireland Ltd.

Development and Pilot Testing of a Food Safety Curriculum for Managers and Staff of Residential Childcare Institutions (RCCIs)

Science.gov (United States)

Pivarnik, Lori F.; Patnoad, Martha S.; Nyachuba, David; McLandsborough, Lynne; Couto, Stephen; Hagan, Elsina E.; Breau, Marti

2013-01-01

Food safety training materials, targeted for residential childcare institution (RCCI) staff of facilities of 20 residents or less, were developed, piloted, and evaluated. The goal was to assist in the implementation of a Hazard Analysis Critical Control Points (HACCP)-based food safety plan as required by Food and Nutrition Service/United States…

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

Science.gov (United States)

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

1998-01-01

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

How to develop a tele-ICU model?

Science.gov (United States)

Rogove, Herb

2012-01-01

The concept of the tele-ICU (intensive care unit) is about 30 years old and more hospitals are utilizing it to cover multiple hospitals in their system or for hospitals that lack on-site critical care coverage such as in the rural setting. Doing a needs analysis, picking the appropriate committee to oversee development of the correct model, choosing quality metrics to measure, and designing an implementation plan that has a timeline is how the process should begin. Research including visitation to established programs and connecting with professional societies are helpful. Developing both a business and financial plan will optimize the value of a tele-ICU program. The innovative ICU nursing director will help to integrate a telemedicine program seamlessly with the on-site program to insure a successful program that benefits patients, their families, the ICU staff, and the hospital.

A unique collaborative nursing evidence-based practice initiative using the Iowa model: a clinical nurse specialist, a health science librarian, and a staff nurse's success story.

Science.gov (United States)

Krom, Zachary R; Batten, Janene; Bautista, Cynthia

2010-01-01

The purpose of this article was to share how the collaboration of a clinical nurse specialist (CNS), a health science librarian, and a staff nurse can heighten staff nurses' awareness of the evidence-based practice (EBP) process. The staff nurse is expected to incorporate EBP into daily patient care. This expectation is fueled by the guidelines established by professional, accrediting, and regulatory bodies. Barriers to incorporating EBP into practice have been well documented in the literature. A CNS, a health science librarian, and a staff nurse collaborated to develop an EBP educational program for staff nurses. The staff nurse provides the real-time practice issues, the CNS gives extensive knowledge of translating research into practice, and the health science librarian is an expert at retrieving the information from the literature. The resulting collaboration at this academic medical center has increased staff nurse exposure to and knowledge about EBP principles and techniques. The collaborative relationship among the CNS, health science librarian, and staff nurse effectively addresses a variety of barriers to EBP. This successful collaborative approach can be utilized by other medical centers seeking to educate staff nurses about the EBP process.

A "Coach Approach" to Staff Engagement

Directory of Open Access Journals (Sweden)

Margaret Macmillan

2011-11-01

Full Text Available The speed of change is challenging libraries to redevelop themselves in ways we have never seen before. Rising costs and changing customer expectations are forcing staff to continuously learn new skills, adapt to new technologies and work more closely in collaboration with others in response to this unpredictable environment. At the same time library leaders need to communicate regularly with staff and to motivate them to dialogue with each other about the value of the library service that they provide to the community. A creative approach to building flexibility, resilience and staff engagement has become essential for survival. Coaching is a creative, innovative and effective communications tool that is now considered to be one of the most important ways to encourage employees to continue to learn and develop. Its greatest impact is in building leadership and staff engagement. Communicating with “a coach approach” or coaching mindset is a powerful way for library leaders to connect with others where the flow and exchange is positive and there is a mutual benefit of contribution and collaboration, expanded knowledge and innovation. The basics of fostering “a coach approach” with library staff requires an understanding of the importance of “reframing” one’s personal attitudes and perspectives, appreciating the art of focused listening and the impact of positive acknowledgement, learning to ask the right questions and formulating action plans for continued success. It is a learned skill that requires a commitment to practice but is one that will ultimately demonstrate positive results.

Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

Science.gov (United States)

Aarons, Gregory A; Sawitzky, Angelina C

2006-05-01

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

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

Science.gov (United States)

Padden, Lisa; Ellis, Carol

2015-01-01

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

Staff assignment practices in nursing homes: review of the literature.

Science.gov (United States)

Rahman, Anna; Straker, Jane K; Manning, Lydia

2009-01-01

Consistent assignment, whereby nursing home staff members, particularly certified nurse aides, are assigned to the same residents on most shifts, is increasingly viewed as a cornerstone of culture change in nursing homes. It has been advocated as a best-care model that increases residents' quality of life while contributing to a more stable frontline staff. Given these potential benefits, consistent assignment is now widely viewed as superior to rotating assignment, an alternative staffing model that aims to distribute care burden more fairly among staff and ensure that workers are familiar with most residents. Despite favorable anecdotal reports about the benefits of consistent assignment, the research literature reports mixed and sometimes contradictory findings for this staffing practice. This article reviews the research pertaining to staff assignment practices in nursing homes. Reviewed here are 13 reports on experimental trials (6 reports), evaluation research (4 reports), and nursing home surveys (3 reports). The review reveals broad diversity in staffing practices and raises questions that challenge popular assumptions about consistent assignment. The article closes with a discussion of the research, policy, and practice implications of the research findings.

A qualitative case study of ehealth and digital literacy experiences of pharmacy staff.

Science.gov (United States)

MacLure, Katie; Stewart, Derek

2018-06-01

eHealth's many forms are benchmarked by the World Health Organization. Scotland is considered an advanced adopter of ehealth. The third global survey on ehealth includes pharmacy-related ehealth indicators. Advances in ehealth place an obligation on pharmacy staff to demonstrate proficiency, or digital literacy, in using ehealth technologies. The aim of this study was to provide an indepth exploration of the ehealth and digital literacy experiences of pharmacy staff in the North East of Scotland. A qualitative local case study approach was adopted for observational and interview activities in community and hospital pharmacies. Interview and observational data were collated and analysed using a framework approach. This study gained management approval from the local health board following ethical review by the sponsor university. Nineteen pharmacies and staff (n = 94) participated including two hospitals. Most participants were female (n = 82), aged 29 years and younger (n = 34) with less than 5 years pharmacy experience (n = 49). Participants identified their own digital literacy as basic. Most of the pharmacies had minimum levels of technology implemented (n = 15). Four themes (technology, training, usability, processes) were inducted from the data, coded and modelled with illustrative quotes. Scotland is aspirational in seeking to support the developing role of pharmacy practice with ehealth, however, evidence to date shows most pharmacy staff work with minimum levels of technology. The self-reported lack of digital literacy and often mentioned lack of confidence in using IT suggest pharmacy staff need support and training. Informal work based digital literacy development of the pharmacy team is self-limiting. Usability of ehealth technology could be a key element of its' acceptability. There is potential to better engage with ehealth process efficiencies in both hospital and community pharmacy. As Scotland increasingly invests in ehealth pharmacy

A model for the future. Certified nurse-midwives replace residents and house staff in hospitals.

Science.gov (United States)

Ament, L A; Hanson, L

1998-01-01

In one model of the future, certified nurse-midwives (CNMs) replace most obstetric residents and house staff in hospitals. This model offers numerous benefits, such as cost containment and quality outcomes. Furthermore, its application could open opportunities for educating CNMs and residents in a truly collaborative model in an educational setting and begin to balance the ratio of physicians to CNMs in the care of low-risk populations. This model was used with some success in the late 1980s to early 1990s at an inner-city Midwestern medical center. By definition, CNMs are educated in the two disciplines of nursing and midwifery and possess evidence of certification according to the requirements of the American College of Nurse Midwives (ACNM, 1978). Nurse-midwifery practice is the independent management of care of normal newborns and women, antepartally, intrapartally, postpartally, and/or gynecologically. Certified Nurse Midwifery practice occurs within a health care system that provides for medical consultation, collaborative management, and referral (ACNM, 1978). Physician and CNM roles differ. Certified nurse-midwives focus on supporting the process of normal birth, whereas physicians focus more on the management of complications. There are data that suggest that CNM outcomes are equivalent to those of physicians (American Nurses Association, 1992; Thompson, 1986; Wilson, 1989); that CNM costs are less than those of physicians (Bell & Mills, 1989; Cherry & Foster, 1982; Gravely & Littlefield, 1992; Rooks, 1986); and that the cost of educating CNMs is much less than the cost of educating physicians (Safriet, 1992). Within an environment of health care reform and cost containment, CNMs can replace residents and house staff in hospitals in the care of low-risk clients and work in consultation with physicians for the care of high-risk clients. This article compares medical education and nurse-midwifery education, reviews nurse-midwifery outcome data, and discusses

Perceptions and expectations of regular support meetings between staff and people with an intellectual disability

NARCIS (Netherlands)

Reuzel, E.A.A.; Embregts, P.J.C.M.; Bosman, A.; van de Nieuwenhuizen, M.; Jahoda, A.

2017-01-01

Background Client-centred models of care emphasise the importance of collaborative working between staff and clients with an intellectual disability (ID). How people with an ID perceive the nature of their engagement with staff is relatively unknown. This study investigated the perceptions of staff

A new funding model for nursing education through business development initiatives.

Science.gov (United States)

Broome, Marion E; Bowersox, Dave; Relf, Michael

Public and private higher education funding models are shifting from traditional funding of schools and departments to a model in which schools increasingly rely on revenue other than tuition to fulfill and supplement activities related to their core missions. In this paper we discuss what nursing deans need to know about non tuition funding in this contemporary paradigm. We focus on how the Duke University School of Nursing created a Business Development Initiative (BDI) that provides additional revenue to help meets the financial needs of its' programs while nurturing the entrepreneurial spirit of faculty and staff. This BDI holds promise as a model that can be adapted by other schools seeking to support education, research and professional development initiatives without relying solely on tuition, tax dollars, endowments and/or grants. Copyright © 2017 Elsevier Inc. All rights reserved.

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.

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.

Developing a theoretical model and questionnaire survey instrument to measure the success of electronic health records in residential aged care.

Science.gov (United States)

Yu, Ping; Qian, Siyu

2018-01-01

Electronic health records (EHR) are introduced into healthcare organizations worldwide to improve patient safety, healthcare quality and efficiency. A rigorous evaluation of this technology is important to reduce potential negative effects on patient and staff, to provide decision makers with accurate information for system improvement and to ensure return on investment. Therefore, this study develops a theoretical model and questionnaire survey instrument to assess the success of organizational EHR in routine use from the viewpoint of nursing staff in residential aged care homes. The proposed research model incorporates six variables in the reformulated DeLone and McLean information systems success model: system quality, information quality, service quality, use, user satisfaction and net benefits. Two variables training and self-efficacy were also incorporated into the model. A questionnaire survey instrument was designed to measure the eight variables in the model. After a pilot test, the measurement scale was used to collect data from 243 nursing staff members in 10 residential aged care homes belonging to three management groups in Australia. Partial least squares path modeling was conducted to validate the model. The validated EHR systems success model predicts the impact of the four antecedent variables-training, self-efficacy, system quality and information quality-on the net benefits, the indicator of EHR systems success, through the intermittent variables use and user satisfaction. A 24-item measurement scale was developed to quantitatively evaluate the performance of an EHR system. The parsimonious EHR systems success model and the measurement scale can be used to benchmark EHR systems success across organizations and units and over time.

Predicting medical staff intention to use an online reporting system with modified unified theory of acceptance and use of technology.

Science.gov (United States)

Chang, I-Chiu; Hsu, Hui-Mei

2012-01-01

Barriers to report incident events using an online information system (IS) may be different from those of a paper-based reporting system. The nationwide online Patient-Safety Reporting System (PSRS) contains a value judgment behind use of the system, similar to the Value of Perceived Consequence (VPC), which is seldom discussed in ISs applications of other disciplines. This study developed a more adequate research framework by integrating the VPC construct into the well-known Unified Theory of Acceptance and Use of Technology (UTAUT) model as a theoretical base to explore the predictors of medical staff's intention to use online PSRS. The results showed that management support was an important factor to influence medical staff's intention of using PSRS. The effects of factors such as performance expectancy, perceived positive, and perceived negative consequence on medical staff's intention of using PSRS were moderated by gender, age, experience, and occupation. The results proved that the modified UTAUT model is significant and useful in predicting medical staff's intention of using the nationwide online PSRS.

New Roles, New Responsibilities: Examining Training Needs of Repository Staff

Directory of Open Access Journals (Sweden)

Natasha Simons

2012-05-01

Full Text Available INTRODUCTION Institutional repositories play a critical role in the research lifecycle. Funding agencies are increasingly seeking an improved return on their investment in research. Repositories facilitate this process by providing storage of, and access to, institutional research outputs and, more recently, research data. While repositories are generally managed within the academic library, repository staff require different skills and knowledge compared with traditional library roles. This study reports on a survey of Australasian institutional repository staff to identify skills and knowledge sets. METHODS Institutional repository staff working at universities in Australia and New Zealand were invited to participate in an online survey which incorporated both open and closed-ended question types. RESULTS The survey found significant gaps in the current provision of formal training and coursework related to institutional repositories, which echoed findings in the United Kingdom, Italy, and the United States. DISCUSSION There is clearly a need for more and varied training opportunities for repository professionals. Repository work requires a specific set of skills that can be difficult to find and institutions will benefit from investing in training and ongoing development opportunities for repository staff. CONCLUSION The data from this study could be used to facilitate staff recruitment, development, training, and retention strategies.

Organizational consequences of staff turnover in outpatient substance abuse treatment programs.

