WorldWideScience

Sample records for staff development personnel

  1. The Relationship of Staff Development to Personnel Management.

    Science.gov (United States)

    Williams, C. A.

    Staff development, one of the nine main functions in personnel management, is not an isolated function. Administrators with whom the ultimate responsibility for personnel management rests, determine the extent to which the personnel and staff development specialists can be utilized. The staff development specialist has three major roles, as…

  2. 38 CFR 21.382 - Training and staff development for personnel providing assistance under Chapter 31.

    Science.gov (United States)

    2010-07-01

    ... Vocational Rehabilitation and Employment Under 38 U.S.C. Chapter 31 Personnel Training and Development § 21... the most advanced knowledge, methods, and techniques available for the rehabilitation of disabled... disability; (4) Counseling theory and techniques; (5) Personal and vocational adjustment; (6) Occupational...

  3. Rational-Emotive Staff Development.

    Science.gov (United States)

    Forman, Susan G.; Forman, Bruce D.

    1980-01-01

    The application of Rational-Emotive Therapy principles and techniques in in-service education for school personnel is discussed. Teacher and counselor participation in a staff development program is described. (Author)

  4. Principals' Human Capital Development Practices for Enhancing Staff Personnel Administration in Secondary Schools in Oyo State, Nigeria

    Science.gov (United States)

    Chidi, Nnebedum; Victor, Akinfolarin Akinwale

    2017-01-01

    Unsatisfactory performance of secondary school students in external examinations in Oyo State seems to suggest lapses in principals' application of human capital development practices especially in the areas of training and mentoring of teachers to enhance instructional delivery. This unpleasant state of affair necessitated the researchers to…

  5. CERN Staff Association supports the personnel of WIPO

    CERN Multimedia

    Staff Association

    2017-01-01

    For over two years already, the Director General of WIPO has been attacking the WIPO Staff Council: firing the Staff Association President, intimidating staff delegates as well as the personnel, organising an election for his own council to replace the legitimately elected Staff Council, etc. 25.01.2017 - CERN Staff Association The behaviour of the Director General of WIPO is absolutely intolerable and contrary to the rules, principles and agreements applicable in international organisations. It is also in clear contradiction with the fundamental rights and especially the freedom of speech and expression, even more so within an Association whose legitimacy cannot be unilaterally challenged. fi On Wednesday 25 January 2017, in response to a call for participation by FICSA (Federation of International Civil Servants’ Associations – www.FICSA.org) and CCISUA (Coordinating Committee for International Staff Unions and Associations – www.ccisua.org), several delegations of Geneva-ba...

  6. Intramural Staff Handbook. Student Staff Personnel Manual from the Office of Intramural/Recreational Sports.

    Science.gov (United States)

    Dudenhoeffer, Frances Tomlin; Fedak, Joseph F.

    This student staff personnel manual is designed to orient student employees of the New Mexico State University (Las Cruces) Office of Intramural/Recreational Sports to their duties and responsibilities and to provide personnel policies and standard operating procedures. Topics include: student employment procedures, pay rates for job…

  7. Creativity in nursing staff development.

    Science.gov (United States)

    Geyer, K A; Korte, P D

    1990-01-01

    The use of creative teaching techniques in nursing staff development generates enthusiasm for learning in both the learner and the educator. We report the process used to develop alternative teaching approaches and examples of these programs. A cost analysis of a traditional versus an innovative program is provided. Advantages and disadvantages of these approaches are reviewed.

  8. Staff Development for School Improvement: An Illustration.

    Science.gov (United States)

    Edelfelt, Roy A., Ed.

    This document contains 11 papers on school staff development: (1) "The Staff Development for School Improvement Program" (Winifred I. Warnat); (2) "A Teacher's View of a Staff Development Project" (Lynn Kleiman); (3) "Staff Development from the Principal's Perspective" (Dixie Hibner); (4) "Stepping-Stones to Success" (Barbara A. Skone); (5)…

  9. 32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

    Science.gov (United States)

    2010-07-01

    ... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media... personnel as the Secretary of the Navy may authorize can act as correspondents for civilian media. (b...

  10. 34 CFR 300.207 - Personnel development.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 2 2010-07-01 2010-07-01 false Personnel development. 300.207 Section 300.207 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF SPECIAL EDUCATION... CHILDREN WITH DISABILITIES Local Educational Agency Eligibility § 300.207 Personnel development. The LEA...

  11. Preceptor development. Use a staff development specialist.

    Science.gov (United States)

    Schneller, S; Hoeppner, M

    1994-01-01

    Preceptor orientation is a well identified need. Less often identified is the critical role the staff development specialist plays in the ongoing support and development of preceptors. In this article, the authors explain activities of coaching, facilitating, mentoring, and consulting. These role components are essential in the ongoing development of preceptors. This support also may help retain preceptors.

  12. The Support Needs of Staff Developers.

    Science.gov (United States)

    Nicol, David J.

    1992-01-01

    Describes a study conducted at an annual staff development conference to determine the needs of professional staff developers in British higher education. An overview of the research strategy, which was based on an action research model, is provided; the ranking of needs areas is discussed; and needs statements with justifications are appended.…

  13. Personnel neutron monitoring developments at LLL

    International Nuclear Information System (INIS)

    Griffith, R.V.; Fisher, J.C.; Hankins, D.E.; Miller, D.E.

    1978-01-01

    Approximately 40 employees at LLL work in areas where personnel neutron monitoring is necessary. The dose rate in these areas is low, rarely exceeding 0.5 rem per year. However, the wide variety of neutron environments (dt neutron generators; a 3 MW pool type reactor; a 100 MeV electron Linac; and a number of vaults and glove boxes where alpha, n and spontaneous fission sources are stored) makes the neutron monitoring task difficult. As a result, we have been studying potential developments in personnel dosimetry and neutron field monitoring, particularly as they relate to proposed changes in the neutron quality factor and the implied reduction in allowable dose limits

  14. PERSONNEL DEVELOPMENT AND MANAGEMENT IN TOURISM

    OpenAIRE

    Vujić, Vidoje

    2000-01-01

    The global market and global communications mark the beginning of a new story, a story that has a significant effect on the tourist economy and its personnel. These developments and other social changes indicate that firms in the tourist industry have to do some rethinking, and sometimes modify their strategy and system of management of resources and work processes. In order to gain insight into the present state and method of managing the processes of developing human resources, we have cond...

  15. Identifying Needs to Develop a PBL Staff Development Program

    Science.gov (United States)

    Coffin, Prarthana

    2013-01-01

    Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL) academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims…

  16. [A staff development model in psychiatric nursing].

    Science.gov (United States)

    Koen, D; Muller, M; Poggenpoel, M

    1995-03-01

    The nursing service manager is accountable for the quality of nursing care delivered in the nursing service. It is therefore important that the nursing service manager facilitates staff development in the nursing service. It is not only the nursing service manager's responsibility to make provision for staff development--the nurse also has a responsibility in this regard. He/she should purposefully make an effort to keep up to date with the latest developments. This article focuses on the co-responsibility of the psychiatric nurse and nursing service manager regarding staff development. A model for staff development is described, in accordance with the guidelines of Dickoff, James & Wiedenbach for theory development. An inductive approach was primarily followed to describe the provisional model, after which a literature study was employed to refine and purify the model. This model was exposed to expert evaluation, after which the final model for staff development of psychiatric nurses was described. Recommendations include the testing of certain hypotheses and utilisation of this model in psychiatric nursing practice.

  17. Keeping Up: Personal Staff Development

    Science.gov (United States)

    Woolls, Blanche

    2009-01-01

    Some essential components of "keeping current" with trends and new developments in the school library field for library media specialists includes attending conferences and reading professional literature. Beginning in May 2007, one article on "keeping up" each year has been devoted to summarizing the major themes in conferences and professional…

  18. Staff Development in Light of Maslow's Theory.

    Science.gov (United States)

    Bennett, Christene K.

    1991-01-01

    Describes the teacher change process in an Oregon staff development program, examining faculty development within the framework of Maslow's theory that says people are motivated to satisfy physiological, safety/security, social, self-esteem, and self-actualization needs. Program evaluation demonstrated the interdependence of the cognitive and…

  19. Selecting and Developing an A+ Staff

    Science.gov (United States)

    Smith, Vernon G.

    2008-01-01

    Because the demand for excellence in public education is ever present, this article explores the development of a professional enhancement program designed to select and develop a qualified, competent faculty and staff. The basis for the program is a strong educational philosophy, which leads to a vision of what schools can be. It stresses the…

  20. Staff Development: Creating a Community of Learners

    Science.gov (United States)

    Norris, Norman D.

    2004-01-01

    One of the most crucial roles of the school leader is to develop and maintain the professional level of the staff which he/she supervises. It is generally agreed upon that the desired school culture is one in which the focus is on the development of a community of learners. Consequently, intellectual growth can never happen for children unless it…

  1. Personnel development in the 1990's

    International Nuclear Information System (INIS)

    Burt, G.L.; Stibbs, W.

    1991-01-01

    The decade of the 1980s saw dramatic changes in the Drilling Industry worldwide; from record high utilization rates for mobile rigs to total depression and bankruptcies; from a strong market in the Gulf of Mexico to the steady flow of rigs to operating locations outside North America. A major drilling contractor operating on land and offshore, long known as an industry leader in training, has tripled its employee development efforts in the last five years to prepare for this challenge. This paper describes the Contractor's current program of training and highlights the commitment in resources required in order to provide for the operational continuity, manpower capability and safety objectives of the future. The paper clarifies the relationship it anticipates between the coming manpower shortage, development of personnel and the safety of its people and environment. It discusses plans already in place to effectively develop drilling expertise in lesser developed countries of operation

  2. Identifying needs to develop a PBL staff development program

    Directory of Open Access Journals (Sweden)

    Prarthana Coffin

    2013-08-01

    Full Text Available Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims to answer the following research questions 1 how can university academic staff be assisted to acquire pedagogical competences for an initiative of the implementation of PBL curriculum? 2 What kinds of support do university academic staff need in order to maintain PBL implementation? Through a combination of a literature review, interviews with 6 PBL experts which emphasize the importance of PBL facilitators, and document analysis of reflection notes from 18 trainees of a PBL workshop, this study will produce a guideline in developing a PBL Academic Staff Development Program for an institute wishes to implement and retain PBL as the education strategy.

  3. Staff Development: Your Most Important Role.

    Science.gov (United States)

    Anderson, Mary Alice

    2000-01-01

    Discusses the need for improved teacher training in the use of technology and considers the role of school media specialists. Topics include providing focused workshops on technology integration; promoting peer mentoring; partnerships with universities; using online staff development resources; and promoting technology in curriculum development…

  4. Racism, Staff Development and Adult Education.

    Science.gov (United States)

    Galliers, David

    1987-01-01

    The author discusses the use of racial awareness training in staff development programs. He describes the four types of racism: (1) overt institutional, (2) overt personal, (3) covert institutional, and (4) covert personal. He calls for better trainers and training programs. (CH)

  5. Staff Development Resolutions for the Next Millennium.

    Science.gov (United States)

    Hirsh, Stephanie; Sparks, Dennis

    1999-01-01

    Initiating improved models of teacher practice requires a series of resolutions to guide staff-development efforts. The revamped scenario sets priorities among all the teacher's essential roles and responsibilities: learning, instructing, planning, writing, coaching, tutoring, and studying. Teacher competence and quality are also priorities. (MLH)

  6. Managing the Intellectual-Personnel Provision of the Leadership Development at the Enterprises of Internal Consumer Market

    Directory of Open Access Journals (Sweden)

    Vasyltsiv Taras G.

    2017-11-01

    Full Text Available It has been determined that the strategically important direction of development and increase of efficiency of functioning of domestic enterprises, carrying out activities in the internal market, is use of approaches and principles of leadership. It has been proved that development of leadership requires proper intellectual and personnel provision of enterprises. The article defines the essence of concept of intellectual-personnel provision and provides its structural-functional characterization with components of innovation, technical and technological security, structure of staff, stability of personnel, productivity and efficiency of labor, social security, staff development. It has been proved that in order to form intellectual-personnel provision of enterprises it is necessary to implement such measures as formation, accumulation and effective use of intellectual and personnel capital, development in terms of intellectualization of enterprises. It has been determined that the advancing of intellectual-personnel provision of enterprises needs to improve the securing of enterprises with qualified personnel and intellectual capital, enhancing the stability of staff and increasing efficiency of use of intellectual capital, providing enterprises with effective and productive work, social protection, training and development of staff.

  7. Securing personnel in nuclear fuel cycle research and development in Japan

    International Nuclear Information System (INIS)

    Sekino, H.

    1993-01-01

    The PNC, a japanese governmental research and development organization, is concerned with research and development into building and operating advanced power reactors and R and D into the whole cycle of the nuclear fuel. PNC promotes international cooperation with the USA and European countries as well as technical cooperation with the private sectors in uranium enrichment, reprocessing and advanced reactor development. This report discusses the current situation and problems in securing PNC personnel, in securing 'loan' staff for PNC, and in personnel exchanges for technical transfer and international cooperation. 5 figs

  8. 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…

  9. A New Concept in Personnel Development and Employee Relations

    Science.gov (United States)

    Morano, Richard A.

    1974-01-01

    This article introduces a new personnel development concept and attempts to correct the notion that personnel development is largely a training function. Implicit is the notion that by enhancing the utilization of existing manpower and providing opportunities for career development, we foster good employee relations and contribute to…

  10. Personnel involved in nuclear standards development: 1980 directory

    International Nuclear Information System (INIS)

    Carr, S.J.

    1980-03-01

    The development of nuclear standards is an active and necessary endeavor that is concerned with the safe, orderly, and economic development of nuclear potential. There are almost 4100 people from the teachnical community who are presently involved either in writing nuclear standards, including codes, or in the management and processing roles necessary for their approval and promulgation. This document identifies the current participation of each individual as member, chairman, cochairman (vice-chairman), or secretary of about 700 standards development committees and groups. The standards committees and groups are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. This directory includes four major sections: personnel, employers, committees, and a Key-Word-in-Context (KWIC) Index of committee titles. It can also be used to identify the participation of employers as well as to recognize the contributions of individuals to the often interdisciplinary activity of standards development

  11. Personnel involved in nuclear standards development: 1980 directory

    Energy Technology Data Exchange (ETDEWEB)

    Carr, S.J. (ed.)

    1980-03-01

    The development of nuclear standards is an active and necessary endeavor that is concerned with the safe, orderly, and economic development of nuclear potential. There are almost 4100 people from the teachnical community who are presently involved either in writing nuclear standards, including codes, or in the management and processing roles necessary for their approval and promulgation. This document identifies the current participation of each individual as member, chairman, cochairman (vice-chairman), or secretary of about 700 standards development committees and groups. The standards committees and groups are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. This directory includes four major sections: personnel, employers, committees, and a Key-Word-in-Context (KWIC) Index of committee titles. It can also be used to identify the participation of employers as well as to recognize the contributions of individuals to the often interdisciplinary activity of standards development.

  12. The exogenous factors determining aggressive behavior among reformatories’ inmates toward staff. The problem of personnel safety

    Directory of Open Access Journals (Sweden)

    Piotr Chomczyński

    2013-06-01

    Full Text Available The aim of this paper is to present the selected exogenous conditions influencing the safety of staff in Polish reformatories for juvenile delinquents. There are discussed the circumstances linked with staff and inmates’ activities raising the risk of extraordinary events occurrence. The article posses the empirical character and the results presented here base on qualitative techniques..

  13. Classification of Staff Development Programmes and Effects Perceived by Teachers

    Science.gov (United States)

    De Rijdt, Catherine; Dochy, Filip; Bamelis, Sofie; van der Vleuten, Cees

    2016-01-01

    Educational institutions offer diverse staff development programmes to allow staff members to keep up with educational innovations and to guarantee educational quality. The current study investigates by means of a survey and semi-structured interviews whether the teacher perceives staff development as a management model, a shop-floor model or a…

  14. Staff Retention. Personnel Management Module. Operational Management Programme. Increasing Opportunities for Supervisors and Managers.

    Science.gov (United States)

    Murray, Jennifer

    This self-instructional unit for supervisors and managers in the British hotel and catering industry is based on the view that problems in staff recruitment and retention are directly linked to the level of job satisfaction. The document begins with an introduction and advice on how to use the unit. Five sections cover the following topics: (1)…

  15. Academic Staff Development and Output in State Universities in ...

    African Journals Online (AJOL)

    The findings were that significant relationship exists between staff development and the productivity of academic staff in terms of research, teaching and community service. Therefore, the study concluded that in-service training and attendance of conferences and workshops influence the output of academic staff.

  16. 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 organization to meet its tactical and strategic objectives. The study examines whether staff development policies exist in three special libraries in Ghana, and whether training programmes are being offered to increase staff competence, ...

  17. 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...

  18. Staff and Educational Development Case Studies, Experiences & Practice

    Directory of Open Access Journals (Sweden)

    S K PULIST

    2004-01-01

    Full Text Available Staff and educational development is relatively a new field in higher education. It has recently been emerging as a systematic activity in higher education. The staff and educational development as a professional function includes teaching and training, human resource development and management, organizational development, management and implementation of policy and strategy on teachingand learning. Though earlier, it had been limited to a few common activities like workshop, training programme for new teaching staff and the provision of written and multimedia material. Different authors have tried to provide a direction to the activity of staff and educational development.

  19. 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).

  20. A smart model for clinical laboratory personnel development.

    Science.gov (United States)

    Sirisali, Kulnaree; Manochiopinij, Sudarat; Leelahakul, Pairoj; Vattanaviboon, Phantip; Wonglumsom, Wijit; Sirisali, Sophon

    2010-11-01

    To become a quality clinical laboratory, personnel development is the most important factor. In order to achieve this goal, it should emphasize that clinical laboratory is not only a testing laboratory; it must be a knowledge-based service laboratory. A smart model for clinical laboratory personnel development under the Human Asset Development (HAD) program had been launched since 2003. To strengthen the competency of clinical laboratory personnel, an appropriate model was developed and apply to the clinical laboratory personnel. Medical technologist who currently worked in clinical laboratory participated in this study. The proposed model consisted of 3 phases. 1) The knowledge providing via update and refresher courses. 2) Application of learned knowledge to practice under close supervision. 3) Training on special topic and self oriented research activity. The outcome of 5 years project was evaluated. After the first phase, they were able to identify and solve their own troublesome under ours close supervision. There were 25 projects presented within 3 years. The last phase, they were very constructive. Nine projects of self created had been presented. Those projects contained clear objectives and were able to implement. The smart model for clinical laboratory personnel development leaded to many self created projects in a few years. Thus, this implies its important role in human resource development that should be continued. The keys index of success were ours strong intention, with providing motivation and periodically encouragement to the participants, and keep going on consistently.

  1. A new development in personnel monitoring

    International Nuclear Information System (INIS)

    Fletcher, R.J.

    1993-01-01

    For several years the UK National Radiological Protection Board (NRPB) has felt that the next major development in personal dosimetry should be an electronic dosemeter which would read out directly, to improve control of exposures and achieve a reduction in individual doses. This became a possibility when an arrangement of solid-state detectors and filters was developed at the NRPB which was suitable for the measurement of the individual photon dose equivalent. Since then, further development has taken place at the NRPB for the measurement of the individual dose equivalent superficial for β-radiation. The measurements are made in the quantities Hp(10) and Hs(0.07), as recommended by the ICRU for individual monitoring. Thus, the basic detector system for the development of an electronic dosemeter has been established. The device is now being manufactured and marketed. An electronic personal dosimetry service is described, together with the procedure which is being adopted to gain approval in the UK for monitoring the exposure of classified workers. The NRPB considers this to be the next logical development in personal dosimetry, and it has been shown that the device offers a number of advantages for this purpose. (Author)

  2. The staff training and development initiatives at the Cape Peninsula ...

    African Journals Online (AJOL)

    Library staff training and development is a crucial element in ensuring positive user experiences within libraries. A staff component consistently exposed to relevant training and development interventions should not be underestimated. This paper will explore the processes and methods used at the Cape Peninsula ...

  3. 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 ...

  4. 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 ...

  5. 34 CFR 303.360 - Comprehensive system of personnel development.

    Science.gov (United States)

    2010-07-01

    ... interrelated social or emotional, health, developmental, and educational needs of eligible children under this part; and (iii) Assisting families in enhancing the development of their children, and in participating... 34 Education 2 2010-07-01 2010-07-01 false Comprehensive system of personnel development. 303.360...

  6. staff development of Library Assistants in the Kwame Nkrumah

    African Journals Online (AJOL)

    User

    ABSTRACT. The study utilized the questionnaire instrument to collect and analyze data to determine the state of staff development of Library Assistants in the Kwame Nkrumah University of Science and. Technology. All Library Assistants were taken through staff orientation and on the job training. They also received ...

  7. 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…

  8. 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

  9. Writing a Personnel Development Plan: Guidelines and Resources.

    Science.gov (United States)

    Caster, Jerry

    The document presents guidelines and information for the establishment of state and local Comprehensive Systems of Personnel Development (CSPD), required by the Education for All Handicapped Children Act (P.L. 94-142) to meet the educational needs of handicapped children. Aspects covered include the major elements of a CSPD, organizing the…

  10. Typical School Personnel Developing and Implementing Basic Behavior Support Plans

    Science.gov (United States)

    Strickland-Cohen, M. Kathleen; Horner, Robert H.

    2015-01-01

    We evaluated the ability of typical school personnel with basic behavioral training to develop and implement function-based supports for students with mild to moderate problem behaviors. Descriptive results indicated that following four 1-hr training sessions, 13 participants were able to (a) identify interventions that were and were not…

  11. Development of instructors for nuclear power plant personnel training

    International Nuclear Information System (INIS)

    2004-06-01

    In 1996 the IAEA published Technical Reports Series No. 380, Nuclear Power Plant Personnel Training and its Evaluation, A Guidebook, which provides guidance with respect to development, implementation and evaluation of training programmes. The IAEA Technical Working Group on Training and Qualification of Nuclear Power Plant Personnel recommended that an additional publication be prepared to provide further details concerning the development of instructors for NPP personnel training. The quality of nuclear power plant personnel training is strongly dependent on the availability of competent instructors. Instructors must have a comprehensive practical as well as theoretical understanding of all aspects of the subjects being taught and the relationship of the subject to nuclear plant operation. Instructors should have the appropriate knowledge, skills and attitudes (KSAs) in their assigned areas of responsibility. They should thoroughly understand all aspects of the contents of the training programmes and the relationship between these contents and overall plant operation. This means that they should be technically competent and show credibility with the trainees and other plant personnel. In addition, the instructors should be familiar with the basics of adult learning and a systematic approach to training, and should have adequate instructional and assessment skills. This TECDOC provides practical guidance on various aspects of instructor selection, development and deployment, by quoting actual examples from different countries. It highlights the importance of having an appropriate training policy, especially considering the various organisational arrangements that exist in different utilities/countries. This should result in: plant performance improvement, improved human performance, meeting goals and objectives of the business (quality, safety, productivity), and improving training programs. This publication is available in two formats - as a conventional printed

  12. The development and evaluation of the public institutions personnel

    OpenAIRE

    Serbanescu, Luminita

    2007-01-01

    Professional development and the continuous improvement of the public servants and auxiliary personnel competence in public institutions have become one of the main necessities in public institutions all over the area of the well-developed countries. In every country member of the European Union, the tendency of adapting public management to the process of technology implementation into information has determined significant changes in the content of administrative, general institutional and...

  13. Provisions of communication between NPP operational personnel: drifts of development

    International Nuclear Information System (INIS)

    Piskarev, S.A; Aksenov, V.R.

    2001-01-01

    At present Russia has a problem of new NPPs construction, which have to replace old one. The main goal here is provision of safety operation. Communication provision between operational personnel and variety of plant systems is one of the aspects of it. The aim of this paper is research of foreign experience in communication and operator support systems development, consideration of several modern projects based on these systems, definition drifts of development. (authors)

  14. Personnel training and development as a tool for organizational efficiency

    OpenAIRE

    Shodeinde, Olubukunola

    2015-01-01

    This study examined the personnel training and development as a tool for organizational efficiency. Employees of MTN Corporate Head Office in Lagos State served as the study population. The study adopted a qualitative approach using questionnaire as main instrument of primary data collection. A total of 110 questionnaires were administered to 217 employees of MTN Nigeria. Using bar charts to illustrate the degree of response; the result of the findings shows that respondents agreed that there...

  15. Development of a staff recall system for mass casualty incidents using cell phone text messaging.

    Science.gov (United States)

    Epstein, Richard H; Ekbatani, Ali; Kaplan, Javier; Shechter, Ronen; Grunwald, Zvi

    2010-03-01

    After a mass casualty incident (MCI), rapid mobilization of hospital personnel is required because of an expected surge of victims. Risk assessment of our department's manual phone tree recall system revealed multiple weaknesses that would limit an effective response. Because cell phone use is widespread within the department, we developed and tested a staff recall system, based in our anesthesia information management system (AIMS), using Short Message Service (SMS) text messaging. We sent test text messages to anesthesia staff members' cell phone numbers, determined the distance from their home to the hospital, and stored this information in our AIMS. Latency testing for the time from transmission of SMS test messages from the server to return of an e-mail reply was determined at 2 different times on 2 different dates, 1 of which was a busy holiday weekend, using volunteers within the department. Two unannounced simulated disaster recall drills were conducted, with text messages sent asking for the anticipated time to return to the hospital. A timeline of available staff on site was determined. Reasons for failure to respond to the disaster notification message were tabulated. Latency data were fit by a log-normal distribution with an average of 82 seconds from message transmission to e-mail reply. Replies to the simulated disaster alert were received from approximately 50% of staff, with 16 projecting that they would have been able to be back at the hospital within 30 minutes on both dates. There would have been 21 and 23 staff in-house at 30 minutes, and 32 and 37 staff in-house at 60 minutes on the first and second test date, respectively, including in-house staff. Of the nonresponders to the alert, 48% indicated that their cell phone was not with them or was turned off, whereas 22% missed the message. Our SMS staff recall system is likely to be able to rapidly mobilize sufficient numbers of anesthesia personnel in response to an MCI, but actual performance

  16. Human resource development: the management, planning and training of health personnel.

    Science.gov (United States)

    Simmonds, S

    1989-09-01

    The morale of health personnel is fast becoming the major factor affecting both the sustainability and the quality of health care world-wide. Low morale mirrors problems ranging from declining balance of payments allocation to GNP, and a lack of support for the health system from the very top down to the rigid application of national pay, grading and career structures, and the stress of not being able to do the job properly. While many of these and other problems have been voiced again and again in the press and in the academic literature, much of the work on health manpower development has focused on the planning and production of personnel. This has been with the aim of producing specific categories of better-trained health workers with relevant qualifications, resulting in a heavy emphasis on a quantitative output. In this paper it is argued that the management of health personnel, the qualitative aspect of staff development, has been relatively neglected. Unless and until the management of human resource development receives the attention it needs, seeds of discontent, disillusion and dissatisfaction will ultimately lead to national health services losing their competitiveness as employers. The sustainability and quality of health programmes will then be in even greater jeopardy than they are at present. The planning, production and management components of health manpower development have developed haphazardly as verticle activities. A new term such as 'human resource development; the management of health personnel' might help ensure the concept of an integrated process contingent on economic, political, organizational and other important circumstances.

  17. 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.

  18. Using Professional Development to Enhance Staff Retention

    Science.gov (United States)

    Huang, Denise; Cho, Jamie

    2010-01-01

    The data and research findings for this paper were derived from two studies. The first was commissioned to the National Afterschool Partnership (NAP) by the U.S. Department of Education to evaluate effective practices at the 21st Century Community Learning Centers (21st CCLCs). The purpose of this study was to develop resources and professional…

  19. 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 ...

  20. Perspectives of unlicensed assistive personnel on career development.

    Science.gov (United States)

    Akaragian, Salpy; Crooks, Heidi; Pieters, Huibrie C

    2013-09-01

    An equivalency program, Method 3, is a viable but underused option for unlicensed assistive personnel (UAP) who pursue licensure. This study describes the perceptions of UAP on opportunities for career development. Eighteen UAP participated in three focus groups. Thematic analysis was conducted with verbatim transcription. Three major themes represented the lively discussions that occurred: core driving forces, processes of career development, and anticipated and desirable outcomes. Various subthemes described these major themes. Method 3 provides a realistic approach to help UAP persevere with career development. Collaboration with management and peers, encouragement, and effective communication contributed to the success of participants, despite obstacles and challenges. Camaraderie and flexible scheduling were critical elements in participants' pursuit of first licensure. Taking small steps was described as an effective approach for UAP to persevere with career development. Support for informal career development is essential. Nursing leaders should consider an equivalency approach to accommodate individual preferences and learning needs for career development. Copyright 2013, SLACK Incorporated.

  1. 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)

  2. Enhancing Training of Staff of the Agricultural Development

    African Journals Online (AJOL)

    PROF. MADUKWE

    This paper, identified the areas where staff of the Agricultural Development. Programme (ADP) that carry out grassroots extension service delivery need to be trained and the field problems requiring research intervention. Secondary data from Annual Performance Survey (APS) report of NAERLS and NPAFS between.

  3. Staff training and development, enhancement of job performance ...

    African Journals Online (AJOL)

    The success of any organization/institution lies on the ability of its workforce to deliver. This ability/skill is acquired through training, which enhances job performance. In essence, the research examined the training and development programmes enjoyed by all senior staff of FUTO library with the aim of finding out its effects ...

  4. 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"…

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

    African Journals Online (AJOL)

    The study examined staff development and library services in academic libraries in Bayelsa and Delta States. Descriptive survey research design was used for this study, data was collected by means of a questionnaire form one hundred and seventy-one (171) librarians of fifteen (15) academic libraries in Bayelsa and Delta ...

  6. Personnel involved in the development of nuclear standards in the United States, 1976

    International Nuclear Information System (INIS)

    Johnson, E.B.

    1977-03-01

    The development of voluntary nuclear standards in the United States is an active and necessary endeavor of the technical community concerned with the safe, orderly, and economic development of the nuclear potential. There are almost 8000 people presently involved either in writing voluntary standards and codes or in the management and processing roles necessary for their approval and promulgation. This document records the current participation of these people as member, chairman, or secretary of about 900 identified committees and projects. The standards projects are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. The directory has four major sections: personnel, employers, committees, and a KWIC index of committee titles. The directory can be used to identify those nuclear standards projects currently active, to indicate the participation of employers, and to recognize the contributions of individuals to these often interdisciplinary activities

  7. Personnel involved in the development of nuclear standards in the United States, 1976

    Energy Technology Data Exchange (ETDEWEB)

    Johnson, E.B. (ed.)

    1977-03-01

    The development of voluntary nuclear standards in the United States is an active and necessary endeavor of the technical community concerned with the safe, orderly, and economic development of the nuclear potential. There are almost 8000 people presently involved either in writing voluntary standards and codes or in the management and processing roles necessary for their approval and promulgation. This document records the current participation of these people as member, chairman, or secretary of about 900 identified committees and projects. The standards projects are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. The directory has four major sections: personnel, employers, committees, and a KWIC index of committee titles. The directory can be used to identify those nuclear standards projects currently active, to indicate the participation of employers, and to recognize the contributions of individuals to these often interdisciplinary activities.

  8. Personnel involved in the development of nuclear standards in the United States, 1975

    International Nuclear Information System (INIS)

    Johnson, E.B.

    1976-05-01

    The development of voluntary nuclear standards in the United States is an active and necessary endeavor of the technical community concerned with the safe, orderly, and economic development of the nuclear potential. There are almost 8000 people presently involved either in writing voluntary standards and codes or in the management and processing roles necessary for their approval and promulgation. This document records the current participation of these people as member, chairman, or secretary of about 900 identified committees and projects. The standards projects are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. The Directory has four major sections: personnel, employers, committees, and a KWIC Index of committee titles. The Directory can be used to identify those nuclear standards projects currently active, to indicate the participation of employers, and to recognize the contributions of individuals to these often interdisciplinary activities

  9. Personnel involved in the development of nuclear standards in the United States, 1975

    Energy Technology Data Exchange (ETDEWEB)

    Johnson, E.B. (ed.)

    1976-05-01

    The development of voluntary nuclear standards in the United States is an active and necessary endeavor of the technical community concerned with the safe, orderly, and economic development of the nuclear potential. There are almost 8000 people presently involved either in writing voluntary standards and codes or in the management and processing roles necessary for their approval and promulgation. This document records the current participation of these people as member, chairman, or secretary of about 900 identified committees and projects. The standards projects are identified with the organizations that are responsible for the preparation, review, and maintenance of the standards and that provide support through supervisory committees and headquarters staff. The Directory has four major sections: personnel, employers, committees, and a KWIC Index of committee titles. The Directory can be used to identify those nuclear standards projects currently active, to indicate the participation of employers, and to recognize the contributions of individuals to these often interdisciplinary activities.

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

    Directory of Open Access Journals (Sweden)

    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

  11. 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...

  12. Defense IRM: Alternatives Should Be Considered in Developing the New Civilian Personnel System

    National Research Council Canada - National Science Library

    1999-01-01

    ... regional centers, and attempting to improve personnel management business processes. A key part of this initiative is Defense's development of a new information management system-the Defense Civilian Personnel Data System (DCPDs...

  13. Proposed amendments to the Staff Rules & Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to Article S II 1.01

    CERN Document Server

    2011-01-01

    Proposed amendments to the Staff Rules & Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to Article S II 1.01

  14. Proposed amendments to the Staff Rules and Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to article S II 1.01

    CERN Document Server

    2011-01-01

    Proposed amendments to the Staff Rules and Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to article S II 1.01

  15. SECURE personnel screening system: field trials and new developments

    Science.gov (United States)

    Smith, Steven W.

    1997-01-01

    Many different techniques have been investigated for detecting weapons, explosives, and contraband concealed under a person's clothing. Most of these are based on imaging the concealed object by using some sort of penetrating radiation, such as microwaves, ultrasound or electromagnetic fields.In spite of this effort by dozens of research groups, the only technique that has resulted in a commercially viable product is back-scatter x-ray imaging, as embodied in the SECURE 1000 personnel screening systems. The SECURE technology uses radiation levels that are insignificant compared to natural background values, being viewed as 'trivial' and 'completely insignificant' under established radiation safety standards. In the five years since the SECURE 1000 was developed, more than a dozen field trials and initial placements have been completed. This paper describes both the capabilities and limitations of the technology in these real-world applications.

  16. Teaching with wikis: improving staff development through action research

    Directory of Open Access Journals (Sweden)

    Robyn Benson

    2012-03-01

    Full Text Available This paper reports on the use of action research in a case study involving two iterations of an online workshop implemented at two universities in late 2007 and early 2009 to prepare teaching staff for using wikis for student group work and assessment. Workshop participants were immersed in the experience of collaborating in a wiki as learners and then reflected on this experience as teachers. Experience of the pilot workshop suggested a need for more orientation, potentially by introducing a blended learning design. The second iteration highlighted a need to develop the orientation session further and increase support strategies throughout the workshop, suggesting the value of offering it at faculty or department level if no “reward” is available for participation. Outcomes from the two cycles illustrate the value of action research for iterative improvement of this staff development model and for implementing the scholarship of teaching and learning to develop and share professional knowledge in this emerging area. This paper outlines a staff development approach involving Web 2.0 applications on which others can build.