Science.gov (United States)

Knight, Danica K; Becan, Jennifer E; Flynn, Patrick M

2012-03-01

The purpose of this study was to examine the impact of staff turnover on perceptions of organizational demands and support among staff who remained employed in substance abuse treatment programs. The sample consisted of 353 clinical staff from 63 outpatient agencies. Two scales from the Survey of Organizational Functioning measured work environment demands (stress and inadequate staffing), and 3 measured supportive work relationships (communication, cohesion, and peer collaboration). Results from a series of multilevel models documented that counselors working in programs that had previously experienced high staff turnover perceived higher demands and lower support within their organization, even after controlling for other potentially burdensome factors such as budget, census, and individual measures of workload. Two individual-level variables, caseload and tenure, were important determinants of work environment demands but were not related to supportive work relationships. Findings suggest that staff turnover increases workplace demands, decreases perceptions of support, and underscores the need to reduce stress and minimize subsequent turnover among clinical staff. Copyright © 2012 Elsevier Inc. All rights reserved.

An Initial Evaluation of Direct Care Staff Resilience Workshops in Intellectual Disabilities Services

Science.gov (United States)

Ingham, Barry; Riley, Jenny; Nevin, Helen; Evans, Gemma; Gair, Elodie

2013-01-01

The emotional responses to challenging behaviour of direct care staff who support people with intellectual disabilities is thought to be an important mediating factor within the stress experienced by staff and a potential maintaining factor in challenging behaviour. A brief workshop to improve direct care staff resilience was developed and…

Nursing staffs' emotional well-being and caring behaviours.

Science.gov (United States)

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

2015-10-01

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

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

An A BWR demonstration simulator for training and developing technical staff

International Nuclear Information System (INIS)

Powers, J.; Yonezawa, H.; Aoyagi, Y.; Kataoka, K.

2015-09-01

The US-Advanced Boiling Water Reactor (A BWR), certified by the US NRC, is a third generation, evolutionary boiling water reactor design which is the reference for the South Texas Project Units 3 and 4 (STP3-4) Combined License Application (Cola). Nuclear Innovation North America (Nina) is the License Applicant for this new build project, and Toshiba is the selected primary technology contractor. Toshiba has developed a Demonstration Simulator of the A BWR control room that provides a realistic experience for training and education on BWR principles and operations fundamentals. The Demonstration Simulator is located in the Toshiba America Nuclear Energy (Tane) office in Charlotte, North Carolina and is composed of standard office computer equipment set up in a specific arrangement that is representative of the layout of an A BWR control room. The Demonstration Simulator is not intended for licensed operator training, but can provide a framework for encouraging entry level technically oriented nuclear workers to enter the operations field; strengthening the linkage between university energy field curricula and real-life application of theory; and, improving understanding of integrated plant operations for developing station technical staff. This paper describes the A BWR Demonstration Simulator and its applications for training and educating future nuclear workers. (Author)

An A BWR demonstration simulator for training and developing technical staff

Energy Technology Data Exchange (ETDEWEB)

Powers, J. [Toshiba America Nuclear Energy, Charlotte, North Carolina (United States); Yonezawa, H.; Aoyagi, Y.; Kataoka, K., E-mail: jim.powers@toshiba.com [Toshiba Corporation, Kawasaki, Kanagawa (Japan)

2015-09-15

The US-Advanced Boiling Water Reactor (A BWR), certified by the US NRC, is a third generation, evolutionary boiling water reactor design which is the reference for the South Texas Project Units 3 and 4 (STP3-4) Combined License Application (Cola). Nuclear Innovation North America (Nina) is the License Applicant for this new build project, and Toshiba is the selected primary technology contractor. Toshiba has developed a Demonstration Simulator of the A BWR control room that provides a realistic experience for training and education on BWR principles and operations fundamentals. The Demonstration Simulator is located in the Toshiba America Nuclear Energy (Tane) office in Charlotte, North Carolina and is composed of standard office computer equipment set up in a specific arrangement that is representative of the layout of an A BWR control room. The Demonstration Simulator is not intended for licensed operator training, but can provide a framework for encouraging entry level technically oriented nuclear workers to enter the operations field; strengthening the linkage between university energy field curricula and real-life application of theory; and, improving understanding of integrated plant operations for developing station technical staff. This paper describes the A BWR Demonstration Simulator and its applications for training and educating future nuclear workers. (Author)

Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective.

Science.gov (United States)

Viotti, Sara; Gilardi, Silvia; Guglielmetti, Chiara; Converso, Daniela

2015-01-01

Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R), has two main aims: (a) to examine the association between verbal aggression and job burnout in both nurses and nurse's aides and (b) to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two professional groups. The cross-sectional study uses a dataset that consists of 630 workers (522 nurses and 108 nurse's aides) employed in emergency and medical units. High associations were found between verbal aggression and job burnout in both professional groups. Moderated hierarchical regressions showed that, among nurses, only the job content level resources moderated the effects of the verbal aggression on job burnout. Among nurse's aides, the opposite was found. Some resources on the social and organizational levels but none of the job content level resources buffered the effects of verbal aggression on workers burnout. The study highlights the crucial role of different types of resources in protecting nursing staff from the detrimental effects of verbal aggression on job burnout.

Transitioning From Perioperative Staff Nurse to Perioperative Educator.

Science.gov (United States)

Mower, Juliana

2017-08-01

Perioperative nurses who enjoy teaching may wish to become staff development educators. The shift to this new role requires a transition period during which the new educator acquires the knowledge, skills, and attitudes integral to mastering the job. A systematic approach to achieving baseline competencies in the educator role helps to ensure a successful conversion from providing direct patient care to supporting the educational needs of staff members. Copyright © 2017 AORN, Inc. Published by Elsevier Inc. All rights reserved.

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...

Application of the predicted heat strain model in development of localized, threshold-based heat stress management guidelines for the construction industry.

Science.gov (United States)

Rowlinson, Steve; Jia, Yunyan Andrea

2014-04-01

Existing heat stress risk management guidelines recommended by international standards are not practical for the construction industry which needs site supervision staff to make instant managerial decisions to mitigate heat risks. The ability of the predicted heat strain (PHS) model [ISO 7933 (2004). Ergonomics of the thermal environment analytical determination and interpretation of heat stress using calculation of the predicted heat strain. Geneva: International Standard Organisation] to predict maximum allowable exposure time (D lim) has now enabled development of localized, action-triggering and threshold-based guidelines for implementation by lay frontline staff on construction sites. This article presents a protocol for development of two heat stress management tools by applying the PHS model to its full potential. One of the tools is developed to facilitate managerial decisions on an optimized work-rest regimen for paced work. The other tool is developed to enable workers' self-regulation during self-paced work.

THE ASSOCIATION OF ISLAMIC BASED CARING MODEL AND COMMITMENT TO ORGANIZATION IN STAFF NURSES

Directory of Open Access Journals (Sweden)

Yuda Ayu Timorita

2017-12-01

Full Text Available Background: Strong organizational commitment is needed by hospitals to attract and retain nursing staffs in order to consistently deliver good quality of nursing services. The decrease in organizational commitment among nurses can cause many losses to the organization, including increased organizational spending, breakdown in patient care, and cause performance trends that appear not for the benefit of the organization or unit, but more for personal self-interest. Objective: To analyze the relationship of the application of Islamic Based Caring (IBC model with organizational commitment among nurses. Methods: This was a correlation analytic research with cross sectional design. There were 108 nurses selected using a propotionate stratified random sampling. Islamic Based Caring was measured using a questionnaire developed based on the theory of Suhartini Ismail (2016, and organizational commitment was measured using a questionnaire developed based on the concept of Caldwell, O’Reilly & Chatmann (1990 and Mowday, Porter dan Steers (1982 in Asmaningrum (2009. Logistic regression and forward stepwise (conditional method were used for data analysis. Results: There was a statistically significant correlation of a healing presence (p=0.000, caring relationship (p=0.010, caring environment (p=0.045 and belief in God (p=0.000. Belief in God (Allah SWT has the highest correlation (OR=6.660 with organizational commitment among nurses. Conclusion: There is a positive and significant relationship between the implementation of Islamic Based Caring with the organization's commitment among nurses.

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...

Primary health care staff's perception of childhood tuberculosis

DEFF Research Database (Denmark)

Bjerrum, Stephanie; Rose, Michala Vaaben; Bygbjerg, Ib Christian

2012-01-01

Background: Diagnosing tuberculosis in children remains a great challenge in developing countries. Health staff working in the front line of the health service delivery system has a major responsibility for timely identification and referral of suspected cases of childhood tuberculosis. This study...... explored primary health care staff’s perception, challenges and needs pertaining to the identification of children with tuberculosis in Muheza district in Tanzania. Methods: We conducted a qualitative study that included 13 semi-structured interviews and 3 focus group discussions with a total of 29 health...... staff purposively sampled from primary health care facilities. Analysis was performed in accordance with the principles of a phenomenological analysis. Results: Primary health care staff perceived childhood tuberculosis to be uncommon in the society and tuberculosis was rarely considered as a likely...

Staff satisfaction and its components in residential aged care.

Science.gov (United States)

Chou, Shu-Chiung; Boldy, Duncan P; Lee, Andy H

2002-06-01

The purpose of this study was to assess the direction and magnitude of the effects among the components of staff satisfaction in residential aged care and to examine whether the relationships among satisfaction components vary according to facility type (i.e. nursing homes and hostels). A hostel is a low care facility in which residents are more independent, have a lower level of care needs, and receive personal but not nursing care. A cross-sectional survey design was adopted to collect the required information, and a stratified random sampling approach was utilized to select facilities. Structural equation modeling was used to examine relationships among satisfaction components. Seventy residential aged care facilities in Western Australia. The sample includes 610 nursing home and 373 hostel care staff. The relationships among satisfaction components are different for nursing home and hostel staff. Professional support is found to have a strong and positive effect on all other aspects of staff satisfaction. The findings lead to an improved understanding of the interrelationship among staff satisfaction components, which has important implications through enhancing professional support. This needs to be recognized and emphasized by managers, care providers, and policy makers so as to maintain stable personnel and continuity of care.

Youth Justice staff attitudes towards screening for self-harm.

Science.gov (United States)

Knowles, Sarah E; Townsend, Ellen; Anderson, Martin P

2012-09-01

Young offenders are recognised as a high-risk group for suicidal behaviour. It is essential that the screening used to identify those at risk and refer them to mental health services is effective, especially in community settings where service utilisation is low. Staff attitudes towards screening for suicide and self-harm are likely to influence how a young offender engages with the screening process. Our study is the first to explore community youth justice staff attitudes towards, and perceptions of, screening for self-harmful behaviour. Eight semi-structured interviews were conducted at an English Youth Offending Team in June 2006 with staff who had used the suicide screening tool with young offenders. Data were analysed using Interpretative Phenomenological Analysis. Staff attitudes towards working within the screening system varied along two dimensions. The first 'active/passive' dimension related to perceived confidence in dealing with self-harm. The second 'positive/negative' dimension related to perceptions of the benefits of screening and the effectiveness of mental health provision for young offenders. Results indicate that barriers to effective screening must be tackled at both individual and organisational levels. The model of attitudes presented here could be used to increase understanding of how staff can be supported to engage effectively with the screening system. © 2012 Blackwell Publishing Ltd.

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...

Preventing work-related stress among staff working in children's cancer Principal Treatment Centres in the UK: a brief survey of staff support systems and practices.

Science.gov (United States)

Beresford, B; Gibson, F; Bayliss, J; Mukherjee, S

2018-03-01

Growing evidence of the association between health professionals' well-being and patient and organisational outcomes points to the need for effective staff support. This paper reports a brief survey of the UK's children's cancer Principal Treatment Centres (PTCs) regarding staff support systems and practices. A short on-line questionnaire, administered in 2012-2013, collected information about the availability of staff support interventions which seek to prevent work-related stress among different members of the multi-disciplinary team (MDT). It was completed by a member of staff with, where required, assistance from colleagues. All PTCs (n = 19) participated. Debriefs following a patient death was the most frequently reported staff support practice. Support groups were infrequently mentioned. There was wide variability between PTCs, and between professional groups, regarding the number and type of interventions available. Doctors appear to be least likely to have access to support. A few Centres routinely addressed work-related stress in wider staff management strategies. Two Centres had developed a bespoke intervention. Very few Centres were reported to actively raise awareness of support available from their hospital's Occupational Health department. A minority of PTCs had expert input regarding staff support from clinical psychology/liaison psychiatry. © 2016 The Authors. European Journal of Cancer Care Published by John Wiley & Sons Ltd.

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.

Financial and Mathematical Model of Payroll for Labour Remuneration of Teaching Staff in the Sphere of Secondary Professional Education

Directory of Open Access Journals (Sweden)

Aleksandr Vladimirovich Dorzhdeev

2015-12-01

Full Text Available The article is devoted to building up a financial and mathematical model and designing the appropriate procedure of forming the quota, directed to the payroll of the vocational education teaching staff under the circumstances of normative-per capita financing. Nowadays the given problem occurred after the implementation of normative-per capita financing system is one of the most urgent and complicated problems. The procedures used in many educational institutions are outdated, based on a totally hourly basis and don’t meet the modern requirements of the educational economics and financial management. The approach, suggested in the article, not only solves many financial problems of educational institutions but also reveals problem areas, unprofitable educational programs, resolves optimization tasks, and proposes the algorithm of making the appropriate managerial decisions. Besides, the article describes the distribution procedure of the teaching staff payroll among structural subdivisions of the vocational educational institutions. In the context of the given model, financing should be implemented in proportion to the part of the structural subdivision in the educational process. This part is determined on the basis of the education financial plan of the current academic year of each educational program in this educational institution. In addition, the part of each structural subdivision is determined as the sum of parts of the respective subjects of the educational plan. The suggested procedure promotes the optimization of managing financial performance of vocational educational institutions, provides the opportunity of implementing individual contracts with the teaching staff, and using a number of other modern approaches to financial management of educational institutions.

The Relationship between Servant Leadership and Staff Job Satisfaction in Boarding Schools

Science.gov (United States)

Fung, Hans

2017-01-01

Many studies of organizations that employ the servant leadership model have been conducted, but there is a lack of empirical research on the relationship between servant leadership and staff job satisfaction in religious educational institutions that do not pay their staff. Therefore, a study of the correlation between servant leadership style,…

Assessing the Impact of In-Service Training on Staff Performance at ...

African Journals Online (AJOL)

performance in terms of knowledge and skills gained. It was recommended that more research is undertaken on all UEW campuses to add to both literature and knowledge of INSET. Keywords: Staff Performance, In-Service Training, Staff Development International Journal of Educational Research Vol. 3 (2) 2007 pp. 217- ...

Nurse manager engagement: what it means to nurse managers and staff nurses.

Science.gov (United States)

Gray, Linda R; Shirey, Maria R

2013-01-01

To describe what nurse manager engagement means to nurse managers and staff nurses by incorporating an organizational dashboard to document engagement outcomes. Retaining engaged nurse managers is crucial for individual performance and organizational outcomes. However, nurse manager engagement is currently underreported in the literature. Existing data from the 2010 Employee Opinion Survey at the Baylor University Medical Center in Dallas, Texas, were used to measure staff engagement among 28 nurse managers and 1497 staff nurses. The data showed a 21% gap between manager and staff nurse engagement levels, with managers showing higher engagement levels than staff. No clear depiction of nurse manager engagement emerged. Consequently, an expanded definition of nurse manager engagement was developed alongside a beginning dashboard of engagement outcomes. The findings have implications for overcoming barriers that affect staff nurse engagement, improving outcomes, and creating definitions of nurse manager engagement.

The Importance of Intangible Incentives to Increasing the Motivation of Enterprise Staff

Directory of Open Access Journals (Sweden)

Kuchumova Iryna Yu.

2017-04-01

Full Text Available The article is aimed at studying different motivation systems that are used by the staff managers and considering recommendations for building an effective system to stimulate the professional development of staff at today’s enterprises. Impact of both the material and the non-material incentive systems on the staff performance was analyzed. It has been noted that, in the rapid development of the modern world, material motivation is no longer sufficient for the constant interest of workers and for their effective stimulation to productive work. Therefore, the main components of the system of non-material motivation of staff have been determined and analyzed. The most common methods of the non-material motivation used by contemporary companies together with the intangible incentives that workers want to receive were analyzed. Efficiency of the management practices associated with the evaluation of performance of each employee has been substantiated, and it has been specified that the effective staff incentives are one of the most significant factors in the competitiveness of today’s enterprises.

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

How staff nurses perceive the impact of nurse managers' leadership style in terms of job satisfaction: a mixed method study.

Science.gov (United States)

Morsiani, Giuliana; Bagnasco, Annamaria; Sasso, Loredana

2017-03-01

To describe staff nurses' perceptions related to the leadership styles adopted by their nurse managers, identify which leadership style ensured job satisfaction in staff nurses and describe which behaviours nurse managers should change. Empirical literature suggests that leadership styles of nurse managers significantly influence staff satisfaction. However, few studies investigate how staff nurses perceive the leadership styles of their nurse managers, and how these impact upon the staff nurses' job satisfaction. This was a mixed method study, which included the administration of the Multi-factor Leadership Questionnaire and three focus groups. Ward nurse managers mostly adopted a transactional leadership style ('Management by exception active') aimed at monitoring errors and intervening to correct errors and punish, which had a negative impact on staff nurses' levels of job satisfaction. In contrast, the transformational leadership style, which is mostly correlated with satisfaction ('Idealized Influence Attributed', which staff nurses perceived as 'respect', 'caring for others', 'professional development' and 'appreciation'), was rarely practiced by nurse managers. The transformational leadership skills of Italian nurse managers need to be improved through behaviours based on greater respect, caring for others, professional development and appreciation. The present study could also serve as model to improve the leadership style of nurse managers in other countries. The themes of transformational leadership could serve as a guide for nurse managers to help them improve their leadership style, and improve the levels of job satisfaction in staff nurses. Owing to the complexity and the importance of this issue, classroom educational interventions would not be sufficient: it should be dealt as a strategic priority by nursing directors. © 2016 John Wiley & Sons Ltd.

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...

Staff Considerations in Technical Services: The Chameleon Approach.

Science.gov (United States)

Foster, Constance L.

1988-01-01

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

Improving communication between emergency department staff.

Science.gov (United States)

Moore, Kate

2014-05-01

During redevelopment of the emergency department at the Royal Sussex County Hospital, Brighton, it was deemed vital that its internal communication system should be as effective as possible. An audit of staff perceptions of the existing communication system and a relevant literature review were undertaken, therefore, to inform a proposal for the development of a new online system. This article describes the development and implementation of the system.

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.

Perceptions of staff at Eastern Cape Technikon on the value and ...

African Journals Online (AJOL)

This study was performed to determine the perceptions of staff at Eastern Cape Technikon on the value and effectiveness of linkage partnerships. Academic staff indicated that the main reason for their involvement in these projects is capacity building. Apart from the development of skills and competencies they also rate ...

Structural Development of Health Resort Staff in the Republic of Crimea

Directory of Open Access Journals (Sweden)

Svetlana Yuryevna Tsekhla

2015-09-01

Full Text Available The subject matter of the research is the laws and mechanisms of development of employment in various sectors of the labor market of the Republic of Crimea. The article investigates the regional staffing structure in the development of economic activities of the Republic of Crimea, in particular, the health resort institution to identify priorities for the implementation of employment policies in the region. The main hypothesis of the study: a mismatch of basic parameters of transformation of the labor market in the Republic of Crimea and the educational system produces dysfunctionality of their interaction, causes conflict between the needs and requirements of the labor market and the training level, particularly in the health resort institution, as well as dysfunctionality of formal qualifications of graduates. The methodological basis of the research is a systematic approach to the study of the labor market in the Republic of Crimea and the utilization of statistical methods for analyzing the labor market. In the study, the dynamics of socio-economic development of the Crimean region was analyzed. The labor market conditions in the Crimean region were investigated, which revealed the main causes of imbalances in the labor market development. The analysis of the training of medical students in institutions of higher education was held. Groups of factors affecting the staffing structure in the region were determined. Analysis of the causes of the labor market imbalances in Crimea showed that the existing imbalance was caused by both objective and subjective reasons. Priority lines in employment policy in the health resort institution have been proposed. Their implementation will help to stabilize the situation with the medical staff, including the health resort institution; to improve human resources personnel, capable to provide a high level of service to recreants; to promote problem solving in the development of the Republic of Crimea in the

The emergent relevance of care staff decision-making and situation awareness to mobility care in nursing homes: an ethnographic study.

Science.gov (United States)

Taylor, Janice; Sims, Jane; Haines, Terry P

2014-12-01

To explore mobility care as provided by care staff in nursing homes. Care staff regularly assist residents with their mobility. Nurses are increasingly reliant on such staff to provide safe and quality mobility care. However, the nature of care staff decision-making when providing assistance has not been fully addressed in the literature. A focused ethnography. The study was conducted in four nursing homes in Melbourne, Australia. Non-participant observations of residents and staff in 2011. Focus groups with 18 nurses, care and lifestyle staff were conducted at three facilities in 2012. Thematic analysis was employed for focus groups and content analysis for observation data. Cognitive Continuum Theory and the notion of 'situation awareness' assisted data interpretation. Decision-making during mobility care emerged as a major theme. Using Cognitive Continuum Theory as a guide, nursing home staff's decision-making was described as ranging from system-aided, through resident- and peer-aided, to reflective and intuitive. Staff seemed aware of the need for resident-aided decision-making consistent with person-centred care. Habitual mobility care based on shared mental models occurred. It was noted that levels of situation awareness may vary among staff. Care staff may benefit from support via collaborative and reflective practice to develop decision-making skills, situation awareness and person-centred mobility care. Further research is required to explore the connection between staff's skills in mobility care and their decision-making competence as well as how these factors link to quality mobility care. © 2014 John Wiley & Sons Ltd.

An Educational Plan for Nursing Staff in the Procedural Treatment Unit of the Sulpizio Cardiovascular Center.

Science.gov (United States)

Lee, Esther; Daugherty, JoAnn

2016-04-01

Professional education for health practitioners is a continuum which commences with the first year professional school until the cessation of a professional career. This article draws on the theories and models developed by experts in curriculum design, teaching, and learning evaluation to better understand the intricacies and challenges of instructional design. Selected models, in particular Malcolm Knowles and the World Health Organization report served as a compass and benchmark to illuminate, guide, and evaluate the impact, process, contents, and outcomes of an educational program for the stakeholders. The aim of this educational program is to ensure that learners develop the knowledge, skills, and attitudes to deliver competent and quality patient-centered care. Multimodal teaching strategies are essential to meet the diverse needs of staff. Utilization of technology such as intranet and mobile applications helps to deliver educational content in a cost-effective manner. Program evaluation determines the effectiveness of teaching and helps to define ongoing needs of staff. Copyright © 2016 American Society of PeriAnesthesia Nurses. Published by Elsevier Inc. All rights reserved.

Social responsibility of the head in the system of staff planning of the enterprise

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O. S. Reznikova

2017-01-01

Full Text Available The principles of social partnership when changing the bases of social and labor relations become an important element in the work of the modern leader. In Russia, on the part of the state for 2016–2021 years, it is planned to form a new model for the sphere of labor relations in the form of effective cooperation between employers and employees through the introduction of innovative principles. In conditions of objective competitive restrictions, the implementation of the principles of social responsibility is difficult. Toughening of legal norms with regard to the responsibility of managers in the system of collective social and labor relations, on the one hand, is intended to reduce the share of offenses in the organization of labor remuneration, unjustified its differentiation, on the other, reduces the management motivation caused by the increased risk of such liability. The social responsibility of the enterprise manager as a phenomenon alters the content of the mechanism of its distribution. Providing the Russian economy with highly competitive jobs implies a significant increase in labor productivity, therefore, the growth of wages and staff development is stipulated. Effective leadership aimed at the strategic development of the enterprise, not in all situations is able to solve unstructured tasks, even with sufficient attention to the staff and the right style of behavior. The tool for implementing strategic goals in this case is the personnel policy of the enterprise, which is proposed to be implemented in accordance with the developed professional-qualification model. The growth of the efficiency of the enterprise should be ensured with the use of internal reserves without attracting new personnel due to the renewal of production capacities, retraining of the staff for the purpose of acquiring higher skills and the ability to efficiently and efficiently employ flexible employment.

Educating Academic Staff to Reorient Curricula in ESD

Science.gov (United States)

Biasutti, Michele; Makrakis, Vassilios; Concina, Eleonora; Frate, Sara

2018-01-01

Purpose: The purpose of this paper is to present a professional development experience for higher education academic staff within the framework of an international Tempus project focused on reorienting university curricula to address sustainability. The project included revising curricula to phase sustainable development principles into university…

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 ...

Staff perceptions of community health centre team function in Ontario.

Science.gov (United States)

Rayner, Jennifer; Muldoon, Laura

2017-07-01

To examine perceptions of different staff groups about team functioning in mature, community-governed, interprofessional primary health care practices. Cross-sectional online survey. The 75 community health centres (CHCs) in Ontario at the time of the study, which have cared for people with barriers to access to traditional health services in community-governed, interprofessional settings, providing medical, social, and community services since the 1970s. Managers and staff of primary care teams in the CHCs. Scores on the short version of the Team Climate Inventory (with subscales addressing vision, task orientation, support for innovation, and participative safety), the Organizational Justice Scale (with subscales addressing procedural justice and interactional justice), and the Organizational Citizenship Behavior Scale, stratified by staff group (clinical manager, FP, nurse practitioner [NP], registered nurse, medical secretary, social worker, allied health provider, counselor, outreach worker, and administrative assistant). A total of 674 staff members in 58 of 75 (77%) CHCs completed surveys. All staff groups generally reported positive perceptions of team function. The procedural justice subscale showed the greatest variation between groups. Family physicians and NPs rated procedural justice much lower than nurses and administrators did. This study provides a unique view of the perceptions of different groups of staff in a long-standing interprofessional practice model. Future research is needed to understand why FPs and NPs perceive procedural justice more negatively than other team members do, and whether such perceptions affect outcomes such as staff turnover and health outcomes for patients. Copyright© the College of Family Physicians of Canada.

2011 Elections to Staff Council

CERN Multimedia

Staff Association

2011-01-01

Vote Elections to fill all seats in the Staff Council are being organized this month. Voting will begin on Monday 31 October. Make your voice heard and be many to elect the new Staff Council. By doing so, you will be encouraging the men and women who will  represent you over the next two years and they will doubtless appreciate your gratitude. More details on the elections can be found on the Staff Association web site. (http://association.web.cern.ch) Elections Timetable Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee. 

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.

Training and qualification program for nuclear criticality safety technical staff

International Nuclear Information System (INIS)

Taylor, R.G.; Worley, C.A.

1996-01-01

A training and qualification program for nuclear criticality safety technical staff personnel has been developed and implemented. The program is compliant with requirements and provides evidence that a systematic approach has been taken to indoctrinate new technical staff. Development involved task analysis to determine activities where training was necessary and the standard which must be attained to qualify. Structured mentoring is used where experienced personnel interact with candidates using checksheets to guide candidates through various steps and to provide evidence that steps have been accomplished. Credit can be taken for the previous experience of personnel by means of evaluation boards which can credit or modify checksheet steps. Considering just the wealth of business practice and site specific information a new person at a facility needs to assimilate, the program has been effective in indoctrinating new technical staff personnel and integrating them into a productive role. The program includes continuing training

The relationship between empowerment and effectiveness of staff ...