  17. Availability of engineering personnel for U. S. energy development programs

    Energy Technology Data Exchange (ETDEWEB)

    Gallagher, J.M.; Brady, W.J.

    1976-11-01

    The intent of this analysis was to develop information on the availability of engineers, which could then be used to investigate the feasibility of meeting engineering requirements for U.S. alternate energy development programs. Estimates of such requirements are generated by the Energy Supply Planning Model (ESPM) developed by Bechtel for the National Science Foundation and ERDA. The major results of this study have been used to evaluate a set of engineering requirements generated by the ESPM. Findings indicate that a shortage of experienced personnel in some engineering disciplines will continue for the near term, although an overall engineering shortage is unlikely, and that a near-term shortage of engineering managers and of engineers with construction experience is of greater concern. Opinions regarding long-term availability are optimistic, although an adequate method to anticipate future requirements is still needed because of the long lead time required to educate and train new engineers. What emerges from the above findings is the need for a clear statement of the nation's energy policy which, in turn, would allow enough time to ensure that the required engineers are available. An essential ingredient in such a plan should be an energy-related construction program planned over a long period of time (20 to 30 years) so that increases in the supply of engineers may develop gradually. In addition, a comprehensive information system is needed to supply data on the requirements and availability of engineers.

  18. Development of neutron personnel monitoring system based on CR-39 solid state nuclear track detector

    International Nuclear Information System (INIS)

    Massand, O.P.; Kundu, H.K.; Marathe, P.K.; Supe, S.J.

    1990-01-01

    Personnel neutron monitoring aims at providing a method to evaluate the magnitude of the detrimental effects on the personnel exposed to neutrons. Neutron monitoring is done for a small though growing number of personnel working with neutrons in a wide range of situations. Over the years, many solid state nuclear track detectors (SSNTD) have been tried for neutron personnel monitoring. CR-39 SSNTD is a proton sensitive polymer and offers a lot of promise for neutron personnel monitoring due to its high sensitivity and lower energy threshold for neutron detection. This report presents the mechanism of track formation in this polymer, the development of this neutron personnel monitoring system in our laboratory, its various characteristics and its promise as a routine personnel neutron monitor. (author). 1 tab., 7 figs

  19. Main activities in the ESC`s personnel development; Akzente der Personalentwicklung in Energieversorgungsunternehmen

    Energy Technology Data Exchange (ETDEWEB)

    Binder [OBAG Regensburg (Germany); Brandstetter [Stadtwerke Braunschweig (Germany); Cramer [Bewag Berlin (Germany); Hurst [Badenwerk Karlsruhe (Germany); Jaeger [RWE Energie AG, Essen (Germany); Paege [HEW Hamburg (Germany); Sauerlaender [VEW Energie AG, Dortmund (Germany); Singer [Stadtwerke Frankfurt am Main (Germany); Schmitz [VDEW Frankfurt am Main (Germany)

    1998-06-02

    The authors propose a number of six theses to be applied as a yardstick when answering the question as to what objectives should be aimed at by future changes. Great store is set on the development of special skills and qualities of executives. Apart from entrepreneurial thinking such skills as being open to changes and able not only to work with a team but also to motivate staff and other people and to make decisions are in great demand. Each individual company has to find out the key qualities which will be decisive for its future development. Former possibilities of making career according to the company`s own hierarchy have been replaced by suitable incentive systems as well as opening up new fields of development. Organization development as well as personnel development will be understood as management tasks of first priority. And the requirement of being able to steer this development of the right way will certainly influence the requirements profile of the individual executive. (orig.) [Deutsch] Der VDEW-Arbeitskreis `Personalmanagement` eroeffnet mit diesem Uebersichtsartikel eine kleine Serie von praxisbezogenen und im eigenen Unternehmen umsetzbaren Vorschlaegen. Mit deren Hilfe sollte es anderen Energieversorgungsunternehmen moeglich sein, den aus dem Wettbewerb erwachsenden neuen Anforderungen an die Mitarbeiterinnen und Mitarbeiter gerecht zu werden. (orig.)

  20. Radiation detectors for personnel monitoring - current developments and future trends

    International Nuclear Information System (INIS)

    Kannan, S.

    2003-01-01

    The radiation detectors for personnel monitoring range from the conventional passive dosimeters like the film badge and the TLD, to sophisticated active dosimeters for integrated gamma, beta and neutron dose measurement. With the availability of high accuracy active dosimeters, the process of personnel monitoring, acceptability among radiation workers, record keeping and dose control have become more simplified. However the high level of sophistication in the active dosimeter has its own inevitable price tag and the new breed of active dosimeters are prohibitively costly. The silver lining, in the otherwise dark cost scenario of these dosimeters is the potential for cost reduction at least in some of the dosimeters in the near future

  1. The Staff Development as a Means of Enhancing the Enterprise Competitiveness

    Directory of Open Access Journals (Sweden)

    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.

  2. Grass-roots approach: developing qualified nuclear personnel

    International Nuclear Information System (INIS)

    Anon.

    1983-01-01

    Nuclear power plants experiencing personnel recruitment problems are trying a grass-roots approach to increase the manpower pool. The Philadelphia Electric Co. and the Toledo Edison Co. are working with local educational institutions to offer nuclear-technology training specific to the needs of nuclear plants. The utilities' investment covers much of the cost of instruction as well as continued training for employees

  3. Guidelines to Career Development for Wastewater Treatment Plant Personnel.

    Science.gov (United States)

    Environmental Protection Agency, Washington, DC. Office of Education and Manpower Planning.

    The guidelines were written to promote job growth and improvement in the personnel who manage, operate, and maintain wastewater treatment plants. Trained operators and technicians are the key components in any water pollution control facility. The approach is to move from employment to training through specific modules for 21 standard job…

  4. 76 FR 25317 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2011-05-04

    ... DEPARTMENT OF EDUCATION Applications for New Awards; Personnel Development To Improve Services and... applications for new awards for FY 2011 under certain Personnel Development to Improve Services and Results for..., Department of Education. ACTION: Correction; Notice inviting applications for new awards for fiscal year (FY...

  5. Current methods in personnel recruitment and development; Aktuelle Ansaetze in der Personalauswahl und -foerderung

    Energy Technology Data Exchange (ETDEWEB)

    Hurst, J.; Kress, J. [Badenwerk AG, Karlsruhe (Germany)

    1998-11-30

    The authors propose different methods to be applied to the selection and development of human resources. Assumed that a specific requirements profile is the starting point of every selection procedure, half structured interviews are given preference over other methods such as assessment center, biographical questionnaire or graphological expertise. In the authors` view, half structured interviews help to raise the selection procedure`s validity and comparability. Furthermore they are flexible enough to regard each applicant`s special requirements. Apart from different management training programmes, such as management trainee programme and general promotional measures, great store ist set on the direct dialogue between staff and management and the management by objectives. Both personnel recruitment and development are essential to the ESC`s corporate culture and a key to the challenges of the future. (orig.) [Deutsch] Die Mitglieder des VDEW Arbeitskreises `Personalmanagement` veroeffentlichen nach dem Auftakt-Aufsatz `Akzente der Personalentwicklung in Energieversorgungsunternehmen` in loser Folge Aufsaetze zu diesen Aspekten. Mit dem vorliegenden Thema wird die Reihe fortgesetzt. (orig.)

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

    African Journals Online (AJOL)

    Recruitment of staff into teaching hospitals in Nigeria, acts as the first step towards creating competitive strength and strategic advantage for such institutions. However, one of the major problems associated with these institutions in the South Western part of Nigeria is their mode of staff recruitment. In this research paper, we ...

  7. 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.

  8. 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…

  9. Study on Maintenance Personnel Development Plan For The Exported APR1400 Commissioning

    International Nuclear Information System (INIS)

    Cho, Sungbae; Kim, Jongdae; Jun, Hokwang; Hwang, Inok; Kang, Jaeyuel

    2012-01-01

    This paper indicates ways to develop maintenance personnel for the exported APR1400 commissioning. The exported APR1400 has not been experienced ay maintenance yet, and requirements for maintenance personnel have not been clarified yet. Based on sound maintenance experience, KEPCO Plant Service and Engineering Company (KEPCO KPS) has studied on maintenance training and career requirement to establish a development plan of the maintenance personnel for the exported nuclear power plant. By defining manpower and training requirement, and mobilization plan, we expect to secure reliability of the exported APR1400

  10. Development of the personnel training and qualification system of the Russian Federation Nuclear Regulatory Authority

    International Nuclear Information System (INIS)

    Kapralov, E.; Kapralov, Y.; Kozlov, V.

    2006-01-01

    The new personnel training and qualification system is being developed for russian regulatory body, having a very big number of employees and invited experts and widly territorially distributed structure. (author)

  11. 76 FR 29221 - Applications for New Awards; State Personnel Development Grants (SPDG) Program

    Science.gov (United States)

    2011-05-20

    ... notice contains two absolute priorities and one competitive preference priority that are explained in the..., ongoing training, and professional development of personnel who serve infants, toddlers, preschoolers, and... improve the performance and achievement of, infants, toddlers, preschoolers, and children with...

  12. 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.

  13. Internationalisation strategies and the development of competent teaching staff

    NARCIS (Netherlands)

    Els van der Werf

    2012-01-01

    This article argues that the role of the lecturer in an internationalised higher education institution is not limited to teaching internationally or interculturally diverse groups of students. Teaching staff members will normally be required to undertake a variety of tasks, which require different

  14. 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.

  15. 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, ...

  16. Attitudes of green organizations' personnel toward genuine sustainable development

    NARCIS (Netherlands)

    Allevato, Camillo

    2017-01-01

    Layman's summary: This thesis dissertation concerns the identification of the main factors that influence attitudes towards genuine sustainable development, in order to identify strategies that will be more effective in education for quality sustainable development. In the pursuit of genuine

  17. Development of a real-time extremity dose monitor for personnel in interventional radiology

    International Nuclear Information System (INIS)

    Ban, Nobuhiko; Kusama, Tomoko; Adachi, Akiko

    2000-01-01

    Protection of personnel in interventional radiology is one of the most important issues of radiological protection in medicine. Fluoroscopically guided interventional procedures require the operation near X-ray beam, which brings a considerable hand exposure to the operators. For the purpose of effectual control of their extremity doses, we have developed a real-time extremity dose monitor which is worn on a strap around the wrist. The monitor consists of a silicon semiconductor detector, thin lithium battery and a waterproof frame with a four-digit LED display. Experiment was carried out to examine a response of the monitor to diagnostic X-rays. A practical test was also performed to evaluate usability in the actual interventional procedures. In the experiment, the extremity dose monitor was placed on an arm phantom and exposed to diagnostic X-rays. Readings of the monitor were compared to those of Capintec PS-033 shallow chamber. The monitor was highly sensitive to diagnostic X-rays. It showed a linear response down to doses of a few tens of microsieverts. For high dose-rate exposure, however, a slight decrease in the response was observed, about 10% of counting loss for 80 kV, 40 mA X-ray at one meter from the focus. With regard to energy dependence, variation was within 20% for 60 to 100 kV X-rays. The monitor showed a good angular response in general, except lateral geometry facing the far side from a detector center. In the practical test, hand exposures of medical staff were measured with the extremity dose monitor. They were also asked to fill in a questionnaire regarding size and weight of the monitor, clarity of the display and usefulness. The subjects consisted of physicians, technicians and nurses who engaged in angiography, PTCD, CT-biopsy, barium enema and so on. The readings of the monitor were less than 1 mSv in most cases while 93 mSv was recorded in an extreme case due to direct-beam exposure. In some cases, TLD rings were used together with the

  18. Pilot Training Project. Community-Based Criminal Justice Staff Development Project, Final Report.

    Science.gov (United States)

    Massachusetts Residential Programs, Inc., Cambridge.

    This report on the pilot training phase of the Community-Based Criminal Justice Staff Development Project represents an attempt to describe and document project efforts during the months between October, 1975 and June, 1976 with a view toward providing a detailed guide for future implementation of staff development activities for community-based…

  19. PBL as a Tool for Staff Development in the Educational Transformation towards PBL

    DEFF Research Database (Denmark)

    Du, Xiangyun; Kolmos, Anette; Qvist, Palle

    2007-01-01

    and practices in the process of organizational transformation, staff development remains one of key elements in the transformation process in order to teach staff new PBL practice.. A growing body of literature discussing the role of facilitation in PBL, implementation of PBL at different levels in educational...... practice, PBL online; however, little has been documented on the practice of staff development in PBL, especially through online education in the form of PBL. This paper presents the experiences and reflections of using PBL online as a strategy for staff development based on the practice...... of an international e-learning program for staff development on PBL, the Master program in Problem Based Learning in Engineering and Science (MPBL) at Aalborg University, Denmark....

  20. How to Reduce Software Development Cost with Personnel Assignment Optimization

    NARCIS (Netherlands)

    Wang, Chong; Luo, Zhong; Lin, Luxin; Daneva, Maya

    2017-01-01

    Reasonable reduction and controlling of software cost is always a challenge for software companies. To estimate software development cost more precisely, current research effort is focused on improving the measurement of software size or complexity by combining or adjusting key cost drivers, such as

  1. The Development of Instruments to Measure Motivational Interviewing Skill Acquisition for School-Based Personnel

    Science.gov (United States)

    Small, Jason W.; Lee, Jon; Frey, Andy J.; Seeley, John R.; Walker, Hill M.

    2014-01-01

    As specialized instructional support personnel begin learning and using motivational interviewing (MI) techniques in school-based settings, there is growing need for context-specific measures to assess initial MI skill development. In this article, we describe the iterative development and preliminary evaluation of two measures of MI skill adapted…

  2. . CONDITIONS AND DETERMINANTS OF THE ACADEMIC STAFF PROFESSIONAL DEVELOPMENT IN THE MODERN SCHOOL

    Directory of Open Access Journals (Sweden)

    S. L. Fomenko

    2014-01-01

    Full Text Available The paper reveals the research findings concerning a complicated process of academic staff formation in the secondary school. The main determinants of the process include the discrepancy between the actual development level of academic staff and the existing requirements of pedagogic society. The author denotes the main motives for academic staff development: moral and financial incentives for professional growth, new educational tasks, unsatisfactory social status of educational institution, etc; and identifies the complex of objective and subjective conditions positively affecting the given process. According to the author, the main priority should be given to the methodological provision of academic staff, integration of their activity, and stimulation of informational, methodical, and organizational channels of school activity. In conclusion, the paper considers the principles of life-long teacher training, corporate cooperation, partnership and solidarity, and discusses the technological structure of academic staff development, based on the competence model of education. 

  3. 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…

  4. 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

  5. Personnel management and job satisfaction in academic libraries: a ...

    African Journals Online (AJOL)

    The study examined personnel management and job satisfaction in academic libraries: A case study of the Federal College of Education Yola, Adamawa State. The objectives of the study were to: determine the methods used for personnel recruitment, determine the level of staff development, identify the motivational factors ...

  6. The Development of Teacher and Educational Personnel Promotional Assessment Framework in Thailand

    Directory of Open Access Journals (Sweden)

    Dr. Amporn Tamronglak

    2013-08-01

    Full Text Available The main purpose of this paper is to present a performance evaluation framework for teacher and educational personnel in Thailand. Based on the research funded by Office of the Teacher Civil Service and Educational Personnel Commission, it is aimed primarily to study the model of academic standing assessment of teacher civil service and educational personnel and to develop criteria and methods for the four tracks of personnel in Thailand, including teaching, educational institution administration, educational administration, and educational supervision. Various methods in gathering data for the study were employed, including 1 documentary research of four different countries, such as United States of America, England, Singapore and Hong Kong; 2 site visits to the government agencies responsible for educational assessment and development and schools in Hong Kong and Singapore; 3 in-depth interviews with Executives in Ministry of Education and a number of stakeholders who had requested for the promotional assessment from all four career tracks; 4 focus group method among experts in the field; and 5 public hearing opened to all stakeholders in teaching careers was also organized to gather comments and suggestions and finetune the proposed framework prior to submission to the Office of the Teacher Civil Service and Educational Personnel Commission for further application in the future.

  7. New developments of Czech Personnel Neutron Dosemeter and its application

    International Nuclear Information System (INIS)

    Trousil, J.; Spurny, F.; Kralik, M.; Zelenka, Z.

    2001-01-01

    There are two systems for neutron personal dosimetry used at practice in the Czech Republic: - solid state nuclear track detectors in contact with fissionable materials (intermetallic enriched U + AI alloy, and 232 Th) in Cd shield badge, and - Albedo dosimeter based on 6 LiF and 7 LiF thermoluminescent detectors in a plastic badge covered from the front side by Cd to screen it from directly coming thermalized neutrons. The first system is used in National Personal Dosimetry Service; its performance is continuously checked and improved. In this contribution we would like to present some of results of this development, the contribution to the calibration of the second system included. (authors)

  8. Creating motivation, identifying incentives and enablers, and encouraging staff development

    Directory of Open Access Journals (Sweden)

    Helen Roberts

    2005-12-01

    Full Text Available Motivating staff so that they perform at their best is an integral part of running a project. People usually need to work in order to make money. But, although this may be the strongest incentive, it is not the only one.People will enjoy their job and gain satisfaction from doing it well if they know that they are achieving results. If you are running a project you should be making sure that this is happening. The first step is to recruit the right people for the right job, the next step is to clearly define their roles and responsibilities and the third step is to enable them to do the job well. This article focuses on the third step.

  9. Optimising the education of responsible shift personnel in nuclear power plants. Volume 2 for Chapter 4: General areas of staff education

    International Nuclear Information System (INIS)

    1985-01-01

    Themes are discussed which have not in fact become learning objectives, but which nevertheless influence the education of shift personnel. This volume contains articles on the following: the influence factors of human error; the demands on a simulator for the education of shift personnel; technical aids for supporting stuff and principles of leadership and motivation. (DG) [de

  10. STATE SUPPORT FOR DEVELOPMENT OF PERSONNEL POTENTIAL IN HOSPITALITY IN CHINA

    Directory of Open Access Journals (Sweden)

    Yu Yi

    2014-01-01

    Full Text Available The article considers the state support fordevelopment of personnel potential in hospitality business in China. Hospitality frameshave quantitative and qualitative characteristics. The gap between the needs of business organizations of hospitality for highlyqualified personnel at all levels and theirpresence in such a gigantic scale of countriessuch as China, can only be overcome withthe assistance of the state targeted programplanning. Support for human resourcesdevelopment in the hospitality businessincludes directions - the integration of stateformation, educational institutions and businesses. Further step towards improving thecompetitiveness of Chinese tourism shouldbe to develop a national target program fortraining of hospitality

  11. 77 FR 27747 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2012-05-11

    ... Education. ACTION: Notice. Overview Information: Personnel Development To Improve Services and Results for... further disadvantaged and at risk of educational failure because they: (1) Are living in poverty, (2) are... collaborate with appropriate partners, including-- (i) High-need LEAs; \\5\\ high-poverty schools; \\6\\ low...

  12. 78 FR 2962 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2013-01-15

    ... Education. ACTION: Notice. Overview Information: Personnel Development to Improve Services and Results for... disadvantaged and at risk of educational failure because they: (1) Are living in poverty, (2) are far below..., including-- (i) High-need LEAs; \\5\\ high-poverty schools; \\6\\ low-performing schools including persistently...

  13. The Development of Technology for Higher Education Institution's Administrative Personnel Assessment

    Science.gov (United States)

    Bakhtina, Olga Yurevna; Kirillov, Andrey Vladimirovich; Matyash, Sergey Askoldovich; Urzha, Olga Aleksandrovna

    2015-01-01

    The main approaches for development of assessment technology of higher education institution's administrative personnel are considered in this article. Alongside with it the following is defined: purposes, formation principles, indicators and criteria of the assessment system, rating scale, the procedure and order of assessment process of higher…

  14. Personnel education and training at Bohunice NPP

    International Nuclear Information System (INIS)

    Malovec, J.

    1998-01-01

    Procedure for education and training of all the personnel employed at Bohunice Nuclear power plant is presented in detail describing the training system structure, kinds of training, staff members qualification development, short term and long term tasks needed to assure attaining the training objectives. The proposed Staff Members Lifetime education implementation project contains basic starting points, measures to be implemented by 1998. It was prepared on the basis of a primary analysis which confirmed the existing need for implementing the lifetime education system

  15. 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)

  16. Development of Chinese Military Personnel Social Support Scale and tests for its reliability and validity

    Directory of Open Access Journals (Sweden)

    Kai-hong TANG

    2013-01-01

    Full Text Available Objective  To develop Chinese Military Personnel Social Support Scaleand verify its reliability and validity. Methods  The Chinese Military Personnel Social Support Scalewas initiated, organized and compiled based upon open-ended questionnaire survey done in a systematic manner, and previous researches were taken as references. A total of 630 military personnel were chosen by random cluster sampling and tested with the Scale, among them 50 were tested with Social Support Rating Scale(SSRS and Chinese Military Psychosomatic Health Scale(CMPHS simultaneously, and the test was done solely a second time with CMPHS 2 weeks later. The reliability and validity were assessed and verified by exploratory factor analysis, confirmatory factor analysis and correlation analysis. Results  The Chinese Military Personnel Social Support Scalecomprised three factors, namely subjective support, objective support and utility of social support. Eighteen items were left in official scale after amendment by factor analysis, and one lying subscale was added. The correlation coefficients between the public factors ranged from 0.477 to 0.589 (P<0.01, and the correlation coefficients between factors and total scale ranged from 0.721 to 0.823 (P<0.01. The test-retest correlation coefficients of total scale and subscales ranged from 0.622 to 0.803 (P<0.01, the Cronbach α coefficients ranged from 0.624 to 0.874, and the split-half correlation coefficients ranged from 0.551 to 0.828. Significant correlation existed between this Scale and two criterion scales, namely SSRS and CMPHS. Conclusion  It is verified that the Chinese Military Personnel Social Support Scalehas excellent reliability and validity, and complying with psychometric standards, it may be used to evaluate the social support level of Chinese military personnel.

  17. 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

  18. 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

  19. Sustainable personnel development. How to ride the waves of critical professions?

    International Nuclear Information System (INIS)

    Unkrig, Erich R.

    2011-01-01

    Actual market analyses show that 12% of the international companies expect a shortage in ''high potential'' personnel. The authors presents the following requirements for the future: necessity of long-term oriented assurance of management competence as corporate core competence; a consequent contribution to the targets and results of organization and employment in the company; a fundamental process in the personnel management system with respect to shortcomings; the possibility to minimize personal risks. AREVA has developed an innovative process of ''critical jobs observatory'' to meet the demographic challenges. The basic assumptions are: Strategically important occupational fields in which AREVA must ensure sustainable knowledge and experience; occupational images which are difficult to recruit on the labor market; occupational images which are difficult to be qualified internally; occupational fields with a significant quantitative development; occupational fields which are facing a significant (further) development of skills. The authors describes the realization of the sequential process steps.

  20. Evaluation of the Personnel Development Program to Improve Services and Results for Children with Disabilities. NCEE 2014-4007

    Science.gov (United States)

    Fiore, Thomas A.; Nimkoff, Tamara; Munk, Tom; Carlson, Elaine

    2013-01-01

    The "Personnel Development Program to Improve Services and Results for Children with Disabilities" is authorized under Section 662 of the Individuals with Disabilities Education Act (IDEA) and is known as the Personnel Development Program (PDP). The PDP is administered by the U.S. Department of Education's (ED's) Office of Special…

  1. Strategic personnel management in an educational institution

    OpenAIRE

    KOROTKOVA M.V.; RYBKINA M.V.; NIKITINA S.O.; SCHERNYKH A.V.

    2016-01-01

    The article analyzes the strategic human resource management in an educational institution. Analyzes the basic normative-legal documents regulating educational activities, including the part of management. Particular importance is given to the types of educational institutions (budgetary, state, and autonomous). The stages of strategic management of staff in educational institutions and development model of strategic management personnel are shown.

  2. Far-infrared contraband-detection-system development for personnel-search applications

    International Nuclear Information System (INIS)

    Schellenbaum, R.L.

    1982-09-01

    Experiments have been conducted toward the development of an active near-millimeter-wave, far infrared, personnel search system for the detection of contraband. These experiments employed a microwave hybrid tee interferometer/radiometer scanning system and quasi-optical techniques at 3.3-mm wavelength to illuminate and detect the reflection from target objects against a human body background. Clothing and other common concealing materials are transport at this wavelength. Retroreflector arrays, in conjunction with a Gunn diode radiation source, were investigated to provide all-angle illumination and detection of specular reflections from unaligned and irregular-shaped objects. Results indicate that, under highly controlled search conditions, metal objects greater than or equal to 25 cm 2 can be detected in an enclosure lined with retroreflectors. Further development is required to produce a practical personnel search system. The investigation and feasibility of alternate far infrared search techniques are presented. 23 figures, 2 tables

  3. 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.

  4. 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.

  5. Supporting Staff to Develop a Shared Understanding of Science Assessment

    Science.gov (United States)

    Sampey, Carol

    2018-01-01

    Assessment is not something that stands alone and teachers need support to develop their understanding of both assessment practices and the subject being assessed. Teachers at Shaw Primary School were fortunate to take part in the Teacher Assessment in Primary Science (TAPS) project and, in this article, the outlines how science and assessment can…

  6. 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...

  7. Principles for enhancing professionalism of nuclear personnel

    International Nuclear Information System (INIS)

    1989-01-01

    The management principles in this publication were developed by a committee of senior utility officials with assistance by the staff of the Institute of Nuclear Power Operations (INPO) and with input from virtually all U.S. nuclear utilities. The principles are aimed at creating an environment within a nuclear power plant that promotes a healthy respect for the unique technology that nuclear electric power represents and, thus, to promote great care and conservative, thoughtful decision-making by the nuclear plant staff. The scope of the principles includes all nuclear personnel and gives guidance in the selection and development of management and supervisory personnel and other key individuals in the areas of operations, maintenance, technical support and engineering. Utility managers are encouraged to make in-depth comparisons between these principles and their day-to-day policies and practices, and to use such efforts as opportunities to communicate their organization's management philosophy to all nuclear personnel

  8. Development and validation of an instrument to assess job satisfaction in eye-care personnel.

    Science.gov (United States)

    Paudel, Prakash; Cronjé, Sonja; O'Connor, Patricia M; Khadka, Jyoti; Rao, Gullapalli N; Holden, Brien A

    2017-11-01

    The aim was to develop and validate an instrument to measure job satisfaction in eye-care personnel and assess the job satisfaction of one-year trained vision technicians in India. A pilot instrument for assessing job satisfaction was developed, based on a literature review and input from a public health expert panel. Rasch analysis was used to assess psychometric properties and to undertake an iterative item reduction. The instrument was then administered to vision technicians in vision centres of Andhra Pradesh in India. Associations between vision technicians' job satisfaction and factors such as age, gender and experience were analysed using t-test and one-way analysis of variance. Rasch analysis confirmed that the 15-item job satisfaction in eye-care personnel (JSEP) was a unidimensional instrument with good fit statistics, measurement precisions and absence of differential item functioning. Overall, vision technicians reported high rates of job satisfaction (0.46 logits). Age, gender and experience were not associated with high job satisfaction score. Item score analysis showed non-financial incentives, salary and workload were the most important determinants of job satisfaction. The 15-item JSEP instrument is a valid instrument for assessing job satisfaction among eye-care personnel. Overall, vision technicians in India demonstrated high rates of job satisfaction. © 2016 Optometry Australia.

  9. Nuclear Regulatory Authority Personnel Educating and Training within the National Nuclear Program Development

    International Nuclear Information System (INIS)

    Potapov, V.; Goryaeva, T.; Moiseenko, A.; Kapralov, E.; Museridze, A.

    2014-01-01

    International Cooperation for Nuclear Education and Knowledge: Aims: •Creation of system of continuous personnel training for EvrAzES states in the field of nuclear power applications based on the international standards; •Development of educational service export as following of export of Russian nuclear technology; • Development of educational and scientific contacts to IAEA, WNU, ENEN, ANENT, biggest scientific centers and universities of USA, EU and Asia. Directions of activities: • Education. Transfer of knowledge to new generation, to new developing countries and cooperation with the nuclear education of leading powers; • Scientific enlightening activity – students, specialists, decision makers; • Informational and analytical work

  10. 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…

  11. 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

  12. Development and introduction of a modular training and qualification concept for maintenance personnel

    International Nuclear Information System (INIS)

    Kumpf, Thomas; Mueller, Nina; Hofbauer, Detlef

    2009-01-01

    The presentation entitled ''Development and Introduction of a Modular Training and Qualification Concept for Maintenance Personnel'' presents the background, concept and training modules of a reactor services training concept that was jointly elaborated by a working group consisting of the ''Maintenance manager workshop'' working panel of the VGB, the Kraftwerksschule (KWS) PowerTech Training Center, and AREVA NP GmbH in Erlangen and Offenbach. This concept is part of AREVA's comprehensive training and qualification approach which comprises inter alia extensive introduction sessions for new employees, the corporation-wide highly appreciated AREVA University as well as specialized training facilities as for example the CETIC in Chalon-sur-Saone, France and the training center in Lynchburg, USA, or the worldwide largest integration center for digital I and C equipment for safety applications in nuclear power plants in Erlangen. AREVA NP's training concept for maintenance personnel addresses not only employees from AREVA NP working in nuclear maintenance but also personnel from nuclear power plants as well as independent experts, representatives from authorities and other interest groups. (orig.)

  13. A Self-Evaluation Tool for Development of Maintenance Personnel's Competences

    International Nuclear Information System (INIS)

    Piirto, A.; Paajanen, P.; Kantola, J.; Vanharanta, H.

    2007-01-01

    Teollisuuden Voima Oy (TVO) operates Olkiluoto nuclear power plant, which consists of twin 840 MWe BWR units. The first nuclear power plant unit, Olkiluoto 1, was connected to the national grid in September 1978 and the second almost identical unit, Olkiluoto 2, in February 1980. The construction of the third 1600 MWe PWR unit, Olkiluoto 3, was started in the spring 2005. The commercial operation of the new unit will start in 2009. The operation results of TVO's nuclear power plant units have been among the best ones in the world. The operational success is primary attributable to the early elimination of technical problems and preparation for defects beforehand. Also development of outage planning, maintenance methods and a low rate of disturbances have been very significant in achieving good operation results. TVO's long-term goals in operation and maintenance are: - keeping the load factor over 90 % and avoiding operational disturbances; - keeping the technical condition of the plant units 'as new'; - continuous learning and development of operation and maintenance functions; - decreasing the production costs. These goals also set requirements for maintenance personnel's competences. The high-grade competence of maintenance personnel has an effect on safe and reliable nuclear power plant operation. However, as a concept, safety is not always easy to define. A high level of safety is the result of the complex interaction of good design, operational safety and human performance: A set of indicators which are designed to monitor all aspects of operational safety performance are needed to form a total picture of the safe plant operation. In the framework six key areas of improvement of nuclear safety are defined. These key areas of improvement are based on the vision that the plant operates with low risk. Implementation of the actions will result in direct and permanent positive impact on plant nuclear safety and safety culture. The information gained from

  14. The effectiveness of delegation interventions by the registered nurse to the unlicensed assistive personnel and their impact on quality of care, patient satisfaction, and RN staff satisfaction: a systematic review.

    Science.gov (United States)

    Hopkins, Una; Itty, Any Sajan; Nazario, Helen; Pinon, Miriam; Slyer, Jason; Singleton, Joanne

    2012-01-01

    Delegation by the registered nurse is a decision making process that includes assessment, planning, implementation, and evaluation. Due to an ever-expanding global shortage of nurses, registered nurses are increasingly dependent on unlicensed assistive personnel to assist in the provision of safe patient care. Delegation is recognised as a fundamental nursing skill that can be utilised effectively to improve quality care. To examine and synthesize the best available evidence regarding the impact of delegation interventions used by the registered nurse with the unlicensed assistive personnel and their impact on quality of care, patient satisfaction, and registered nurse staff satisfaction. Registered nurses and unlicensed assistive personnel in patient care settings where delegation occurs.This review considered studies that evaluated the effectiveness of delegation interventions by registered nurses to unlicensed assistive personnel.The outcomes examined were quality of care, patient satisfaction, and/or registered nurse staff satisfaction as measured by validated and reliable tools.The review first considered randomised controlled trials; in their absence other research designs, such as non-randomised controlled trials, or other quasi-experimental studies, observational studies and descriptive studies were considered for inclusion in the systematic review. The search strategy aimed to find both published and unpublished studies in the English language from the inception of the included databases through December 2011. The databases searched included the Central Register of Controlled Trials (CENTRAL), EMBASE, MEDLINE, CINAHL, Healthsource Nursing/Academic edition, and PsycINFO. A search of the grey literature and electronic hand searching of relevant journals was also performed. The studies selected for retrieval were critically evaluated by two independent reviewers for methodological quality using standardised critical appraisal instruments from the Joanna

  15. 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

  16. Development of methods for nuclear power plant personnel qualifications and training

    International Nuclear Information System (INIS)

    Jorgensen, C.C.; Carter, R.J.

    1984-01-01

    The Nuclear Regulatory Commission (NRC) has proposed additions and revisions to Title 10 of the Code of Federal Regulations, Parts 50 and 55, and to Regulatory Guides 1.8 and 1.149. ORNL is developing methods and some aspects of the technical basis for the implementation and assessment of training programs, personnel qualifications, and simulation facilities. The paper describes the three methodologies which were developed during the FY-1984 research: a task sort procedure (TSORT); a simulation facility evaluation methodology; and a task analysis profiling system (TAPS)

  17. 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.

  18. 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.

  19. Signal Processor Development by Personnel of the JSC Signal Processing Section

    Science.gov (United States)

    Holland, S. Douglas

    1994-01-01

    The purpose of this paper is to describe systems and components of systems developed by personnel in the Signal Processing Section of the Tracking and Communications Division. The scope of this includes past developments which are in current use in NASA flight operations and future developments which are targeted for upcoming NASA applications. These projects specifically are: (1) NASA High Definition Television (HDTV) Project, (2) Video Codecs, (3) NASA Electronic Still Camera (ESC) Project, (4) Hercules Payload, (5) Ku-band Communications Adapter (KCA), (6) Windows Drivers for Satellite Interfacing to Commercial Equipment, and (7) Advanced Statistical Multiplexers. The methods used to determine what projects should be done in-house as opposed to which should not is based in NASA applications versus commercially available systems to meet those applications. If a commercial-off-the-shelf (COTS) component or system is available which meets the need, the first choice is to use COTS equipment. If it is not, and there is a NASA requirement, it is developed in-house. This results in technology which is being developed which otherwise was not available. Personnel involved in these projects have been contacted by many commercial companies interested in licensing or obtaining the NASA design.