African Journals Online (AJOL)

Effectiveness is one of the management concepts considered and studied always by management scientists and experts. The aim of this study was to investigate the effects of different dimensions of empowerment (servicing staff, staff monitoring, consulting staff, and training staff) on dimensions of effectiveness of staff (staff ...

Outcomes in knowledge, attitudes and confidence of nursing staff working in nursing and residential care homes following a dementia training programme.

Science.gov (United States)

Scerri, Anthony; Scerri, Charles

2017-11-08

Dementia training programmes for staff working in long-term care settings have been found to be effective in improving staff outcomes. This study investigated the impact of a dementia training programme for all Maltese nursing staff working in public nursing/residential homes on their knowledge, attitudes and confidence. Additionally, we identified the predictors of these domains before and after the programme. A 14-hour training programme focusing on dementia management, care and policy was developed for all nursing staff working in public nursing and residential homes in Malta. A pretest-posttest design was used to evaluate the participants' knowledge of dementia, attitudes and confidence in working with residents with dementia using validated tools. Demographic variables were measured and compared with each staff domain. The majority of nursing staff attended the training programme with 261 fully completed questionnaires being collected pre-training and 214 post-training. The programme significantly improved nursing staff knowledge, attitudes and confidence. Stepwise regression analysis of each staff domain showed that the strongest predictor in all models at pre-training was the intensity of previous training programmes. Furthermore, staff who attended previous training continued to improve in their attitudes and confidence following programme completion. The study continues to shed further evidence on the impact of dementia training programs on staff outcomes. It also indicated that the intensity of previous participation in dementia training programmes was related to the participants' knowledge, attitudes and confidence and that continual exposure to training had a cumulative effect.

Staff perceptions of challenging parent-staff interactions and beneficial strategies in the Neonatal Intensive Care Unit.

Science.gov (United States)

Friedman, Joshua; Friedman, Susan Hatters; Collin, Marc; Martin, Richard J

2018-01-01

To characterise neonatal intensive care unit (NICU) staff perceptions regarding factors which may lead to more challenging staff-parent interactions, and beneficial strategies for working with families with whom such interactions occur. A survey of 168 physician and nursing staff at two NICUs in American teaching hospitals inquired about their perceptions of challenging parent-staff interactions and situations in which such interactions were likely to occur. From a medical perspective, staff perceptions of challenging interactions were noted when infants had recent decompensation, high medical complexity, malformations or long duration of stay in the NICU. From a psychological/social perspective, a high likelihood of challenging interactions was noted with parents who were suspicious, interfere with equipment, or parents who hover in the NICU, express paranoid or delusional thoughts, repeat questions, perceive the staff as inaccessible, are managing addictions, or who require child protective services involvement. Frequent family meetings, grieving opportunities, education of parents, social work referrals, clearly defined rules, partnering in daily care and support groups were perceived as the most beneficial strategies for improving difficult interactions. This study delineates what staff perceive as challenging interactions and provides support for an educational and interventional role that incorporates mental health professionals. ©2017 Foundation Acta Paediatrica. Published by John Wiley & Sons Ltd.

University staff experiences of students with mental health problems and their perceptions of staff training needs.

Science.gov (United States)

Gulliver, Amelia; Farrer, Louise; Bennett, Kylie; Ali, Kathina; Hellsing, Annika; Katruss, Natasha; Griffiths, Kathleen M

2018-06-01

University students experience high levels of mental health problems; however, very few seek professional help. Teaching staff within the university are well placed to assist students to seek support. To investigate university teaching staff experiences of, and training needs around, assisting students with mental health problems. A total of 224 teaching staff at the Australian National University completed an anonymous online survey (16.4% response rate from n ∼ 1370). Data on mental health training needs, and experiences of assisting students with mental health problems were described using tabulation. Qualitative data were analysed using thematic analysis. Most teaching staff (70.1-82.2%) reported at least moderate confidence in their ability to provide emotional support for students. However, many staff (60.0%) felt under-equipped overall to deal with student mental health problems; almost half (49.6%) reported they did not have access to formal training. Specific actions described in assisting students included referrals, offering support, or consulting others for advice. Given the high rates of students who approach staff about mental health problems, there is a critical need to provide and promote both formal mental health response training and explicit guidelines for staff on when, how, and where to refer students for help.

Verbal Aggression from Care Recipients as a Risk Factor among Nursing Staff: A Study on Burnout in the JD-R Model Perspective

Directory of Open Access Journals (Sweden)

Sara Viotti

2015-01-01

Full Text Available Among nursing staff, the risk of experiencing violence, especially verbal aggression, is particularly relevant. The present study, developed in the theoretical framework of the Job Demands-Resources model (JD-R, has two main aims: (a to examine the association between verbal aggression and job burnout in both nurses and nurse’s aides and (b to assess whether job content, social resources, and organizational resources lessen the negative impact of verbal aggression on burnout in the two professional groups. The cross-sectional study uses a dataset that consists of 630 workers (522 nurses and 108 nurse’s aides employed in emergency and medical units. High associations were found between verbal aggression and job burnout in both professional groups. Moderated hierarchical regressions showed that, among nurses, only the job content level resources moderated the effects of the verbal aggression on job burnout. Among nurse’s aides, the opposite was found. Some resources on the social and organizational levels but none of the job content level resources buffered the effects of verbal aggression on workers burnout. The study highlights the crucial role of different types of resources in protecting nursing staff from the detrimental effects of verbal aggression on job burnout.

Administrative Circular No. 2 (Rev. 6) – Recruitment, appointment and possible developments regarding the contractual position of staff members (1 January 2015)

CERN Multimedia

2014-01-01

Administrative Circular No. 2 (Rev. 6) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 27 November 2014 is available on the Human Resources Department website. It cancels and replaces Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2011. This circular was revised in order to improve the effectiveness of the career transition measures, in particular by expanding the scope of the programme to include also career transition within the Organization and by placing emphasis on career orientation and job search. Administrative Circular No. 2 will be further revised next year with the adoption of the new contract policy, subject to approval of the relevant amendments by all competent bodies. ...

Staff Concerns in Schools Planning for and Implementing School-Wide Positive Behavior Interventions and Supports

Science.gov (United States)

Tyre, Ashli D.; Feuerborn, Laura L.; Woods, Leslie

2018-01-01

Understanding staff concerns about a systemic change effort allows leadership teams to better anticipate and address staff needs for professional development and support. In this study, staff concerns in nine schools planning for or implementing School-Wide Positive Behavior Interventions and Supports (SWPBIS) were explored using the…

FORMATION OF THE ICT COMPETENCE OF MANAGERIAL AND PEDAGOGICAL STAFF IN A NETWORKING

Directory of Open Access Journals (Sweden)

O. A. Kozlov

2016-01-01

Full Text Available The questions related to the preparation of modern pedagogical and managerial staff to implement the capabilities of information and communication technologies in the professional activities in terms of networking. The authors found that the scientific-pedagogical conditions of formation of the ICT competencies of management and teaching staff as the coordinator of modernization of education are: to form approaches and principles of formation of the ICT competencies of management and teaching staff and the willingness of the professional community in the formation of the ICT competencies of management and teaching staff as the modernization of the coordinators education in networking Determined ways and means to achieve teaching and administrative staff of professional ICT competence under network interaction. Said factors that provide an optimal model to achieve the professional pedagogical ICT competence and managerial personnel under network interaction.

Noninstructional Staff Perceptions of the College Climate

Science.gov (United States)

Duggan, Molly H.

2008-01-01

This study explored staff perception of organizational climate, including the impact of gender on staff interactions with faculty and students and staff perceptions of workplace satisfaction within the community college. The overarching research question guiding this study was, What are noninstructional staff perceptions of the community college…

Managing social difficulties: roles and responsibilities of patients and staff.

Science.gov (United States)

Wright, Penny; Bingham, Laura; Taylor, Sally; Hanif, Naheed; Podmore, Emma; Velikova, Galina

2012-01-01

Implementation of guidance on assessment and management of psychosocial and supportive-care problems or needs will be successful only if consideration is given to existing skills, experience and expectations of staff and patients. This study examines the roles and responsibilities of staff, patients and families in relation to management of social difficulties and proposes a pathway for response. A qualitative study was performed using staff and patient interviews. Seventeen doctors and 16 nurses were interviewed using patient scenarios and a support service questionnaire. Patients (n = 41) completed a screening questionnaire (the Social Difficulties Inventory) and were interviewed. Interviews were audio-recorded, transcribed and subjected to a Framework analysis. Analysis examined (1) actions taken by staff and patients in response to social difficulties, (2) reasons given for action taken and (3) perceptions of staff and patients of who was responsible for taking action. Staff were confident concerning clinically related issues (i.e. mobility) but more hesitant concerning difficulties related to money, work and family concerns. Patients liked to cope with problems on their own where possible, would have liked information or support from staff but were uncertain how to access this. Results led to development of a hierarchy of interventions in response to detected social difficulties. For routine assessment of social difficulties, patients, nurses and doctors will have to work collaboratively, with nurses taking a lead in discussion. For specific clinically related problems doctors would play a more primary role. Copyright © 2010 John Wiley & Sons, Ltd.

Staff Training for Nanoindustry in Russia

Directory of Open Access Journals (Sweden)

Sidorov Sergey Grigoryevich

2015-05-01

Full Text Available The nanotechnology industry represents such a direction of the development of science, technologies and industries by means of which Russia will be able to achieve advanced positions in the world. For the last decade the necessary regulatory base for nanotech industry development was created in the country, beginning with the concept of nanotechnological works, and the strategy of nanotech industry development, and finishing by the program of nanotech industry development in Russia till 2015. The special place is allocated for education in the field of nanotechnologies and nanomaterials. The system of staff training for nanotech industry is developing very quickly. The departments of nanotechnologies are established almost in all leading higher education institutions of Russia, the institutes of scientific and educational centers as well as the centers of collective use are introduced in the country, the national nanotechnological network is functioning. RUSNANO State Corporation of Nanotechnologies makes significant contribution to the training of innovation staff. The corporation is planning to create at least 100 educational programs of staff training and retraining for the needs of nanotech industry. The fund of infrastructure and educational programs was established in RUSNANO which in 2012 launched the project on creation of training system in the field of nanotechnology in the e-Learning mode. In 2013 the fund created the autonomous non-profit organization “Electronic Education for Nanotech Industry” (“eNano” which became the leading developer of innovative branch educational resources and the operator on rendering educational services for nanotech industry. Since 2011 in RUSNANO there is a School League which set for itself the task to make the contribution to improvement of the situation in teaching naturalscience disciplines at schools. At the same time, according to the results of students enrolment in Russia in 2011-2014, the

Staff radiation exposure in radiation diagnostics

International Nuclear Information System (INIS)

Khakimova, N.U.; Malisheva, E.Yu.; Shosafarova, Sh.G.

2010-01-01

Present article is devoted to staff radiation exposure in radiation diagnostics. Data on staff radiation exposure obtained during 2005-2008 years was analyzed. It was found that average individual doses of staff of various occupations in Dushanbe city for 2008 year are at 0.29-2.16 mSv range. They are higher than the average health indicators but lower than maximum permissible dose. It was defined that paramedical personnel receives the highest doses among the various categories of staff.

Development of a cerebral circulation model for the automatic control of brain physiology.

Science.gov (United States)

Utsuki, T

2015-01-01

In various clinical guidelines of brain injury, intracranial pressure (ICP), cerebral blood flow (CBF) and brain temperature (BT) are essential targets for precise management for brain resuscitation. In addition, the integrated automatic control of BT, ICP, and CBF is required for improving therapeutic effects and reducing medical costs and staff burden. Thus, a new model of cerebral circulation was developed in this study for integrative automatic control. With this model, the CBF and cerebral perfusion pressure of a normal adult male were regionally calculated according to cerebrovascular structure, blood viscosity, blood distribution, CBF autoregulation, and ICP. The analysis results were consistent with physiological knowledge already obtained with conventional studies. Therefore, the developed model is potentially available for the integrative control of the physiological state of the brain as a reference model of an automatic control system, or as a controlled object in various control simulations.

Self Efficacy among University Academic Staff

African Journals Online (AJOL)

Educator's Self Efficacy and Collective Educators' Self Efficacy among University Academic Staff: An Ethical Issue. ... staff on collective educators' self efficacy. The implication of the result in terms of collaborative work among academic staff was discussed in line with ethical principles and code of conduct of psychologists.

Dialysis facility staff perceptions of racial, gender, and age disparities in access to renal transplantation.

Science.gov (United States)

Lipford, Kristie J; McPherson, Laura; Hamoda, Reem; Browne, Teri; Gander, Jennifer C; Pastan, Stephen O; Patzer, Rachel E

2018-01-10

Racial/ethnic, gender, and age disparities in access to renal transplantation among end-stage renal disease (ESRD) patients have been well documented, but few studies have explored health care staff attitudes towards these inequalities. Staff perceptions can influence patient care and outcomes, and identifying staff perceptions on disparities could aid in the development of potential interventions to address these health inequities. The objective of this study was to investigate dialysis staff (n = 509), primarily social workers and nurse managers, perceptions of renal transplant disparities in the Southeastern United States. This is a mixed methods study that uses both deductive and inductive qualitative analysis of a dialysis staff survey conducted in 2012 using three open-ended questions that asked staff to discuss their perceptions of factors that may contribute to transplant disparities among African American, female, and elderly patients. Study results suggested that the majority of staff (n = 255, 28%) perceived patients' low socioeconomic status as the primary theme related to why renal transplant disparities exist between African Americans and non-Hispanic whites. Staff cited patient perception of old age as a primary contributor (n = 188, 23%) to the disparity between young and elderly patients. The dialysis staff responses on gender transplant disparities suggested that staff were unaware of differences due to limited experience and observation (n = 76, 14.7%) of gender disparities. These findings suggest that dialysis facilities should educate staff on existing renal transplantation disparities, particularly gender disparities, and collaboratively work with transplant facilities to develop strategies to actively address modifiable patient barriers for transplant.

Leadership practices and staff nurses' intent to stay: a systematic review.

Science.gov (United States)

Cowden, Tracy; Cummings, Greta; Profetto-McGrath, Joanne

2011-05-01

The aim of the present study was to describe the findings of a systematic review of the literature that examined the relationship between managers' leadership practices and staff nurses' intent to stay in their current position. The nursing shortage demands that managers focus on the retention of staff nurses. Understanding the relationship between leadership practices and nurses' intent to stay is fundamental to retaining nurses in the workforce. Published English language articles on leadership practices and staff nurses' intent to stay were retrieved from computerized databases and a manual search. Data extraction and quality assessments were completed for the final 23 research articles. Relational leadership practices influence staff nurses' intentions to remain in their current position. This study supports a positive relationship between transformational leadership, supportive work environments and staff nurses' intentions to remain in their current positions. Incorporating relational leadership theory into management practices will influence nurse retention. Advancing current conceptual models will increase knowledge of intent to stay. Clarifying the distinction between the concepts intent to stay and intent to leave is needed to establish a clear theoretical foundation for further intent to stay research. Nurse managers and leaders who practice relational leadership and ensure quality workplace environments are more likely to retain their staff. The findings of the present study support the claim that leadership practices influence staff nurse retention and builds on intent to stay knowledge. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

7 CFR 1700.27 - Chief of Staff.

Science.gov (United States)

2010-01-01

... 7 Agriculture 11 2010-01-01 2010-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

Does Finnish hospital staff job satisfaction vary across occupational groups?

Science.gov (United States)

Kvist, Tarja; Mäntynen, Raija; Vehviläinen-Julkunen, Katri

2013-10-02

Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal-Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is a complex, continuously changing work

Does Finnish hospital staff job satisfaction vary across occupational groups?

Science.gov (United States)

2013-01-01

Background Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Methods Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal–Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. Results The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Conclusions Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is

2017 Elections to Staff Council

CERN Multimedia

Staff Association

2017-01-01

Make your voice heard, support your candidates! After verification by the Electoral Commission, all candidates for the elections to the Staff Council have been registered. It is now up to you, members of the Staff Association, to vote for the candidate(s) of your choice. We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. We are using an electronic voting system; all you need to do is click the link below and follow the instructions on the screen. https://ap-vote.web.cern.ch/elections-2017 The deadline for voting is Monday, 13 November at midday (12 pm). Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The ...

NO to sacrificing future staff!

CERN Multimedia

Staff Association

2011-01-01

During our public meetings last week, we reviewed several subjects. However, the most urgent one today is the 2nd package of measures for our Pension Fund. In our previous issue, we devoted a long article to the Management’s plan for staff recruited from January 2012. A disaster! As we announced at our meetings, the Staff Association will organize a referendum at the beginning of April. For the message to be heard it is vital that as many staff as possible take part. By voting you will express your support to your staff representatives to stand in the way of these unacceptable measures. It is a matter of urgency that the staff makes their voice heard. Time is short, the decisions will be made in June. The future of our Organization is as stake. This is our future colleagues we are talking about. We must prevent this sacrifice. They must be welcomed in such a manner that there is no uneasiness between us. They must be made to feel welcome in their new family, CERN, our CERN. That they should pay an ...

Nursing staff's communication modes in patient transfer before and after an educational intervention.

Science.gov (United States)

Kindblom-Rising, Kristina; Wahlstrom, Rolf; Ekman, Sirkka-Liisa; Buer, Nina; Nilsson-Wikmar, Lena

2010-10-01

The objective was to explore and describe nursing staff's body awareness and communication in patient transfers and evaluate any changes made after an educational intervention to promote staff competence in guiding patients to move independently. In total, 63 nursing staff from two hospitals wrote weekly notes before and after the intervention. The topics were: A) reflect on a transfer during the last week that you consider was good and one that was poor; B) reflect on how your body felt during a good and a poor transfer. The notes were analysed with content analysis. The results showed five different communication modes connected with nursing staff's physical and verbal communication. These communication modes changed after 1 year to a more verbal communication, focusing on the patient's mobility. The use of instructions indicated a new or different understanding of patient transfer, which may contribute to a development of nursing staff's competence. STATEMENT OF RELEVANCE: The present findings indicate that patient transfer consists of communication. Therefore, verbal and bodily communication can have an integral part of training in patient transfer; furthermore, the educational design of such programmes is important to reach the goal of developing new understanding and enhancing nursing staff's competence in patient transfer.

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

Science.gov (United States)

Krull, Ivy; Lundgren, Lena; Beltrame, Clelia

2014-01-01

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

Battle Staff Training System II: Computer-Based Instruction Supporting the Force XXI Training Program

National Research Council Canada - National Science Library

Wampler, Richard

1998-01-01

This report documents the methodology and lessons learned in the development of the Innovative Tools and Techniques for Brigade and Below Staff Training II - Battle Staff Training System II (ITTBBST-BSTS II...

Production, staff, working time and financial planning

Directory of Open Access Journals (Sweden)

Orlando Boiteux

2009-07-01

Full Text Available Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

28 CFR 551.32 - Staff supervision.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as the institution's Inmate Organization Manager (IO...

Forming a new clinical team for frail older people: can a group development model help?

Science.gov (United States)

Anderson, Elizabeth Susan; Pollard, Lorraine; Conroy, Simon; Clague-Baker, Nicola

2014-03-01

Integrated services which utilise the expertise of team members along care pathways are evolving. Changes in service structure and subsequent team working arrangements can be a challenge for practitioners expected to redefine how they work with one another. These services are particularly important for the care of frail older people. This exploratory study of one newly forming team presents the views of staff involved in establishing an interprofessional healthcare advisory team for older people within an acute hospital admissions unit. Staff experiences of forming a new service are aligned to a model of team development. The findings are presented as themes relating to the stages of team development and identify the challenges of setting up an integrated service alongside existing services. In particular, team process issues relating to the clarity of goals, role clarification, leadership, team culture and identity. Managers must allow time to ensure new services evolve before setting up evaluation studies for efficiency and effectiveness which might prove against the potential for interprofessional teamworking.

Using a High-Performance Planning Model to Increase Levels of Functional Effectiveness Within Professional Development.

Science.gov (United States)

Winter, Peggi

2016-01-01

Nursing professional practice models continue to shape how we practice nursing by putting families and members at the heart of everything we do. Faced with enormous challenges around healthcare reform, models create frameworks for practice by unifying, uniting, and guiding our nurses. The Kaiser Permanente Practice model was developed to ensure consistency for nursing practice across the continuum. Four key pillars support this practice model and the work of nursing: quality and safety, leadership, professional development, and research/evidence-based practice. These four pillars form the foundation that makes transformational practice possible and aligns nursing with Kaiser Permanente's mission. The purpose of this article is to discuss the pillar of professional development and the components of the Nursing Professional Development: Scope and Standards of Practice model (American Nurses Association & National Nursing Staff Development Organization, 2010) and place them in a five-level development framework. This process allowed us to identify the current organizational level of practice, prioritize each nursing professional development component, and design an operational strategy to move nursing professional development toward a level of high performance. This process is suggested for nursing professional development specialists.

Bridging Information and Communication Technology and Staff ...

African Journals Online (AJOL)

Bridging Information and Communication Technology and Staff Professional Development: Case Study of Delta State Tertiary Institutions. ... Teachers are therefore faced with the formidable task of reinventing schools/classroom for a society and world transformed by ICT – because most of these children have grown with ...

AECB staff annual report of Darlington NGS 'A' for the year 1990

International Nuclear Information System (INIS)

1991-06-01

This report presents the AECB staff review of major licensing issues and of the operational performance of the station during 1990. In addition to the reports mentioned above, other Ontario Hydro reports, official correspondence, and observations of AECB site staff have been taken into consideration. The report is limited to those aspects of station performance that AECB staff consider to have some safety significance. Developments of significance associated with issues addressed in the report that occurred in the early part of 1991 are also mentioned

A description of a staff development program: Preparing the elementary school classroom teacher to lead environmental field trips and to use an integrated subject approach to environmental education

Science.gov (United States)

Egana, John Joseph

in the FTS staff development plan that could be generalized to all staff development programs. I applied the "stages of concern" from the "Concerns Based Adoption Model"(CBAM) and found FTS to be a participantcentered plan. In addition FTS set demonstrable goals that were understood and desirable for all participants. Finally FTS offered teachers opportunities to adopt leadership roles in their own staff development program.

Effects of patient death on nursing staff: a literature review.

Science.gov (United States)

Wilson, Janet; Kirshbaum, Marilyn

There were 509090 deaths recorded in England and Wales for 2008 (Office for National Statistics, 2010); of these, over 56% (260000) occurred in NHS hospitals. The death of a patient is an event that most, if not all, nursing staff will encounter during their work. This experience can elicit physical, cognitive, behavioural, spiritual and emotional responses (Parkes, 1998). The aim of this literature review is to explore how the death of patients in a hospital setting impact on nursing staff. A review of the literature was undertaken using the online databases CINAHL, Medline and PsychInfo. The search was limited to articles in the English language and those from peer-reviewed journals. Themes arising from the literature review included: the theoretical context; the emotional impact; the culture of the healthcare setting; staff's previous life experiences; and support available for healthcare staff. The death of patients does have an impact on nurses. This can affect them both in their work environment and outside of work. Education around grief theory and support from others are helpful for staff in developing strategies for coping with patient deaths.

Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

Science.gov (United States)

Baxter, Siyan; Campbell, Sharon; Sanderson, Kristy; Cazaly, Carl; Venn, Alison; Owen, Carole; Palmer, Andrew J

2015-09-18

Workplace health promotion is focussed on improving the health and wellbeing of workers. Although quantifiable effectiveness and economic evidence is variable, workplace health promotion is recognised by both government and business stakeholders as potentially beneficial for worker health and economic advantage. Despite the current debate on whether conclusive positive outcomes exist, governments are investing, and business engagement is necessary for value to be realised. Practical tools are needed to assist decision makers in developing the business case for workplace health promotion programs. Our primary objective was to develop an evidence-based, simple and easy-to-use resource (calculator) for Australian employers interested in workplace health investment figures. Three phases were undertaken to develop the calculator. First, evidence from a literature review located appropriate effectiveness measures. Second, a review of employer-facilitated programs aimed at improving the health and wellbeing of employees was utilised to identify change estimates surrounding these measures, and third, currently available online evaluation tools and models were investigated. We present a simple web-based calculator for use by employers who wish to estimate potential annual savings associated with implementing a successful workplace health promotion program. The calculator uses effectiveness measures (absenteeism and staff turnover rates) and change estimates sourced from 55 case studies to generate the annual savings an employer may potentially gain. Australian wage statistics were used to calculate replacement costs due to staff turnover. The calculator was named the Workplace Health Savings Calculator and adapted and reproduced on the Healthy Workers web portal by the Australian Commonwealth Government Department of Health and Ageing. The Workplace Health Savings Calculator is a simple online business tool that aims to engage employers and to assist participation

Case Study of Effectiveness Evaluation of Staff Training Courses in Refah Bank

Directory of Open Access Journals (Sweden)

E. Yousefian

2017-08-01

Full Text Available One of the newest and most well-known train patterns for evaluating the effectiveness of in-service staffs training is Kircpatrick model. In this paper, the effectiveness of staff training courses of Refah-bank is evaluated. A questionnaire consisted of five components which include: reaction, learning, of behavior, the results and the innovation in role of confounding factors is handed out. The survey results show that three factors (reactions, behavior and innovation have a significant effect on the teachings effectiveness according to Kircpatrick model. And that two factors (learning and results of the courses have not a significant effect.

An integrated development environment for PMESII model authoring, integration, validation, and debugging

Science.gov (United States)

Pioch, Nicholas J.; Lofdahl, Corey; Sao Pedro, Michael; Krikeles, Basil; Morley, Liam

2007-04-01

To foster shared battlespace awareness in Air Operations Centers supporting the Joint Forces Commander and Joint Force Air Component Commander, BAE Systems is developing a Commander's Model Integration and Simulation Toolkit (CMIST), an Integrated Development Environment (IDE) for model authoring, integration, validation, and debugging. CMIST is built on the versatile Eclipse framework, a widely used open development platform comprised of extensible frameworks that enable development of tools for building, deploying, and managing software. CMIST provides two distinct layers: 1) a Commander's IDE for supporting staff to author models spanning the Political, Military, Economic, Social, Infrastructure, Information (PMESII) taxonomy; integrate multiple native (third-party) models; validate model interfaces and outputs; and debug the integrated models via intuitive controls and time series visualization, and 2) a PMESII IDE for modeling and simulation developers to rapidly incorporate new native simulation tools and models to make them available for use in the Commander's IDE. The PMESII IDE provides shared ontologies and repositories for world state, modeling concepts, and native tool characterization. CMIST includes extensible libraries for 1) reusable data transforms for semantic alignment of native data with the shared ontology, and 2) interaction patterns to synchronize multiple native simulations with disparate modeling paradigms, such as continuous-time system dynamics, agent-based discrete event simulation, and aggregate solution methods such as Monte Carlo sampling over dynamic Bayesian networks. This paper describes the CMIST system architecture, our technical approach to addressing these semantic alignment and synchronization problems, and initial results from integrating Political-Military-Economic models of post-war Iraq spanning multiple modeling paradigms.

Caring about caring: developing a model to implement compassionate relationship centred care in an older people care setting.