  20. Improving health services in developing countries with new types of public and allied health personnel.

    Science.gov (United States)

    Blayney, K D; Trulove, J W

    1982-10-01

    Allied health manpower in developing countries should be able to serve the specific needs of these countries in solving malnutrition, diarrheal disease, and other health problems. Disease patterns tend to evolve in stages with each stage requiring a special type of health manpower: 1) the 1st stage where infectious diseases are linked to poverty, malnutrition, and poor personal hygiene for which personnel trained to improve health through providing safe water supplies, improving sanitation, and immunizing the population are needed; 2) in the 2nd stages, diseases such as cancer, arthritis, and cardiac diseases exist, requiring extensive technology such as is available in the US; and 3) the 3rd stage relates to an awareness of health hazards (caused by the environment, by the lifestyle dysfunctions of the society, and an emphasis on health promotion) and implies a responsibility for one's own health by the individual; this is a difficult stage to apply to developing countries since the ability to bring about change assumes literacy on the part of the population which is not always the case. Since most developing countries need to cause change in the 1st stage, more public health personnel such as sanitarians and generalist workers are needed. Training of these personnel should include on-the-job education; traditionally trained US allied health professionals are not always equipped to deal with health problems in developing countries. Health educators should look to the lessons learned by the US in the allied health movement: 1) the system of control that national membership organizations have over schooling and the job environment has contributed to an increased cost of health care delivery, unnecessary prolonged curricula, overspecialization, extreme protectionism for membership, and inappropriate fractionalization of health care delivery; 2) the emphasis on prolonged curricula sometimes causes the student to lose sight of the supposed direct relationship between

  1. Development and dosimetric characterization of indigenous PADC for personnel neutron dosimetry

    Directory of Open Access Journals (Sweden)

    Pal Rupali

    2015-01-01

    Full Text Available CR-39 is a solid state nuclear track detector, chemically known as poly-allyl-diglycol-carbonate, widely used for personnel neutron monitoring because of its sensitivity to neutrons, excellent optical properties that facilitate the analysis and sufficiently long shelf life. Presently, this detector is imported and is being used for the personnel neutron monitoring programme in India. Hence, an effort was made towards the indigenous development of these detectors. Different chemical processes for the indigenous development of the poly-allyl-diglycol-carbonate detector, such as the synthesis of allyl-diglycol-carbonate monomer and isopropyl-peroxydicarbonate as initiators for the polymerization process, were carried out and are reported in this paper. A method for casting unbroken poly-allyl-diglycol-carbonate sheets sized 25 cm x 15 cm and of a thickness between 500 µm and 800µm was developed. A longer polymerization process also helps to increase neutron sensitivity, reduce the minimum detection limit and increase the signal-to-noise ratio of the detector. The study suggests that it is possible to develop indigenous poly-allyl-diglycol-carbonate detectors with a minimum detection limit of 0.1 mSv and signal-to-noise ratio of 8.0.

  2. Strategies for personnel sustainable lifecycle at astronomical observatories and local industry development

    Science.gov (United States)

    Bendek, Eduardo A.; Leatherbee, Michael; Smith, Heather; Strappa, Valentina; Zinnecker, Hans; Perez, Mario

    2014-08-01

    Specialized manpower required to efficiently operate world-class observatories requires large investments in time and resources to train personnel in very specific areas of engineering. Isolation and distances to mayor cities pose a challenge to retain motivated and qualified personnel on the mountain. This paper presents strategies that we believe may be effective for retaining this specific know-how in the astronomy field; while at the same time develop a local support industry for observatory operations and astronomical instrumentation development. For this study we choose Chile as a research setting because it will host more than 60% of the world's ground based astronomical infrastructure by the end of the decade, and because the country has an underdeveloped industry for astronomy services. We identify the astronomical infrastructure that exists in the country as well as the major research groups and industrial players. We further identify the needs of observatories that could be outsourced to the local economy. As a result, we suggest spin-off opportunities that can be started by former observatory employees and therefore retaining the knowhow of experienced people that decide to leave on-site jobs. We also identify tools to facilitate this process such as the creation of a centralized repository of local capabilities and observatory needs, as well as exchange programs within astronomical instrumentation groups. We believe that these strategies will contribute to a positive work environment at the observatories, reduce the operation and development costs, and develop a new industry for the host country.

  3. 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…

  4. STAFF DEVELOPMENT WORKSHOP ON ADULT TRAINING PROGRAMS, REPORT OF PROCEEDINGS (OTTAWA, APRIL 18-19, 1966).

    Science.gov (United States)

    TURNER, W.S.

    REPORTS AND RECOMMENDATIONS FROM A STAFF DEVELOPMENT CONFERENCE ON ADULT TRAINING PROGRAMS HELD IN OTTAWA, CANADA, 1966 ARE REPORTED. PARTICIPANTS INCLUDED TRADE AND OCCUPATIONAL INSTRUCTORS, BASIC EDUCATION INSTRUCTORS, AND TRAINERS IN INDUSTRY AND TECHNOLOGY INSTITUTES. THE FOLLOWING TOPICS WERE DISCUSSED--THE ROLE OF GOVERNMENT, INDUSTRY,…

  5. A Case for Staff Development in the California Community College System.

    Science.gov (United States)

    Lavrakas, Lefteris

    Using Kurt Lewin's concept of "a dynamic balance of forces", the direction and strength of change tendencies related to staff development in California community colleges were identified through force-analysis. The forces of heritage/tradition, awareness, money, organizational climate, time, reward system, and formal system were examined for their…

  6. Creating cooperative classrooms: effects of a two-year staff development program

    NARCIS (Netherlands)

    Krol, K.; Sleegers, P.J.C.; Veenman, S.A.M.; Voeten, M.J.M.

    2009-01-01

    In this study, the implementation effects of a staff development program on cooperative learning (CL) for Dutch elementary school teachers were studied. A pre‐test–post‐test non‐equivalent control group design was used to investigate program effects on the instructional behaviours of teachers. Based

  7. Creating cooperative classrooms: effects of a two-year staff development program

    NARCIS (Netherlands)

    Krol, K.; Sleegers, P.; Veenman, S.; Voeten, M.

    2008-01-01

    In this study, the implementation effects of a staff development program on cooperative learning (CL) for Dutch elementary school teachers were studied. A pre-test-post-test non-equivalent control group design was used to investigate program effects on the instructional behaviours of teachers. Based

  8. 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…

  9. Incorporating Religiosity, Spirituality, and Mindfulness into the Professional Development of Residence Life Staff

    Science.gov (United States)

    Burke, Monica Galloway; Sauerheber, Jill Duba; Dye, Lacretia; Hughey, Aaron W.

    2014-01-01

    Incorporating an understanding of religiosity and spirituality into the professional development of residence life staff can give them the knowledge and insights needed to successfully utilize students' already heightened awareness of their own religiosity, spirituality, and mindfulness, creating an environment that meets their emotional and…

  10. Redesigning Schools to Reach Every Student with Excellent Teachers: Teacher & Staff Selection, Development, & Evaluation Toolkit

    Science.gov (United States)

    Public Impact, 2012

    2012-01-01

    This toolkit is a companion to the school models provided on OpportunityCulture.org. The school models use job redesign and technology to extend the reach of excellent teachers to more students, for more pay, within budget. Most of these school models create new roles and collaborative teams, enabling all teachers and staff to develop and…

  11. 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…

  12. Development of Capacity Building Training Programs for Nuclear R and D Personnel

    International Nuclear Information System (INIS)

    Lee, Eui Jin; Nam, Youngmi; Hwang, Hyeseon; Jang, Eunsook; Song, Eun Ju

    2016-01-01

    The Nuclear Training and Education Center of the Korea Atomic Energy Research Institute has been operating technical training courses on nuclear engineering, engineering mathematics, management leadership training, out sourced practical training, legal education, etc. Strengthening nuclear R and D capacity is essential for the long-term mission and goals of the institute. Therefore, it requires a comprehensive training program to strengthen the unique capability of the institute that reflects diversity and differentiation. In this regard, the capacity building training program has developed on a modular basis, and the developed training program should be tailored to operate according to the institute needs. The capacity building training program for nuclear R and D personnel was developed to reflect the technology strengths of the institute. The developed training program will be developed into a leading branded education of the institute in the future

  13. 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

  14. Weightlifting exercises as means of developing physical training of military personnel

    Directory of Open Access Journals (Sweden)

    Fedak S.S.

    2010-05-01

    Full Text Available The method of physical preparation of military personnel of higher soldiery educational establishments is improved. In an inspection took part 32 servicemen. Military personnel executed tests: at run on 100 and 3000 meters, undercutting on a cross-beam. Influence of employments is certain power exercises on speeding up, force and endurance of military personnel of speciality physical education. The level of influence of employments power exercises is set on physical possibilities of military personnel.

  15. 78 FR 2971 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2013-01-15

    ... personnel who have the necessary knowledge and skills to assume leadership positions in special education... skills needed by the leadership personnel the applicant proposes to prepare, including knowledge of... Services Leadership Personnel AGENCY: Office of Special Education and Rehabilitative Services, Department...

  16. Is it bullying or sexual harassment? Knowledge, attitudes, and professional development experiences of middle school staff.

    Science.gov (United States)

    Charmaraman, Linda; Jones, Ashleigh E; Stein, Nan; Espelage, Dorothy L

    2013-06-01

    This study fills a gap in the literature by examining how school staff members view bullying and sexual harassment and their role in preventing both. Given recent legislation, increasingly more attention is paid to bully prevention; however, student-on-student sexual harassment is less addressed. Four focus groups were conducted with 32 staff members from 4 midwestern public middle schools. Questions assessed professional development opportunities on bullying and sexual harassment prevention/intervention, personal definitions of these behaviors, and their perceptions of school norms regarding such behavior. Staff members recalled receiving more professional development on bullying than sexual harassment. They tended to define sexual harassment as something that occurs between adults and/or adults and students and did perceive their role in enforcing a "sexual harassment-free" peer-to-peer school zone. When school administrators fail to provide professional development on both bullying and sexual harassment, staff members do not understand that sexual harassment occurs between students. Thus, they are unaware of policies to protect students from harmful experiences in educational settings and are not likely to understand their own role in preventing them. © 2013, American School Health Association.

  17. Using relationships to develop practice that values the contribution of older people, families and staff.

    Science.gov (United States)

    Wilson, Christine Brown

    2008-12-01

    Relationships between staff, residents and their families have emerged within the literature as fundamental to the experiences of life within the community of a care home. While there is consensus in the literature that such relationships are central to caring processes, there is a dearth of studies that have explained how different factors contribute to the formation of relationships. The research reported here aims to describe the nature of relationships and develop an interpretive framework to understand how relationships influence the experience of residents, families and staff in care homes. This paper is based on the findings from a constructivist inquiry. Data were collected in three care homes using participant observation, interviews and focus groups with older people, families and staff. Constructivist methodology seeks to share multiple perceptions between participants with the aim of creating a joint construction. This process, known as the hermeneutic dialectic supported the development of shared meanings as views and ideas were shared between participants. The findings suggested that three types of relationships are developed within care homes: pragmatic; personal and responsive and reciprocal. These relationships are influenced by a range of factors that include leadership, team working and the contributions made by residents, families and staff. © 2008 The Author. Journal compilation © 2008 Blackwell Publishing Ltd.

  18. The Effectiveness of the Additional Vocational Education and Staff Development for Industrial Enterprises

    Directory of Open Access Journals (Sweden)

    Y. S. Kalabina

    2012-01-01

    Full Text Available In the course of the Russian economy modernization, developing the effec- tive system of vocational training and further professional training appears to be the main condition for the dynamic competitive advantage of industrial enterprises. The paper inves- tigates the urgent issue of developing the system of additional vocational training and staff development with the reference to the ever-changing institutional logic controlling the em- ployee – employer relations. The paper presents the review of theoretic approaches to the system of additional vocational training, as well as the economic analysis and estimates of return on investment in different forms of vocational training. The methodological approach to the system efficiency estimation is given along with the factors determining the forma- tion and development of vocational training system. Based on the research findings, the recommendations integrating the staff development policy are given aimed at promoting the effectiveness of the employee – employer relations. 

  19. Neutron personnel dosimetry

    International Nuclear Information System (INIS)

    Griffith, R.V.

    1981-01-01

    The current state-of-the-art in neutron personnel dosimetry is reviewed. Topics covered include dosimetry needs and alternatives, current dosimetry approaches, personnel monitoring devices, calibration strategies, and future developments

  20. Personnel Management: A J/A Perspective

    Science.gov (United States)

    Tasca, A. J.

    1974-01-01

    Recently, personnel executives and their staffs are being asked to help management solve an increasing number of human resource and business problems. Personnel management must undergo some changes if it is to achieve its full potential. (Author/AJ)

  1. 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

  2. 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)

  3. Medicaid program; third party liability for medical assistance; FFP rates for skilled professional medical personnel and supporting staff; and sources of state share of financial participation--HCFA. Proposed rules.

    Science.gov (United States)

    1984-06-04

    These proposed regulations would--(1) Broaden the scope of services for which a State must collect from third parties the cost of medical assistance furnished to Medicaid recipients, remove the specific requirements for the terms of cooperative agreements for third party collections, and revise the methods of paying claims involving third party liability; (2) Clarify criteria used in determining whether skilled professional medical personnel and supporting staff involved in the administration of the Medicaid program quality for 75 percent Federal matching; and (3) Clarify policy to permit public and private donations to be used as a State's share of financial participation in the entire Medicaid program, instead of only for training expenditures. The proposed amendments would clarify policy and reduce program expenditures.

  4. Improving Scientific Communication and Publication Output in a Multidisciplinary Laboratory: Changing Culture Through Staff Development Workshops

    Energy Technology Data Exchange (ETDEWEB)

    Noonan, Christine F.; Stratton, Kelly G.

    2015-07-13

    Communication plays a fundamental role in science and engineering disciplines. However, many higher education programs provide little, if any, technical communication coursework. Without strong communication skills scientists and engineers have less opportunity to publish, obtain competitive research funds, or grow their careers. This article describes the role of scientific communication training as an innovative staff development program in a learning-intensive workplace – a national scientific research and development laboratory. The findings show that involvement in the workshop has increased overall participating staff annual publications by an average of 61 percent compared to their pre-workshop publishing performance as well as confidence level in their ability to write and publish peer-reviewed literature. Secondary benefits include improved information literacy skills and the development of informal communities of practice. This work provides insight into adult education in the workplace.

  5. Development of the Teacher Candidates’ Level of being Affected from Public Personnel Selection Examination Scale

    Directory of Open Access Journals (Sweden)

    Fatma SUSAR KIRMIZI

    2016-07-01

    Full Text Available This study aimed to develop a scale to evaluate teacher candidates' level of being affected from the public personnel selection examination. The participants of the study consisted of the final year students at Pamukkale University Education Faculty. The participants were 207 teacher candidates, of whom 143 were female and 64 were male. The validity and reliability study of the scale was conducted on the data gathered from teacher candidates studying at Art Teaching, Music Teaching, Turkish Language Teaching, Social Studies Education, Science Teaching, Psychological Counseling and Guidance Education, Elementary Education and Preschool Education departments of Pamukkale University Education Faculty. The Lawshe technique was used in the evaluation of the scale by experts. To determine the construct validity, factor analysis was performed on the data, and two sub-scales were identified. The factor loading values of the items in the first sub-scale ranged between 0,65 and 0,35, and those in the second sub-scale between 0,75 and 0,39. As a result of the analyses, the "Teacher Candidates' Level of Being Affected From Public Personnel Selection Examination Scale" (TCLBAPPSES including 33 items, 23 negative and 10 positive, and two sub-scales was produced. The Cronbach's Alpha reliability coefficient was found as 0,86 for the first sub-dimension, 0,73 for the second sub-dimension, and 0,91 for the whole scale. As a result, it can be argued that the scale is reliable

  6. Electric personnel carrier introduced : RES Equipment Sales spearheads development of electric underground vehicle

    International Nuclear Information System (INIS)

    Tollinsky, N.

    2010-01-01

    RES Equipment Sales of Dryden, Ontario is leading the development of a battery-powered personnel utility vehicle for underground mining applications. Among the advantages of the battery-powered personnel carrier are quietness of the carrier and zero emissions, which eliminates particulates from diesel engines and reduces the need for ventilation. This article discussed the design and building of the vehicle. It was designed to accommodate up to 3 battery packs, depending on the frequency of use. Swapping batteries takes between 2 or 3 minutes. Spent batteries must be plugged in for 6 hours and rest for another 6 to 8 hours before being ready for service. The vehicle accommodates 2 or 3 people and travels at speeds of 6 to 8 miles per hour. This article also provided background information on RES Equipment Sales. The company remanufactures underground mining equipment, including load-haul-dump machines, jumbos, haul trucks and utility vehicles. In addition, the company sells and services new equipment, including Oldenburg Cannon jumbos, scalers and utility vehicles, as well as Canun International pneumatic rock drills and NPK rock breakers. 1 ref., 1 fig.

  7. 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.

  8. Emotional responses of tutors and students in problem-based learning: lessons for staff development.

    Science.gov (United States)

    Bowman, Deborah; Hughes, Patricia

    2005-02-01

    Problem-based learning (PBL) is a method of teaching and learning that is used increasingly in medical and health care curricula worldwide. The literature on PBL is considerable and continues to develop. One important aspect of PBL is that students and tutors spend a lot of time together and this fosters an informal atmosphere that may encourage intimacy. The existing literature on PBL has not considered the emotional and psychological aspects of PBL nor the concomitant need for staff support and development. We present a discussion paper considering the ways in which educationalists using or considering using PBL could be informed by the psychological and psychotherapeutic literature on groups and group dynamics, in particular the work of Wilfred Bion. We discuss how PBL tutorials may arouse emotional responses that could result in unconsidered behaviours that impede student learning. We argue that faculty and PBL tutors need to agree and remain alert to the primary task of the group. Faculty should develop professional standards for tutors to use as reference points to ensure the group stays on course and achieves its intended outcomes. We conclude that greater attention should be paid by educationalists and faculty to identifying possible tutor emotional responses as part of initial PBL tutor training and ongoing staff development. We offer vignettes that have been successfully used in training and staff development at a UK medical school to demonstrate the practical application of our theoretical discussion.

  9. Development of a VR therapy application for Iraq war military personnel with PTSD.

    Science.gov (United States)

    Rizzo, Albert; Pair, Jarrell; McNerney, Peter J; Eastlund, Ernie; Manson, Brian; Gratch, Jon; Hill, Randy; Swartout, Bill

    2005-01-01

    Post Traumatic Stress Disorder (PTSD) is reported to be caused by traumatic events that are outside the range of usual human experiences including (but not limited to) military combat, violent personal assault, being kidnapped or taken hostage and terrorist attacks. Initial data suggests that 1 out of 6 returning Iraq War military personnel are exhibiting symptoms of depression, anxiety and PTSD. Virtual Reality (VR) exposure therapy has been used in previous treatments of PTSD patients with reports of positive outcomes. The aim of the current paper is to specify the rationale, design and development of an Iraq War PTSD VR application that is being created from the virtual assets that were initially developed for theX-Box game entitled Full Spectrum Warrior which was inspired by a combat tactical training simulation, Full Spectrum Command.

  10. A comprehensive professional development training's effect on afterschool program staff behaviors to promote healthy eating and physical activity.

    Science.gov (United States)

    Weaver, Robert Glenn; Beets, Michael W; Saunders, Ruth P; Beighle, Aaron; Webster, Collin

    2014-01-01

    Evaluate a comprehensive intervention designed to support staff and program leaders in the implementation of the YMCA of USA healthy eating and physical activity (HEPA) standards for their afterschool programs (3-6 pm). Pre- (fall 2011) and postassessment (spring 2012) no-control group. Four large-scale YMCA afterschool programs serving approximately 500 children. Professional development training founded on the 5Ms (ie, Mission, Model, Manage, Monitor, and Maximize) and LET US Play principles (ie, Lines, Elimination, Team size, Uninvolved staff/kids, and Space, equipment, and rules), on-site booster training sessions, workshops, and ongoing technical support for staff and program leaders from January to May 2012. System for Observing Staff Promotion of Activity and Nutrition. Multilevel mixed-effects linear (ie, staff behaviors expressed as a percentage of the number of scans observed) and logistic regression. A total of 5328 System for Observing Staff Promotion of Activity and Nutrition scans were completed over the 2 measurement periods. Of the 20 staff behaviors identified in HEPA standards and measured in this study, 17 increased or decreased in the appropriate direction. For example, the proportion staff engaged in physical activity with children increased from 26.6% to 37% and the proportion of staff eating unhealthy foods decreased from 42.1% to 4.5%. Comprehensive professional development training, founded on the 5Ms and LET US Play principles, and ongoing technical assistance can have a sizable impact on key staff behaviors identified by HEPA standards for afterschool programs.

  11. 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…

  12. Nursing care of patients with gastrointestinal cancer: a staff development approach.

    Science.gov (United States)

    Martino Maze, Claire D

    2002-01-01

    This article discusses how staff development educators can conduct an innovative class for nurses caring for patients with gastrointestinal cancer. The nurse's role in caring for these patients includes knowledge of the pathophysiology, risk factors, detection methods, signs and symptoms, treatments, conventional and integrative holistic nursing interventions, and community resources. However, consideration should be given to the total learning experience rather than technical skills alone.

  13. The utilization of knowledge of and interest in research and development among primary care staff by means of strategic communication - a staff cohort study.

    Science.gov (United States)

    Morténius, Helena; Marklund, Bertil; Palm, Lars; Fridlund, Bengt; Baigi, Amir

    2012-08-01

    The obvious gap between evidence and practice in health care is unfavourable for patient care and requires the promotion of a scientific attitude among health care professionals. The aim of the present study was to determine the utilization of knowledge of and interest in research and development among primary care staff by means of a strategic communication process. A cohort consisting of primary care staff (n = 1276) was designed and strategic communication was utilized as a platform over a 7-year period. Quantitative and qualitative methods were taken in account. We found that 97% of the staff had gained knowledge of research and development, 60% of whom remained interested in the subject. The oral communication channel was the most powerful for creating research interest. Organizational culture was a barrier to interest in science. The study demonstrates a significant increase in knowledge and interest among primary care staff as a result of a strategic communication process. Strategic communication should lead to a more evenly distributed research commitment among all health care professionals, thus facilitating communication between them and patients in order to clarify, for example, the causes of disease. © 2011 Blackwell Publishing Ltd.

  14. 76 FR 20637 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2011-04-13

    ... real-world applications of evaluating the effectiveness of early intervention providers, related... are not limited to, psychological services, physical therapy (including therapy provided by personnel...

  15. A questionnaire measuring staff perceptions of Lean adoption in healthcare: development and psychometric testing.

    Science.gov (United States)

    Kaltenbrunner, Monica; Bengtsson, Lars; Mathiassen, Svend Erik; Engström, Maria

    2017-03-24

    During the past decade, the concept of Lean has spread rapidly within the healthcare sector, but there is a lack of instruments that can measure staff's perceptions of Lean adoption. Thus, the aim of the present study was to develop a questionnaire measuring Lean in healthcare, based on Liker's description of Lean, by adapting an existing instrument developed for the service sector. A mixed-method design was used. Initially, items from the service sector instrument were categorized according to Liker's 14 principles describing Lean within four domains: philosophy, processes, people and partners and problem-solving. Items were lacking for three of Liker's principles and were therefore developed de novo. Think-aloud interviews were conducted with 12 healthcare staff from different professions to contextualize and examine the face validity of the questionnaire prototype. Thereafter, the adjusted questionnaire's psychometric properties were assessed on the basis of a cross-sectional survey among 386 staff working in primary care. The think-aloud interviews led to adjustments in the questionnaire to better suit a healthcare context, and the number of items was reduced. Confirmatory factor analysis of the adjusted questionnaire showed a generally acceptable correspondence with Liker's description of Lean. Internal consistency, measured using Cronbach's alpha, for the factors in Liker's description of Lean was 0.60 for the factor people and partners, and over 0.70 for the three other factors. Test-retest reliability measured by the intra-class correlation coefficient ranged from 0.77 to 0.88 for the four factors. We designed a questionnaire capturing staff's perceptions of Lean adoption in healthcare on the basis of Liker's description. This Lean in Healthcare Questionnaire (LiHcQ) showed generally acceptable psychometric properties, which supports its usability for measuring Lean adoption in healthcare. We suggest that further research focus on verifying the usability of

  16. INFORMATION MODELLING OF PROCESS OF ADOPTION OF ADMINISTRATIVE DECISIONS AT THE ORGANIZATION OF PROFESSIONAL DEVELOPMENT OF THE PERSONNEL

    Directory of Open Access Journals (Sweden)

    Yaroslav E. Prokushev

    2015-01-01

    Full Text Available The article is devoted to a problem of theorganization of professional developmentof personnel. The article is consideringtwo interconnected tasks. The fi rst task is: estimation of degree of need of professional development of the specifi c worker. The second task is: choice of the programof professional development. Functionalinformation models of procedures ofadoption of administrative decisions withinthese tasks are developed.

  17. 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.

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

    Science.gov (United States)

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

    2006-01-01

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

  19. 77 FR 16819 - Applications for New Awards; Personnel Development To Improve Services and Results for Children...

    Science.gov (United States)

    2012-03-22

    ...) Scholar competencies to be acquired in the program relate to knowledge and skills needed by the leadership... knowledge and skills, will enable the scholars to acquire the competencies needed by leadership personnel... Services Leadership Personnel AGENCY: Office of Special Education and Rehabilitative Services, Department...

  20. DOE Handbook: Guide to good practices for training of technical staff and managers

    International Nuclear Information System (INIS)

    1997-01-01

    Training programs at DOE facilities should prepare personnel to safely and efficiently operate the facilities in accordance with DOE requirements. This guide contains information that can be used to develop or validate training programs for technical staff and managers at DOE nuclear facilities. Training programs based on the content of this guide should provide assurance that these personnel perform their jobs safely and competently

  1. 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…

  2. 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…

  3. 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…

  4. 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.

  5. Development of methods for nuclear power plant personnel qualifications and training

    International Nuclear Information System (INIS)

    Jorgensen, C.C.; Carter, R.J.

    1985-01-01

    The Nuclear Regulatory Commission (NRC) has proposed that additions and revisions should be made to Title 10 of the ''Code of Federal Regulations,'' Parts 50 and 55, and to Regulatory Guides 1.8 and 1.149. Oak Ridge National Laboratory (ORNL) is developing methods and some aspects of the technical basis for the implementation and assessment of training programs, personnel qualifications, and simulation facilities to be designed in accordance with the proposed rule changes. The paper describes the three methodologies which were developed during the FY-1984 research. The three methodologies are: (1) a task sort procedure (TSORT); (2) a simulation facility evaluation methodology; and (3) a task analysis profiling system (TAPS). TAPS is covered in detail in this paper. The task analysis profiling system has been designed to support training research. It draws on artificial intelligence concepts of pattern matching to provide an automated task analysis of normal English descriptions of job behaviors. TAPS development consisted of creating a precise method for the definition of skills, knowledge, abilities, and attitudes (SKAA), and generating SKAA taxonomic elements. It systematically outputs skills, knowledge, attitudes, and abilities, and information associated with them

  6. 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.

  7. 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 ...

  8. Historical review of personnel dosimetry development and its use in radiation protection programs at Hanford 1944 to the 1980s

    Energy Technology Data Exchange (ETDEWEB)

    Wilson, R.H.

    1987-02-01

    This document is an account of the personnel dosimetry programs as they were developed and practiced at Hanford from their inception in 1943 to 1944 to the 1980s. This history is divided into sections covering the general categories of external and internal measurement methods, in vivo counting, radiation exposure recordkeeping, and calibration of personnel dosimeters. The reasons and circumstances surrounding the inception of these programs at Hanford are discussed. Information about these programs was obtained from documents, letters, and memos that are available in our historical records; the personnel files of many people who participated in these programs; and from the recollections of many long-time, current, and past Hanford employees. For the most part, the history of these programs is presented chronologically to relate their development and use in routine Hanford operations. 131 refs., 38 figs., 23 tabs.

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

    Directory of Open Access Journals (Sweden)

    Lorna M. Campbell

    2001-12-01

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

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

    Directory of Open Access Journals (Sweden)

    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.

  11. Information Technology Management: The Development of the Navy Standard Integrated Personnel System

    National Research Council Canada - National Science Library

    Granetto, Paul

    2003-01-01

    ... Information Systems Review Council (Council) approved Milestone 0 for the Navy System. While approving the milestone, the Council also stated that the Navy System should incorporate the core capabilities of a common DoD-wide military personnel system...

  12. Developing and implementing "meta-supervision' for mental health nursing staff supervisees

    DEFF Research Database (Denmark)

    Buus, N.; Lynch, L.; Gonge, H.

    2016-01-01

    This paper reports from a study of an intervention aimed at strengthening mental health nursing staff supervision. We developed and tested a short-term group-based meta-supervision intervention as a supplement to usual supervision. The intervention drew on action learning principles to activate...... at creating structural change, whereas barriers inside' the supervision setting inspired projects aimed at creating individual change. The meta-supervision intervention was effective in increasing participation in supervision, but it shared the same problems of resistance and reluctance as often observed...

  13. 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.

  14. 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.

  15. Developing Research Skills for Undergraduate Business Students: Experiential Learning on Introduction to Personnel Administration and Industrial Relations Course

    Science.gov (United States)

    Figueroa, Carmen I.; González, Cándida

    2014-01-01

    This paper reports on research into developing research skills in human resources management of apprentices through experiential learning. The target groups were undergraduate business students registered in the Introduction to Personnel and Industrial Relations course. The research identified the appreciation level of importance and satisfaction…

  16. Development of bridge-scour instrumentation for inspection and maintenance personnel

    Science.gov (United States)

    Mueller, David S.; Landers, Mark N.; ,

    1993-01-01

    Inspecting bridges and monitoring scour during high flow can improve public transportation safety by providing early identification of scour and stream stability problems at bridges. Most bridge-inspection data are collected during low flow, when scour holes may have refilled. More than 25 percent of the States that responded to a questionnaire identified lack of adequate methodology and/or equipment as reasons for not collecting scour data during high-flow conditions. Therefore, the U.S. Geological Survey (USGS), in cooperation with the Federal Highway Administration, has begun to develop instrumentation for measuring scour that could be used by inspection and maintenance personnel during high-flow conditions. A variety of instruments and techniques for measuring scour were tested and evaluated in real-time bridge-scour data-collection studies by the USGS. In the National Scour study, fathometers were found to be superior to sounding weights and will be the primary bed-measuring instrument. The ability of low-cost fathometers and fish finders to locate the bed accurately is being evaluated. Simple and efficient methods for deploying the transducer during floods are also important for a successful measurement. The information and additional testing are being used to design new, portable scour-measuring systems.

  17. 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...

  18. State Actions for Personnel Evaluation

    Directory of Open Access Journals (Sweden)

    Carol B. Furtwengler

    1995-02-01

    Full Text Available This article is an analysis four major policy issues associated with state actions for personnel evaluation from 1983 to 1992 and provides descriptive information about state policy actions taken during those years. Twenty states enacted their first requirements for performance evaluation, and states assumed new roles for program development, implementation, and staff development. Twenty-nine states passed legislation for performance pay programs, but only five programs remained viable by 1992. States generally avoided the issue of teacher tenure when enacting legislation for teacher evaluation. Thirty-eight states enacted 67 changes in legislation prescribing specific requirements for personnel evaluation. During the early part of the reform movement, state actions focused on accountability; toward the end of the reform movement states actions relinquished control and returned responsibility for evaluation to local school districts. Legislation varied across the states in the purpose for evaluation: improvement, continuing employment, and performance pay. The study found a positive relationship (0.48 between state control over personnel evaluation and state funding of education.

  19. Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

    Directory of Open Access Journals (Sweden)

    Ike Nesdia Rahmawati

    2016-09-01

    Full Text Available Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR. Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS. Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stay Discussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay. Keywords: intention to stay, quality of nursing work life, job satisfaction, commitment.

  20. 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.

  1. 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.

  2. Action research in the professional development of university staff: a case study from operative dentistry.

    Science.gov (United States)

    Yip, H K; Smales, R J

    2000-10-01

    Action research has long been used in educational research and increasingly features in the professional development of university staff. A brief review of the historical development of action research is presented together with the range of approaches covered and their common characteristics. To illustrate the elements of action research, an example is drawn from operative dentistry. The steps taken by a lecturer to improve a pre-clinical course in operative dentistry are described in some detail and the outcomes of the action are reported and evaluated. The findings support the suitability of action research for professional development in dental education. The kinds of problems likely to be encountered by teachers using this methodology are reported. The ability of the participant investigators to reflect critically on the action taken was found to be a key component of action research.

  3. 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.

  4. Manpower development for each level of nuclear power plant personnel, experience and problems

    International Nuclear Information System (INIS)

    Martin, H.D.

    1986-01-01

    The following topics to be covered in this report are: Power plant organization and staff categories; basic education and training; practical experience requirements; effects of promotion and fluctuation; social problems associated with training abroad; technical problems and solutions. (orig.)

  5. 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.

  6. A coordinated comprehensive professional development training's effect on summer day camp staff healthy eating and physical activity promoting behaviors.

    Science.gov (United States)

    Weaver, R Glenn; Beets, Michael W; Saunders, Ruth P; Beighle, Aaron

    2014-08-01

    The YMCA of USA recently adopted Healthy Eating and Physical Activity (HEPA) Standards for their summer-day- camps (SDCs). Standards call for staff to exhibit HEPA promoting behaviors while eliminating HEPA discouraging behaviors. No studies have evaluated training programs to influence policy specified staff behaviors and related changes in child activity in SDCs. Four YMCA SDCs serving approximately 800 children/week participated in this no control group pre/post pilot study. Professional development training founded in the 5 Ms (Mission, Model, Manage, Monitor, Maximize) and LET US Play principles (lines; elimination; team size; uninvolved staff/kids; and space, equipment, and rules) was delivered to staff. Outcomes were staff promotion behaviors and child activity assessed via systematic observation instruments. Twelve of 17 HEPA staff behaviors changed in the appropriate direction from baseline to postassessment with 5 behaviors reaching statistically significant changes. The percentage of girls and boys observed in moderate-to-vigorous physical activity increased from 15.3% to 18.3% (P > .05) and 17.9% to 21.2%, whereas sedentary behavior decreased from 66.8% to 59.8% and 62.3% to 53.6%, respectively. Evidence suggests that the professional development training designed to assist SDCs to meet the HEPA Standards can lead to important changes in staff behaviors and children's physical activity.

  7. A Coordinated Comprehensive Professional Development Training's Effect on Summer Day Camp Staff Healthy Eating and Physical Activity Promoting Behaviors.

    Science.gov (United States)

    Weaver, R Glenn; Beets, Michael W; Saunders, Ruth P; Beighle, Aaron

    2014-08-01

    The YMCA of USA recently adopted Healthy Eating and Physical Activity (HEPA) Standards for their summer-day-camps (SDCs). Standards call for staff to exhibit HEPA promoting behaviors while eliminating HEPA discouraging behaviors. No studies have evaluated training programs to influence policy specified staff behaviors and related changes in child activity in SDCs. Four YMCA SDCs serving approximately 800 children/week participated in this no control group pre/post pilot study. Professional development training founded in the 5 Ms (Mission, Model, Manage, Monitor, Maximize) and LET US Play principles (lines; elimination; team size; uninvolved staff/kids; and space, equipment, and rules) was delivered to staff. Outcomes were staff promotion behaviors and child activity assessed via systematic observation instruments. Twelve of 17 HEPA staff behaviors changed in the appropriate direction from baseline to postassessment with 5 behaviors reaching statistically significant changes. The percentage of girls and boys observed in moderate-to-vigorous physical activity increased from 15.3% to 18.3% (P > .05) and 17.9% to 21.2%, whereas sedentary behavior decreased from 66.8% to 59.8% and 62.3% to 53.6%, respectively. Evidence suggests that the professional development training designed to assist SDCs to meet the HEPA Standards can lead to important changes in staff behaviors and children's physical activity.

  8. Developing a Novel Multi-objective Programming Model for Personnel Assignment Problem

    Directory of Open Access Journals (Sweden)

    Mehdi Seifbarghy

    2014-05-01

    Full Text Available The assignment of personnel to the right positions in order to increase organization's performance is one of the most crucial tasks in human resource management. In this paper, personnel assignment problem is formulated as a multi-objective binary integer programming model in which skills, level of satisfaction and training cost of personnel are considered simultaneously in productive company. The purpose of this model is to obtain the best matching between candidates and positions. In this model, a set of methods such as a group analytic hierarchy process (GAHP, Shannon entropy, coefficient of variation (CV and fuzzy logic are used to calculate the weights of evaluation criteria, weights of position and coefficient of objective functions. This proposed model can rationalize the subjective judgments of decision makers with mathematic models.

  9. The Regional-Matrix Approach to the Training of Highly Qualified Personnel for the Sustainable Development of the Mining Region

    Science.gov (United States)

    Zhernov, Evgeny; Nehoda, Evgenia

    2017-11-01

    The state, regional and industry approaches to the problem of personnel training for building an innovative knowledge economy at all levels that ensures sustainable development of the region are analyzed in the article using the cases of the Kemerovo region and the coal industry. A new regional-matrix approach to the training of highly qualified personnel is proposed, which allows to link the training systems with the regional economic matrix "natural resources - cognitive resources" developed by the author. A special feature of the new approach is the consideration of objective conditions and contradictions of regional systems of personnel training, which have formed as part of economic systems of regions differ-entiated in the matrix. The methodology of the research is based on the statement about the interconnectivity of general and local knowledge, from which the understanding of the need for a combination of regional, indus-try and state approaches to personnel training is derived. A new form of representing such a combination is the proposed approach, which is based on matrix analysis. The results of the research can be implemented in the practice of modernization of professional education of workers in the coal industry of the natural resources extractive region.

  10. Prison staff and women prisoner's views on self-harm; their implications for service delivery and development: A qualitative study.

    Science.gov (United States)

    Kenning, Cassandra; Cooper, Jayne; Short, Vicky; Shaw, Jenny; Abel, Kathryn; Chew-Graham, Carolyn

    2010-10-01

    Rates of self-harm are high among women in prison in the UK. This is the first study to compare the views and attitudes of prison staff and women prisoners and to look at the effects of these attitudes on prisoner/staff relationships. To explore understanding of self-harm among women prisoners, prison officers and health-care staff and how their perceptions might influence service provision and development. Semi-structured interviews were conducted with women prisoners who self-harm and with staff at a women's prison. Data were analysed thematically. Prison officers often attributed motives to self-harm such as 'manipulation' and 'attention-seeking', whereas descriptions by women prisoners, prison governors and health-care staff suggested explanations in affect regulation or self-punishment. Differences between prison officers and other staff working in the prison in their understanding of self-harm by women prisoners may lie in training differences, but there may be other explanations such as self-protection/coping strategies. More training and support for officers may result in improved staff-prisoner relationships and thus, safer service provision. © 2010 John Wiley & Sons, Ltd.

  11. Training of personnel

    International Nuclear Information System (INIS)

    1998-01-01

    Nuclear Regulatory Authority of the Slovak Republic (NRA SR) activities in the area of NPPs staff qualification followed requirements of the Act No. 28/1984 of Collection on the state supervision over nuclear safety of nuclear installations and Decree of CSKAE No. 191/1989 of Collection. Based on these documents, staff having direct influence on nuclear safety by their working activity are subject to an examination of special vocational capability, i.e. verification of a set of their vocational knowledge and skills. Selected staff is examined by the State Examining Committee established by NRA's chairman. Based on successfully passed exams before the State Examining Commission, the NRA issues licences for selected personnel working at the WWER type of a nuclear installation. The positions are as follows: shift supervisor, unit supervisor, primary circuit operator, secondary circuit operator, and reactor physicist.Such licenses are valid for two years from the date of issue.In the event of passing an exam with grade with grade e xcellent , licences for a 4-year period can be granted to select personnel of the NPP V-2. For the past year of 1997, the number of licences issued to NPPs V-1 and V-2 selected personnel is reviewed. During the year, the technical equipment testing on the NPP Mochovce simulator was done. Granted licences on the ground of the NPP Mochovce for selected personnel as professional qualifications of simulation training instructors. Working negotiations at international level were held during the year to secure funds to improve the NPP V-2 simulator (US AID); also testing of technical equipment of the full-scope simulator of NPP-Mochovce, professional eligibility and overall preparation of simulator training including simulator software. Funded by the PHARE programme, an in co-operation with the IAEA, personnel qualification upgrade courses continued

  12. 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.

  13. Restructuring Teacher Evaluation in Japan: Recent Developments in Personnel Management System.

    Science.gov (United States)

    Takakura, Sho; Ono, Yumika

    Currently, every aspect of Japanese education in undergoing reform. The personnel management system is being structured largely from the viewpoint of two policy interests: introduction of a new teacher evaluation system and dealing with teachers' lack of teaching skills and competencies. This paper examines these two policy interests, noting…

  14. Continuing professional development training needs of medical laboratory personnel in Botswana.

    Science.gov (United States)

    Kasvosve, Ishmael; Ledikwe, Jenny H; Phumaphi, Othilia; Mpofu, Mulamuli; Nyangah, Robert; Motswaledi, Modisa S; Martin, Robert; Semo, Bazghina-Werq

    2014-08-18

    Laboratory professionals are expected to maintain their knowledge on the most recent advances in laboratory testing and continuing professional development (CPD) programs can address this expectation. In developing countries, accessing CPD programs is a major challenge for laboratory personnel, partly due to their limited availability. An assessment was conducted among clinical laboratory workforce in Botswana to identify and prioritize CPD training needs as well as preferred modes of CPD delivery. A self-administered questionnaire was disseminated to medical laboratory scientists and technicians registered with the Botswana Health Professions Council. Questions were organized into domains of competency related to (i) quality management systems, (ii) technical competence, (iii) laboratory management, leadership, and coaching, and (iv) pathophysiology, data interpretation, and research. Participants were asked to rank their self-perceived training needs using a 3-point scale in order of importance (most, moderate, and least). Furthermore, participants were asked to select any three preferences for delivery formats for the CPD. Out of 350 questionnaires that were distributed, 275 were completed and returned giving an overall response rate of 79%. The most frequently selected topics for training in rank order according to key themes were (mean, range) (i) quality management systems, most important (79%, 74-84%); (ii) pathophysiology, data interpretation, and research (68%, 52-78%); (iii) technical competence (65%, 44-73%); and (iv) laboratory management, leadership, and coaching (60%, 37-77%). The top three topics selected by the participants were (i) quality systems essentials for medical laboratory, (ii) implementing a quality management system, and (iii) techniques to identify and control sources of error in laboratory procedures. The top three preferred CPD delivery modes, in rank order, were training workshops, hands-on workshops, and internet-based learning

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

    Science.gov (United States)

    Wheeler, Amanda; Fowler, Jane; Hattingh, Laetitia

    2013-01-01

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

  16. [Development and effect of a web-based child health care program for the staff at child daycare centers].

    Science.gov (United States)

    Kim, Ji Soo

    2010-04-01

    The purpose of the study is to develop a web-based program on child health care, and to identify the effect of the program on knowledge of, attitudes towards child health care, and health care practice in staff of daycare centers. The program was developed through the processes of needs analysis, contents construction, design, development, and evaluation. After the program was developed, it was revised through feedback from 30 experts. To identify the effect of developed program, onegroup pretest-posttest design study was conducted with 64 staff members from 12 daycare centers in Korea. The program was developed based on users' needs and consisted of five parts: health promotion, disease and symptoms management, oral health, injury and safety, sheets and forms. This study showed that the total score of staff who used the program was significantly higher in terms of knowledge, attitudes, and their health care practice compared with pretest score (pchild health promotion as well as can provide the staff with the insightful child health information. Therefore, it is expected that this program will be applied to staff of other child care settings for children's health.

  17. A review of the provision of appropriate advice by pharmacy staff for self-medication in developing countries.

    Science.gov (United States)

    Brata, Cecilia; Gudka, Sajni; Schneider, Carl R; Clifford, Rhonda M

    2015-01-01

    Patients in developing countries often prefer to self-medicate via community pharmacies. Pharmacy staff are therefore in a strategic position to optimize the health of the public by providing appropriate advice to patients who self-medicate. To determine the proportion of pharmacy staff who provide appropriate advice when handling self-medication requests in developing countries. A literature search was undertaken via MEDLINE, EMBASE, CINAHL Plus, Web of Science and International Pharmaceutical Abstracts. Studies that reported on the proportion of pharmacy staff providing appropriate advice when handling self-medication requests in developing countries were included. The appropriateness of advice was determined by each author's definition in the original studies. Twenty-eight studies met the inclusion criteria. There were variations in methods, scenarios, how the authors reported and defined appropriate advice, and study populations. The proportion of pharmacy staff providing appropriate advice varied widely from 0% to 96%, with a minority providing appropriate advice in 83% of the scenarios performed. There was considerable variation in results, with the majority of studies reporting that inappropriate advice was provided by pharmacy staff when handling self-medication requests in developing countries. Consistent and robust methods are required to provide comparisons across practice settings. There is also a need to identify contributing factors to poor provision of advice for developing intervention strategies for practice improvement. Copyright © 2015 Elsevier Inc. All rights reserved.

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

    Science.gov (United States)

    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…

  19. Command History Calendar Year 1992 (Navy Personnel Research and Development Center)

    Science.gov (United States)

    1993-07-01

    this information to plan new programs to improve the quality of life of Naval personnel. Navy Equal Opportunity and Sexual 1arassment (NEOSH) Survey The...Navy Equal Opportity and exJal Harasment (NEOSH) Survey is a Iiannual assessment of the Navy’s equal opporumity (EO) climate and the occurrence of... sexual harassment. The EO climate is assessed in nine content areas: assignments, training, leadership, commnicatons, interpersonal relations

  20. Medical staff involvement in nursing homes: development of a conceptual model and research agenda.

    Science.gov (United States)

    Shield, Renée; Rosenthal, Marsha; Wetle, Terrie; Tyler, Denise; Clark, Melissa; Intrator, Orna

    2014-02-01

    Medical staff (physicians, nurse practitioners, physicians' assistants) involvement in nursing homes (NH) is limited by professional guidelines, government policies, regulations, and reimbursements, creating bureaucratic burden. The conceptual NH Medical Staff Involvement Model, based on our mixed-methods research, applies the Donabedian "structure-process-outcomes" framework to the NH, identifying measures for a coordinated research agenda. Quantitative surveys and qualitative interviews conducted with medical directors, administrators and directors of nursing, other experts, residents and family members and Minimum Data Set, the Online Certification and Reporting System and Medicare Part B claims data related to NH structure, process, and outcomes were analyzed. NH control of medical staff, or structure, affects medical staff involvement in care processes and is associated with better outcomes (e.g., symptom management, appropriate transitions, satisfaction). The model identifies measures clarifying the impact of NH medical staff involvement on care processes and resident outcomes and has strong potential to inform regulatory policies.

  1. Chapter 9. Personnel qualification and training

    International Nuclear Information System (INIS)

    2001-01-01

    The overall training system and the development of projects for training of all categories of NPP V-1, NPP V-2 Bohunice, SE-VYZ and NPP Mochovce staff were the subject of Nuclear Regulatory Authority of the Slovak Republic (UJD) attention. During 2000, the following inspections were carried out on nuclear personnel training: (a) NPP Bohunice: an inspection focused on compliance with requirements for staff qualifications and compliance with the prescribed training of Bohunice plant staff ; (b) NPP Mochovce: an inspection focused on compliance with the requirements for staff qualifications and compliance with the prescribed training of NPP Mochovce staff; an inspection focused on verifying the simulator aided training; an inspection focused on checking the preparedness of NPP Mochovce operation and technical personnel for NPP Mochovce Unit 2 operation; (c) Technology for treatment and conditioning of radioactive waste Bohunice (BSC): an inspection focused on compliance with the requirements for staff qualifications and compliance with the prescribed training of SE-VYZ staff; VUJE Trnava: verification of technical equipment and professional skills of VUJE Trnava staff and tasks arising out of the 'Authorisation on nuclear installation staff training'. Examinations of selected personnel were scheduled according to the plan of examining committee meetings. For each examined person written tests are generated by the computer from the database of test questions at the Training Centre of VUJE Trnava for individual positions - categories of selected staff of NPP V-1 and NPP V-2 Bohunice and NPP Mochovce so that the examination questions both in written and oral part equally cover individual facilities and regimes of operation of NPP. The database is continuously updated, thereby containing new questions resulting from the recent changes carried out at NPPs. A part of the examination in case of promotion to a higher position is the practical part, which is conducted under

  2. Electronic Official Personnel Folder System

    Data.gov (United States)

    US Agency for International Development — The eOPF is a digital recreation of paper personnel folder that stores electronic personnel data spanning an individual's Federal career. eOPF allows employees to...

  3. Development of the Teacher Candidates’ Level of being Affected from Public Personnel Selection Examination Scale

    Directory of Open Access Journals (Sweden)

    Fatma SUSAR KIRMIZI

    2015-07-01

    Full Text Available This study aimed to develop a scale to evaluate teacher candidates' level of being affected from the public personnel selection examination. The participants of the study consisted of the final year students at Pamukkale University Education Faculty. The participants were 207 teacher candidates, of whom 143 were female and 64 were male. The validity and reliability study of the scale was conducted on the data gathered from teacher candidates studying at Art Teaching, Music Teaching, Turkish Language Teaching, Social Studies Education, Science Teaching, Psychological Counseling and Guidance Education, Elementary Education and Preschool Education departments of Pamukkale University Education Faculty. The Lawshe technique was used in the evaluation of the scale by experts. To determine the construct validity, factor analysis was performed on the data, and two sub-scales were identified. The factor loading values of the items in the first sub-scale ranged between 0,65 and 0,35, and those in the second sub-scale between 0,75 and 0,39. As a result of the analyses, the "Teacher Candidates' Level of Being Affected From Public Personnel Selection Examination Scale" (TCLBAPPSES including 33 items, 23 negative and 10 positive, and two sub-scales was produced. The Cronbach's Alpha reliability coefficient was found as 0,86 for the first sub-dimension, 0,73 for the second sub-dimension, and 0,91 for the whole scale. As a result, it can be argued that the scale is reliable.-------------Öğretmen Adaylarının Kamu Personeli Seçme Sınavından Etkilenme Düzeyi Ölçeğinin GeliştirilmesiÖzet:Bu çalışmada, öğretmen adaylarının kamu personeli seçme sınavından etkilenme düzeylerini değerlendirmek için bir ölçek geliştirilmesi amaçlanmıştır. Araştırmanın çalışma grubunu Pamukkale Üniversitesi Eğitim Fakültesi son sınıf öğrencileri oluşturmuştur. Araştırmada 143 kız, 64 erkek olmak üzere toplam 207 öğretmen adayına ula

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

    CERN Multimedia

    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

  5. 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)

  6. 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)

  7. 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...

  8. Using problem-based learning in staff development: strategies for teaching registered nurses and new graduate nurses.

    Science.gov (United States)

    Chunta, Kristy S; Katrancha, Elizabeth D

    2010-12-01

    Problem-based learning, described as an active teaching strategy, provides a framework for the development of self-directed learning, self-evaluation, interpersonal communication, critical thinking, and access and retrieval of information. This teaching method can be modified to fit almost any situation. Problem-based learning provides an opportunity to actively engage staff members in learning situations, making it a great asset for teaching in staff development. This article describes the use of problem-based learning for teaching registered nurses and new graduate nurses. It provides a scenario and facilitator guide pertaining to a real patient situation on an inpatient telemetry unit and offers general tips for implementing problem-based learning in staff education.

  9. 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

  10. Special training of shift personnel

    International Nuclear Information System (INIS)

    Martin, H.D.

    1981-01-01

    The first step of on-the-job training is practical observation phase in an operating Nuclear Plant, where the participants are assigned to shift work. The simulator training for operating personnel, for key personnel and, to some extent, also for maintenance personnel and specialists give the practical feeling for Nuclear Power Plant behaviour during normal and abnormal conditions. During the commissioning phase of the own Nuclear Power Plant, which is the most important practical training, the participants are integrated into the commissioning staff and assisted during their process of practical learning by special instructors. The preparation for the licensing exams is vitally important for shift personnel and special courses are provided after the first non-nuclear trial operation of the plant. Personnel training also includes performance of programmes and material for retraining, training of instructors and assistance in building up special training programmes and material as well as training centers. (orig./RW)

  11. Nursing personnel attitudes towards suicide: the development of a measure scale

    Directory of Open Access Journals (Sweden)

    Botega Neury José

    2005-01-01

    Full Text Available OBJECTIVE: To describe the construction of the Suicide Behavior Attitude Questionnaire (SBAQ which measures attitudes of nursing personnel towards suicide, and verify attitude differences among these professionals. METHODS: The Suicide Behavior Attitude Questionnaire comprises 21 visual analogue scale items (beliefs, feelings and reactions on suicidal patients selected from a pool of attitude statements generated by focal groups and experts' judgement. The questionnaire was completed by 317 nursing professionals who worked in a teaching hospital. Factor analysis and internal consistency were calculated. RESULTS: Three interpretable factors were extracted, accounting jointly for 40% of the total variance: Feelings when caring for the patient, Professional Capacity and Right to Suicide, comprising 7, 4 and 5 items, respectively. The Cronbach's alpha coefficients were 0.7, 0.6 and 0.5, respectively. Greater Professional Capacity was reported by nursing assistants and those who had already took care of suicidal patients. The belief that a person does not have the right to commit suicide was stronger among older professionals, those who had never taken care of suicidal patients, those who had a family history of suicide, those who were Protestants and that used to go more frequently to church services. CONCLUSIONS: The Suicide Behavior Attitude Questionnaire proved to be user-friendly and quite a simple instrument to assess attitude towards suicide among nursing personnel.

  12. 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 ...

  13. Personnel monitoring measurements

    International Nuclear Information System (INIS)

    Griffith, R.V.

    1976-01-01

    A personnel monitoring program must include a well integrated combination of dose determination methods, and should not depend on a single dosimetry system. Many of the necessary techniques have become well developed and dependable, such as the personnel gamma dosimeters in use today. However, other monitoring methods are still not adequate. The two most important personnel monitoring problems remaining are development of personnel neutron dosimeter and in-vivo measurement of plutonium at sublung burden levels. Although there are a few techniques under development to attack these problems, satisfactory long-term solutions will require much more work. As the developments in nuclear power and medicine continue, the need for solutions to these problems will intensify

  14. Chapter No.8. Personnel qualification and training

    International Nuclear Information System (INIS)

    2002-01-01

    The overall training system and the development projects of training the staff of all categories from NPP V-1, NPP V-2 Bohunice, SE-VYZ and NPP Mochovce were the subject of UJD's attention. During 2001 following inspections were carried out on nuclear personnel training: - PP's Bohunice: an inspection focused on compliance with requirements for staff qualifications and compliance with the prescribed training of Bohunice plant staff; - Mochovce NPP: an inspection focused on compliance with the requirements for staff qualifications and compliance with the prescribed training of NPP Mochovce staff; - SE-VYZ: an inspection focused on compliance with the requirements for staff qualifications and compliance with the prescribed training of SE-VYZ staff. Training the staff of the NPP's Bohunice: - The fundamental and periodical theoretical training as sure as the fundamental and periodical simulator training is carried out by the VUJE Training centre in Trnava. - The fundamental practical training in the workplace and training for the change work- rank is carried at Bohunice plant. Training of the staff of the NPP Mochovce: - The fundamental and periodical theoretical training is carried out by the VUJE Training centre in Trnava. The fundamental practical training in the workplace and training for the change work- rank as well as the fundamental and periodical simulator training is carried at Mochovce plant. Based on a successful passing of examination before the examining committee, UJD issues a certificate on special professional skills of selected staff members of nuclear installations for specific activity for the given type of nuclear installation and for the following positions: 1. Scientific shift manager for start up with the right of manipulation; 2. Shift supervisor; 3. Unit supervisor; 4. Primary circuit operator; 5. Secondary circuit operator; 6. Reactor physicist; 7. Scientific shift manager for start up without the right of manipulation. Examinations of

  15. 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.

  16. GP and staff evaluation of the maturity matrix as a tool to assess and improve organisational development in primary care

    DEFF Research Database (Denmark)

    Loegstrup, Louise; Edwards, Adrian; Waldorff, Frans Boch

    2009-01-01

    PURPOSE: This paper aims to evaluate the maturity matrix (MM) a facilitated formative self-assessment tool for organisational development in primary care) on satisfaction, differences between GP and staff, the extent to which practice teams worked on goals set, and to identify suggestions...

  17. 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…

  18. 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…

  19. HEALTH BEHAVIOURS OF THE PERSONNEL OF PRIMARY SCHOOLS IN ANKARA

    Directory of Open Access Journals (Sweden)

    Serife AK

    2006-04-01

    Full Text Available The main purpose of study is to define the health behaviour profile of the personnel of primary schools as well as to define the topics to be given priority in health education activities. The research population consisted of all personnel of 564 primary schools in Ankara province. The study group (30 schools was estimated by cluster sampling method. The Health Behaviours Questionnaire, which consists of 47 items on health behaviours and demographic characteristics, was used for data collection. In the study, 849 school workers (67,5% female were interviewed. Teachers constituted the largest group (82,3% while the cleaning staff (7.0%, school administrators (6.3%, and other personnel (4.4% were sharing the rest in small proportions. Of the study group 41,7 % are cigarette smokers and of them 67.3% smoke every time and 11,9% sometime in school. Very few school personnel (14,8% do physical exercise regularly. Majority of school personnel (71,3% stated that they brush their teeth at least twice a day regularly. However, only 23,7% of school personnel go to have regular dental control. All results were discussed in details considering the effects of health behaviours of school personnel on students, and some recommendations were developed for health education activities in schools. [TAF Prev Med Bull 2006; 5(2.000: 83-93

  20. The Case Study for Activation and Personnel Development of Precise Industry in Suwa Area in Shinshu University

    Science.gov (United States)

    Nakayama, Noboru; Sugimoto, Koh-Ichi; Yamasawa, Kiyohito

    The Suwa area is the typical place of precision processing. Since it corresponds to diversification of company needs, or the speed of technical innovation, the talented people who have problem solution capability are called for strongly. In this paper, new education program for engineering graduate courses and the achievements are described. In order to raise the engineer who can revive the industry in the future Suwa region, the new education program for industry-university cooperation performing practical personnel training was developed. The practice must be requiring to the feature of this new program. Since this program was created, the talented people who have problem solution capability were able to be educated.

  1. Permanent education of administrative staff and develop their capacity - a worthwhile investment in the functioning of higher education institutions

    Directory of Open Access Journals (Sweden)

    MSc. Aleksandar Todorovski

    2013-06-01

    Full Text Available Each institution of higher education in order to achieve their goals and to address problems that arise as obstacles to its development has a regular need for trained, an accurate and educated administrative staff. On the other hand, an individual through their knowledge, skills and experience running a particular job, faced with new requirements and new things felt need for new expertise and new knowledge and skills. Rational behavior of a particular higher education institution means the alignment of these two types of needs, mutual benefit. Systematically develop staff in the institution is essentially a long-term strategy that maximizes the institution's human capital through investment of time, money and ideas to enrich the knowledge and skills of the employees. When the very institutions of higher education (University units will create conditions for all or at least most of the administrative staff to be involved in all administrative and technical processes, when you enable permanent education administrative staff, then they feel that that work is part of them, then creates a sense of commitment to the work and responsibility of the same sense of pride and only then success will be guaranteed. Permanent education and lifelong learning in the area of capacity development (personal skills and professional competencies is a key factor for increasing level knowledge and skills, but also to improve the quality of life of the individual.

  2. Development of a Procedure to Increase Awareness and Reporting of Counterintelligence and Terrorism Indicators: Personal Acknowledgment of Staff Security (PASS)

    Science.gov (United States)

    2013-02-27

    unstructured clinical judgment, actuarial , and structured professional judgment. Most of the available assessment instruments were designed to be used in...who was involved and at what point in the research process they were conducted. For instance, personnel at the FBI Behavioral Science Unit were...Low base rates also make it difficult to develop empirically based actuarial prediction instruments for this type of threat assessment (Pressman, 2009

  3. R&D Personnel Career Routes: An Exploratory Study

    Directory of Open Access Journals (Sweden)

    Barbara Bigliardi

    2009-05-01

    Full Text Available This study, aiming at investigate the alternative modes of career development for personnel belonging to R&D staff, addresses the extent to which career anchors are applicable to R&D staff and to examine the relationship among career anchors, gender and age, with the final purpose to add elements of discussion to the long-lasting debate about this matter. With this purpose in mind, we developed a questionnaire survey among 309 R&D personnel employed at firms belonging to the food machinery industry in a Northern Italy district. The results obtained from the statistical analysis indicate that the R&D personnel’s career orientations is a predictor of their career routes preferences, confirming three possible career routes in R&D labs that were highlighted in previous studies.

  4. 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.

  5. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

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

  6. Is It Bullying or Sexual Harassment? Knowledge, Attitudes, and Professional Development Experiences of Middle School Staff

    Science.gov (United States)

    Charmaraman, Linda; Jones, Ashleigh E.; Stein, Nan; Espelage, Dorothy L.

    2013-01-01

    Background: This study fills a gap in the literature by examining how school staff members view bullying and sexual harassment and their role in preventing both. Given recent legislation, increasingly more attention is paid to bully prevention; however, student-on-student sexual harassment is less addressed. Methods: Four focus groups were…

  7. Faculty and Staff Partnering with Student Activists: Unexplored Terrains of Interaction and Development

    Science.gov (United States)

    Kezar, Adrianna

    2010-01-01

    In this study, we build on two recent works (Gaston-Gayles, Wolf-Wendel; Tuttle, Twombley, and Ward, 2004; Slocum & Rhoads, 2008) that examine faculty and staff work with student activists, but expand the scope to include new questions such as why and how they partner with students, the impact of institutional context, and what role it might play…

  8. Personnel radiation dosimetry

    International Nuclear Information System (INIS)

    1987-01-01

    The book contains the 21 technical papers presented at the Technical Committee Meeting to Elaborate Procedures and Data for the Intercomparison of Personnel Dosimeters organizaed by the IAEA on 22-26 April 1985. A separate abstract was prepared for each of these papers. A list of areas in which additional research and development work is needed and recommendations for an IAEA-sponsored intercomparison program on personnel dosimetry is also included

  9. 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.

  10. Personnel as a Factor of Production in Development of Regional Tourism Economy – a Conceptual Paper

    Directory of Open Access Journals (Sweden)

    Aleksander Panasiuk

    2013-01-01

    Full Text Available Tourism economy appears in every sphere of economy: production of goods and services, their division, exchange and consumption; it also occurs in the majority of the national economy branches that directly or indirectly deal with meeting tourist demand. The majority of economic processes in tourism sector are realized by direct tourism economy and its representatives, tourist entrepreneurs. Territorial self- government units and tourist organizations play a significant role in formation of economic processes in tourism sector on the regional and local levels. The classic economy distinguishes three basic production factors: labor, land and capital. In the modern approaches they are completed with the fourth that has different names. Beginning with technical and organizational progress which is a logic extension of coexistence and cooperation of three basic factors, ending with information and knowledge – treated as the most modern factors of production in the so-called new economy. In the totality of activities of tourism economy entities, a special role should be ascribed to the personnel, namely human potential of tourism economy entities.

  11. Developing innovative training protocol for export personnel in the fashion industries through “Extro Skills” project

    Science.gov (United States)

    Ursache, M.; Avădanei, M. L.; Ciobanu, L.; Loghin, M. C.; Ionesi, D. S.; Loghin, E.

    2017-10-01

    The paper presents the objectives, the planned outputs and the innovative aspects of the project entitled “Developing new skills for the extroversion specializations of fashion industry in Europe”, acronym EXTRO SKILLS, which is co-financed by the European Commission under the Erasmus+ Programme, Key Action 2 - Strategic Partnerships. This is a 30 months project and started on December 1-st, 2015. The project aims to bridge the gap between fashion industries and lack of specific expertise and experts of SMEs in these industries. Fashion industries require a more qualified workforce and, therefore, the availability of adequately skilled workers and trained and qualified personnel for their export and fashion marketing departments has become one of the major issues. The new curricula that will be developed in the project will offer essential transversal skills for a quick and qualified response to the international trade and market demands and for enhancing the extroversion and the competitiveness of the fashion industry. The learning content will be tailored to the needs of export and fashion marketing personnel. The constitution of the partnership was based on the cooperation between education and employment in order to better achieve the objectives of the project. The project consortium includes six partners from five countries (Greece, Belgium, Romania, Spain and UK).

  12. Development of the Human Error Management Criteria and the Job Aptitude Evaluation Criteria for Rail Safety Personnel

    International Nuclear Information System (INIS)

    Koo, In Soo; Seo, Sang Mun; Park, Geun Ok

    2008-08-01

    It has been estimated that up to 90% of all workplace accidents have human error as a cause. Human error has been widely recognized as a key factor in almost all the highly publicized accidents, including Daegu subway fire of February 18, 2003 killed 198 people and injured 147. Because most human behavior is 'unintentional', carried out automatically, root causes of human error should be carefully investigated and regulated by a legal authority. The final goal of this study is to set up some regulatory guidance that are supposed to be used by the korean rail organizations related to safety managements and the contents are : - to develop the regulatory guidance for managing human error, - to develop the regulatory guidance for managing qualifications of rail drivers - to develop the regulatory guidance for evaluating the aptitude of the safety-related personnel

  13. Development of the Human Error Management Criteria and the Job Aptitude Evaluation Criteria for Rail Safety Personnel

    Energy Technology Data Exchange (ETDEWEB)

    Koo, In Soo; Seo, Sang Mun; Park, Geun Ok (and others)

    2008-08-15

    It has been estimated that up to 90% of all workplace accidents have human error as a cause. Human error has been widely recognized as a key factor in almost all the highly publicized accidents, including Daegu subway fire of February 18, 2003 killed 198 people and injured 147. Because most human behavior is 'unintentional', carried out automatically, root causes of human error should be carefully investigated and regulated by a legal authority. The final goal of this study is to set up some regulatory guidance that are supposed to be used by the korean rail organizations related to safety managements and the contents are : - to develop the regulatory guidance for managing human error, - to develop the regulatory guidance for managing qualifications of rail drivers - to develop the regulatory guidance for evaluating the aptitude of the safety-related personnel.

  14. THE INFLUENCE OF CORPORATE CULTURE ON THE MANAGEMENT OF PERSONNEL OF THE ENTERPRISE

    Directory of Open Access Journals (Sweden)

    Dolha H.

    2018-03-01

    Full Text Available Introduction. The essence of corporate culture and its influence on personnel management of the enterprise are considered in the article. In particular, the essence of corporate culture in the personnel management system of the enterprise is determined by: universal values, the interaction of interests of staff with corporate interests; real market requirements for enterprise management and requirements for personnel, etc. It has been established that such a culture makes it possible to distinguish an organization, creates an atmosphere of identity for its members, strengthens social stability and is a controlling mechanism that directs and shapes the relations and behavior of employees. Purpose. The purpose of the article is to generalize theoretical and methodical principles and to develop scientific and practical recommendations on the impact of corporate culture on the personnel management of the enterprise. Results. It is proved that in order to achieve the goal in the process of personnel management, the company needs to solve the following tasks: the development of a sense of belonging of the personnel to the company; encouraging the involvement of staff in joint activities for the benefit of the enterprise; strengthening the stability of the system of social relations; support of individual initiative of employees; assisting the staff in achieving personal success; creation of an atmosphere of unity of managers and personnel in the enterprise; delegation of responsibility; strengthening the corporate family, etc. Conclusions. Conducted studies have shown that corporate culture: regulates the behavior of employees; is social, because the process of its formation is influenced by the employees of the enterprise; is multifaceted; is the result of the actions and opinions of the staff; able to change; consciously or unknowingly perceived by all employees; masses of traditions, because of a certain historical development process; and is in

  15. 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…

  16. Influencing Variables and Moderators of Transfer of Learning to the Workplace within the Area of Staff Development in Higher Education: Research Review

    Science.gov (United States)

    De Rijdt, Catherine; Stes, Ann; van der Vleuten, Cees; Dochy, Filip

    2013-01-01

    The goal of staff development in higher education is a change in teacher practices to positively influence student learning. In other words, the goal of staff development is the transfer of learning to the workplace. Research illuminates that this transfer of learning to the workplace is a complex issue. To make an accurate assessment of staff…

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

    Science.gov (United States)

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

    2018-02-01

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

  18. Development of personnel radiation monitoring program for occupationally exposed workers in Malawian Hospitals : A case study of Kamuzu Central, Bwaila and Mtengo Wa Nthenga Hospitals

    International Nuclear Information System (INIS)

    Chinangwa, Getrude

    2016-07-01

    Malawi became an IAEA member state in 2006 and developed the Atomic Energy Act and Regulations in 2011 and 2012 respectively. However, regulatory authority and personnel monitoring services have not yet been established. As such, hospitals operating radiological services in Malawi do not have personnel monitoring programme. This study aimed at developing the personnel radiation monitoring program for three hospitals in Malawi namely; Kamuzu Central Hospital, Bwaila Hospital, and Mtengo wa Nthenga Hospital. A radiation protection questionnaire was administered to the X-ray Departments involved in the study to investigate radiation protection practices in the hospitals. Dose rate measurements in the facilities were taken using survey meters and doses to individuals were recorded using personal dosimeters. The results showed that the hospitals lack radiation protection program which covers the critical issues of quality assurance and control as well as the personnel dose monitoring. Average ambient dose rate values were 0.39 μSv/hr for Mtengo wa Nthenga Hospital, 5.03 μSv/hr for Bwaila Hospital and 4μSv/hr for Kamuzu Central Hospital. Average monthly dose for workers was 0.247 mSv. The study recommends the establishment of a regulatory authority, consistent dose assessment, quality control tests and structural shielding assessment in these and probably all the diagnostic facilities in Malawi. The personnel monitoring programme developed from this study is intended to guide diagnostic facilities and personnel monitoring service providers in Malawi in tracking and reporting exposure record for their occupationally exposed workers. (au)

  19. Training of personnel

    International Nuclear Information System (INIS)

    1997-01-01

    Selected staffs (in the area of NPPs) are examined by the State Examining Committee established by Nuclear Regulatory Authority of the Slovak Republic (NRA SR's) chairman. The committee consists of representatives of NRA SR , Bohunice NPPs, Mochovce NPP, Research Institute of Nuclear Energy and experts from the Faculty of Electrical Engineering and Information Technology of the Slovak Technical University. The review of selected personnel of NPP V-1, V-2 and Mochovce NPP which passed exams in 1996 is given. NRA SR paid attention to the upgrading training process of individual categories of staff for V-1, V-2 and Mochovce NPPs, simulator training and training with computerized simulation system according to the United criteria of nuclear installation personnel training that started in 1992. During the year, an inspection was performed focused on examination of technical equipment of the simulator of Mochovce NPP, professional eligibility and overall preparation of simulator training including simulator software. Throughout the year launching works continued at the simulator with the deadline of commissioning to trial use operation in the first half of 1997

  20. Frequent fliers, school phobias, and the sick student: school health personnel's perceptions of students who refuse school.