Science.gov (United States)

Dewar, Belinda; Nolan, Mike

2013-09-01

This study actively involved older people, staff and relatives in agreeing a definition of compassionate relationship-centred care and identifying strategies to promote such care in acute hospital settings for older people. It was a major component of a three year programme (the Leadership in Compassionate Care Programme, LCCP) seeking to integrate compassionate care across practice and educational environments. Compassionate caring and promoting dignity are key priorities for policy, practice and research worldwide, being central to the quality of care for patients and families, and job satisfaction for staff. Therapeutic relationships are essential to achieving excellence in care but little is known about how to develop and sustain such relationships in a culture that increasingly focuses on throughput and rapid turnover. The study used appreciative inquiry and a range of methods including participant observation, interviews, story telling and group discussions to actively engage older people, relatives and staff. A process of immersion crystallization was used to analyze data with staff as co-analysts. The study adds considerably to the conceptualization of compassionate, relationship-centred care and provides a model to aid staff deliver such care in practice, based on 'appreciative caring conversations' that enable all parties to gain two forms of 'person and relational knowledge' about 'who people are and what matters to them' and 'how people feel about their experience'. Such knowledge enables staff, patients and carers to 'work together to shape the way things are done'. The study generated a model called the 7 'C's that captures in detail the factors necessary to promote 'appreciative caring conversations'. The study demonstrates that engaging in 'appreciative caring conversations' promotes compassionate, relationship-centred care but that these conversations involve practitioners taking risks. Such 'relational practices' must therefore be valued and

A crèche for CERN staff The Staff Association project

CERN Multimedia

Association du personnel

2006-01-01

For many years, the Staff Association has supported the demand for the creation of a crèche for the children of CERN staff. Several studies have been carried out without leading to a concrete plan. The fact that the CERN population is getting younger and the shortage of local facilities have led to a more urgent demand for this type of social service over the past few years. Furthermore, the Equal Opportunities Panel had already recommended that crèche places be made available.

Staff perceptions of quality of care: an observational study of the NHS Staff Survey in hospitals in England.

Science.gov (United States)

Pinder, Richard J; Greaves, Felix E; Aylin, Paul P; Jarman, Brian; Bottle, Alex

2013-07-01

There is some evidence to suggest that higher job satisfaction among healthcare staff in specific settings may be linked to improved patient outcomes. This study aimed to assess the potential of staff satisfaction to be used as an indicator of institutional performance across all acute National Health Service (NHS) hospitals in England. Using staff responses from the NHS Staff Survey 2009, and correlating these with hospital standardised mortality ratios (HSMR), correlation analyses were conducted at institutional level with further analyses of staff subgroups. Over 60 000 respondents from 147 NHS trusts were included in the analysis. There was a weak negative correlation with HSMR where staff agreed that patient care was their trust's top priority (Kendall τ = -0.22, psatisfaction with the quality of care delivered by oneself and institutional HSMR. In the context of the continued debate about the relationship of HSMR to hospital performance, these findings of a weak correlation between staff satisfaction and HSMR are intriguing and warrant further investigation. Such measures in the future have the advantage of being intuitive for lay and specialist audiences alike, and may be useful in facilitating patient choice. Whether higher staff satisfaction drives quality or merely reflects it remains unclear.

BROOKHAVEN NATIONAL LABORATORY INSTRUMENTATION DIVISION, R AND D PROGRAMS, FACILITIES, STAFF

International Nuclear Information System (INIS)

INSTRUMENTATION DIVISION STAFF

1999-01-01

To develop state-of-the-art instrumentation required for experimental research programs at BNL, and to maintain the expertise and facilities in specialized high technology areas essential for this work. Development of facilities is motivated by present BNL research programs and anticipated future directions of BNL research. The Division's research efforts also have a significant impact on programs throughout the world that rely on state-of-the-art radiation detectors and readout electronics. Our staff scientists are encouraged to: Become involved in challenging problems in collaborations with other scientists; Offer unique expertise in solving problems; and Develop new devices and instruments when not commercially available. Scientists from other BNL Departments are encouraged to bring problems and ideas directly to the Division staff members with the appropriate expertise. Division staff is encouraged to become involved with research problems in other Departments to advance the application of new ideas in instrumentation. The Division Head integrates these efforts when they evolve into larger projects, within available staff and budget resources, and defines the priorities and direction with concurrence of appropriate Laboratory program leaders. The Division Head also ensures that these efforts are accompanied by strict adherence to all ES and H regulatory mandates and policies of the Laboratory. The responsibility for safety and environmental protection is integrated with supervision of particular facilities and conduct of operations

BROOKHAVEN NATIONAL LABORATORY INSTRUMENTATION DIVISION, R AND D PROGRAMS, FACILITIES, STAFF.

Energy Technology Data Exchange (ETDEWEB)

INSTRUMENTATION DIVISION STAFF

1999-06-01

To develop state-of-the-art instrumentation required for experimental research programs at BNL, and to maintain the expertise and facilities in specialized high technology areas essential for this work. Development of facilities is motivated by present BNL research programs and anticipated future directions of BNL research. The Division's research efforts also have a significant impact on programs throughout the world that rely on state-of-the-art radiation detectors and readout electronics. Our staff scientists are encouraged to: Become involved in challenging problems in collaborations with other scientists; Offer unique expertise in solving problems; and Develop new devices and instruments when not commercially available. Scientists from other BNL Departments are encouraged to bring problems and ideas directly to the Division staff members with the appropriate expertise. Division staff is encouraged to become involved with research problems in other Departments to advance the application of new ideas in instrumentation. The Division Head integrates these efforts when they evolve into larger projects, within available staff and budget resources, and defines the priorities and direction with concurrence of appropriate Laboratory program leaders. The Division Head also ensures that these efforts are accompanied by strict adherence to all ES and H regulatory mandates and policies of the Laboratory. The responsibility for safety and environmental protection is integrated with supervision of particular facilities and conduct of operations.

Impact of relational coordination on staff and patient outcomes in outpatient surgical clinics.

Science.gov (United States)

Gittell, Jody Hoffer; Logan, Caroline; Cronenwett, Jack; Foster, Tina C; Freeman, Richard; Godfrey, Marjorie; Vidal, Dale Collins

2018-01-05

Pressures are increasing for clinicians to provide high-quality, efficient care, leading to increased concerns about staff burnout. This study asks whether staff well-being can be achieved in ways that are also beneficial for the patient's experience of care. It explores whether relational coordination can contribute to both staff well-being and patient satisfaction in outpatient surgical clinics where time constraints paired with high needs for information transfer increase both the need for and the challenge of achieving timely and accurate communication. We studied relational coordination among surgeons, nurses, residents, administrators, technicians, and secretaries in 11 outpatient surgical clinics. Data were combined from a staff and a patient survey to conduct a cross-sectional study. Data were analyzed using ordinary least squares and random effects regression models. Relational coordination among all workgroups was significantly associated with staff outcomes, including job satisfaction, work engagement, and burnout. Relational coordination was also significantly associated with patients' satisfaction with staff and their overall visit, though the association between relational coordination and patients' satisfaction with their providers did not reach statistical significance. Even when patient-staff interactions are relatively brief, as in outpatient settings, high levels of relational coordination among interdependent workgroups contribute to positive outcomes for both staff and patients, and low levels tend to have the opposite effect. Clinical leaders can increase the expectation of positive outcomes for both staff and their patients by implementing interventions to strengthen relational coordination.

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

NARCIS (Netherlands)

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

2015-01-01

Background 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

From the chronicle of training of Dukovany NPP staff

International Nuclear Information System (INIS)

2005-01-01

The long way the Dukovany NPP had to go before the plant staff was fully qualified and skilled is described. First the training concept was prepared, then the necessary training facilities were set up, lecturers and instructors were hired and trained, training programmes and training materials were developed, and ultimately the first training course was launched in 1979. A training NPP was constructed and a full-scope simulator of the Dukovany NPP was set up. The current status of organization of NPP staff training by the CEZ utility is highlighted. (author)

Staff Development as an Imperative Avenue in Ensuring Quality: The Experience of Adama University

Directory of Open Access Journals (Sweden)

Yilfashewa Seyoum

2012-01-01

Full Text Available All endeavors were devoted to investigate the views and feelings of stakeholders on the implementation of teachers’ professional development and its contribution to sustain academic programs quality at Adama University. A case study that constitutes qualitative and quantitative method was employed. In an attempt to achieve the objectives of the study, evidences were collected from students, staff members, professional development program coordinators, and management bodies. The data-collecting instruments for obtaining relevant information were questionnaires, interview, observation, and document analysis. The finding in relation to this study uncovers the fact that though continuous professional development has been perceived as the most useful avenue of teachers continuous and lifelong learning, for the most part, it is relegated to adhoc committees or interested group or institutional units in the system of university education/training. Moreover, the absence of PDP in the university organizational structure, clear mission and vision, defined and well-articulated policy, strategic plan, representatives in university senate meetings, adequate resources, well-identified and -preserved training facilities, and unit library were circumstances that in one way or another negatively affected the provision of effective professional development programs/trainings that may have adverse effect in the deliberation of quality education/training in Adama University.

Language Learning in Outdoor Environments: Perspectives of preschool staff

Directory of Open Access Journals (Sweden)

Martina Norling

2015-03-01

Full Text Available Language environment is highlighted as an important area in the early childhood education sector. The term language environment refers to language-promoting aspects of education, such as preschool staff’s use of verbal language in interacting with the children. There is a lack of research about language learning in outdoor environments; thus children’s language learning is mostly based on the indoor physical environment. The aim of this study is therefore to explore, analyse, and describe how preschool staff perceive language learning in outdoor environments. The data consists of focus-group interviews with 165 preschool staff members, conducted in three cities in Sweden. The study is meaningful, thus results contribute knowledge regarding preschool staffs’ understandings of language learning in outdoor environments and develop insights to help preschool staff stimulate children’s language learning in outdoor environments.

Job Satisfaction Of Hospital Nursing Staff

Directory of Open Access Journals (Sweden)

Charlotte Pietersen

2005-11-01

Full Text Available Health care managers realize that job satisfaction impacts on nursing staff retention. This study examined the job satisfaction of nursing staff (N = 109 at a government hospital. Just more than half of the respondents were generally satisfied. Feelings that nursing is worthwhile and satisfying, and financial stability at the hospital could promote staff retention. Specific intrinsic - (promotion, and extrinsic factors (routinization, working conditions, pay, interaction with supervisors, and organizational support could impact negatively on retention. Management should use these findings as a basis for staff consultation, developmental strategies, and interventions. Future research on other nursing populations is recommended.

An American System of Staff Appraisal. Coombe Lodge Case Study. Information Bank Number 1017.

Science.gov (United States)

Latcham, J.

Prepared for staff in the British further education system, this report describes and explains the formal staff assessment model used at Richland College, Texas. Introductory material describes the college, its student body, and its organization and structure. Next, the four components of the teacher evaluation system used in the Dallas Community…

14 CFR 385.33 - Review by the staff.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

34 CFR 75.519 - Dual compensation of staff.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

When goals diverge: Staff consensus and the organizational climate.

Science.gov (United States)

Melnick, Gerald; Ulaszek, Wendy R; Lin, Hsiu-Ju; Wexler, Harry K

2009-08-01

A sample of correctional officers and prison substance abuse treatment staff collected by the National Criminal Justice Treatment Practices Survey is used to provide an exploratory study of an aspect of organizational culture consisting of consensus (agreement) among prison personnel regarding their beliefs about rehabilitation in the presence of conflicting organizational goals and aspects of the organizational climate important to change. Findings show that among those staff members responding to the survey, the belief in rehabilitation scale mean score was associated with higher levels of organizational commitment, and interdepartmental coordination. However, an hierarchical linear modeling (HLM) analysis that used an index score derived from the standard deviation for staff consensus regarding these same beliefs about rehabilitation produced a different pattern of results, showing that high levels of consensus were associated with job frustration, cynicism towards the ability of the institution to change, and lower levels of organizational commitment. The authors conclude that, although the sample may not express the beliefs of corrections officers or prison-based treatment staff at large, within the sample, consensus appeared to play a unique role in evaluating the effect of divergent goals on organizational climate as it relates to change, and warrants consideration when considering the effects of organizational climate.

Staff Distress Improves by Treating Pain in Nursing Home Patients With Dementia: Results From a Cluster-Randomized Controlled Trial.

Science.gov (United States)

Aasmul, Irene; Husebo, Bettina Sandgathe; Flo, Elisabeth

2016-12-01

Most people with dementia develop neuropsychiatric symptoms (NPSs), which are distressing for their carers. Untreated pain may increase the prevalence and severity of NPSs and thereby staff burden. We investigated the association between NPSs and the impact of individual pain treatment on distress in nursing home staff. Nursing home (NH) units were cluster-randomized to an intervention group (33 NH units; n = 175) or control group (27 NH units; n = 177). Patients in the intervention group received individual pain treatment for eight weeks, followed by a four-week washout period; control groups received care as usual. Staff informants (n = 138) used the Neuropsychiatric Inventory-NH version (including caregiver distress) as primary outcome to assess their own distress. Other outcomes were pain (Mobilization-Observation-Behavior-Intensity-Dementia-2 Pain Scale) and cognitive functioning (Mini-Mental State Examination). Using hierarchical regression analysis, all NPS items at baseline were associated with staff distress (P pain treatment reduced staff distress in the intervention group compared to control group especially in regard to agitation-related symptoms and apathy. Furthermore, our results indicated a multifactorial model of staff distress, in which enhanced knowledge and understanding of NPSs and pain in people with advanced dementia may play an important role. Copyright © 2016 The Authors. Published by Elsevier Inc. All rights reserved.

THE MANY ROLES OF THE CERN STAFF ASSOCIATION

CERN Document Server

Staff Association

2011-01-01

The Staff Association represents all staff Article VII 1.01 of the Staff Rules & Regulations (SR&R) stipulates 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.” The role of the Staff Association delegates as representatives of all staff of the Organization before the Director-General and Member States is demonstrated by its participation in different joint committees defined in the SR&R and by TREF. This role was particularly visible in 2009 and 2010 with demonstrations of between one and two thousand participants, first for our Pension Fund in December 2009 and March 2010, then for basic research in August 2010. The presence of the Staff Association was also evident with its public meetings, staff votes in the framework of the 2010 five-yearly review, and other actions. But the Staff Association is also The CERN Nu...