    Science.gov (United States)

    Torrens Armstrong, Anna M; McCormack Brown, Kelli R; Brindley, Roger; Coreil, Jeannine; McDermott, Robert J

    2011-09-01

    This study explored school personnel's perceptions of school refusal, as it has been described as a "common educational and public health problem" that is less tolerated due to increasing awareness of the potential socioeconomic consequences of this phenomenon. In-depth interviews were conducted with school personnel at the middle school (N = 42), high school (N = 40), and district levels (N = 10). The findings focus on emergent themes from interviews with school health personnel (N = 12), particularly those themes related to their perceptions of and role in working with school-refusing students. Personnel, especially school health services staff, constructed a typification of the school-refusing student as "the sick student," which conceptualized student refusal due to reasons related to illness. Personnel further delineated sick students by whether they considered the illness legitimate. School health personnel referenced the infamous "frequent fliers" and "school phobics" within this categorization of students. Overarching dynamics of this typification included parental control, parental awareness, student locus of control, blame, and victim status. These typifications influenced how personnel reacted to students they encountered, particularly in deciding which students need "help" versus "discipline," thus presenting implications for students and screening of students. Overall, findings suggest school health personnel play a pivotal role in screening students who are refusing school as well as keeping students in school, underscoring policy that supports an increased presence of school health personnel. Recommendations for school health, prevention, and early intervention include the development of screening protocols and staff training. © 2011, American School Health Association.

  1. Chapter 9. Personnel qualification and training

    International Nuclear Information System (INIS)

    2000-01-01

    In 1999 the Nuclear Regulatory Authority of the Slovak Republic (UJD) focused on the overall training system and on developing programmes for individual categories for NPP V-1 Bohunice, NPP V-2 Bohunice, NPP Mochovce and SE-VYZ. The fundamental theoretical and periodical training for both Bohunice and Mochovce NPPs personnel, simulator training for NPP Bohunice, and periodical simulator training for Bohunice personnel is carried out by the VUJE Training center in Trnava, whereas the simulator training and periodical training for NPP Mochovce is carried at Mochovce plant. Based on a successful passing of examination before the examining committee, UJD issues, a certificate on special professional skills of selected staff of nuclear installations for specific activity for the given type of nuclear installation and for the following positions: (a)Shift manager for scientific start up with the right of manipulation; (b) Shift supervisor; (c) Unit supervisor; (d) Primary circuit operator; (e) Secondary circuit operator; (f) Reactor physicist; (g) Shift manager for scientific start up without the right of manipulation. Examination of selected personnel is described. Last year the examining committee held twelve session for oral theoretical examination. The number of licenses issued in 1999 and the total number of valid licenses is given.Conclusions from inspections carried out by UJD and inspections and tests carried out by the NPP operators in 1999, as well as results from operation and start up of nuclear units confirm that the standard of professional skills of the staff at nuclear installations a high standard of operational safety is being achieved on a permanent basis. Increasing the qualification of UJD staff was done in a form of training and courses scheduled in the plan of training for the staff for 1999. These training, composed of specialized qualification study, functional study, as well as study aimed at maintaining qualification. Training courses organized

  2. LIFELONG LEARNING: SYSTEM OF DEVELOPMENT OF STAFF IN THE SCIENTIFIC LIBRARY OF ODESA I. I. MECHNIKOV NATIONAL UNIVERSITY

    Directory of Open Access Journals (Sweden)

    В. П. Пружина

    2016-10-01

    Full Text Available The main subject of article is consideration of own model of the system of professional development of the Scientific library of Odesa I. I. Mechnikov National University which covers all employees and library of higher educational institutions of Odessa and the South of Ukraine. The purpose of work is consideration of a technique and forms of work, which positively influence effective realization of creative, physical and labor capacity of collective and give significant assistance in growth of professionalism of each of employees. Training of employees consists of three levels: professional retraining, professional development, general education development. Practice has shown that such combination of forms of professional development brings positive results and affects the general professional standard of librarians. The main result of work of article is illumination of system of development of personnel, which allows organizing a constant control behind quality of knowledge of experts, to create a databank about structure and qualification of personnel, to plan his movements and to form a reserve of an administrative board of library. Scientific library of Odesa I. I. Mechnikov National University is the uniform methodical center for all high school libraries of the South of Ukraine. Results of research have practical value for employees of libraries, and all those who are interested in this subject.

  3. Determinants of professional distortion development in medical personnel, teachers and psychologists, working in the industrial disaster zone

    Directory of Open Access Journals (Sweden)

    Leonova, Anna B.

    2013-09-01

    Full Text Available This article presents research results regarding the determinants and individual predictors of professional distortions in the medical personnel, teachers, and psychologists who were involved in long-term programs of human relief assistance after a catastrophic accident at the Sayano-Shushenskaya hydroelectric power station. The research aim was to analyze the factors influencing the increase in and the accumulation of occupational stress in the groups investigated. The stress studied was caused by strong emotional tension in 3 months of intensive work after the accident. The extraordinary situation served as a challenge, a kind of “strength test” for individual adaptation, which led to the manifestation of extreme adaptation options (destructive and constructive forms and allowed us to clarify the factors that contributed to their development. The research showed that, in this situation, psychological (in particular, emotional resources and individual coping characteristics played a determinative role in professional adaptation.

  4. 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.

  5. Measuring general hospital staff attitudes towards people with learning disabilities.

    Science.gov (United States)

    Garvey, Frank; Wigram, Tony; Balakumar, Thanusha

    People with learning disabilities often experience health inequalities and barriers to healthcare services as a result of poor communication and discriminatory attitudes. We developed an educational package for healthcare staff as well as an attitude questionnaire to measure the impact of this training; the questionnaire is called the Attitudes of Secondary Healthcare Personnel Toward People with Severe Learning Disabilities (ASH-LD). This article describes the process of designing and piloting the ASH-LD questionnaire, and how it will be used to measure the effect of the planned training on staff attitudes.

  6. Evaluating the impact of strategic personnel policies using a MILP model: The public university case

    International Nuclear Information System (INIS)

    Torre, R. de la; Lusa, A.; Mateo, M.

    2016-01-01

    Purpose: The main purpose of the paper is to evaluate the impact of diverse personnel policies around personnel promotion in the design of the strategic staff plan for a public university. The strategic staff planning consists in the determination of the size and composition of the workforce for an organization. Design/methodology/approach: The staff planning is solved using a Mixed Integer Linear Programming (MILP) model. The MILP model represents the organizational structure of the university, the personnel categories and capacity decisions, the demand requirements, the required service level and budget restrictions. All these aspects are translated into a set of data, as well as the parameters and constraints building up the mathematical model for optimization. The required data for the model is adopted from a Spanish public university. Findings: The development of appropriate policies for personnel promotion can effectively reduce the number of dismissals while proposing a transition towards different preferable workforce structures in the university. Research limitations/implications: The long term staff plan for the university is solved by the MILP model considering a time horizon of 8 years. For this time horizon, the required input data is derived from current data of the university. Different scenarios are proposed considering different temporal trends for input data, such as in demand and admissible promotional ratios for workers. Originality/value: The literature review reports a lack of formalized procedures for staff planning in universities taking into account, at the same time, the regulations on hiring, dismissals, promotions and the workforce heterogeneity, all considered to optimize workforce size and composition addressing not only an economic criteria, but also the required workforce expertise and the quality in the service offered. This paper adopts a formalized procedure developed by the authors in previous works, and exploits it to assess the

  7. 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…

  8. professional status and the personnel functionary in the sadf

    African Journals Online (AJOL)

    function in the SADF was given to the Chief of. Staff Personnel in ... and Finance. During the ensuing re-organisation. Personnel Division emerged at CSADF Head- quarters level and in each Arm of Service. These. Personnel Divisions were meant to embrace the functions of ... sonnel officer" playing a relatively minor role.

  9. QUILT: a case study in the impact of a staff development programme

    Directory of Open Access Journals (Sweden)

    Kevin Donovan

    2000-12-01

    Full Text Available The QUILT programme was designed and delivered on the basis of a major FE sector survey of 15,000 college staff and a series of consultation events during 1996. The survey results were included in FEDA's submission for funding for the QUILT programme to the FEFC. The events, to which a senior manager and the member of staff responsible for IT in every sector college were invited, took place in every English region and in Wales. Theseestablished training and other needs, the extent of technological readiness in colleges, and preferred training methods. QUILT was launched in Wales in 1996 and in England during the following year. Its design has been adjusted to account for a follow-up survey in 1998 and an impact study in 1999. Both of these (like the original survey report were unpublished FEDA documents; data from them was used in internal reports to the FEFC and its Information and Learning Technology Committee (FEILTC. Other evidence for change was provided by (for example comments from delegates at events and from members of the FEILTC. Subsequent initiatives also accounted for adjustments to the programme to avoid duplication and to maximize synergy.

  10. An Analysis of Personnel Career Development Practices within the United States Marine Corps Contingency Contracting Force

    National Research Council Canada - National Science Library

    Morris, Joe

    2002-01-01

    ...) to perform contingency contracting. This thesis explores the current environment, within which these contingency contracting Marines operate, and analyzes the affect this environment is having on their career development...

  11. Training of maintenance personnel

    International Nuclear Information System (INIS)

    Rabouhams, J.

    1986-01-01

    This lecture precises the method and means developed by EDF to ensure the training of maintenance personnel according to their initial educational background and their experience. The following points are treated: General organization of the training for maintenance personnel in PWR and GCR nuclear power stations and in Creys Malville fast breeder reactor; Basic nuclear training and pedagogical aids developed for this purpose; Specific training and training provided by contractors; complementary training taking into account the operation experience and feedback; Improvement of velocity, competence and safety during shut-down operations by adapted training. (orig.)

  12. [Developing the role of head nurses in promoting evidence-based practices among hospital staff nurses: an integrative literature review.

    Science.gov (United States)

    Larochelle, Nathalie; Beaudet, Line

    2017-03-01

    Introduction : application of evidence-based practice (EBP) by nurses is uneven and inconsistent. Background : characteristics related to head nurses and organizations influence their interventions to the detriment of EBP. Objectives : this integrative literature review informed by the knowledge-to-action (KTA) framework developed by Straus, Tetroe, and Graham (1) sought to identify the barriers and facilitators encountered by head nurses when implementing EBP among hospital staff nurses. It also sought to put in evidence interventions to promote lasting implementation of EBP. Method : an electronic search of the empirical literature was conducted on three databases. Of 532 articles found, 16 were retained and analysed. Results : various interventions could be delivered by head nurses and organizations centred on each steps of the KTA process proposed by Straus, Tetroe and Graham (1). Staff nurses would also benefit from interventions targeting communication, role modeling, and support delivered at all times. Conclusion : head nurses and organizations could foster EBP among staff nurses by delivering promising interventions that take account of the local context and of implementation barriers and facilitators.

  13. Developing User-Centered Continuous Professional Education for ATD Service Personnel.

    Science.gov (United States)

    Kanto-Ronkanen, Anne; Paalasmaa, Pekka; Saarni, Lea

    2015-01-01

    Finnish Assistive Technology Device Service centers raised the question about education to the full-time workers of ATD Services. They nominated a group which included representatives of universities, ATD Service centers and national authorities. This small group drew up background questionnaires concerning the education, its content and length. Three universities started the education, the aim of which was to learn new methods to develop their own work, learning by doing at work with their superiors. This continuous professional education corresponded to 30 ECTS credits and lasted 10 months. Based on the feedback from the guiding group of CPE, students and their superiors, this type of education is needed. It met its goals by giving students methods to develop their work and broaden their view on ATD service when having discussions with other experts. Continuous professional education needs to be developed further and it could also be part of joined European education with national elements.

  14. Experience of Social Media, Training and Development on Work Proficiency: A Qualitative Study with Security Personnel

    Science.gov (United States)

    Okyireh, Rexford Owusu; Okyireh, Marijke Akua Adobea

    2016-01-01

    How useful is social media and training programs to the development of professionals in the security sector? In this study the researchers examined three key issues pertaining to training programs. These were marketing of training programs, participant experiences of training content and work proficiency. A sample of ten participants of a forensic…

  15. 77 FR 46070 - Applications for New Awards; State Personnel Development Grants (SPDG) Program

    Science.gov (United States)

    2012-08-02

    ... education; (l) Public agencies with jurisdiction in the areas of health, mental health, social services, and juvenile justice; (m) Other providers of professional development that work with infants, toddlers... poverty line (as that term is defined in section 9101(33) of the ESEA), or for which not less than 20...

  16. 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).    

  17. Development of a System Model for Determining Optimal Personnel Interaction Strategy in a Production Industry

    Directory of Open Access Journals (Sweden)

    B. Kareem

    2017-03-01

    Full Text Available Manufacturing organizations have become more complex in recent time as a result of technological advances. Communication among production workers operating in an environment marked by increased organizational complexity may require planning for the economically appropriate selection of network channels/media with enhanced productivity. This paper examines traditional and modern communication channels (media and their comparative advantages over one another in their adoption in manufacturing organizations. In this framework, six media (human messengers, mobile-phones, intranet, fixed-internet, mobile-internet, and private branch exchange [PBX] phone systems were subjected to analyses using five identified network patterns (all-channel, chain, Y, wheel, and circle of interactions in manufacturing organizations. Costs, benefits, and the utility of the channels were integrated into the model and utilized to determine the most sustainable media that could enhance productivity in industry. The developed model was implemented using expert data/information collected from the plastic production industry. The results of an availability assessment showed that the enhancement of productivity could be fully achieved by utilizing mobile phones and internet networks, but when considering overall utility, only mobile phones could bring about the desired productivity with 0.59 probability. The findings suggest that the system developed is robust in revealing how productivity might be affected by means of communication among industrial workers.

  18. Maintenance Support System Development for Maintenance Personnel in Nuclear Power Plants

    International Nuclear Information System (INIS)

    Yim, Ho Bin; Kim, In; Lee, Seung Min; Seong, Poong Hyun

    2009-01-01

    As plants or factories get old, the number of maintenance activities increases, and so does the necessity of maintenance itself. Industries have adopted the latest technologies such as RFID, wireless sensor networking, and augmented reality to develop systems which increase human performances as well as productivity. Due to safety related concerns, nuclear power industries have been reluctant to use these fancy technologies. However, from the economics point of view, it is necessary to take advantages of novel technologies. This empirical study considers not only ergonomics view, but also the economics view when building maintenance support systems. This paper introduces brief features of five subsystems which were built to reduce human errors and advantages when each system successfully reduces those human errors

  19. Development of a drift tissue equivalent proportional counter for radiation protection personnel dosimetry

    International Nuclear Information System (INIS)

    Bordy, J.M.

    1992-04-01

    A new multicellular geometry for proportional counter has been developed. It is made of several drift regions which are some holes drilled in the cathode in front of anodes wires. The present work is made of 3 parts: 1) A theoretical evaluation of the multicellular counter characteristics: the sensitivity increases by a factor 15 vs the Tinelli Merlin-Gerin counter; the chord length distribution study shows the possibility to use a Dirac function for the dosimetry calculations; a tissue equivalent gas mixture based on argon and propane is designed. 2) The production of a monocellular prototype made of a hole and a needle shaped anode. 3) An experimental study of the prototype electrical characteristics and a computation of the electrical field in the counter. The focalization and the electron drift into the hole, the proportional operating mode are shown. Irradiations in front of photon and neutron sources verify these results

  20. Attitude Of Extension Personnel To Training And Visit Extension ...

    African Journals Online (AJOL)

    In order to make the attitudes of extension workers more affirmative, the paper recommended, inter alia, staff motivation, minimizing political and administrative interference in staff work and a reasonable reduction in the work load of extension staff. Key words: attitude, extension personnel, training and visit. Journal of ...

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

    Directory of Open Access Journals (Sweden)

    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.

  2. BMR: Benchmarking Metrics Recommender for Personnel issues in Software Development Projects

    Directory of Open Access Journals (Sweden)

    Angel Garcia-Crespo

    2009-12-01

    Full Text Available This paper presents an architecture which applies document similarity measures to the documentation produced during the phases of software development in order to generate recommendations of process and people metrics for similar projects. The application makes a judgment of similarity of the Service Provision Offer (SPO document of a new proposed project to a collection of Project History Documents (PHD, stored in a repository of unstructured texts. The process is carried out in three stages: firstly, clustering of the Offer document with the set of PHDs which are most similar to it; this provides the initial indication of whether similar previous projects exist, and signifies similarity. Secondly, determination of which PHD in the set is most comparable with the Offer document, based on various parameters: project effort, project duration (time, project resources (members/size of team, costs, and sector(s involved, indicating comparability of projects. The comparable parameters are extracted using the GATE Natural Language Processing architecture. Lastly, a recommendation of metrics for the new project is made, which is based on the transferability of the metrics of the most similar and comparable PHD extracted, here referred to as recommendation.

  3. Personnel Management. Universities.

    Science.gov (United States)

    Ohio Board of Regents, Columbus. Management Improvement Program.

    This manual is one of 10 completed in the Ohio Management Improvement Program (MIP) during the 1971-73 biennium. In this project, Ohio's 34 public universities and colleges, in an effort directed and staffed by the Ohio Board of Regents, have developed manuals of management practices, in this case, concerning personnel management. Emphasis in this…

  4. New staff contract policy

    CERN Multimedia

    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...

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

    Science.gov (United States)

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

    2011-06-01

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

  6. Personnel Officers: Judging Their Qualifications.

    Science.gov (United States)

    Webb, Gisela

    1988-01-01

    Discusses the backgrounds and qualifications appropriate for a library personnel administrator, including (1) a master's degree in library science; (2) library work experience; (3) additional training in administration, personnel management, organizational development, and psychology; and (4) personal attributes such as good communication skills,…

  7. Site security personnel training manual

    International Nuclear Information System (INIS)

    1978-10-01

    As required by 10 CFR Part 73, this training manual provides guidance to assist licensees in the development of security personnel training and qualifications programs. The information contained in the manual typifies the level and scope of training for personnel assigned to perform security related tasks and job duties associated with the protection of nuclear fuel cycle facilities and nuclear power reactors

  8. Program of internal training of the ININ personnel participating in the PERE of the CLV (1998). II. Development and final evaluation

    International Nuclear Information System (INIS)

    Suarez, G.

    1999-04-01

    According to the results of the initial evaluation, he/she was carried out the program of the personnel's of the participant ININ internal training in the PERE of the CLV (1998). The purpose of this report is to describe the development of the one it programs and the results of the final evaluation. (Author)

  9. The Main Strategic Directions of the Education System Development (on the Example of Higher Education Institutions on Personnel Education for the Hospitality Industry)

    Science.gov (United States)

    Zaitseva, Natalia A.; Ilina, Elena L.; Nikolskaya, Elena Y.; Romanova, Marianna M.; Larionova, Anna A.

    2016-01-01

    The importance and relevance of research of questions is determined by the intensive development of the tourism and hospitality industry, the consequence of which is the increase of business needs for skilled personnel. The purpose of this paper is to examine and assess the main strategic trends in educational technologies and methods used for…

  10. A Coordinated Comprehensive Professional Development Training’s Effect on Summer Day Camp Staff Healthy Eating and Physical Activity Promoting Behaviors

    Science.gov (United States)

    Weaver, R. Glenn; Beets, Michael W.; Saunders, Ruth P.; Beighle, Aaron

    2015-01-01

    Background The YMCA of USA recently adopted Healthy Eating and Physical Activity (HEPA) Standards for their summer-day-camps (SDCs). Standards call for staff to exhibit HEPA promoting behaviors while eliminating HEPA discouraging behaviors. No studies have evaluated training programs to influence policy specified staff behaviors and related changes in child activity in SDCs. Method Four YMCA summer-day-camps serving approximately 800 children per week participated in this no control group pre/post pilot study. Professional development training founded in the 5Ms (Mission, Model, Manage, Monitor, Maximize) and LET US Play principles (lines, elimination, team size, uninvolved staff/kids, and space, equipment and rules) was delivered to staff. Outcomes were staff promotion behaviors and child activity assessed via systematic observation instruments. Results Twelve of 17 HEPA staff behaviors changed in the appropriate direction from baseline to post-assessment with five behaviors reaching statistically significant changes. The percentage of girls and boys observed in moderate-to-vigorous-physical-activity increased from 15.3% to 18.3% (p > .05) and 17.9% to 21.2% whereas sedentary behavior decreased from 66.8% to 59.8% and 62.3% to 53.6%, respectively. Conclusion Evidence suggests that the professional development training designed to assist SDCs to meet the HEPA Standards can lead to important changes in staff behaviors and children’s physical activity. PMID:25368946

  11. Requirements on qualification, competence and sufficient number of personnel for NPP operation

    International Nuclear Information System (INIS)

    Simon, M.

    2004-01-01

    The safe operation of NPPs presupposes qualified personnel on site in sufficient numbers. While the acquisition and preservation of technical expertise and the qualification of the shift personnel and other staff is well regulated by regulatory guidelines in Germany, there is a lack of such regulations with the exception for shift personnel - for the minimum number of technical personnel required for safe operation of a NPP. By order of the BMU, an attempt was made with this study to work out the requirements for qualification, competence and number of personnel to be maintained at the plant, representing the minimum requirements for safe operation of a NPP. The scope of the project was restricted to requirements for technical plant personnel. The aim was to work out requirements which would be as independent as possible of the existing organisation in a particular power plant. This study therefore does not assume a given organisational structure but was rather more oriented on the work processes in a NPP which are the basis for planning and performing routine work in the plant. For the study a work process model of typical tasks in a NPP had to be developed. Then, the tasks to be performed within the so defined work processes were described (task profiles) on the basis of existing manuals for plant organisation. From these task profiles such tasks were defined or selected which shall not be delegated to external personnel for specific reasons, and which were called vital competences. To keep these vital competences at the plant, an assessment and/or calculation of the necessary number of plant technical personnel was made using the task profiles for responsible personnel, but also by the evaluation of thousands of work orders for maintenance personnel. On the basis of these data, a proposal was made for the minimal number of technical personnel which is necessary to operate a NPP unit safely. Beside of this number, general criteria were developed which should be

  12. Development intention of support staff in an academic organization in The Netherlands

    NARCIS (Netherlands)

    Renkema, Albert; Schaap, Harmen; van Dellen, Theo

    2009-01-01

    Purpose - The purpose of this paper is to investigate which psychological determinants relate to the intention to participate in development activities Psychological determinants such as attitude toward development activities, self-efficacy, job satisfaction, organizational commitment and management

  13. 77 FR 26537 - Notice of Commissioners and Staff Attendance at FERC Leadership Development Program Graduation...

    Science.gov (United States)

    2012-05-04

    ... Attendance at FERC Leadership Development Program Graduation/Induction Ceremony The Federal Energy Regulatory... may attend the following event: FERC Leadership Development Program Graduation/Induction Ceremony: 888... and welcome 17 employees selected for the 2012 Leadership Development Program and graduate 15...

  14. Enhancing Care for Hospitalized Patients With Parkinson's Disease: Development of a Formal Educational Program for Nursing Staff.

    Science.gov (United States)

    DiBartolo, Mary C

    2017-05-01

    Although not generally a primary admission diagnosis, Parkinson's disease (PD) can be a significant comorbidity during hospitalization. Hospitalized individuals with PD can experience a variety of complications, such as confusion, pneumonia, and urinary infections. More than 20% of patients experience deterioration in symptoms and hospital stays are extended by an average of 4 days. Late, omitted, or inappropriate medications are frequent culprits leading to serious consequences, including falls and aspiration. To address an identified gap in staff knowledge about PD, a formal educational program was developed to review its etiology, symptoms, treatments, and unique considerations in care and medication administration. This 2-hour intervention comprises a knowledge pre-test, PowerPoint® presentation, two concise handouts for reference, discussion of an unfolding case study, and review of the Aware in Care kit. Nurses can play a key role in educating staff to reduce avoidable hospital-related complications and enhance outcomes for this vulnerable group. [Journal of Gerontological Nursing, 43(5), 18-22.]. Copyright 2017, SLACK Incorporated.

  15. Characteristic and Competency Measurement Instrument Development for Maintenance Staff of Mechanical Expertise with SECI Method: A Case of Manufacturing Company

    Science.gov (United States)

    Mahatmavidya, P. A.; Soesanto, R. P.; Kurniawati, A.; Andrawina, L.

    2018-03-01

    Human resource is an important factor for a company to gain competitiveness, therefore competencies of each individual in a company is a basic characteristic that is taken into account. The increasing employee’s competency will affect directly to the company's performance. The purpose of this research is to improve the quality of human resources of maintenance staff in manufacturing company by designing competency measurement instrument that aims to assess the competency of employees. The focus of this research is the mechanical expertise of maintenance staff. SECI method is used in this research for managing knowledge that is held by senior employees regarding employee competence of mechanical expertise. The SECI method converts the knowledge of a person's tacit knowledge into an explicit knowledge so that the knowledge can be used by others. The knowledge that is gathered from SECI method is converted into a list of competence and break down into the detailed competency. Based on the results of this research, it is known that 11 general competencies, 17 distinctive competencies, 20 indicators, and 20 item list for assessing the competencies are developed. From the result of competency breakdown, the five-level instrument of measurement is designed which can assist in assessing employee’s competency for mechanical expertise.

  16. National Finance Center Personnel/Payroll System

    Data.gov (United States)

    US Agency for International Development — The NFC system is an USDA system used for processing transactions for payroll/personnel systems. Personnel processing is done through EPIC/HCUP, which is web-based....

  17. Development of double dosimetry algorithm for assessment of effective dose to staff in interventional radiology

    International Nuclear Information System (INIS)

    Kim, Ji Young

    2011-02-01

    Medical staff involving interventional radiology(IR) procedures are significantly exposed to the scatter radiation because they stand in close proximity to the patient. Since modern IR techniques are often very complicated and require extended operation time, doses to IR workers tend to increase considerably. In general, the personal dose equivalent at 10 mm depth, H p (10), read from one dosimeter worn on the trunk of a radiation worker is assumed to be a good estimate of the effective dose and compared to the dose limits for regulatory compliance. This assumption is based on the exposure conditions that the radiation field is broad and rather homogeneous. However, IR workers usually wear protective clothing like lead aprons and thyroid shield which allow part of the body being exposed to much higher doses. To solve this problem, i.e. to adequately estimate the effective doses of IR workers, use of double dosimeters, one under the apron and one over the apron where unshielded part of the body exposed, was recommended. Several algorithms on the interpretation of the two dosimeter readings have been proposed. However, the dosimeter weighting factors applied to the algorithm differ significantly, which quests a question on the reliability of the algorithm. Moreover, there are some changes in the process of calculating the effective dose in the 2007 recommendations of the International Commission on Radiological Protection(ICRP): changes in the radiation weighting factors, tissue weighting factors and the computational reference phantoms. Therefore, this study attempts to set a new algorithm for interpreting two dosimeter readings to provide a proper estimate of the effective dose for IR workers, incorporating those changes in definition of effective dose. The effective doses were estimated using Monte Carlo simulations for various practical conditions based on the vogel reference phantom and the new tissue weighting factors. A quasi-effective dose, which is

  18. Development of double dosimetry algorithm for assessment of effective dose to staff in interventional radiology

    Energy Technology Data Exchange (ETDEWEB)

    Kim, Ji Young

    2011-02-15

    Medical staff involving interventional radiology(IR) procedures are significantly exposed to the scatter radiation because they stand in close proximity to the patient. Since modern IR techniques are often very complicated and require extended operation time, doses to IR workers tend to increase considerably. In general, the personal dose equivalent at 10 mm depth, H{sub p}(10), read from one dosimeter worn on the trunk of a radiation worker is assumed to be a good estimate of the effective dose and compared to the dose limits for regulatory compliance. This assumption is based on the exposure conditions that the radiation field is broad and rather homogeneous. However, IR workers usually wear protective clothing like lead aprons and thyroid shield which allow part of the body being exposed to much higher doses. To solve this problem, i.e. to adequately estimate the effective doses of IR workers, use of double dosimeters, one under the apron and one over the apron where unshielded part of the body exposed, was recommended. Several algorithms on the interpretation of the two dosimeter readings have been proposed. However, the dosimeter weighting factors applied to the algorithm differ significantly, which quests a question on the reliability of the algorithm. Moreover, there are some changes in the process of calculating the effective dose in the 2007 recommendations of the International Commission on Radiological Protection(ICRP): changes in the radiation weighting factors, tissue weighting factors and the computational reference phantoms. Therefore, this study attempts to set a new algorithm for interpreting two dosimeter readings to provide a proper estimate of the effective dose for IR workers, incorporating those changes in definition of effective dose. The effective doses were estimated using Monte Carlo simulations for various practical conditions based on the vogel reference phantom and the new tissue weighting factors. A quasi-effective dose, which is

  19. Joint Command & Control Ship: Literature Survey on Motion Effects and Related Environmental Effects on Personnel

    National Research Council Canada - National Science Library

    2000-01-01

    .... The command staff will be composed of military and civilian personnel from the armed services of the United States and its allies, as well as personnel from other international agencies and organizations...

  20. Managing Information for Rural Development: Lessons from Eastern Africa. World Bank Staff Working Paper No. 379.

    Science.gov (United States)

    Deboeck, Guido; Kinsey, Bill

    The study summarizes discussions and conclusions of the Regional Workshop on Monitoring and Evaluation of Rural Development Projects in East Africa (Nairobi, Kenya, April 1979), whose purpose was to share lessons learned from field experiences in managing information for rural development. An initial section summarizes information in papers…

  1. Development Intention of Support Staff in an Academic Organization in The Netherlands

    Science.gov (United States)

    Renkema, Albert; Schaap, Harmen; van Dellen, Theo

    2009-01-01

    Purpose: The purpose of this paper is to investigate which psychological determinants relate to the intention to participate in development activities. Psychological determinants such as attitude toward development activities, self-efficacy, job satisfaction, organizational commitment and management support are related to the intention of support…

  2. Staff Development Through the Implementation of Two Innovative Learning/Teaching Modes. Final Report.

    Science.gov (United States)

    Nabokov, Peter; And Others

    The final report describes the generally successful development and use of two new instructional models for adult basic education (ABE): a peer instruction model and an instructional system for consumer decision making. Section 1 examines the two year application of the peer instruction model, first developed for the military, in various adult…

  3. Public service impacts of geothermal development: cumulative impacts study of the Geysers KGRA. Final staff report

    Energy Technology Data Exchange (ETDEWEB)

    Matthews, K.M.

    1983-07-01

    The number of workers currently involved in the various aspects of geothermal development in the Geysers are identified. Using two different development scenarios, projections are made for the number of power plants needed to reach the electrical generation capacity of the steam resource in the Geysers. The report also projects the cumulative number of workers needed to develop the steam field and to construct, operate, and maintain these power plants. Although the number of construction workers fluctuates, most are not likely to become new, permanent residents of the KGRA counties. The administrative and public service costs of geothermal development to local jurisdications are examined, and these costs are compared to geothermal revenues accruing to the local governments. Revenues do not cover the immediate fiscal needs resulting from increases in local road maintenance and school enrollment attributable to geothermal development. Several mitigation options are discussed and a framework presented for calculating mitigation costs for school and road impacts.

  4. Higher Education for a New Century--Research, Training, Development. Final Report of the International Seminar on Staff and Educational Development (10th, Prague, Czechoslovakia, June 20-25, 1991).

    Science.gov (United States)

    Charles Univ., Prague (Czechoslovakia). Documentation and Information Centre of the European Communities.

    Topics covered at the international conference on staff and educational development include: the promotion of international curricula and cooperation; institutional support for teaching; successful innovations in course and program design; academic auditing; staff development; the creation of partnerships with business and industry; faculty and…

  5. Continuing professional education for care staff: evaluation of training and development project.

    Science.gov (United States)

    Kukkurainen, Marja Leena; Suominen, Tarja; Härkönen, Eeva; Kuokkanen, Liisa

    2009-01-01

    This study describes the "Professional Career in Arthritis Care (PCA) 2003-2005" training and development project conducted at one hospital in Finland. The project consisted of 5,194 training days for 93 participants and 13 practical development tasks. The research task is to describe (1) the level of need for additional training once the project had ended, (2) the significance of the development task from the perspective of professional development, and (3) how the development task has been introduced into the work community. The material was gathered by questionnaire. The training needs remained quite stable in spite of lengthy training when measured by the themes of the curriculum covered during the PCA. When asked about their need for further training in general in order to manage their current job, a total of 66% of participants still expressed a need for training at the end of the PCA. The development task was viewed mostly positively. The PCA project has given some support to professional development and organizational change, general empowerment, motivation, and satisfaction.

  6. Pro & con: staff development vs in-service training. In-service education.

    Science.gov (United States)

    Gurley, L T

    1987-08-01

    In-service education is an institutional activity provided for one reason only: to improve the quality and productivity of the institution. The way an in-service program is carried out may foster the growth and development of the employees and give the individual employee a sense of self-direction, achievement, and even self-actualization. However, this is a by-product. In-service education has a utilitarian purpose and its purpose is clear. It does not need to be packaged under the guise of employee development. Individual growth and development take place within and outside the workplace. Individual initiative should provide the direction, not institutional programming.

  7. Engineering personnel

    International Nuclear Information System (INIS)

    Paskievici, W.

    The expansion of nuclear power is taxing human, material, and capital resources in developed and developing countries. This paper explores the human resources as represented by employment, graduation statistics, and educational curricula for nuclear engineers. (E.C.B.)

  8. Development of the system for academic training of personnel engaged in nuclear material protection, control and accounting in Russia

    International Nuclear Information System (INIS)

    Kryuchkov, E.F.

    2004-01-01

    educational problems in area of nuclear materials physical protection, control and accountability (MPC and A) in Russia. General scheme of Russian educational system is considered with main emphasis on the directions under implementation now, namely academic training system, re-training system and specialists qualification upgrade system in MPC and A area. Russian academic training system consists of the educational programs at various levels: Bachelor of Sciences, Master of Sciences, Specialist (also referred to as an Engineer Degree), and professional re-training of the personnel already working in the nuclear field. Currently, only the Master of Sciences Graduate Program is completely developed for the students training. This is taking place at Moscow Engineering Physics Institute (State University, MEPhI), where the fourth generation of Masters has graduated from in May 2003. The graduates are now working at nuclear-related governmental agencies, non-governmental organizations, universities, and nuclear facilities. Development of the system to produce academically trained Russian MPC and A personnel is therefore well underway. MEPhI's MPC and A Engineering Degree Program which currently under development is considered in the paper. Analysis of MPC and A needs at Russian nuclear facilities has demonstrated the Engineering Degree Program is the best way to satisfy these needs and the resulting demands for MPC and A specialists at Russian nuclear enterprises. This paper discusses specific features of the Engineering Degree training required by Russian education legislation and the Russian system of quality control as applied to the training process. The paper summarizes the main joint actions undertaken during the past three years by MEPhI in collaboration with the US Department of Energy and US national laboratories to develop the MPC and A Engineering Degree Program in Russia. These actions include opening a new Engineering Degree specialty, Safeguards and Nonproliferation

  9. Looking Backwards with the "Personnel Evaluation Standards": An Analysis of the Development and Implementation of a Statewide Teacher Assessment Program.

    Science.gov (United States)

    Ellett, Chad D.; And Others

    1996-01-01

    The "Personnel Evaluation Standards" of D. Stufflebeam (1988) were used as a framework for the historical analysis of Louisiana's effort to implement a statewide program to evaluate its 45,000 teachers for the purpose of renewable professional certification. Using the "Standards" provided insights into the evaluation process…

  10. 77 FR 22306 - State Personnel Development Grants; Proposed Priorities and Definitions; CFDA Number 84.323A

    Science.gov (United States)

    2012-04-13

    ... grades and subjects: (1) A student's score on the State's assessments under the ESEA; and, as appropriate... CONTACT. Purpose of Program: The purpose of this program is to assist SEAs in reforming and improving... assist SEAs in reforming and improving their systems for personnel preparation and professional...

  11. Modernization of personnel training

    International Nuclear Information System (INIS)

    Haferburg, M.; Rehn, H.

    1997-01-01

    Personnel training in German nuclear power plants adheres to high standards complying with government regulations. The development of PC technology allows the introduction of new training methods, e.g. computer based training (CBT), as well as their integration into existing systems. In Germany, the operators of nuclear power plants have developed their own computer based standards with a screen design, a hardware platform and an assessment standard. 25% of the theoretical training of the shift personnel is covered by CBT. The CBT-Programmes offer multimedia features: videos, photographs, sound, graphs and switching diagrams of existing systems, practice oriented simulations and 3-D animations. Interaction is the most important attribute of an efficient self-learning-programme. A typical example of such an appropriate theme is the CBT-Lesson ''Pressure Surges in Pipes and Components of Power Plants''. (author)

  12. Developing Mainstream Resource Provision for Pupils with Autism Spectrum Disorder: Staff Perceptions and Satisfaction

    Science.gov (United States)

    Bond, Caroline; Hebron, Judith

    2016-01-01

    The majority of children and young people with autism spectrum disorder are educated in mainstream schools. The diverse needs of this group of pupils has led to a continuum of provision being promoted in the UK and other countries, and developed at a local level. This continuum includes mainstream schools with resource provision which can offer…

  13. DREAMer-Ally Competency and Self-Efficacy: Developing Higher Education Staff and Measuring Lasting Outcomes

    Science.gov (United States)

    Cisneros, Jesus; Cadenas, German

    2017-01-01

    DREAMzone is an educational intervention designed to increase higher education professionals' competency and self-efficacy for working with undocumented students. Grounded in social learning theory, we developed the DREAMer-ally instrument to investigate the effects of DREAMzone on DREAMer-ally competency and self-efficacy. Findings support the…

  14. Effects of Staff Training and Development on Professional Abilities of University Teachers in Distance Learning Systems

    Science.gov (United States)

    Khan, Shahinshah Babar; Chishti, Saeed-ul-Hasan

    2012-01-01

    Quality education may be termed as the primary way that leads to development of nations and can play an exclusive role in maintaining the standards of education. It is understood that using conventional teaching methods, desired products cannot be achieved; making the need for modern approaches to be evolved for sound qualitative work. The target…

  15. Academic Staff's Apathy towards Formal Professional Development Programmes at North West University

    Science.gov (United States)

    Makunye, M. M.; Pelser, T. G.

    2012-01-01

    The purpose of this study was to explore reasons for academics' apathy towards formal professional development programmes at North-West University. The research design was essentially descriptive, employing both qualitative and quantitative research techniques to gather and analyse data. Three techniques, namely, questionnaire surveys, analysis of…

  16. Political and Pedagogical Dimensions in Holocaust Education: Teacher Seminars and Staff Development in Greece

    Science.gov (United States)

    Balodimas-Bartolomei, Angelyn

    2016-01-01

    The present study examines Holocaust education and professional teacher development in Greece. It briefly reviews the history of Greek Jewry and the stance and significance of Holocaust education within the Greek education system from historical, political, and pedagogical dimensions. The study also compares various approaches, themes, and…

  17. Training for Social Development Staff at the World Bank, Volume 2. Annexes

    OpenAIRE

    LeDuc, Matthew; Gross, Daniel R.

    2010-01-01

    The social development family is facing a major challenge given the significant increase in lending made by the Bank in the last five years. Lending overall has more than doubled between FY05 and FY09; investment lending has increased by 82 percent and infrastructure lending by 125 percent. In this report, International Evaluation Group (IEG) suggests that the World Bank's safeguard policies ...

  18. Training for Social Development Staff at the World Bank, Volume 1. Main Report

    OpenAIRE

    Daniel R. Gross; Matthew LeDuc

    2010-01-01

    The social development family is facing a major challenge given the significant increase in lending made by the Bank in the last five years. Lending overall has more than doubled between FY05 and FY09; investment lending has increased by 82 percent and infrastructure lending by 125 percent. In this report, International Evaluation Group (IEG) suggests that the World Bank's safeguard policies ...

  19. Technology Staff-Development and Support Programs: Applying Abraham Maslow's Hierarchy of Needs.

    Science.gov (United States)

    Bailey, Gerald D.; Pownell, David

    1998-01-01

    Presents Abraham Maslow's hierarchy of needs (physiological, safety, belonging, esteem, self-actualization) as a model for developing technology training and support for teachers, identifies basic technology-related needs that must be met before higher levels of technology integration can be achieved, and offers seven implications to help…

  20. STAFF MEETING

    CERN Multimedia

    Robert Aymar

    2005-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Thursday 12 January 2006 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year, to review CERN's activities during 2005 and to present the perspectives for this coming year. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season Robert AYMAR

  1. Staff meeting

    CERN Multimedia

    2006-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Thursday 18 January 2007 at 3:00 p.m. Main Auditorium (bldg.. 500) to convey my best wishes for the new year, to review CERN's activities during 2006 and to present the perspectives for this special year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg.. 31) and the AT Auditorium (bldg.. 30). Simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  2. STAFF MEETING

    CERN Multimedia

    2003-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Tuesday 13 January 2004 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year and to present a perspective of CERN's future activities. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  3. STAFF MEETING

    CERN Multimedia

    2004-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Tuesday 13 January 2004 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year and to present a perspective of CERN's future activities. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  4. The development of a taste education program for preschoolers and evaluation of a program by parents and childcare personnel.

    Science.gov (United States)

    Shon, Choengmin; Park, Young; Ryou, Hyunjoo; Na, Woori; Choi, Kyungsuk

    2012-10-01

    The change in people's dietary life has led to an increase in an intake of processed foods and food chemicals, raising awareness about taste education for preschoolers whose dietary habits start to grow. This study aims to evaluate the effectiveness and satisfaction of parents and childcare personnel after developing a taste education program and demonstrating it in class. A part of the curriculum developed by Piusais and Pierre was referred for the program. After educating 524 preschoolers in child care facilities in Seoul, a satisfaction survey was conducted on the program. The data in this study were analyzed using SPSS 14.0. Statistical analysis was conducted based on the frequency after collecting the data. Mean ± SD used to determine satisfaction with taste education, with preferences marked on a five-point scale and the alpha was set at 0.05. The program includes five teachers' guides with subjects of sweetness, saltiness, sourness, bitterness and harmony of flavor, and ten kinds of teaching tools. For the change in parents' recognition of the need for taste education based on five-point scale, the average of 4.06 ± 0.62 before the program has significantly increased to 4.32 ± 0.52 (P sweetness, saltiness, sourness, and bitterness, the average has increased to 3.83 ± 0.61, 3.62 ± 0.66, 3.64 ± 0.66, and 3.56 ± 0.75 respectively. In an evaluation of instructors in child care facilities, the average scores for education method, education effect, education contents and nutritionists, and teaching tools were at 4.15 ± 0.63, 3.91 ± 0.50, 4.18 ± 0.50, and 3.80 ± 0.56 respectively. In addition, the need for a continuous taste education scored 4.42 ± 0.67. This program has created a positive change in preschoolers' dietary life, therefore the continuation and propagation of the taste education program should be considered.

  5. Evoked Brain Activity and Personnel Performance

    Science.gov (United States)

    1987-10-01

    numt>er) performance assessment, biomagnetism , testing potential, magnetoencephalography, evoked potential, personnel...here. EF recordings were obtained using a DC SQUID Biomagnetic Detection System (B.T.I., Inc. model 600B, second derivative gradiometer). The single... Biomagnetism : Possible new predictor of personnel performance. (NPRDC Tech. Rep. 84-43). San Diego: Navy Personnel Research and Development Center

  6. The "Decolonial Turn": What Does It Mean for Academic Staff Development?

    Directory of Open Access Journals (Sweden)

    Jo-Anne Vorster

    2017-04-01

    Full Text Available It has become increasingly evident that the discourse of transformation that has shaped the democratising of higher education institutions over the first two decades of the democratic dispensation in South Africa has now run its course. Over the past few years, and particularly during the tumultuous student protests of 2015 and 2016, students and some academics have been calling for the decolonisation of university structures and cultures, including curricula. Using concepts from Margaret Archer’s social realism we consider the failure of the discourse of transformation  to lead to real change and examine a constellation of new discourses related to the decolonisation of universities that have emerged in South Africa recently. Furthermore, we critique the discourses that have underpinned our own practices as academic developers over the past two decades and then explore the implications of what could be termed a “decolonial turn” for academic developers and by implication for the academics with whom they work.

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

    Science.gov (United States)

    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…

  8. The Empirical Assessment of English for Specific Business Purpose (ESBP) among Export Development Bank of Iran (EDBI) Staff

    Science.gov (United States)

    Moazzen, Ahmad; Hashemi, Akram

    2015-01-01

    The present study has been conducted with the purpose of exploring the relationship between EDBI staff's General English proficiency and their technical English Writing as well as the way each ESBP and GE courses affect their writing skill. The kind of the study is quasi-experimental with pre-test and post-test, being conducted among EDBI staff in…

  9. The clinical learning environment and supervision by staff nurses: developing the instrument.

    Science.gov (United States)

    Saarikoski, Mikko; Leino-Kilpi, Helena

    2002-03-01

    The aims of this study were (1) to describe students' perceptions of the clinical learning environment and clinical supervision and (2) to develop an evaluation scale by using the empirical results of this study. The data were collected using the Clinical Learning Environment and Supervision instrument (CLES). The instrument was based on the literature review of earlier studies. The derived instrument was tested empirically in a study involving nurse students (N=416) from four nursing colleges in Finland. The results demonstrated that the method of supervision, the number of separate supervision sessions and the psychological content of supervisory contact within a positive ward atmosphere are the most important variables in the students' clinical learning. The results also suggest that ward managers can create the conditions of a positive ward culture and a positive attitude towards students and their learning needs. The construct validity of the instrument was analysed by using exploratory factor analysis. The analysis indicated that the most important factor in the students' clinical learning is the supervisory relationship. The two most important factors constituting a 'good' clinical learning environment are the management style of the ward manager and the premises of nursing on the ward. The results of the factor analysis support the theoretical construction of the clinical learning environment modelled by earlier empirical studies.

  10. Khmelnitsky NPP personnel training system improvement

    International Nuclear Information System (INIS)

    Sapronov, V.G.; Issupov, V.I.

    1996-01-01

    Khmelnitsky nuclear power plant personnel training system improvement is described, including creation of Training center, development of training courses based on SAT methodology, development of training hardware

  11. Automatic personnel contamination monitor

    International Nuclear Information System (INIS)

    Lattin, Kenneth R.

    1978-01-01

    United Nuclear Industries, Inc. (UNI) has developed an automatic personnel contamination monitor (APCM), which uniquely combines the design features of both portal and hand and shoe monitors. In addition, this prototype system also has a number of new features, including: micro computer control and readout, nineteen large area gas flow detectors, real-time background compensation, self-checking for system failures, and card reader identification and control. UNI's experience in operating the Hanford N Reactor, located in Richland, Washington, has shown the necessity of automatically monitoring plant personnel for contamination after they have passed through the procedurally controlled radiation zones. This final check ensures that each radiation zone worker has been properly checked before leaving company controlled boundaries. Investigation of the commercially available portal and hand and shoe monitors indicated that they did not have the sensitivity or sophistication required for UNI's application, therefore, a development program was initiated, resulting in the subject monitor. Field testing shows good sensitivity to personnel contamination with the majority of alarms showing contaminants on clothing, face and head areas. In general, the APCM has sensitivity comparable to portal survey instrumentation. The inherit stand-in, walk-on feature of the APCM not only makes it easy to use, but makes it difficult to bypass. (author)

  12. Education and training of operators and maintenance staff at Hamaoka Nuclear Power Stations

    International Nuclear Information System (INIS)

    Makido, Hideki; Hayashi, Haruhisa

    1999-01-01

    At Hamaoka Nuclear Power Station, in order to ensure higher safety and reliability of plant operation, education and training is provided consistently, on a comprehensive basis, for all operating, maintenance and other technical staff, aimed at developing more capable human resources in the nuclear power division. To this end, Hamaoka Nuclear Power Station has the 'Nuclear Training Center' on its site. The training center provides the technical personnel including operators and maintenance personnel with practical training, utilizing simulators for operation training and the identical facilities with those at the real plant. Thus, it plays a central role in promoting comprehensive education and training concerning nuclear power generation. Our education system covers knowledge and skills necessary for the safe and stable operation of nuclear power plant, targeting new employees to managerial personnel. It is also organized systematically in accordance with experience and job level. We will report the present education and training of operators and maintenance personnel at Hamaoka Nuclear Training Center. (author)

  13. 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.

  14. Supporting Self-Improvement in Teaching, Literacy, Language and Numeracy. Tools for Staff Development. Module 5: Integrating Literacy Language and Numeracy into a Range of Contexts

    Science.gov (United States)

    Basic Skills Agency, 2007

    2007-01-01

    Develop the skills of staff across your organisation to successfully implement an embedded approach to LLN. Unpacking the practical issues involved, this module will help specialist LLN teachers to work effectively with colleagues who teach other subjects, supporting a "whole organisation approach" to developing literacy, language and numeracy.…

  15. Staff meeting

    CERN Multimedia

    2007-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Wednesday 16 January 2008 at 3:00 p.m. Main Auditorium (bldg 500) to convey my best wishes for the new year, to review CERN’s activities during 2007 and to present the perspectives for 2008, the year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (Bldg. 31) and the AT Auditorium (Bldg. 30). Simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season! Robert AYMAR

  16. 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

  17. Us army corps of engineers - Engineering research and development center - Petrographic analysis of section 3 personnel tunnel concrete

    Energy Technology Data Exchange (ETDEWEB)

    Carter, J. M. [Savannah River Site (SRS), Aiken, SC (United States). Savannah River National Lab. (SRNL)

    2017-10-04

    The Concrete and Materials Branch (CMB) of the Geotechnical and Structures Laboratory was requested to perform an analysis on concrete cores collected from the north and south walls of the H-Canyon Section 3 Personnel Tunel, Savannah River Site, Aiken, South Carolina to determine the cause of the lower than expected compressive strength. This study examined five cores provided to the ERDC by the Department of Energy. The cores were logged in as CMB No. 170051-1 to 170051-5 and subjected to petrographic examination, air void analysis, chemical sprays, scanning electron microscopy, and x-ray diffraction.

  18. Strengthening the role and functions of nursing staff in inpatient stroke rehabilitation: developing a complex intervention using the Behaviour Change Wheel.

    Science.gov (United States)

    Loft, Mia Ingerslev; Martinsen, Bente; Esbensen, Bente Appel; Mathiesen, Lone L; Iversen, Helle K; Poulsen, Ingrid

    2017-01-01

    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. A systematic approach was used, consistent with the framework for developing and evaluating complex interventions by the UK's Medical Research Council (MRC). Based on qualitative methods and using the Behaviour Change Wheel's (BCW) stepwise approach, we sought behaviours related to nursing staffs' roles and functions. We conducted a behavioural 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. We developed the educational intervention Rehabilitation 24/7. Following the MRC and the BCW frameworks is resource-consuming, but offers a way of developing a practical, well-structured intervention that is theory- and evidence based.

  19. Training and qualification program for nuclear criticality safety technical staff. Revision 1

    International Nuclear Information System (INIS)

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

    1997-01-01

    A training and qualification program for nuclear criticality safety technical staff personnel has been developed and implemented. All personnel who are to perform nuclear criticality safety technical work are required to participate in the program. The program includes both general nuclear criticality safety and plant specific knowledge components. Advantage can be taken of previous experience for that knowledge which is portable such as performance of computer calculations. Candidates step through a structured process which exposes them to basic background information, general plant information, and plant specific information which they need to safely and competently perform their jobs. Extensive documentation is generated to demonstrate that candidates have met the standards established for qualification

  20. Staff Association membership is free of charge for the rest of 2017

    CERN Multimedia

    Staff Association

    2017-01-01

    Starting from September 1st, membership of the Staff Association is free for all new members for the period up to the end of 2017. This is to allow you to participate in the Staff Council elections. Indeed, only Employed Members of the Personnel (MPE: staff and fellows) and Associated Members of the Personnel (MPA), who are members of the Staff Association, can: stand for election and become a delegate of the personnel; vote and elect their representatives to the Staff Council. Do not hesitate any longer; join now!

  1. Long-term effects of a staff-development program on effective instruction and classroom management for teachers in multigrade classes

    NARCIS (Netherlands)

    Veenman, S.; Raemaekers, J.

    1995-01-01

    This study describes the long-term effects of a staff development programme based on selected findings from teaching effectiveness research in schools with multigrade or mixed-age classes. The short-term effects of this programme were examined in two studies directed at schools with multigrade

  2. Impact of In-Service Training and Staff Development on Workers' Job Performance and Optimal Productivity in Public Secondary Schools in Osun State, Nigeria

    Science.gov (United States)

    Fejoh, Johnson; Faniran, Victoria Loveth

    2016-01-01

    This study investigated the impact of in-service training and staff development on workers' job performance and optimal productivity in public secondary schools in Osun State, Nigeria. The study used the ex-post-facto research design. Three research questions and three hypotheses were generated and tested using questionnaire items adapted from…

  3. The Efficiency of the University Teaching and Learning Training Program (UTL) on Developing the Teaching Competencies of the Teaching Staff at Imam University

    Science.gov (United States)

    AlRweithy, Eman; Alsaleem, Basma Issa

    2014-01-01

    This study aimed at presenting the University Teaching and Learning training program UTL and determining the efficiency of the UTL on developing the teaching competencies of the teaching staff at Imam University in Saudi Arabia. The results revealed that there were statistically significant differences between the performance of the training group…

  4. 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…

  5. The Effect of Teachers' Staff Development in the Use of Higher-Order Questioning Strategies on Third Grade Students' Rubric Science Assessment Performance

    Science.gov (United States)

    Caulfield-Sloan, Maryrose B.; Ruzicka, Mary F.

    2005-01-01

    The type of staff development necessary to improve student achievement is not the type of in-service where elementary teachers just attend a workshop to learn a specific activity to be used when teaching a particular concept. Rather, a comprehensive instructional strategy is the one designed to enhance student comprehension and mastery for…

  6. Effects of network development on attitudes towards work and well-being at work among health care staff in northern Finland.

    Science.gov (United States)

    Kanste, Outi; Lipponen, Kaija; Kääriäinen, Maria; Kyngäs, Helvi

    2010-09-01

    To assess the effects of network development between primary and special health care units on attitudes towards work and well-being at work among health care staff. A prospective quasi-experimental design with intervention (n=33) and control (n=23) groups. This 2-year pilot intervention study was implemented in 14 health centres and 4 hospitals in northern Finland. The material was gathered via self-reported questionnaires from the health care staff at baseline and 1 follow-up. The intervention was composed of regional networking, self-ruling teamwork, staff education and guidance for the multiprofessional teams consisting of participants from primary and special health care units. The objective of these teams was to construct and disseminate regional models of patient education for the service process of 6 patient groups: cardiovascular, COPD, total joint replacement, cerebral infarction, cancer and chronic ulcer patients. The network development intervention had positive effects on attitudes towards work concerning organizational commitment, occupational commitment and growth satisfaction. The positive effects were also found in well-being at work, measured by absorption. The results are encouraging, although the study failed to demonstrate statistically significant improvements in other attitude and well-being outcomes that were measured. Network development intervention particularly improved positive attitudes towards work among health care staff. Although randomized controlled trials are needed, regional network development between health centres and hospitals is recommended when the goal is positive attitudes towards work and well-being at work in sparsely populated and rural areas.

  7. Results of nuclear security culture survey on personnel at nuclear power plants

    International Nuclear Information System (INIS)

    Yoo, Hosik; Lee, Jeong-Ho

    2015-01-01

    Highlights: • A new surveying questionnaire for evaluating the security awareness of personnel was developed. • The developed surveying tools consist of four categories and 44 questions in total. • The surveying tools developed in this study can be used in other countries. - Abstract: A survey to evaluate awareness of the nuclear security culture of personnel at nuclear facilities was developed. The survey was made up of a series of questionnaires that were divided into four categories, beliefs and attitude, operating systems, leadership behaviors and staff behaviors. Each category contained six to 16 questions. The category on beliefs and attitude was composed of questions that asked plant workers on how much consideration facility personnel give to issues of security when doing his/her work. The section pertaining to operating systems for nuclear security consisted of questions on guidance documents, information security, and education and training. The questions on leadership behaviors were separated into two parts, one for managers and another for staff. These include questions relating to communication between management and staff, surveillance work related to nuclear security and the sharing of information. The last category of questions concerned staff behaviors. It consisted of questions on knowledge, procedures and implementation related to nuclear security. A survey was conducted on 858 people who worked at nuclear power plants using the questionnaire that was developed in this study. The survey was performed between October 7 to 17, 2014. The survey results were collected and analyzed. A numerical value was given to each question, so that the results of the survey were represented as a score. The data revealed that awareness of the nuclear security culture increased with age. This increase stopped when staff members entered their 50s. It is believed that a person in his/her 50s has a greater degree of experience and passion for their work than

  8. Fred C. Cuny Memorial Continuing Education series: principles of disaster management. Lesson 6: Personnel and personnel management.

    Science.gov (United States)

    Cuny, F C

    1999-01-01

    Relief operations require capable responsible staff. This lesson discusses the types of staff and workers required. It stresses the importance of employing locals and refugees in filling many of these positions, and examines the role of volunteers, paid personnel, and expatriates and the issues involved.

  9. Partners with Clinical Practice: Evaluating the Student and Staff Experiences of On-line Continuing Professional Development for Qualified Nephrology Practitioners

    Directory of Open Access Journals (Sweden)

    Susannah QUINSEE

    2005-01-01

    Full Text Available Partners with Clinical Practice: Evaluating the Student and Staff Experiences of On-line Continuing Professional Development for Qualified Nephrology Practitioners Judith HURST Susannah QUINSEE City University London, THE UNITED KINGDOM ABSTRACT The inclusion of online learning technologies into the higher education (HE curriculum is frequently associated with the design and development of new models of learning. One could argue that e-learning even demands a reconfiguration of traditional methods of learning and teaching. However, this transformation in pedagogic methodology does not just impact on lecturers and teachers alone. Online learning has ‘pervasive impacts and changes in other HE functions’ (HEFCE, p.2. Thus, e-learning is a transformational process that posits new challenges for staff and students, both in educational methods and support. Many political, clinical, financial and social influences impact on registered health professionals’ ability to continue their professional development. This is particularly pertinent in the delivery of nephrology care. In order to evaluate the programme that has now run for 2 years in the context of this institution, evaluative research methodology sought to explore the experiences of the staff and students involved. Qualitative data was collected from the students and a reflective framework was used to form the basis of a focus group for the staff. This paper will present how a virtual learning environment (VLE was developed utilising the pedagogic framework of solution-focused learning. It will demonstrate evaluation of the students’ experiences compared to their traditional classroom-learning counterparts, and highlight the reflections of staff developers as they moved into new roles and developed different aspects of their present roles within a traditional HE context.

  10. Оrganization of anti-crisis personnel management in agricultural enterprises

    Directory of Open Access Journals (Sweden)

    Mylyar T.S.

    2017-06-01

    Full Text Available The research deals with the basic principles of the use of anti-crisis personnel management in enterprises of agriculture. The paper theoretically proves the implementation efficiency of anti-crisis personnel management in enterprises of agriculture. Nowadays many enterprises are constantly faced with the impact of crises of different nature. HR management is urgent and a priority to improve the efficiency of the administrative process for all organizations. The actual basis for the introduction of anti-crisis management in enterprises is timely detection and correct response to crisis situations by human resources. The basis of anti-crisis personnel management is an organization work with the staff, aimed at creating conditions for the effective activity planning at the company, the selection of strategies for implementation, development of anti-crisis program, selection of appropriate instruments to use. However, it is important to take into account the human factor, based on the psychological readiness of skilled company personnel to work in conditions of stress and crisis. Much attention is paid to the overview of main factors that are necessary for personnel in the organization of anti-crisis management. The principles of anti-crisis personnel management are systematized. It should be noted that the principles can be individual, that is specific to the crisis in the enterprises, as the staff in this case is in serious social and psychological environment. It is determined that anti-crisis management has specific characteristics. The article studies the place of the personnel policy in the anti-crisis management system. The paper gives the valuable information on the way of improving the effectiveness of anti-crisis management, which is the implementation of the internal anti-crisis control group, and the functions of the group are the ability to anticipate crises in the future and provide everything necessary to prevent their appearance.

  11. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

    Describes the process of staff selection for the general studies department at Piedmont Technical College. Makes suggestions on how to write a job description, establish selection criteria, develop the selection process, and make the selection itself. Includes sample forms used in the process. (DR)

  12. 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.

  13. STAFF SATISFACTION ESTIMATION SYSTEMS IN RUSSIAN NATIONAL RESEARCH UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Natalia A. Novokreshchenova

    2015-01-01

    Full Text Available The aim of the investigation is to study practical approaches to the assessment of employee satisfaction in higher education institutions; to identify and determine the maturity level of assessment systems established in the universities.Methods. The methods involve general and special methods of scientific knowledge such as analogy, systemic and structural analysis, content analysis, and comparison method.Results. The paper presents the results of practical research on Russian universities activities on the sphere of the employee satisfaction assessment. 29 Russian national research universities were selected for the analysis. The levels of systems development of a satisfaction assessment of the personnel and approaches to such procedures are designated on the basis of the content of internal university documents. It is noted that development of satisfaction assessment systems of the personnel of high schools, complex revealing both subjective, and its objective indicators will allow the staff to make more well-founded administrative decisions, and to raise interest of employees in evolution of activity of educational institution; expenses reduction by high school of time and intellectual resources can become an economic benefit.Scientific novelty and practical significance. Material, presented in the paper, can be useful to employees of HR and quality control departments of higher educational institutions of Russia; as well as to managers who work in the education system and participate in the work of staff satisfaction evaluation. Theoretical aspects of the paper can become the basis for the formation and development of models of staff satisfaction evaluation systems and the starting point of any research related to the development of guidelines for the satisfaction staff assessment.

  14. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  15. The situation of the personnel working in nuclear installations

    International Nuclear Information System (INIS)

    Rydzy, W.

    1984-01-01

    It is shown in this paper that the staff committee practically has no say in deliberations and decisions concerning the physical protection system of a nuclear installation. The author explains the strict and detailed system of regulations and other provisions set by the law, which also govern the working conditions in nuclear facilities. The criteria applied in the selection of personnel are discussed, such as educational, physical and psychological qualifications; other items include personnel organisation, security screening of staff, health and safety at work, technical procedures and processes and the working environment, rights of staff to participate in the management. (HSCH) [de

  16. 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.

  17. Development and pilot testing of a questionnaire to determine the ability and willingness of health personnel accompanying perinatal bereavement

    Directory of Open Access Journals (Sweden)

    Mª José Domínguez Santarén

    2013-01-01

    Full Text Available Introduction. The care that parents receive around the time of a loss has a huge impact on their perception of what happened and on their ability to cope. Good care cannot remove the pain and devastation that the loss of a pregnancy or the death of a baby can bring, but can promote healing.Methodology: Creation and pilot study for a questionnaire to determinate the capacity and willingness of perinatal bereavement support from staff in hospitalization and delivery room services in Zaragoza and Jaca who care for couples with a perinatal death.Statistical analysis. Qualitative analysis is made of the difficulties and limitations of this support staff is performing. Psychometric tests were conducted to determine the reliability and validity of the questionnaire by calculating Cronbach´s alpha and the intraclass correlation coefficient. For the analysis of construct validity, we performed the principal components factorial analysis (PCFA through the Varimax rotation system.Results. The qualitative analysis of open-ended responses indicates a lack of knowledge about this type of mourning and social and communication tools that often precludes effective accompaniment. We obtained a Cronbach alpha value of 0.835 overall questionnaire, which indicates high internal consistency or coherence among the items and relatively high CCI indicates good stability over time with significance p<,001. Making appropriate modifications could assess the ability and willingness of workers.

  18. Personnel Monitoring Department - DEMIN

    International Nuclear Information System (INIS)

    1989-01-01

    The activities and purposes of the Personnel Monitoring Dept. of the Institute of Radioprotection and Dosimetry of the Brazilian CNEN are presented. A summary of the personnel monitoring service is given, such as dosemeters supply, laboratorial inspections, and so on. The programs of working, publishing, courses and personnel interchange are also presented. (J.A.M.M.)

  19. Development of an instrument to measure health center (HC) personnel's computer use, knowledge and functionality demand for HC computerized information system in Thailand.

    Science.gov (United States)

    Kijsanayotin, Boonchai; Pannarunothai, Supasit; Speedie, Stuart

    2005-01-01

    Knowledge about socio-technical aspects of information technology (IT) is vital for the success of health IT projects. The Thailand health administration anticipates using health IT to support the recently implemented national universal health care system. However, the national knowledge associate with the socio-technical aspects of health IT has not been studied in Thailand. A survey instrument measuring Thai health center (HC) personnel's computer use, basic IT knowledge and HC computerized information system functionality needs was developed. The instrument reveals acceptable test-retest reliability and reasonable internal consistency of the measures. The future nation-wide demonstration study will benefit from this study.

  20. Nuclear power plant personnel training and its evaluation. A guidebook

    International Nuclear Information System (INIS)

    1996-01-01

    The Guidebook will prove especially useful for, and is addressed primarily to: nuclear power operating organizations establishing or upgrading their NPP personnel training systems; regulatory personnel responsible for setting requirements and/or evaluating NPP personnel training; and organizations (within or outside the operating organization) responsible for the development, implementation and evaluation of training programmes for NPP personnel. Figs, tabs

  1. 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.

  2. Short Communication Employee -Driven Staff Training and ...

    African Journals Online (AJOL)

    This paper examines the concept of staff training and development within the South African context. The changing labour legislation in South Africa makes it mandatory for the employer to provide training and development. However, staff have an important role to play in staff training and development. The paper gives an ...

  3. Police, Design, Plan and Manage: Developing a Framework for Integrating Staff Roles and Institutional Policies into a Plagiarism Prevention Strategy

    Science.gov (United States)

    Walker, Christopher; White, Melanie

    2014-01-01

    When student plagiarism occurs, academic interest and institutional policy generally assume the fault rests with the student. This paper questions this assumption. We claim that plagiarism is a shared responsibility and a complex phenomenon that requires an ongoing calibration of the relative skills and experiences of students and staff in…

  4. The Role of the Supervisor in Effective Personnel Management: A Means of Improving Quality and Reducing Costs. Supervisory Development Conference Series. Training Guide.

    Science.gov (United States)

    Veterans Administration, Washington, DC.

    A guide for a conference on the role of the supervisor in effective personnel management is presented. The purposes of the conference are: (1) to examine the basic principles underlying the Federal personnel system and to see how the various parts fit together, (2) to discuss the personnel management responsibilities of supervisors, and (3) to…

  5. Evaluating the effectiveness of training for nuclear facility personnel. Proceedings of the specialists' meeting

    International Nuclear Information System (INIS)

    2003-01-01

    One of the essential requirements for safe and reliable nuclear power plant operation and maintenance is the availability of competent personnel. The systematic approach to training (SAT) is recognized world-wide as the international best practice for attaining and maintaining the qualification and competence of nuclear power plant personnel. Many countries have applied and are now implementing or enhancing the use of SAT in their training systems, as demonstrated by the results of the IAEA World Survey on Nuclear Power Plant Personnel Training published in the beginning of 1999. Among the major challenges of human resource professionals is the need to measure the effectiveness of their training programs. Most training programs in the nuclear industry are effective because they are meeting legitimate needs and are conducted by competent, professional staff. Unfortunately, the extent of the impact of teaming is usually unknown or vague at best. Measurement and evaluation processes and procedures are usually inadequate or need further development and refinement. The IAEA has already been addressing the NPP personnel teaming problem during the last several years. Nevertheless, the scope of the problem is widening and new solutions are being developed. Therefore, the IAEA has decided to invite teaming professionals to a Specialists' Meeting to learn about and discuss NPP personnel training trends. The topic of this meeting, evaluating the effectiveness of training for nuclear facility personnel, was selected by the IAEA International Working Group on Training and Qualification of Nuclear Power Plant Personnel. A Specialists' Meeting on Evaluating the Effectiveness of Training for Nuclear Facility Personnel, organized in co-operation with EXITECH Corporation, the US DOE was attended by participants from 12 countries presenting 21 papers

  6. 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

    2018-01-16

    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; ••: ••-••. © 2018 Japan Geriatrics Society.

  7. 28 CFR 42.414 - Federal agency staff.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

  8. Recent trends and challenges in personnel selection

    NARCIS (Netherlands)

    Lievens, F.; van Dam, K.; Anderson, N.

    2002-01-01

    The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing

  9. Innovative activity of personnel of organization

    Directory of Open Access Journals (Sweden)

    V. N.Belkin

    2010-09-01

    Full Text Available This article deals with transition way of economic of the Russian Federation on an innovative way of development. The special attention is given the internal social and economic environment of the organizations which, as a rule, counteracts development of innovative activity of the personnel. Ways of increase of innovative activity of the personnel are offered.