The operational staff during exercise RESUME-95

Energy Technology Data Exchange (ETDEWEB)

Jensen, J. [Jensen Consult, Virum (Denmark)

1997-12-31

With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff`s responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au).

The operational staff during exercise RESUME-95

Energy Technology Data Exchange (ETDEWEB)

Jensen, J [Jensen Consult, Virum (Denmark)

1998-12-31

With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff`s responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au).

Strengthening the role and functions of nursing staff in inpatient stroke rehabilitation

DEFF Research Database (Denmark)

Loft, Mia Ingerslev; Martinsen, Bente; Esbensen, Bente Appel

2017-01-01

PURPOSE: Over the past two decades, attempts have been made to describe the nurse's role and functions in the inpatient stroke rehabilitation; however, the nursing contribution is neither clear nor well-defined. Previous studies have highlighted the need for research aimed at developing...... interventions in the neuro-nursing area. The objective of this paper was to describe the development of a nursing intervention aimed at optimising the inpatient rehabilitation of stroke patients by strengthening the role and functions of nursing staff. METHOD: A systematic approach was used, consistent...... analysis to explain why nursing staff were or were not engaged in these behaviours. The nursing staff's Capability, Opportunity and Motivation were analysed with regard to working systematically with a rehabilitative approach and working deliberately and systematically with the patient's goals. CONCLUSION...

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.

2015-01-01

Background: 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…

Integrated project scheduling and staff assignment with controllable processing times.

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Fernandez-Viagas, Victor; Framinan, Jose M

2014-01-01

This paper addresses a decision problem related to simultaneously scheduling the tasks in a project and assigning the staff to these tasks, taking into account that a task can be performed only by employees with certain skills, and that the length of each task depends on the number of employees assigned. This type of problems usually appears in service companies, where both tasks scheduling and staff assignment are closely related. An integer programming model for the problem is proposed, together with some extensions to cope with different situations. Additionally, the advantages of the controllable processing times approach are compared with the fixed processing times. Due to the complexity of the integrated model, a simple GRASP algorithm is implemented in order to obtain good, approximate solutions in short computation times.

Integrated Project Scheduling and Staff Assignment with Controllable Processing Times

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Victor Fernandez-Viagas

2014-01-01

Full Text Available This paper addresses a decision problem related to simultaneously scheduling the tasks in a project and assigning the staff to these tasks, taking into account that a task can be performed only by employees with certain skills, and that the length of each task depends on the number of employees assigned. This type of problems usually appears in service companies, where both tasks scheduling and staff assignment are closely related. An integer programming model for the problem is proposed, together with some extensions to cope with different situations. Additionally, the advantages of the controllable processing times approach are compared with the fixed processing times. Due to the complexity of the integrated model, a simple GRASP algorithm is implemented in order to obtain good, approximate solutions in short computation times.

Staff Views of the Importance of Relationships for Knowledge Development: Is Training by Specialists a Waste of Money?

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Bradshaw, Jill; Goldbart, Juliet

2013-01-01

Background: The provision of skilled support is dependent on staff knowledge and understanding (Beadle-Brown J., Beecham J., Mansell J., Baumker T., Leigh J., Whelton R. & Richardson L, unpublished data). Influencing staff knowledge and understanding is an important component of interventions. Materials and Methods: Fourteen individual…

Using family and staff experiences of a botulinum toxin-A service to improve service quality.

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Burton, K L O; Bau, K; Lewis, J; Aroyan, K R; Botha, B; Botman, A G M; Stewart, K; Waugh, M-C A; Paget, S P

2017-11-01

The decision for families to proceed with botulinum toxin-A (BoNT-A) injections for managing childhood conditions involving hypertonia can be complex. Family-centred care is a service model that facilitates supporting families in this decision-making process. Understanding families' experiences of services is critical to developing family-centred care. The aim of this project was therefore to increase understanding of the experiences of families of children attending a BoNT-A service in order to improve the service and its family-centred approach to care. Sixteen staff of a BoNT-A service participated in a patient journey mapping exercise. Nine families of the service participated in in-depth interviews. Interviews were audio-recorded and transcribed verbatim. Data from the staff session and interviews were analysed independently using grounded, hermeneutic thematic analysis. Staff sessions revealed 5 core themes that related to impacting on the family experience. Family interviews revealed 4 core themes, with 7 subthemes and 1 latent theme. Areas of importance identified by families relating to BoNT-A treatment included acknowledgement of individual needs, care coordination, empowerment of families and patients, consistency in service delivery, and the distressing nature of appointment and decision-making. Comparison of the data from the staff patient journey mapping and family interviews suggested that staff have a good but incomplete understanding of the factors important to families, highlighting the need for consumer engagement in establishing family-centred care. The themes identified can guide the provision of family-centred BoNT-A injection clinics. © 2017 John Wiley & Sons Ltd.

Evaluation of Cueing Innovation for Pressure Ulcer Prevention Using Staff Focus Groups.

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Yap, Tracey L; Kennerly, Susan; Corazzini, Kirsten; Porter, Kristie; Toles, Mark; Anderson, Ruth A

2014-07-25

The purpose of the manuscript is to describe long-term care (LTC) staff perceptions of a music cueing intervention designed to improve staff integration of pressure ulcer (PrU) prevention guidelines regarding consistent and regular movement of LTC residents a minimum of every two hours. The Diffusion of Innovation (DOI) model guided staff interviews about their perceptions of the intervention's characteristics, outcomes, and sustainability. This was a qualitative, observational study of staff perceptions of the PrU prevention intervention conducted in Midwestern U.S. LTC facilities (N = 45 staff members). One focus group was held in each of eight intervention facilities using a semi-structured interview protocol. Transcripts were analyzed using thematic content analysis, and summaries for each category were compared across groups. The a priori codes (observability, trialability, compatibility, relative advantage and complexity) described the innovation characteristics, and the sixth code, sustainability, was identified in the data. Within each code, two themes emerged as a positive or negative response regarding characteristics of the innovation. Moreover, within the sustainability code, a third theme emerged that was labeled "brainstormed ideas", focusing on strategies for improving the innovation. Cueing LTC staff using music offers a sustainable potential to improve PrU prevention practices, to increase resident movement, which can subsequently lead to a reduction in PrUs.

An evaluation of staff engagement programmes in four National Health Service Acute Trusts.

Science.gov (United States)

Hewison, Alistair; Gale, Nicola; Yeats, Rowena; Shapiro, Jonathan

2013-01-01

The purpose of this paper is to report the findings from an evaluation project conducted to investigate the impact of two staff engagement programmes introduced to four National Health Service (NHS) hospital Trusts in England. It seeks to examine this development in the context of current policy initiatives aimed at increasing the level of staff involvement in decision-making, and the related literature. A mixed-methods approach incorporating document analysis, interviews, a survey and appreciative inquiry, informed by the principles of impact evaluation design, was used. The main finding to emerge was that leadership was crucial if widespread staff engagement was to be achieved. Indeed, in some of the trusts the staff engagement programmes were seen as mechanisms for developing leadership capability. The programmes had greater impact when they were "championed" by the Chief Executive. Effective communication throughout the organisations was reported to be a prerequisite for staff engagement. Problems were identified at the level of middle management where the lack of confidence in engaging with staff was a barrier to implementation. The nature of the particular organisational context is crucial to the success of efforts to increase levels of staff engagement. The measures that were found to work in the trusts would need to be adapted and applied to best meet the needs of other organisations. Many health care organisations in England will need to harness the efforts of their workforce if they are to meet the significant challenges of dealing with financial restraint and increasing patient demand. This paper provides some insights on how this can be done.

Motivational climate, staff and members' behaviors, and members' psychological well-being at a national fitness franchise.

Science.gov (United States)

Brown, Theresa C; Fry, Mary D

2014-06-01

The purpose of this study was to examine the association between members' perceptions of staffs behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested. Members (N = 5,541) of a national group-fitness studio franchise completed a survey regarding their class experiences. The survey included questions that measured participants' perceptions of the motivational climate (caring, task-involving, ego-involving), perceptions of staff's behaviors, their own behaviors, commitment to exercise, and life satisfaction. Structural equation modeling was used to assess both the association between variables and the theoretically driven predictive relationships. The participants perceived the environment as highly caring and task-involving and low ego-involving. They reported high exercise commitment and moderately high life satisfaction and perceived that the staffs and their own behaviors reflected caring, task-involving characteristics. Structural equation modeling demonstrated that those who perceived a higher caring, task-involving climate and lower ego-involving climate were more likely to report more task-involving, caring behaviors among the staff and themselves as well as greater commitment to exercise. In addition, a theory-driven mediational model suggested that staff behaviors may be an antecedent to members' exercise experiences by impacting their perceptions of the climate. The results of this study give direction to specific behaviors in which staff of group-fitness programs might engage to positively influence members' exercise experiences.

The analysis of challenging relations : Influences on interactive behaviour of staff towards clients with intellectual disabilities

NARCIS (Netherlands)

Willems, A.P.A.M.; Embregts, P.J.C.M.; Bosman, A.M.T.; Hendriks, A.H.C.

2014-01-01

Background Relationships between support staff and clients with intellectual disability (ID) are important for quality of care, especially when dealing with challenging behaviour. Building upon an interpersonal model, this study investigates the influence of client challenging behaviour, staff

Modern Challenges and Perspectives in Development of Academic Staff in Higher Schools and Peculiarities of Military Education System

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Neno Hristov

2018-02-01

Full Text Available Current paper presents a book review made by Colonel Assoc. Prof. Neno Hristov, D.Sc. on the monograph “Modern challenges and perspectives in development of academic staff in higher schools and peculiarities of military education system” – an edition of Innovations and Sustainability Academy – Bulgaria authored by Corresponding Member of the Russian Academy of Natural History Prof. Dr. Eng. Venelin Terziev and Colonel Assoc. Prof. Dr. Eng. Georgi Georgiev from Vasil Levski National Military University – Veliko Tarnovo.

Staffs' and managers' perceptions of how and when discrete event simulation modelling can be used as a decision support in quality improvement: a focus group discussion study at two hospital settings in Sweden.

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Hvitfeldt-Forsberg, Helena; Mazzocato, Pamela; Glaser, Daniel; Keller, Christina; Unbeck, Maria

2017-06-06

To explore healthcare staffs' and managers' perceptions of how and when discrete event simulation modelling can be used as a decision support in improvement efforts. Two focus group discussions were performed. Two settings were included: a rheumatology department and an orthopaedic section both situated in Sweden. Healthcare staff and managers (n=13) from the two settings. Two workshops were performed, one at each setting. Workshops were initiated by a short introduction to simulation modelling. Results from the respective simulation model were then presented and discussed in the following focus group discussion. Categories from the content analysis are presented according to the following research questions: how and when simulation modelling can assist healthcare improvement? Regarding how, the participants mentioned that simulation modelling could act as a tool for support and a way to visualise problems, potential solutions and their effects. Regarding when, simulation modelling could be used both locally and by management, as well as a pedagogical tool to develop and test innovative ideas and to involve everyone in the improvement work. Its potential as an information and communication tool and as an instrument for pedagogic work within healthcare improvement render a broader application and value of simulation modelling than previously reported. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2017. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

Using life cycle assessment in design for environment education of product development staff

Energy Technology Data Exchange (ETDEWEB)

Jauhiainen, H. [Vaisala Oyj, Helsinki (Finland); Kaipainen, J.; Ristolainen, E.; Valkama, J. [Tampere Univ. of Technology, Inst. of Electronics, Tampere (Finland)

2004-07-01

The environmental information of the whole life cycle of a product is needed in design for environment (DfE). Therefore, LCA results are possible starting points for the DfE, but the results need to be summarized for a company staff in DfE education. The reliability of results must be taken into consideration, particularly when going into the details of a product. Those issues were examined when the manufacturing phase of the product of Vaisala company was assessed using two different LCA software tools and inventory databases. Differences between the methods and data had an influence on differences of the results. Comparing of those differences helped to show the main reliability issues of LCA for the staff. It was found out that as a background the LCA results were sufficient, whereas LCA based design rules needed further simplification of the results. In that connection, reliability issues and increased subjectivity must be emphasized. (orig.)

Impact on house staff evaluation scores when changing from a Dreyfus- to a Milestone-based evaluation model: one internal medicine residency program's findings

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Karen A. Friedman

2014-11-01

Full Text Available Purpose: As graduate medical education (GME moves into the Next Accreditation System (NAS, programs must take a critical look at their current models of evaluation and assess how well they align with reporting outcomes. Our objective was to assess the impact on house staff evaluation scores when transitioning from a Dreyfus-based model of evaluation to a Milestone-based model of evaluation. Milestones are a key component of the NAS. Method: We analyzed all end of rotation evaluations of house staff completed by faculty for academic years 2010–2011 (pre-Dreyfus model and 2011–2012 (post-Milestone model in one large university-based internal medicine residency training program. Main measures included change in PGY-level average score; slope, range, and separation of average scores across all six Accreditation Council for Graduate Medical Education (ACGME competencies. Results: Transitioning from a Dreyfus-based model to a Milestone-based model resulted in a larger separation in the scores between our three post-graduate year classes, a steeper progression of scores in the PGY-1 class, a wider use of the 5-point scale on our global end of rotation evaluation form, and a downward shift in the PGY-1 scores and an upward shift in the PGY-3 scores. Conclusions: For faculty trained in both models of assessment, the Milestone-based model had greater discriminatory ability as evidenced by the larger separation in the scores for all the classes, in particular the PGY-1 class.