  10. [Nursing staff absenteeism rates as a personnel management indicator].

    Science.gov (United States)

    Sancinetti, Tânia Regina; Soares, Alda Valéria Neves; Lima, Antonio Fernandes Costa; Santos, Nanci Cristiano; Melleiro, Marta Maria; Fugulin, Fernanda Maria Togeiro; Gaidzinski, Raquel Rapone

    2011-08-01

    Absenteeism in nursing is a difficult problem for health organizations; hence it is an indicator that must be monitored. The objective of this study was to analyze the absenteeism rate of nursing professionals in a public hospital. Absenteeism data were collected monthly, from January to July 2008, and calculated by means of an electronic program. The mean absenteeism index for nurses varied from 5.6% to 9.7% for technicians/nursing aides. Sick leaves were the most prevalent reason for absences. The data revealed the major cause of absenteeism and pointed at the need to change policies for hiring nursing professionals, in addition to reviewing the working processes in order to improve the workers' health conditions.

  11. [Education and Training of Personnel in Morphology].

    Science.gov (United States)

    Katagiri, Hisako; Yamagata, Junko

    2016-02-01

    We introduce our efforts to utilize education, training, competence assessment, and quality control of personnel engaged in urinary sediment and blood cell morphology examinations in our laboratory. There are no standard samples for these morphological examinations, and standardization has not been completed for all types of blood cells or urinary sediment components. We had been carrying out simultaneous microscopic examination involving trainee staff and senior laboratory technologists as a means of education and evaluation, but acceptance criteria were unclear. Moreover, we had continued our operation without assessment of the level of achievement of routine works or the competence of individual staff members. Taking the opportunity of receiving ISO 15189 certification, we have been able to establish clear standards for evaluating personnel education and training in morphological examinations. We will continuously make efforts to maintain and manage this system.

  12. What are the priorities for developing culturally appropriate palliative and end-of-life care for older people? The views of healthcare staff working in New Zealand.

    Science.gov (United States)

    Bellamy, Gary; Gott, Merryn

    2013-01-01

    This paper explores the views of healthcare staff regarding the provision of culturally appropriate palliative care for Māori, Pacific Island and Chinese elders living in Auckland, New Zealand. The ageing population is culturally and ethnically diverse and, along with other developed countries experiencing high levels of migration, the challenge is balancing the rise in numbers of older people from different ethnic and cultural groups with end-of-life care, which reflects personal values and beliefs. Two joint interviews and ten focus groups were conducted with eighty staff across a range of primary, secondary and speciality care settings in 2010. The findings demonstrated that participants viewed the involvement of family as fundamental to the provision of palliative care for Māori, Pacific Island and Chinese elders. For Māori and Pacific Islanders, healthcare staff indicated the importance of enabling family members to provide 'hands-on' care. The role of family in decision-making was fundamental to the delivery of and satisfaction with care for older Chinese family members. Care staff highlighted the need to be cognisant of individual preferences both within and across cultures as a fundamental aspect of palliative care provision. The role of family in 'hands-on' palliative care and decision-making requires care staff to relinquish their role as 'expert provider'. Counter to the prioritisation of autonomy in Western health-care, collective decision-making was favoured by Chinese elders. Providing families with the requisite knowledge and skills to give care to older family members was important. Whilst assumptions are sometimes made about preferences for end-of-life care based on cultural values alone, these data suggest that care preferences need to be ascertained by working with family members on an individual basis and in a manner that respects their involvement in palliative care provision. © 2012 Blackwell Publishing Ltd.

  13. 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. ...

  14. Abiding by the sufficiency economy philosophy to develop the quality of life of teachers and educational personnel in the central region

    Science.gov (United States)

    Khumkhong, Tippawan

    2018-01-01

    This research aimed to 1) study the ideas and procedures of the Sufficiency Economy Philosophy (SEP) to make it fully implemented to develop the quality of life of teachers and educational personnel in the central region, 2) study the results of implementing the SEP and 3) offer some guidelines in implementing the SEP to develop the quality of life. The samples were the teachers and educational personnel, the cremation service welfare members of 2015 in 9 provinces of the central region namely Bangkok, Sing Buri, Saraburi, Chai Nat, Nonthaburi, Pathum Thani, Pha Nakhon Si Ayuttaya, Lop Buri and Ang Thong. The qualitative research's samples were the 6 key informants selected purposely, collected by depth-interview, analyzed using inductive method, checked by the methodological triangulation and the key informants. The quantitative research's samples were the 398 offered obtained by stratified random sampling having regard to the ratio, collected by questionnaire with the reliability value of 0.982, analyzed by percentage, mean and standard deviation. The findings were as follows: 1) As for the ideas towards the SEP and the ethical principles of Buddhism are one and the same thing. All levels of people can follow this philosophy. The procedures towards the SEP to develop the quality of life by performing in harmony with their daily lives regarding to the moderation, the reasonableness, building self-immunity with knowledge and ethical qualification. 2) The SEP helps develop the better quality of life, happiness, sound life, sound economy with great satisfaction of the living. 3) On offering some guidelines in implementing the SEP to develop the quality of life: 3.1) the performers must have good understanding in the philosophy and accept to bring it into use 3.2) lead a life according to the ethical principles of Buddhism or to the ones of the religion you believe. 3.3) members of the family had to cooperate in leading lives according to the SEP and 3.4) save money

  15. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2006-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association's work and help promote and defend the staff's interests and, more broadly, those of the Organization itself.

  16. Development of an analytical method for the direct determination of uranium isotopes in occupationally exposed personnel urine samples using Icp-SFMS

    International Nuclear Information System (INIS)

    Torres C, C. O.; Hernandez M, H.; Romero G, E. T.; Vega C, H. R.

    2016-09-01

    The development of an analytical method for measuring actinides in radioactive waste, environmental and biological samples has been a major challenge in institutions dedicated to the nuclear sector. Is for this reason that the developed and validated methods to measure isotopes of elements belonging to the actinide family have as main objective the characterization of radioactive wastes, the monitoring of radioactive installations and the dosimetric evaluation of occupationally exposed personnel, this for the purpose to prevent incidents or radiological accidents and to safeguard workers. This research work is focused on determining isotopes of uranium (U) and obtaining isotope ratios in urine samples of occupationally exposed personnel using a Magnetic Sector Mass Spectrometer with Inductively Coupled Plasma Source (Icp-SFMS), which is a versatile and promising technique for a large number of applications. The urine samples are acidified in order to favor the dissolution of the analytes in the samples, minimizing as much as possible their loss by sorption in the walls of the sampling bottle. For the determination of U in urine samples, dilution was performed, taking 2 ml of the urine samples and weighing it to 100 ml with 2% ultra pure HNO 3 and finally performing the measurement by Icp-SFMS. The results obtained in the measurements of U show an order of magnitude in terms of sensitivity offered by Icp-SFMS. The isotopic ratios 234 U/ 238 U, 235 U/ 238 U are very close to the results reported by the literature and the quantification of the isotopes of said element show be within the concentration range of U, indicating that is exposed to depleted U. Additionally, Limit of Detection and Quantification Limit calculations were performed, which are of the order of pg mL -1 . (Author)

  17. Staff/population ratios in South African public sector mental health ...

    African Journals Online (AJOL)

    To document existing staff/population ratios per 100 000 population in South African public sector mental health services. Design. Cross-sectional survey. ... The staff/population ratios per 100 000 population for selected personnel categories (with the interprovincial ranges in brackets) were as follows: total nursing staff 15.6 ...

  18. Migraine management in community pharmacies: practice patterns and knowledge of pharmacy personnel in Thailand.

    Science.gov (United States)

    Saengcharoen, Woranuch; Lerkiatbundit, Sanguan

    2013-10-01

    To describe practice behavior and understanding among pharmacy personnel, both pharmacists and non-pharmacist staff, in the management of mild and moderate migraines. Migraine is recognized as a prevalent and chronic neurological disorder. In developing countries, such as Thailand, community pharmacies are a widely used source of health care for various illnesses including migraine. However, the quality of migraine management and knowledge among pharmacy personnel is unclear. Cross-sectional study. The sample comprised 142 randomly selected community pharmacies in a city in the south of Thailand. Simulated clients visited the pharmacies twice, at least 1 month apart, to ask for the treatment of mild and moderate migraines. After the encounters, question asking, drug dispensing, and advice giving by pharmacy staff were recorded. Subsequently, the providers in 135 pharmacies participated in the interview to evaluate their knowledge in migraine management. The majority of pharmacy personnel were less likely to ask questions in cases of mild migraine when compared with moderate attack (mean score [full score = 12] 1.8 ± 1.6 vs 2.6 ± 1.5, respectively, P knowledge on migraine management. Pharmacists had better knowledge on question asking (mild migraine 5.1 ± 2.1 vs 3.1 ± 1.3, respectively, P knowledge on advice giving but poorer drug dispensing in moderate migraine according to the guidelines, relative to non-pharmacists (20.5% vs 40.3%, P = .014). A large number of community pharmacists and non-pharmacist staff had inappropriate practice behavior and understanding. Continuing education and interventions are important to improve the practice and knowledge of pharmacy personnel, particularly the pharmacists. © 2013 American Headache Society.

  19. Personnel Policy and Profit

    DEFF Research Database (Denmark)

    Bingley, Paul; Westergård-Nielsen, Niels Chr.

    2004-01-01

    There is a growing awareness of large differences in worker turnover and pay between firms. However, there is little knowledge about the effects of this on firm performance. This paper describes how personnel policies with respect to pay, tenure and worker flows are related to economic performance...... personnel structure variation. It is found that personnel policy is strongly related to economic performance. At the margin, more hires are associated with lower profit, and more separations with higher profit. For the average firm, one new job, all else equal, is associated with ?2680 (2000 prices) lower...

  20. A Study of Career Ladders and Manpower Development for Non-Management Personnel in the Food Service Industry.

    Science.gov (United States)

    State Univ. of New York, Ithaca. School of Hotel Administration at Cornell Univ.

    Because of its failure to provide career ladders for non-management employees, the food service industry is facing increasingly severe manpower shortages and labor turnover. Unnecessary requirements bar entry workers from many jobs, and training opportunities leave much to be desired. This report identifies the problem areas and develops a model…

  1. E-assessment of prior learning: a pilot study of interactive assessment of staff with no formal education who are working in Swedish elderly care.

    Science.gov (United States)

    Nilsson, Annika; Andrén, Marianne; Engström, Maria

    2014-04-18

    The current paper presents a pilot study of interactive assessment using information and communication technology (ICT) to evaluate the knowledge, skills and abilities of staff with no formal education who are working in Swedish elderly care. Theoretical and practical assessment methods were developed and used with simulated patients and computer-based tests to identify strengths and areas for personal development among staff with no formal education. Of the 157 staff with no formal education, 87 began the practical and/or theoretical assessments, and 63 completed both assessments. Several of the staff passed the practical assessments, except the morning hygiene assessment, where several failed. Other areas for staff development, i.e. where several failed (>50%), were the theoretical assessment of the learning objectives: Health, Oral care, Ergonomics, hygiene, esthetic, environmental, Rehabilitation, Assistive technology, Basic healthcare and Laws and organization. None of the staff passed all assessments. Number of years working in elderly care and staff age were not statistically significantly related to the total score of grades on the various learning objectives. The interactive assessments were useful in assessing staff members' practical and theoretical knowledge, skills, and abilities and in identifying areas in need of development. It is important that personnel who lack formal qualifications be clearly identified and given a chance to develop their competence through training, both theoretical and practical. The interactive e-assessment approach analyzed in the present pilot study could serve as a starting point.

  2. [Burnout syndrome among health staff].

    Science.gov (United States)

    Curiel-García, José Angel; Rodríguez-Morán, Martha; Guerrero-Romero, Fernando

    2006-01-01

    To determine the prevalence of burnout syndrome components among the medical and nursing staff of the second care level hospitals of the Instituto Mexicano del Seguro Social and Instituto de Seguridad Social al Servicio de los Trabajadores del Estado from Durango, Mexico. A cross-sectional comparative study was carried out among 73 physicians and 100 nurses randomly selected from both hospitals. The prevalence of burnout syndrome components was established by the Maslash Burnout Inventory, which determines the presence of physical/emotional exhaustion, depersonalization, and labor performance. In addition, sociodemographic and labor information was collected. Prevalence was calculated with a reliability interval of 95% (CI 95%). 73 physicians and 100 nurses enrolled, corresponding to 22.8% and 14.5% of such personnel working in both institutions. Among the IMSS and ISSSTE workers respectively, the prevalence of depersonalization was 43.2% (34.4-52.9) and 14.5% (6.8-25.8), whereas the prevalence of physical/emotional exhaustion was 41.4% (32.7-51.1) and 19.4% (10.4-31.4). Pre-valence of labor performance was higher among the personnel of Instituto Mexicano del Seguro Social: 99.1% (95.1-100) versus 96.8% (88.8-100). Severe depersonalization (p = 0.004), but not emotional exhaustion (p = 0.09) nor labor performance (p = 0.06) was significantly higher among personnel working at the Instituto Mexicano del Seguro Social. Prevalence of depersonalization and physical/emotional exhaustion was higher among physicians and nurses of the Instituto Mexicano del Seguro Social; nonetheless, their labor performance was high. Our finding suggests that personnel working at the Instituto Mexicano del Seguro Social make a greater effort to maintain the high labor performance that medical care requires.

  3. Civilian Personnel: Career Management

    National Research Council Canada - National Science Library

    2001-01-01

    This revision; (1) Contains changes required by the establishment of a consolidated and realigned management structure for civilian personnel, manpower, and related functions in the Office of the Assistant Secretary of the Army...

  4. Personnel neutron dosimetry

    International Nuclear Information System (INIS)

    Hankins, D.

    1982-04-01

    This edited transcript of a presentation on personnel neutron discusses the accuracy of present dosimetry practices, requirements, calibration, dosemeter types, quality factors, operational problems, and dosimetry for a criticality accident. 32 figs

  5. Personnel roles in the AAC assessment process.

    Science.gov (United States)

    Binger, Cathy; Ball, Laura; Dietz, Aimee; Kent-Walsh, Jennifer; Lasker, Joanne; Lund, Shelley; McKelvey, Miechelle; Quach, Wendy

    2012-12-01

    Completing an augmentative and alternative communication (AAC) assessment is a complex process that involves many stakeholders and professionals. To help clarify professional roles and provide assessment guidelines, an AAC Assessment Personnel Framework was developed. This framework was adapted from the work of Beukelman, Ball, and Fager in 2008, which focused on general AAC needs (not just assessment) and concentrated specifically on adults. In contrast, the present model examines the assessment process for all individuals who require AAC. The following AAC assessment personnel are discussed: AAC finders, general practice SLPs, AAC clinical specialists, facilitators and communication partners, collaborating professionals, AAC research and policy specialists, manufacturers and vendors, funding agencies and personnel, and AAC/assistive technology agencies and personnel. Current barriers for successful assessment outcomes are discussed, and suggestions for addressing personnel-related barriers are explored.

  6. Recruitment, qualification and training of personnel for nuclear power plants. Safety guide

    International Nuclear Information System (INIS)

    2005-01-01

    The objective of this Safety Guide is to outline the various factors that should to be considered in order to ensure that the operating organization has a sufficient number of qualified personnel for safe operation of a nuclear power plant. In particular, the objective of this publication is to provide general recommendations on the recruitment and selection of plant personnel and on the training and qualification practices that have been adopted in the nuclear industry since the predecessor Safety Guide was published in 1991. In addition, this Safety Guide seeks to establish a framework for ensuring that all managers and staff employed at a nuclear power plant demonstrate their commitment to the management of safety to high professional standards. This Safety Guide deals specifically with those aspects of qualification and training that are important to the safe operation of nuclear power plants. It provides recommendations on the recruitment, selection, qualification, training and authorization of plant personnel. That is, of all personnel in all safety related functions and at all levels of the plant. Some parts or all of this Safety Guide may also be used, with due adaptation, as a guide to the recruitment, selection, training and qualification of staff for other nuclear installations (such as research reactors or nuclear fuel cycle facilities). Section 2 gives guidance on the recruitment and selection of suitable personnel for a nuclear power plant. Section 3 gives guidance on the establishment of personnel qualification, explains the relationship between qualification and competence, and identifies how competence may be developed through education, experience and training. Section 4 deals with general aspects of the training policy for nuclear power plant personnel: the systematic approach, training settings and methods, initial and continuing training, and the keeping of training records. Section 5 provides guidance on the main aspects of training programmes

  7. Recruitment, qualification and training of personnel for nuclear power plants. Safety guide

    International Nuclear Information System (INIS)

    2002-01-01

    The objective of this Safety Guide is to outline the various factors that should to be considered in order to ensure that the operating organization has a sufficient number of qualified personnel for safe operation of a nuclear power plant. In particular, the objective of this publication is to provide general recommendations on the recruitment and selection of plant personnel and on the training and qualification practices that have been adopted in the nuclear industry since the predecessor Safety Guide was published in 1991. In addition, this Safety Guide seeks to establish a framework for ensuring that all managers and staff employed at a nuclear power plant demonstrate their commitment to the management of safety to high professional standards. This Safety Guide deals specifically with those aspects of qualification and training that are important to the safe operation of nuclear power plants. It provides recommendations on the recruitment, selection, qualification, training and authorization of plant personnel; that is, of all personnel in all safety related functions and at all levels of the plant. Some parts or all of this Safety Guide may also be used, with due adaptation, as a guide to the recruitment, selection, training and qualification of staff for other nuclear installations (such as research reactors or nuclear fuel cycle facilities). Section 2 gives guidance on the recruitment and selection of suitable personnel for a nuclear power plant. Section 3 gives guidance on the establishment of personnel qualification, explains the relationship between qualification and competence, and identifies how competence may be developed through education, experience and training. Section 4 deals with general aspects of the training policy for nuclear power plant personnel: the systematic approach, training settings and methods, initial and continuing training, and the keeping of training records. Section 5 provides guidance on the main aspects of training programmes

  8. Religion in development : how is the role and meaning of religion in development interpreted by organization staff and local participants of Norwegian development aid?

    OpenAIRE

    Solhjell, Torstein

    2013-01-01

    Religion and development are the two main concepts of this thesis. These are basic concepts also in human life, religion because of its ability to create hope and give meaning to people, and development because it is about the changes we crave to get a better life. While development deals with issues related to this world, religion is often concerned with otherworldly matters. And while development is a tangible concept about change in human everyday life, religion often ...

  9. 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

  10. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... 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...

  11. Automated personnel radiation monitor

    International Nuclear Information System (INIS)

    Sterling, S.G.

    1981-01-01

    An automated Personnel Low-Level Radiation Portal Monitor has been developed by UNC Nuclear Industries, Inc. It is micro-computer controlled and uses nineteen large gas flow radiation detectors. By employing a micro-computer, sophisticated mathematical analysis is used on the detector informational data base to determine the statistical probability of contamination. This system provides for: (1) Increased sensitivity to point source contamination; (2) Real time background level compensation before and during Portal occupancy; (3) Variable counting periods as necessary to provide a significant statistical probability of contamination; (4) Continuous self-testing of system components, detector operability and sensitivity; and (5) Multiple modes of operation allowing the operator/owner control from continuous walk-through (for SNM detection at gates) to complete whole body counts (at step-off points from radiation zones). Sr-90 sources of .005 uCi can be detected from the hands and feet with a 90% confidence level, less than .1% false alarm rate with background levels up to 0.1 mR/hr. For the occupants periphery adjacent to the detectors, a sensitivity of .01 uCi is readily attainable. Alpha particle detection is legitimately available on hands, due to close proximity detection and thin Mylar detector cover techniques

  12. Automated personnel radiation monitor

    Energy Technology Data Exchange (ETDEWEB)

    Sterling, S.G.

    1981-06-01

    An automated Personnel Low-Level Radiation Portal Monitor has been developed by UNC Nuclear Industries, Inc. It is micro-computer controlled and uses nineteen large gas flow radiation detectors. By employing a micro-computer, sophisticated mathematical analysis is used on the detector informational data base to determine the statistical probability of contamination. This system provides for: (1) Increased sensitivity to point source contamination; (2) Real time background level compensation before and during Portal occupancy; (3) Variable counting periods as necessary to provide a significant statistical probability of contamination; (4) Continuous self-testing of system components, detector operability and sensitivity; and (5) Multiple modes of operation allowing the operator/owner control from continuous walk-through (for SNM detection at gates) to complete whole body counts (at step-off points from radiation zones). Sr-90 sources of .005 uCi can be detected from the hands and feet with a 90% confidence level, less than .1% false alarm rate with background levels up to 0.1 mR/hr. For the occupants periphery adjacent to the detectors, a sensitivity of .01 uCi is readily attainable. Alpha particle detection is legitimately available on hands, due to close proximity detection and thin Mylar detector cover techniques.

  13. WebPASS Explorer (HR Personnel Management)

    Data.gov (United States)

    US Agency for International Development — WebPass Explorer (WebPASS Framework): USAID is partnering with DoS in the implementation of their WebPass Post Personnel (PS) Module. WebPassPS does not replace...

  14. New ISO standard - personnel photographic film dosemeters

    International Nuclear Information System (INIS)

    Brabec, D.

    1980-01-01

    The ISO Standard 1757 ''Personnel Photographic Film Dosemeters'', issued in June 1980, is briefly described. UVVVR's own dosemeter developed for use in the national film dosimetry service in Czechoslovakia is evaluated in relation to this ISO Standard. (author)

  15. CHIEF OF STAFF FINANCE

    African Journals Online (AJOL)

    Internal Audit, Military. Museums, Documentation. Service, Language. Service, Financial Co-ordination, Chief Pay Mas- ter, Programming and Budget, Electronic Data. Processing and Expenditure Control. Chief of Staff Finance. With effect from 13 February 1978 Chief of Staff. Management Services became Chief of Staff.

  16. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2007-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association’s work and help promote and defend the staff’s interests and, more broadly, those of the Organization itself.

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

    Directory of Open Access Journals (Sweden)

    Zelinska Haluna Olexiivna

    2016-12-01

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

  18. Defining Roles for Pharmacy Personnel in Disaster Response and Emergency Preparedness.

    Science.gov (United States)

    Alkhalili, Mohammad; Ma, Janice; Grenier, Sylvain

    2017-08-01

    Ongoing provision of pharmaceuticals and medical supplies is of key importance during and following a disaster or other emergency event. An effectively coordinated response involving locally available pharmacy personnel-drawing upon the efforts of licensed pharmacists and unlicensed support staff-can help to mitigate harms and alleviate hardship in a community after emergency events. However, pharmacists and their counterparts generally receive limited training in disaster medicine and emergency preparedness as part of their initial qualifications, even in countries with well-developed professional education programs. Pharmacy efforts have also traditionally focused on medical supply activities, more so than on general emergency preparedness. To facilitate future work between pharmacy personnel on an international level, our team undertook an extensive review of the published literature describing pharmacists' experiences in responding to or preparing for both natural and manmade disasters. In addition to identifying key activities that must be performed, we have developed a classification scheme for pharmacy personnel. We believe that this framework will enable pharmacy personnel working in diverse practice settings to identify and undertake essential actions that are necessary to ensure an effective emergency response and will promote better collaboration between pharmacy team members during actual disaster situations. (Disaster Med Public Health Preparedness. 2017;11:496-504).

  19. MASSIVE OPEN ONLINE COURSES FOR PEDAGOGICAL STAFF TRAINING

    Directory of Open Access Journals (Sweden)

    O. M. Gyshchina

    2017-01-01

    development of pedagogical staff. The experience of Togliatti State University of MOOC approbation is briefly summarized.Practical significance. The authors consider MOOC as a future-oriented form of e-learning in network professional communities. The proposed innovative model of professional development of pedagogical staff allows to quickly realize the progressive pedagogical ideas, and to apply the tutorials created on the basis of modern information and communication tools. This model can be used by managers of inter-industry institutes of professional development and professional retraining of personnel.  

  20. Midwifery scope of practice among staff nurses: a grounded theory study in Gujarat, India.

    Science.gov (United States)

    Sharma, Bharati; Johansson, Eva; Prakasamma, M; Mavalankar, Dileep; Christensson, Kyllike

    2013-06-01

    midwifery is a part of the nursing profession in India. This current study explores and describes the midwifery scope of practice among staff nurses. a grounded theory approach was used to develop a model. Twenty-eight service providers from the maternity sections of public health facilities, selected through purposive and theoretical sampling were interviewed in-depth. Unstructured observations in the labour wards were also used for developing the model. the midwifery practice of staff nurses was limited in scope compared to international standards of midwifery. Their practice was circumstance driven, ranging from extended to marginal depending on the context. Their right to practice was not legally defined, but they were not specifically prohibited from practice. As a consequence, the staff nurses faced loss of skills, and deskilling when their practice was restricted. Their practice was perceived as risky, when the scope of practice was extended because it was not rightfully endorsed, the nurses having no officially recognized right to practice midwifery at that level. The clinical midwifery education of nursing and midwifery students was marginalized because the education of medical students was given priority, and the students only got exposed to the restricted practice of staff nurses. unclear definitions of the right to practice and the scope of practice have led to the un-utilized potential of staff nurses practising midwifery. This is detrimental because India faces an acute shortage of qualified personnel to meet the need in providing human resources for maternal health. Copyright © 2012 Elsevier Ltd. All rights reserved.

  1. 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.

  2. Staff Acquisition -- Agencies

    Data.gov (United States)

    Office of Personnel Management — Job vacancy and organizational information from customer agencies sufficient to provide requested services: examining, strategic staffing, recruitment and branding,...

  3. Job satisfaction among emergency department staff.

    Science.gov (United States)

    Suárez, M; Asenjo, M; Sánchez, M

    2017-02-01

    To compare job satisfaction among nurses, physicians and administrative staff in an emergency department (ED). To analyse the relationship of job satisfaction with demographic and professional characteristics of these personnel. We performed a descriptive, cross-sectional study in an ED in Barcelona (Spain). Job satisfaction was evaluated by means of the Font-Roja questionnaire. Multivariate analysis determined relationship between the overall job satisfaction and the variables collected. Fifty-two nurses, 22 physicians and 30 administrative staff were included. Administrative staff were significantly more satisfied than physicians and nurses: 3.42±0.32 vs. 2.87±0.42 and 3.06±0.36, respectively. Multivariate analysis showed the following variables to be associated with job satisfaction: rotation among the different ED acuity levels (OR: 2.34; 95%CI: 0.93-5.89) and being an administrative staff (OR: 0.27; 95%CI: 0.09-0.80). Nurses and physicians reported greater stress and work pressure than administrative staff and described a worse physical working environment. Interpersonal relationships obtained the highest score among the three groups of professionals. Job satisfaction of nurses and physicians in an ED is lower than that of administrative staff with the former perceiving greater stress and work pressure. Conversely, interpersonal relationships are identified as strength. Being nurse or physician and not rotating among the different ED acuity levels increase dissatisfaction. Copyright © 2016 College of Emergency Nursing Australasia. Published by Elsevier Ltd. All rights reserved.

  4. Radiation exposure of nursing personnel to brachytherapy patients

    International Nuclear Information System (INIS)

    Cobb, P.D.; Kase, K.R.; Bjaerngard, B.E.

    1978-01-01

    The radiation exposure of nursing personnel to brachytherapy patients has been analyzed from data collected during the years 1973-1976, at four different hospitals. The average annual dose per exposed nurse ranged between 25 and 150 mrem. The radiation exposure per nurse was found to be proportional to the total potential exposure and was uncorrelated with the size of the nursing staff. (author)

  5. 18 CFR 701.79 - Selection policy for professional personnel.

    Science.gov (United States)

    2010-04-01

    ... COUNCIL ORGANIZATION Headquarters Organization § 701.79 Selection policy for professional personnel. In the selection for employment of the professional staff as a whole, the Director shall be guided by the... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Selection policy for...

  6. Continuing violence against medical personnel in China: A flagrant violation of Chinese law.

    Science.gov (United States)

    Peng, Wei; Ding, Gan; Tang, Qi; Xu, Lingzhong

    2016-07-19

    Over the past few years, China has witnessed a surge in violence against medical personnel, including widely reported incidents of violent abuse, riots, attacks, and protests in hospitals, where doctors suffer from heavy workloads and little protection. China has engaged in serious efforts, such as investing large amounts into the healthcare system and implementing several decades of healthcare reform, to make medical care more accessible to and affordable for the public. However, incidents of violence against medical personnel have increased in intensity, reflecting deteriorating relations between medical staff and their patients in China over the past few decades. Hence, the effectiveness of healthcare legislation needs to be examined and medical reform and development of the healthcare system need to be reevaluated. Only by enhancing oversight, promoting healthcare reform, and improving the healthcare system can we repair the doctor-patient relationship and decrease violence against doctors in China.

  7. 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

  8. An Intervention to Increase Early Childhood Staff Capacity for Promoting Children's Social-Emotional Development in Preschool Settings

    Science.gov (United States)

    Green, Beth L.; Malsch, Anna M.; Kothari, Brianne Hood; Busse, Jessica; Brennan, Eileen

    2012-01-01

    This article describes the development, implementation, and outcomes of a pilot intervention designed to enhance preschool programs' ability to support children's social-emotional development. Working with two Head Start programs, the intervention included (1) restructuring existing early childhood mental health consultation services; (2) engaging…

  9. Personnel Management in Libraries.

    Science.gov (United States)

    Rubin, Richard, Ed.

    1989-01-01

    Twelve articles discuss personnel management in libraries. Topics covered include building job commitment among employers, collective bargaining, entry-level recruitment, employee turnover, performance evaluation, managing resistance to change, training problems, productivity, employee stress, compensation systems, and the Allerton Park Institute.…

  10. Determining the level and cost of sickness presenteeism among hospital staff in Turkey.

    Science.gov (United States)

    Aysun, Kandemir; Bayram, Şahin

    2017-12-01

    This study aimed to determine the associations between sickness presenteeism and socio-demographic factors, perceived health status and health complaints among hospital staff and to calculate the cost burdens and productivity losses attributed to presenteeism. A cross-sectional study was conducted using 951 hospital staff, including physicians, nurses, midwives, other health personnel and administrative staff working in two hospitals located in Kırıkkale province in Turkey. The health and work performance questionnaire developed by Kessler et al. was revised to measure sickness presenteeism. After performing Student's t test and a one-way analysis of variance, presenteeism was mostly observed in women, nurse-midwives, young employees, university health staff and health workers with low health status. Average productivity loss and cost of lost productivity per staff member were calculated as 19.92 h/TRY 315.57 for 2 weeks and 478.08 h/TRY 7573.68 for 1 year. The problem of sickness presenteeism is mostly observed in women and nurses. It causes both financial burdens and productivity losses for hospitals. These survey results are thus expected to provide critically important information on presenteeism for decision-makers and healthcare managers.

  11. Futuristics: A Tool for Staff Training.

    Science.gov (United States)

    Barr, Margaret J.; Hurst, James C.

    1979-01-01

    Creative use of future planning as a staff development tool can have short- and long-term benefits for the individual and the organization. Its potential for stimulating creativity, reducing crisis management, and developing staff cohesion is unequaled. The individual, the organization, the technology and the manager are the important factors.…

  12. Improving human performance in maintenance personnel

    International Nuclear Information System (INIS)

    Gonzalez Anez, Francisco; Agueero Agueero, Jorge

    2010-01-01

    The continuous evolution and improvement of safety-related processes has included the analysis, design and development of training plans for the qualification of maintenance nuclear power plant personnel. In this respect, the international references in this area recommend the establishment of systematic qualification programmes for personnel performing functions or carrying out safety related tasks. Maintenance personnel qualification processes have improved significantly, and training plans have been designed and developed based on Systematic Approach to Training methodology to each job position. These improvements have been clearly reflected in recent training programmes with new training material and training facilities focused not only on developing technical knowledge and skills but also on improving attitudes and safety culture. The objectives of maintenance training facilities such as laboratories, mock-ups real an virtual, hydraulic loops, field simulators and other training material to be used in the maintenance training centre are to cover training necessities for initial and continuous qualification. Evidently, all these improvements made in the qualification of plant personnel should be extended to include supplemental personnel (external or contracted) performing safety-related tasks. The supplemental personnel constitute a very spread group, covering the performance of multiple activities entailing different levels of responsibility. Some of these activities are performed permanently at the plant, while others are occasional or sporadic. In order to establish qualification requirements for these supplemental workers, it is recommended to establish a rigorous analysis of job positions and tasks. The objective will be to identify the qualification requirements to assure competence and safety. (authors)

  13. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

    This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.

  14. Supporting Self-Improvement in Teaching, Literacy, Language and Numeracy. Tools for Staff Development. Module 4: Teaching and Learning Approaches

    Science.gov (United States)

    Basic Skills Agency, 2007

    2007-01-01

    This module provides teachers with practical tools to improve the quality of teaching and learning activities and enable learners to achieve their objectives in literacy, language and numeracy. Unit 1 explores approaches that are particularly appropriate to adult learners, developing thinking skills and involving them in decision making and…

  15. Ways to Improve the Personnel Policy of the Restaurant Business

    Directory of Open Access Journals (Sweden)

    Alexandra Borisova

    2017-06-01

    Full Text Available At the present stage, the effectiveness of the organization activity directly depends on the properly organized personnel policy. The article presents the results of the problem diagnosis in the personnel policy of one of the organizations. The analysis of the use of labor resources, procedures and methods of implementing the personnel policy is performed. Measures to improve the effectiveness of the personnel policy of the organization are developed and recommended The ultimate goal of the personnel policy is to create a cohesive, responsible, high-performance team that is able to solve any tasks that correspond to the mission and strategy of the organization.

  16. Looking Out and Looking In: Exploring a Case of Faculty Perceptions during E-Learning Staff Development

    Directory of Open Access Journals (Sweden)

    Hendrik Daniël Esterhuizen

    2013-07-01

    Full Text Available This explorative study captured the perceptions of faculty members new to technology enhanced learning and the longitudinal observations of the e-learning manager during dedicated professional development in order to compile a socially transformative emergent learning technology integration framework for open and distance learning at the School of Continuing Teacher Education at North-West University, South Africa. A pragmatic approach guided the bounded case study. The study followed a fully mixed sequential equal status design of mixing sequential qualitative and quantitative findings. Data collection strategies concern a custom-made questionnaire, interviews with faculty members, and longitudinal observations by the e-learning manager. The first phase uncovered 34 qualitative codes. After quantitating of the data, a t-test indicated significant differences for 17 variables between faculty perceptions and observations of the e-learning manager. Ward’s method of Euclidean distances grouped the variables into five clusters according to the researchers’ paradigm of looking in and looking out from the development context. The clusters formed the basis of a model for faculty development towards socially transformative learning technology integration for open distance learning. The five aspects of the model comprise (i the environment in which faculty members should gain support from the institution; (ii the environment in which faculty have to address the realities of adopting TEL; (iii human factors relating to the adoption of TEL; (iv concerns and reservations about the use of TEL; and (v continuing professional development needs, expectations, and motivators. The sustainable integration of ICT into higher education institutions remains a major challenge for the adoption of TEL.