Impact on house staff evaluation scores when changing from a Dreyfus- to a Milestone-based evaluation model: one internal medicine residency program's findings.

Science.gov (United States)

Friedman, Karen A; Balwan, Sandy; Cacace, Frank; Katona, Kyle; Sunday, Suzanne; Chaudhry, Saima

2014-01-01

As graduate medical education (GME) moves into the Next Accreditation System (NAS), programs must take a critical look at their current models of evaluation and assess how well they align with reporting outcomes. Our objective was to assess the impact on house staff evaluation scores when transitioning from a Dreyfus-based model of evaluation to a Milestone-based model of evaluation. Milestones are a key component of the NAS. We analyzed all end of rotation evaluations of house staff completed by faculty for academic years 2010-2011 (pre-Dreyfus model) and 2011-2012 (post-Milestone model) in one large university-based internal medicine residency training program. Main measures included change in PGY-level average score; slope, range, and separation of average scores across all six Accreditation Council for Graduate Medical Education (ACGME) competencies. Transitioning from a Dreyfus-based model to a Milestone-based model resulted in a larger separation in the scores between our three post-graduate year classes, a steeper progression of scores in the PGY-1 class, a wider use of the 5-point scale on our global end of rotation evaluation form, and a downward shift in the PGY-1 scores and an upward shift in the PGY-3 scores. For faculty trained in both models of assessment, the Milestone-based model had greater discriminatory ability as evidenced by the larger separation in the scores for all the classes, in particular the PGY-1 class.

Using HL7 in hospital staff assignments.

Science.gov (United States)

Unluturk, Mehmet S

2014-02-01

Hospital staff assignments are the instructions that allocate the hospital staff members to the hospital beds. Currently, hospital administrators make the assignments without accessing the information regarding the occupancy of the hospital beds and the acuity of the patient. As a result, administrators cannot distinguish between occupied and unoccupied beds, and may therefore assign staff to unoccupied beds. This gives rise to uneven and inefficient staff assignments. In this paper, the hospital admission-discharge-transfer (ADT) system is employed both as a data source and an assignment device to create staff assignments. When the patient data is newly added or modified, the ADT system updates the assignment software client with the relevant data. Based on the relevant data, the assignment software client is able to construct staff assignments in a more efficient way. © 2013 Elsevier Ltd. All rights reserved.

Factors Affecting Job Motivation from the Viewpoints of Staff and Managers in Semnan Welfare Organization

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Nafiseh Alebouyeh

2015-03-01

Full Text Available Objectives: Regarding the type of service receivers as well as the technicality of the services provided, these services often bear high complexity and difficulty which can eventually lead to job burnout and shortage of motivation in the staffIn this study, the factors affecting job motivation from the viewpoints of staff and managers of Semnan Welfare Organization have been identified and possible differences have been analyzed. Methods: In the present study, based on Herzberg’s model of job motivation and considering several assessment tools produced according to this model, a draft of a researcher-designed questionnaire was prepared in order to determine the factors affecting job motivation in the staff and managers of the State Welfare Organization in Semnan province. The content and face validity of the questionnaire was determined and approved by 10 experts, 5 managers and 15 staff members of the Semnan Welfare Organization who were selected purposefully, using the Lawsche’s method. The reliability of the questionnaire was assessed and approved by test-retest correlation coefficient determination. After informed consent was obtained, all staff and managers conforming to the inclusion criteria were invited to participate in the study and to complete the questionnaire. Results: In contrast to Herzberg’s theory which considers intrinsic factors as more important than extrinsic factors in causing motivation, our results demonstrated that staff and managers of Semnan Welfare Organization believed extrinsic factors provoked higher motivation. Discussion: The major motivation factors for staff and managers of Semnan Welfare province were somehow related to management practices of managers and staff, both of which are categorized as extrinsic factors.

Model Development and Process Analysis for Lean Cellular Design Planning in Aerospace Assembly and Manufacturing

Science.gov (United States)

Hilburn, Monty D.

Successful lean manufacturing and cellular manufacturing execution relies upon a foundation of leadership commitment and strategic planning built upon solid data and robust analysis. The problem for this study was to create and employ a simple lean transformation planning model and review process that could be used to identify functional support staff resources required to plan and execute lean manufacturing cells within aerospace assembly and manufacturing sites. The lean planning model was developed using available literature for lean manufacturing kaizen best practices and validated through a Delphi panel of lean experts. The resulting model and a standardized review process were used to assess the state of lean transformation planning at five sites of an international aerospace manufacturing and assembly company. The results of the three day, on-site review were compared with baseline plans collected from each of the five sites to determine if there analyzed, with focus on three critical areas of lean planning: the number and type of manufacturing cells identified, the number, type, and duration of planned lean and continuous kaizen events, and the quantity and type of functional staffing resources planned to support the kaizen schedule. Summarized data of the baseline and on-site reviews was analyzed with descriptive statistics. ANOVAs and paired-t tests at 95% significance level were conducted on the means of data sets to determine if null hypotheses related to cell, kaizen event, and support resources could be rejected. The results of the research found significant differences between lean transformation plans developed by site leadership and plans developed utilizing the structured, on-site review process and lean transformation planning model. The null hypothesis that there was no difference between the means of pre-review and on-site cell counts was rejected, as was the null hypothesis that there was no significant difference in kaizen event plans. These

Readiness for organisational change among general practice staff.

Science.gov (United States)

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

2010-10-01

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

An exploration of role model influence on adult nursing students' professional development: A phenomenological research study.

Science.gov (United States)

Felstead, Ian S; Springett, Kate

2016-02-01

Patients' expectations of being cared for by a nurse who is caring, competent, and professional are particularly pertinent in current health and social care practice. The current drive for NHS values-based recruitment serves to strengthen this. How nursing students' development of professionalism is shaped is not fully known, though it is acknowledged that their practice experience strongly shapes behaviour. This study (in 2013-14) explored twelve adult nursing students' lived experiences of role modelling through an interpretive phenomenological analysis approach, aiming to understand the impact on their development as professional practitioners. Clinical nurses influenced student development consistently. Some students reported that their experiences allowed them to learn how not to behave in practice; a productive learning experience despite content. Students also felt senior staff influence on their development to be strong, citing 'leading by example.' The impact of patients on student professional development was also a key finding. Through analysing information gained, identifying and educating practice-based mentors who are ready, willing, and able to role model professional attributes appear crucial to developing professionalism in nursing students. Those involved in nurse education, whether service providers or universities, may wish to acknowledge the influence of clinical nurse behaviour observed by students both independent of and in direct relation to care delivery and the impact on student nurse professional development. A corollary relates to how students should be guided and briefed/debriefed to work with a staff to ensure their exposure to a variety of practice behaviours. Copyright © 2015 Elsevier Ltd. All rights reserved.

Disability on campus: a perspective from faculty and staff.

Science.gov (United States)

Shigaki, Cheryl L; Anderson, Kim M; Howald, Carol L; Henson, Lee; Gregg, Bonnie E

2012-01-01

To identify employee perceptions regarding disability-related workplace issues in Institutions of Higher Education (IHE). Faculty and staff (N=1,144) at a large, Midwestern university. A voluntary on-line survey of disability-related employment issues was developed by the university's Chancellor's Committee of Persons with Disabilities. Item responses were analyzed using descriptive and Pearson chi-square statistical methods. Fifteen percent of faculty and staff respondents were found to have disabilities, with 26% reporting experience of job discrimination, and 20% reporting harassment because of their disability. Results indicated significant differences on gender, employment standing (i.e., faculty or staff) and disability status (i.e., with or without a disability), in regard to perceptions of disability acceptance, campus accessibility, disability awareness, ADA policy, and knowledge of work accommodation procedures. Recommendations for IHEs are provided to promote a welcoming and inclusive campus that ultimately supports work success for persons with a disability.

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.

Validation of a patient-centered culturally sensitive health care office staff inventory.

Science.gov (United States)

Tucker, Carolyn M; Wall, Whitney; Marsiske, Michael; Nghiem, Khanh; Roncoroni, Julia

2015-09-01

Research suggests that patient-perceived culturally sensitive health care encompasses multiple components of the health care delivery system including the cultural sensitivity of front desk office staff. Despite this, research on culturally sensitive health care focuses almost exclusively on provider behaviors, attitudes, and knowledge. This is due in part to the paucity of instruments available to assess the cultural sensitivity of front desk office staff. Thus, the objective of the present study is to determine the psychometric properties of the pilot Tucker-Culturally Sensitive Health Care Office Staff Inventory-Patient Form (T-CSHCOSI-PF), which is an instrument designed to enable patients to evaluate the patient-defined cultural sensitivity of their front desk office staff. A sample of 1648 adult patients was recruited by staff at 67 health care sites across the United States. These patients anonymously completed the T-CSHCOSI-PF, a demographic data questionnaire, and a patient satisfaction questionnaire. Findings Confirmatory factor analyses of the TCSHCOSI-PF revealed that this inventory has two factors with high internal consistency reliability and validity (Cronbach's αs=0.97 and 0.95). It is concluded that the T-CSHCOSI-PF is a psychometrically strong and useful inventory for assessing the cultural sensitivity of front desk office staff. This inventory can be used to support culturally sensitive health care research, evaluate the job performance of front desk office staff, and aid in the development of trainings designed to improve the cultural sensitivity of these office staff.

Internal Whole-School Evaluation in South Africa: The Influence of Holistic Staff Capacity

Science.gov (United States)

Govender, Neelan; Grobler, Bennie; Mestry, Raj

2016-01-01

The Holistic Equilibrium Theory of Organizational Development was used to gain an in-depth understanding of the influence of holistic staff capacity on conducting effective internal whole-school evaluation (IWSE) within the Gauteng Department of Education's public secondary schools. In the context of South African education, the staff of each…

SYSTEM OF COMPLEX EVALUATION OF ADMINISTRATIVE STAFF IN THE UNIVERSITY: PRACTICE AND FEATURES

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E. V. Myalkina

2018-01-01

Full Text Available Introduction: the problem of assessing the administrative staff of an educational organization of higher education is becoming increasingly important, as the competence, effectiveness and loyalty of staff is becoming an increasingly important factor and competitive advantage in the face of financial and resource constraints in the activities of universities. Traditional approaches to assessing the performance of employees give way to individual accounting of achievements and flexible regulation of material incentives for each employee.Materials and Methods: the article summarizes the experience and methods of personnel assessment as a key factor in the implementation of personnel policy and optimization of the personnel management system; the review of already applied methods of an estimation of scientific and pedagogical workers of high school is presented; a description of the methodology for a comprehensive assessment of the effectiveness of the administrative and management staff of the university, based on performance indicators and job descriptions, as well as performance and effectiveness indicators (KPI.Results:  the article presents the results obtained in the implementation of the pilot project for the comprehensive assessment of the administrative staff of the Minin University, a system for assessing administrative personnel is described, taking into account the quality of the execution of job descriptions and the performance indicators of each employee. Based on the evaluations of employees, an assessment of the structural units was carried out.Discussion and Conclusions: based on the results of the pilot project, a set of methods for assessing personnel in the personnel work system of the university is proposed, which ensures the quality, efficiency, loyalty and systematic individual development of the university staff. The assessment of the administrative and managerial staff allows us to conclude that this methodology can be used

Expectations of hospital treatment. Conflicting views of patients and staff.

Science.gov (United States)

Skodol, A E; Plutchik, R; Karasu, T B

1980-02-01

A 40-item therapeutic community questionnaire, developed from a survey of experts, was used to assess the treatment needs and expectations of a group of 30 hospitalized psychiatric patients. The patients' attitudes regarding an ideal ward atmosphere were compared to those, as measured previously by the identical instrument, of the treating staff. The results indicated that psychiatric inpatients found the therapeutic community modality consistent with their needs and expectations. However, staff and patients were divided in attitude toward the therapeutic community concept. The staff's definition of therapeutic community was broad and exceeded the principles of the therapeutic community experts. The patients desired a more conservative approach which combined respect and responsibility with a ward structure that was unambiguous and less democratic. Studies of ward atmosphere as well as premature termination in psychotherapy indicate that such conflicts in viewpoint between patients and staff might have detrimental effects on hospital outcome. A negotiated approach to inpatient treatment is suggested as a means to establish greater autonomy, growth in self-esteem, sense of responsibility, and increased trust on the part of hospitalized patients.

Productivity and turnover in PCPs: the role of staff participation in decision-making.

Science.gov (United States)

Hung, Dorothy Y; Rundall, Thomas G; Cohen, Deborah J; Tallia, Alfred F; Crabtree, Benjamin F

2006-10-01

Efforts to redesign primary care practices are beginning to address how decisions are made in the practice setting. This study contributes to these efforts by examining associations between staff participation in decision-making, productivity, and turnover in primary care practices. The study is informed by organizational theories of participation that emphasize cognitive and affective influences on employee output and behavior. This research used data collected from primary care practices involved in a national initiative sponsored by the Robert Wood Johnson Foundation. Cross-sectional survey data on organizational structures and attributes among 49 practices were analyzed. Regression analysis was used to examine associations among practice productivity, staff participation in decision-making, and formal structures such as staff meetings. Associations between staff turnover and participative decision-making were also examined. Staff participation in decisions regarding quality improvement, practice change, and clinical operations was positively associated with practice productivity, whereas formal structures such as staff meetings were not. In addition, higher levels of participation in decision-making were associated with reduced turnover among nonclinicians and administrative staff. Examination of organizational features is increasingly recognized as a key to improving primary care performance. Study findings suggest that one important strategy may be implementation of a participative model emphasizing greater staff involvement in practice decisions. This may enhance information-sharing, work satisfaction, and commitment to organizational decisions, all of which can lead to beneficial outcomes such as increased productivity and stability in primary care practices.