  17. Development and Evaluation of Educational Materials for Pre-Hospital and Emergency Department Personnel on the Care of Patients with Autism Spectrum Disorder

    Science.gov (United States)

    McGonigle, John J.; Migyanka, Joann M.; Glor-Scheib, Susan J.; Cramer, Ryan; Fratangeli, Jeffrey J.; Hegde, Gajanan G.; Shang, Jennifer; Venkat, Arvind

    2014-01-01

    With the rising prevalence of patients with autism spectrum disorder (ASD), there has been an increase in the acute presentation of these individuals to the general health care system. Emergency medical services and emergency department personnel commonly address the health care needs of patients with ASD at times of crisis. Unfortunately, there…

  18. 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

  19. [Improving nursing staff accuracy in administering chemotherapy].

    Science.gov (United States)

    Lin, Chin-Ying; Chu, Yun-Li; Chiou, Yen-Gan; Chiang, Ming-Chu

    2009-12-01

    As most anticancer drugs are cytotoxic, their safe and error-free application is important. We analyzed data from the hematology-oncology ward chemotherapy checklist dated January 13th through February 3rd, 2007 and found accuracy rates for chemotherapy drug usage as low as 68.4%. Possible causes identified for this poor result include incomplete chemotherapy standards protocols, lack of chemotherapy quality control, and insufficient chemotherapy knowledge amongst nursing staff. This project aimed to improve the accuracy of nursing staff in administering chemotherapy and to raise nursing staff knowledge regarding chemotherapy. Our strategies for improvement included completing a chemotherapy standards protocol, establishing a chemotherapy quality-control monitoring system, augmenting chemotherapy training and adding appropriate equipment and staff reminders. After strategies were implemented, accuracy in chemotherapy administration rose to 96.7%. Related knowledge amongst nursing staff also improved from an initial 77.5% to 89.2%. Implementing the recommended measures achieved a significant improvement in the accuracy and quality of chemotherapy administered by nursing personnel.

  20. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2005 : Article R II 4.07 of the Staff Regulations - Leave year (pages 25 & 26) The purpose of the amendment is to allow certain members of the personnel, on an exceptional basis in the context of LHC construction, to carry forward more than 30 days of annual leave into the following year. This possibility of additional carry-forward, which will be used sparingly, is governed by strict conditions : i.e. it must be with the consent of the member of the personnel concerned and subject to a specific, documented request by the hierarchy and a favourable medical opinion. In addition, the number of additional days of leave that can be carried forward must not exceed 10 per leave year, and all days of leave accumulated in this way must be used before 30 September 2009. Finally, this possibility will not be available to members of the personnel taking part in the Saved Leave Scheme (SLS) as at 3...

  1. Effects of a Competency-Based Professional Development Training on Children's Physical Activity and Staff Physical Activity Promotion in Summer Day Camps

    Science.gov (United States)

    Weaver, R. Glenn; Beets, Michael W.; Turner-McGrievy, Gabrielle; Webster, Collin A.; Moore, Justin

    2014-01-01

    The YMCA of the USA serves more than nine million youth in its summer day camping programs nationwide. In spring 2011, the YMCA of Columbia, SC, with support from the University of South Carolina, adopted a competency-based staff-level training approach in an attempt to align staff behaviors with the YMCA of the USA new physical activity standards…

  2. An induction pack for care home staff (transitions): for front-line staff of care homes An induction pack for care home staff (transitions): for front-line staff of care homes Alan Chapman Jim Kilgour , and Margaret Williamson Dementia Services Development Trust and University of Stirling 145 pp £35 1 85769 178 4 1857691784 [Formula: see text].

    Science.gov (United States)

    2005-06-01

    This pack has been compiled by three members of the Dementia Service Development Centre based at Stirling University. It was tested by a local care home in Lanarkshire and is divided by colour-coding into four parts - a good descriptive introduction, the main part, which is the individual study, the answers to the exercise questions, and a resource booklet. The pack is easy to read and understand, and the exercises are, for the most part, common sense. Some prospective students may, however, feel slightly patronised by this particular form of study.

  3. 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

  4. Maximizing the use of research reactors in training power reactor operating staff with special reference to US experience

    International Nuclear Information System (INIS)

    Cox, J.A.

    1976-01-01

    Research reactors have been used in training nuclear power plant personnel for many years. Using the experience in the United States of America a programme is proposed that will maximize the training conducted at a research reactor and lessen the time that the staff must spend training elsewhere. The programme is adaptable to future training of replacement staff and for staff retraining. (author)

  5. Development of a tool for measuring the concept of good care among patients and staff in relation to Swedish legislation.

    Science.gov (United States)

    Götherström, C; Hamrin, E; Gullberg, M

    1995-06-01

    An instrument for measuring the concept of good care, in relation to the Swedish Health and Medical Services Act, has been developed and tested in short-term care. The instrument comprises 14 statements on good care. The construct validity was estimated by factor analysis based on the results from 240 patients. Five factors explained 62% of the variance of the 14 variables and covered the following areas: information, security, accessibility, continuity, and influence and respect. Patients (n = 240) and registered nurses (n = 57) showed differences in estimations of the concept of good care on all factors. There were only minor differences, however, within the patient group and the nursing group, respectively, on comparing the two samples. The instrument needs further testing in different care conditions.

  6. The application of systematic analysis to the development for maintenance staffs training contents in Nuclear Power Station

    International Nuclear Information System (INIS)

    Ishida, Takahisa; Maruo, Tadashi; Kurokawa, Kazuya

    2005-01-01

    To survive the tide of electric power industry deregulation, actions for streamlining our operations must be compatible with safe of plant operation. With regard to the human resource issue, retirement of first line engineers who developed their practical technical skills through the process of experiencing numerous problems or plant construction can raise concerns regarding a decline in our engineering abilities. Under these circumstances, to prepare sophisticated maintenance engineers, training programs must be optimized by considering the most effective and efficient method and material. Despite the IAEA's SAT (Systematic Approach to Training) method being widely applied to train nuclear power plants operators, there are few reports that it is applied to maintenance engineers. This paper will discuss our attempt to introduce more effective and efficient training for maintenance engineers, as well as refer to the SAT method to analyze the education program as a whole. (author)

  7. 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...

  8. Recruitment and quality academic staff selection: the case study of ...

    African Journals Online (AJOL)

    The sources from which organizations decide to select personnel from are central to its ability to survive, adapt, and grow (Noe et al, 2004:171). The paper examines a case study of recruitment and selection of quality academic staff into Covenant University. The paper addresses the factors that could affect recruitment ...

  9. Qualification of NPP operations personnel

    International Nuclear Information System (INIS)

    Wang Jiao.

    1987-01-01

    Competence of personnel is one of the important problems for safety operation of nuclear power plant. This paper gives a description of some aspects, such as the administration of NPP, posts, competence of personnel, training, assessing the competence and personnel management

  10. To all members of the personnel

    CERN Multimedia

    2005-01-01

    Temporary work for children of members of the personnel During the period mid-June to mid-September 2005, a limited number of vacancies for temporary work at CERN (normally unskilled work of a routine nature) will be available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of vacancies available, no children having previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks and the allowance for the period will be CHF 1621.- net. Candidates should apply via the HR Department's electronic recruitment system (E-rt) : http://humanresources.web.cern.ch/humanresources/internal/personnel/pmd/cr/Staff-kids-05.pdf Completed application forms must be returned to this Service by 8 April 2005 ...

  11. 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…

  12. 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.

  13. 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

  14. A staff allocation model for mental health facilities.

    Science.gov (United States)

    Lyons, J P; Young, J P

    1976-01-01

    This article describes a model for allocating staff within a large psychiatric hospital. The model provides an objective framework within which one can test alternative staff operating policies before making critical decisions concerning the employment of one category of personnel as opposed to another. It is based on objective data describing patient needs and staff functioning patterns, rather than subjective opinions concerning staff deployment. Besides being useful for the short-term deployment of staff and budgetary resources, it can also be used as a long-range planning tool for testing modifications in policy decisions and budget proposals. The algorithm employed, mixed-integer linear programming, is readily available; computer costs and running time are relatively minimal.

  15. 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...

  16. Development of a hospital reiki training program: training volunteers to provide reiki to patients, families, and staff in the acute care setting.

    Science.gov (United States)

    Hahn, Julie; Reilly, Patricia M; Buchanan, Teresa M

    2014-01-01

    Creating a healing and healthy environment for patients, families, and staff is an ongoing challenge. As part of our hospital's Integrative Care Program, a Reiki Volunteer Program has helped to foster a caring and healing environment, providing a means for patients, family, and staff to reduce pain and anxiety and improve their ability to relax and be present. Because direct care providers manage multiple and competing needs at any given time, they may not be available to provide Reiki when it is needed. This program demonstrates that a volunteer-based program can successfully support nurses in meeting patient, family, and staff demand for Reiki services.

  17. Graduate radiographers' expectations for role development - The potential impact of misalignment of expectation and valence on staff retention and service provision

    Energy Technology Data Exchange (ETDEWEB)

    Williamson, Keren [Department of Radiography, School of Healthcare Studies, Cardiff University, Heath Park, Cardiff CF14 4XN (United Kingdom)], E-mail: williamsonk2@cardiff.ac.uk; Mundy, Lynn A. [Department of Radiography, School of Healthcare Studies, Cardiff University, Heath Park, Cardiff CF14 4XN (United Kingdom)

    2010-02-15

    Purpose: The purpose of this study was to investigate the role development expectations of graduate radiographers with a view to predicting the potential impact of a misalignment of these expectations and valence on service delivery and staff retention. A final year cohort of radiography students completed a questionnaire designed to explore topics associated with role development opportunities. Method: Structured questionnaires, in the Likert scale format, utilised 20 attitude questions constructed to elicit information in relation to 3 main themes of investigation; expectation, valence and knowledge. Results: All participants (n = 37) stated an expectation for role development opportunities with 97.3% (n = 36) indicating that these expectations would be realised within 5 years of graduation and 75.7% (n = 28) within 2 years of graduation. A significant correlation between expectation for role development and job satisfaction was seen (p < 0.05). 81.1% (n = 30) of participants stated turnover intentions in order to meet their expectations. Conclusion: There is an expectation for role development opportunities for new graduates with a valence noted of the intrinsic reward of meeting these expectations. Expectation and valence are seen to be intrinsically linked with job satisfaction suggesting that misalignment of these would have a potentially negative impact on motivation and retention of the future radiography workforce demonstrating a positive correlation with withdrawal behaviours, including turnover intentions. In a relatively small professional group such as radiography the phenomenon of group cohesion may be strong suggesting that withdrawal behaviours may manifest as 'resignation in post', impacting on the quality of care and service provision for patients.

  18. Graduate radiographers' expectations for role development - The potential impact of misalignment of expectation and valence on staff retention and service provision

    International Nuclear Information System (INIS)

    Williamson, Keren; Mundy, Lynn A.

    2010-01-01

    Purpose: The purpose of this study was to investigate the role development expectations of graduate radiographers with a view to predicting the potential impact of a misalignment of these expectations and valence on service delivery and staff retention. A final year cohort of radiography students completed a questionnaire designed to explore topics associated with role development opportunities. Method: Structured questionnaires, in the Likert scale format, utilised 20 attitude questions constructed to elicit information in relation to 3 main themes of investigation; expectation, valence and knowledge. Results: All participants (n = 37) stated an expectation for role development opportunities with 97.3% (n = 36) indicating that these expectations would be realised within 5 years of graduation and 75.7% (n = 28) within 2 years of graduation. A significant correlation between expectation for role development and job satisfaction was seen (p < 0.05). 81.1% (n = 30) of participants stated turnover intentions in order to meet their expectations. Conclusion: There is an expectation for role development opportunities for new graduates with a valence noted of the intrinsic reward of meeting these expectations. Expectation and valence are seen to be intrinsically linked with job satisfaction suggesting that misalignment of these would have a potentially negative impact on motivation and retention of the future radiography workforce demonstrating a positive correlation with withdrawal behaviours, including turnover intentions. In a relatively small professional group such as radiography the phenomenon of group cohesion may be strong suggesting that withdrawal behaviours may manifest as 'resignation in post', impacting on the quality of care and service provision for patients.

  19. Nuclear power plant personnel training and its evaluation. A guidebook. Executive summary

    International Nuclear Information System (INIS)

    1997-05-01

    The Guidebook will prove especially useful for, and is addressed primarily to: nuclear power operating organizations establishing or upgrading their NPP personnel training systems; regulatory personnel responsible for setting requirements and/or evaluating NPP personnel training; and organizations (within or outside the operating organization) responsible for the development, implementation and evaluation of training programmes for NPP personnel. Figs

  20. Personnel policy and management

    International Nuclear Information System (INIS)

    Dangelmaier, P.

    1986-01-01

    In the field of personnel policy and management two main points must be considered and fitted together: the aspects of the applicant and the aspects of the utility. The applicant wishes a position which suits to his abilities, education, training, experience and self-evaluation. The enterprise has beside these qualification criteria to look to some additional points: reliability - not only in the profession of the applicant but also in his daily life. In this examination licensing authorities are involved too; responsibility in a very broad sense and the ability to make correct decisions sometimes under stress situations. (orig.)

  1. 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...

  2. Job Satisfaction of Faculty and Staff at the College of Eastern Utah.

    Science.gov (United States)

    Seegmiller, Jesse F.

    Faculty and staff at the College of Eastern Utah were surveyed in order to ascertain the level of job satisfaction of the college's personnel. Over 90% of the faculty completed a 94-item job satisfaction questionnaire which was based on Herzberg's Motivation-Hygiene theory of motivation. College staff completed a slightly modified form of the…

  3. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2006: The modifications are listed below: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme - reorganization of the Fellowship Programme - modification of the Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions - new definition of disability and associated benefits - revised role of the Joint Advisory Rehabilitation and Disability Board - bringing together the relevant provisions). Copies of this update (modification# 16) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular ...

  4. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1st January 1996 are modified as follows as of 1st July 2006: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme-reorganisation of the Fellowship Programme-modification of Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions-new definition of disability and associated benefits-revised role of the Joint Advisory Rehabilitation and Disability Board-bringing together of the relevant provisions). Copies of this update (modification No.16) are available from Departmental secretariats. In addition, the Staff Rules and Regulations can be consulted on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular No. 14 (Rev. 2)-July 2006 Protection of members o...

  5. Performance estimates for personnel access control systems

    International Nuclear Information System (INIS)

    Bradley, R.G.

    1980-10-01

    Current performance estimates for personnel access control systems use estimates of Type I and Type II verification errors. A system performance equation which addresses normal operation, the insider, and outside adversary attack is developed. Examination of this equation reveals the inadequacy of classical Type I and II error evaluations which require detailed knowledge of the adversary threat scenario for each specific installation. Consequently, new performance measures which are consistent with the performance equation and independent of the threat are developed as an aid in selecting personnel access control systems

  6. Instrument development, data collection, and characteristics of practices, staff, and measures in the Improving Quality of Care in Diabetes (iQuaD) Study

    Science.gov (United States)

    2011-01-01

    Background Type 2 diabetes is an increasingly prevalent chronic illness and an important cause of avoidable mortality. Patients are managed by the integrated activities of clinical and non-clinical members of primary care teams. This study aimed to: investigate theoretically-based organisational, team, and individual factors determining the multiple behaviours needed to manage diabetes; and identify multilevel determinants of different diabetes management behaviours and potential interventions to improve them. This paper describes the instrument development, study recruitment, characteristics of the study participating practices and their constituent healthcare professionals and administrative staff and reports descriptive analyses of the data collected. Methods The study was a predictive study over a 12-month period. Practices (N = 99) were recruited from within the UK Medical Research Council General Practice Research Framework. We identified six behaviours chosen to cover a range of clinical activities (prescribing, non-prescribing), reflect decisions that were not necessarily straightforward (controlling blood pressure that was above target despite other drug treatment), and reflect recommended best practice as described by national guidelines. Practice attributes and a wide range of individually reported measures were assessed at baseline; measures of clinical outcome were collected over the ensuing 12 months, and a number of proxy measures of behaviour were collected at baseline and at 12 months. Data were collected by telephone interview, postal questionnaire (organisational and clinical) to practice staff, postal questionnaire to patients, and by computer data extraction query. Results All 99 practices completed a telephone interview and responded to baseline questionnaires. The organisational questionnaire was completed by 931/1236 (75.3%) administrative staff, 423/529 (80.0%) primary care doctors, and 255/314 (81.2%) nurses. Clinical questionnaires were

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

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    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...... that staff attitudes toward staff-less libraries, and – more surprising – also toward more staff-intensive practices have been somewhat reluctant and skeptical. The paper also presents leadership initiatives which have proved to handle such resistances constructively. Originality/value – The paper contains...

  8. Quo vadis, personnel monitoring

    International Nuclear Information System (INIS)

    Becker, K.

    1975-01-01

    With the increasing use of nuclear power and radiation sources, the selection of optimum systems for personnel monitoring is becoming a matter of worldwide concern. The present status of personnel dosimetry, sometimes characterized by unstable and inaccurate detectors and oversimplified interpretation of the results, leaves much to be desired. In particular, photographic film, although having certain advantages with regard to economics and information content, undergoes rapid changes in warm and humid climates. Careful sealing reduces, but does not prevent, these problems. The replacement of film by solid-state dosimeters, primarily thermoluminescence dosimeters, is in progress or being considered by an increasing number of institutions and requires a number of decisions concerning the choice of the optimum detector(s), badge design, and evaluation system; organizational matters, such as the desirability of automation and computerized bookkeeping; etc. The change also implies the potential use of such advanced concepts as different detectors and monitoring periods for the large number of low-risk persons and the small number of high-risk radiation workers. (auth)

  9. Radiation Safety Awareness Among Medical Staff

    International Nuclear Information System (INIS)

    Szarmach, Arkadiusz; Piskunowicz, Maciej; Świętoń, Dominik; Muc, Adam; Mockałło, Gabor; Dzierżanowski, Jarosław; Szurowska, Edyta

    2015-01-01

    The common access to imaging methods based on ionizing radiation requires also radiation protection. The knowledge of ionizing radiation exposure risks among the medical staff is essential for planning diagnostic procedures and therapy. Evaluation of the knowledge of radiation safety during diagnostic procedures among the medical staff. The study consisted of a questionnaire survey. The questionnaire consisted of seven closed-ended questions concerning the knowledge of the effects of exposure to ionizing radiation as well as questions related to responder’s profession and work experience. The study group included a total of 150 individuals from four professional groups: nurses, doctors, medical technicians, support staff. The study was carried out in the three largest hospitals in Gdańsk between July and October 2013. The highest rates of correct answers to questions related to the issue of radiation protection were provided by the staff of radiology facilities and emergency departments with 1–5 years of professional experience. The most vulnerable group in terms of the knowledge of these issues consisted of individuals working at surgical wards with 11–15 years of professional experience. Education in the field of radiological protection should be a subject of periodic training of medical personnel regardless of position and length of service

  10. Meeting the Challenge of Providing Flexible Learning Opportunities: Considerations for Technology Adoption amongst Academic Staff (Relever le défi de fournir des occasions d'apprentissage flexibles: considérations pour l'adoption de la technologie par le personnel universitaire)

    Science.gov (United States)

    Mirriahi, Negin; Vaid, Bhuvinder S.; Burns, David P.

    2015-01-01

    This paper reports on a subset of findings from a larger study investigating resistance from academic staff to the integration of technology with on-campus foreign language teaching at one North American higher education institution. The study revealed that the factors influencing technology adoption paralleled Davis' Technology Acceptance Model's…

  11. 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)

  12. Experience in developing countries in monitoring procurement and fabrication

    International Nuclear Information System (INIS)

    Csik, B.J.

    1977-01-01

    Owner's responsibility in monitoring procurement and fabrication. Monitoring ectivity, tasks, knowledge and personnel requirements, scope and organization. Contractual arrangements, commitments, responsibilities, rights and obligations. Domestic and foreign supplies. Staff and consultants. Experience in developing countries. Problem areas: availability of qualified staff, organization, methodology standards, codes, specifications, availability and flow of information, language, technical knowledge, access to suppliers' facilities, delays, nuclear safety related components, modifications and additionals. (orig.) [de

  13. Personnel Selection Method Based on Personnel-Job Matching

    OpenAIRE

    Li Wang; Xilin Hou; Lili Zhang

    2013-01-01

    The existing personnel selection decisions in practice are based on the evaluation of job seeker's human capital, and it may be difficult to make personnel-job matching and make each party satisfy. Therefore, this paper puts forward a new personnel selection method by consideration of bilateral matching. Starting from the employment thoughts of ¡°satisfy¡±, the satisfaction evaluation indicator system of each party are constructed. The multi-objective optimization model is given according to ...

  14. An Exploratory Analysis of the Navy Personnel Support Delivery Model

    Science.gov (United States)

    2017-09-01

    of Secretary of Defense PAPA DET Pay and Personnel Afloat Detachment PASS Pay/Personnel Administrative Support System PASSMAN PASS Management Manual ...made manually face-to-face. Current efforts are focused in developing the Integrated Personnel and Pay System-Army (IPPS-A), the Army specific solution...Association, 2017). It is a pioneer of direct marketing , self-service transactions, and online banking services with its patent on remote

  15. Research and Studies Directory for Manpower, Personnel, and Training

    Science.gov (United States)

    1989-05-01

    TRUST FOLEY P* NAVY PERSONNEL RESEARCH AND DEVELOPMENT CENTER 619-553-9263 P&P-ASVAB GREEN B* JOHNS HOPKINS UNIV BALTIMORE 301-338-7074 PERSONNEL...PERSONNEL ASSIGNMENT SYSTEMS BOWLBY L NAVAL RESEARCH LABORATORY 202-767-9811 CLASSIFICATION OF CRYPTOLOGIC TECHNICIANS (TECHNICAL)-CTECH CONWAY T* NAVAL...MAGNETOENCEPHALOGRAPHY BY LEAD FIELD SYNTHESIS EGETH H* JOHNS HOPKINS UNIV BALTIMORE 301-338-7078 PREATTENTIVE AND ATTENTIVE VISUAL INFORMATION

  16. CONSEQUENCES OF UNDERSIZED PERSONNEL ON THE HEALFH OF NURSING WORKERS.

    Directory of Open Access Journals (Sweden)

    Elisabete Mesquita Peres de Carvalho

    2013-12-01

    Full Text Available Introduction: The design staff is a systematic process that underlies the adequacy of the quantqualitative of the professional board of a service. Objective: To carry out a systematic review of literature about the consequences of undersized personnel on the health of nursing workers. Methodology: It is a systematic literature review without meta-analysis, opting for search for articles in databases Google Scholar and Virtual Health Library in January 2013, using as descriptors: "Sizing of staff" and "health worker". The identified studies were evaluated independently and blinded by two researchers (authors, strictly obeying the inclusion criteria. Results: From 7 selected articles, it was verified that none of the analyzed articles addressed the phenomenon in question in their research object, but they were cited in their results. Conclusion: The studies showed the work overload and stress are directly related to inappropriate personnel dimensioning the nursing workers team.

  17. INCREASED COMPETITIVENESS OF CONSTRUCTION ENTERPRISES ON THE BASIS OF ORGANISATIONAL-ECONOMIC DECISIONS OF PERSONNEL POTENTIAL MANAGEMENT

    Directory of Open Access Journals (Sweden)

    J. R. Emirbekova

    2017-01-01

    Full Text Available Objectives. The development of an algorithm for optimising the formation and use of human resources of a construction enterprise.Methods. The research basis consists in a generalised methodology  for personnel management, as well as specific methods for logical  and statistical analysis of management decision-making in  construction activities. The approaches, criteria, indicators and methods for assessing the effectiveness of human resource  management are studied alongside factors influencing the efficiency  resource potential management in a construction enterprise.Results. A quantitative methodology for the selection of qualified  staff for the implementation of construction projects is proposed.  The indicators of the effectiveness of the staff potential are  determined. Qualitative and quantitative data for the optimal  personnel formation for the construction project realisation are  systematised. An algorithm for optimising the personnel potential of  a construction enterprise is proposed. The use of this algorithm will  inform the choice of organisational and economic solutions for the  formation and effective use of qualified personnel at the expense of  combining professions, thereby reducing the cost and duration of construction work and increasing the resource efficiency and competitiveness of the construction enterprise.Conclusion. The labour potential of a construction enterprise can  significantly contribute to increased efficiency if it is used  appropriately and in an organised manner, using modern scientific  methods of management. Methods for building and organising the  activity of the personnel management system are proposed and a  mechanism for establishing relationships between the employer and employees that promote the most effective use of all types of resources for the development of the enterprise according to  strategic objectives is disclosed. The dominant role of the

  18. 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.

  19. 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.

  20. Education and training requirements of nuclear power plant personnel

    International Nuclear Information System (INIS)

    Donato, R.; Perlas, C.A.; Conti, E.

    1978-01-01

    This bibliography was compiled by the Scientific Library staff to help in the intensified training program being undertaken by the Philippine Atomic Energy Commission (PAEC) for the nuclear power plant personnel of the Philippines' first nuclear power reactor. This bibliography covers the period 1955 - 1976 of the Nuclear Science Abstracts and is composed of 281 entries. Arrangement of these entries is by broad subject category

  1. CONSEQUENCES OF UNDERSIZED PERSONNEL ON THE HEALFH OF NURSING WORKERS.

    OpenAIRE

    Elisabete Mesquita Peres de Carvalho; Katerine Gonçalves Moraes

    2013-01-01

    Introduction: The design staff is a systematic process that underlies the adequacy of the quantqualitative of the professional board of a service. Objective: To carry out a systematic review of literature about the consequences of undersized personnel on the health of nursing workers. Methodology: It is a systematic literature review without meta-analysis, opting for search for articles in databases Google Scholar and Virtual Health Library in January 2013, using as descriptors: "Sizing of st...

  2. [An analysis of status of personnel in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015].

    Science.gov (United States)

    Liu, X L; Xiao, Y L; Tang, H Q; Chen, B L; Yang, L H; Xiao, Y L; Lv, S J

    2018-01-20

    Objective: To analyze the status of personnel in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015, to predict staff composition using grey model (GM) (1, 1) , and to provide a scientific basis and reference for optimizing human resource planning of occupational disease prevention and treatment in other provinces and regions and promoting the service capacity of the institutions. Methods: The data of the staff in occupational disease prevention and treatment institutions in Hunan Province, China, from 1996 to 2015 were obtained from the established basic information management system. The descriptive analysis method was used to analyze the dynamic changes in number and composition of the staff and the GM (1, 1) was used to predict the staff composition. Results: The numbers of the staff members in 1996 and 2015 in occupational disease prevention and treatment institutions in Hunan Province, China were 1591 and 1429, respectively. In the twenty years, the main education level of the staff transformed from "technical secondary school education and non-academic qualifications" to "bachelor degree or above and college degree"; the main major of the staff transformed from "other majors" to "public health and clinical medicine"; the proportion of the staff members without professional titles changed from >1/3 to 5%; and the proportions of the staff members with senior, intermediate, and junior professional titles were steadily rising. GM prediction showed that the proportions of highly educated staff members in 2018 and 2020 would be up to 41.00% and 45.61%, respectively; and the proportions of the staff members with a major in public health in 2018 and 2020 would be up to 44.15% and 46.60%, respectively. Conclusion: The staff in occupational disease prevention and treatment institutions in Hunan Province, China, in the twenty years have slight changes in staff size and great improvement in staff quality, which is

  3. Automating the personnel dosimeter monitoring program

    International Nuclear Information System (INIS)

    Compston, M.W.

    1982-12-01

    The personnel dosimetry monitoring program at the Portsmouth uranium enrichment facility has been improved by using thermoluminescent dosimetry to monitor for ionizing radiation exposure, and by automating most of the operations and all of the associated information handling. A thermoluminescent dosimeter (TLD) card, worn by personnel inside security badges, stores the energy of ionizing radiation. The dosimeters are changed-out periodically and are loaded 150 cards at a time into an automated reader-processor. The resulting data is recorded and filed into a useful form by computer programming developed for this purpose

  4. Development and implementation of tools for self-monitoring of staff exposed to 131I in nuclear medicine centres of Chile

    International Nuclear Information System (INIS)

    Diaz-Londono, G.; Garcia, M.; Astudillo, R.; Hermosilla, A.

    2017-01-01

    Currently in Chile, there are about 42 nuclear medicine centres that mainly use 99m Tc and 131 I in diagnostic and therapeutic procedures. Therefore, staff performs various tasks that increase the risk of internal incorporation and the need to implement routine monitoring programmes. This article shows tools for self-monitoring of staff who exposed to 131 I from measurements in thyroid and urine samples, using the gamma cameras of Nuclear Medicine Units. Then, the calibration factors of gamma cameras of participating units were determined, and a one-worker dose was calculated due to internal incorporation, using an Excel spreadsheet for self-monitoring. The worker who handles 131 I in one of the studied units was monitored for 6 months. The goal of this study is to implement a routine self-monitoring programme for the estimation of committed effective dose of staff exposed to 131 I using gamma cameras in Nuclear Medicine Units of clinical centres in Chile. (authors)

  5. Training of Residential Social Care Staff to Meet the Needs of Older People with Intellectual Disabilities who Develop Age-Related Health Problems: An Exploratory Study.

    Science.gov (United States)

    Northway, Ruth; Jenkins, Robert; Holland-Hart, Daniella

    2017-09-01

    Despite awareness of the age related health needs of people with intellectual disabilities little is known regarding how residential social care staff are prepared to meet such needs. Data were gathered via semi-structured interviews from 14 managers of supported living settings. Transcripts were thematically analysed. Staff may work in supported living settings with no prior experience of care work, and previous knowledge/experience of supporting people in relation to their health is not required. Whilst health related training is provided there is a lack of specific training regarding healthy ageing, and training seems to be reactive to changing needs of tenants meaning that proactive monitoring for changes in health status may not occur. Whilst some training is provided for residential social care staff in relation to health and ageing a more proactive approach is required which should include a focus on healthy ageing. © 2016 John Wiley & Sons Ltd.

  6. Health physics personnel: a need unfulfilled

    International Nuclear Information System (INIS)

    Kathren, R.L.

    1983-01-01

    For the past decade, the demand for health physics personnel, at both the professional and technical levels, has been increasing, and indeed has become quite acute in recent years. The need for health physics personnel is demonstrated by a summary of projected requirements and potential candidates by the year 1991. Suggestions made for ensuring the availability of qualified health physics personnel includes: 1) a characterization study of health physicists should be conducted, with emphasis on industry, to determine qualifications, job satisfaction factors, and other data pertinent to entry and retention in the field; 2) the curricula currently offered by post-secondary schools should be evaluated for quality and relevance; and 3) an industry standard or protocol for qualification and training of health physics should be developed and implemented

  7. Awareness of bispectral index monitoring system among the critical care nursing personnel in a tertiary care hospital of India

    Directory of Open Access Journals (Sweden)

    Shikha Thakur

    2011-01-01

    Full Text Available Background: Bispectral index monitoring system (BIS is one of the several systems used to measure the effects of anaesthetic and sedative drugs on the brain and to track changes in the patient′s level of sedation and hypnosis. BIS monitoring provides information clinically relevant to the adjustment of dosages of sedating medication. It can help the nursing personnel in preventing under- and over sedation among intensive care unit (ICU patients. Objective: The present study was conducted to assess the knowledge of nursing personnel working in the ICU regarding BIS. Methods: Fifty-four subjects participated in the study. A structured questionnaire was developed to assess the knowledge of the nursing personnel regarding BIS. Focus group discussions were held among the nursing personnel to know their views regarding BIS. Results: Mean age (years of the subjects was 30.7΁7.19 (21-47 years, with a female preponderance. Although the use of BIS in ICU is not common, majority (94.44% were aware of BIS and its purpose. 79.62% of the subjects knew about its implication in patient care. The mean knowledge score of the subjects was 11.87΁2.43 (maximum score being 15. Conclusion: There exists an awareness among the critical care nursing staff in our institution regarding BIS and its clinical implications. Its use in the critical care setting may benefit the patients in terms of providing optimal sedation.

  8. Office Automation, Personnel and the New Technology.

    Science.gov (United States)

    Magnus, Margaret

    1980-01-01

    At the first annual Office Automation Conference, the consensus was that personnel involvement in the development of office automation is vital if the new technology is to be successfully deployed. This report explores the problems inherent in office automation and provides a broad overview of the subject. (CT)

  9. A Quasi-experimental Evaluation of Performance Improvement Teams in the Safety-Net: A Labor-Management Partnership Model for Engaging Frontline Staff.

    Science.gov (United States)

    Laing, Brian Yoshio; Dixit, Ravi K; Berry, Sandra H; Steers, W Neil; Brook, Robert H

    2016-01-01

    Unit-based teams (UBTs), initially developed by Kaiser Permanente and affiliated unions, are natural work groups of clinicians, managers, and frontline staff who work collaboratively to identify areas for improvement and implement solutions. We evaluated the UBT model implemented by the Los Angeles County Department of Health Services in partnership with its union to engage frontline staff in improving patient care. We conducted a quasi-experimental study, comparing surveys at baseline and 6 months, among personnel in 10 clinics who received UBT training to personnel in 5 control clinics. We also interviewed staff from 5 clinics that received UBT training and 3 control clinics. We conducted 330 surveys and 38 individual, semi-structured interviews with staff at an outpatient facility in South Los Angeles. Each UBT leader received an 8-hour training in basic performance improvement methods, and each UBT was assigned a team "coach." Our outcome measure was 6-month change in the "adaptive reserve" score, the units' self-reported ability to make and sustain change. We analyzed transcripts of the interviews to find common themes regarding the UBT intervention. The survey response rate was 63% (158/252) at baseline and 75% (172/231) at 6 months. There was a significant difference-in-change in adaptive reserve between UBTs and non-UBTs at 6 months (+0.11 vs -0.13; P = .02). Nine of the 10 UBTs reported increases in adaptive reserve and 8 UBTs reported decreased no-show rates or patient length of stay in clinic. Staff overwhelmingly felt the UBTs were a positive intervention because it allowed all levels of staff to have a voice in improvement. Our results indicate that partnership between management and unions to engage frontline staff in teams may be a useful tool to improve delivery of health care in a safety-net setting.

  10. Family presence during resuscitation (FPDR): A survey of emergency personnel in Victoria, Australia.

    Science.gov (United States)

    Porter, Joanne E; Cooper, Simon J; Taylor, Beverley

    2015-05-01

    Family presence during resuscitation (FPDR) has been endorsed internationally by resuscitation councils since the year 2000; however, the extent to which FPDR is practiced in emergency settings requires further investigation. Emergency personnel (n=347) from 18 participating emergency departments across the state of Victoria, Australia completed a 10-page questionnaire, which was designed to develop an understanding of the current practice and implementation of FPDR and to ascertain the differences in practice between adult and paediatric resuscitations. Emergency personnel update their adult and paediatric advanced life support qualifications annually with 87% of nurses and 65% of doctors completing adult life support and 72% of nurses and 49% of doctors completing paediatric advanced life support training. The majority of nursing staff reported support for FPDR (83%) with over 70% indicating that it is apart of their current practice. There was strong agreement from both nurses (79%) and doctors (77%) that the family have the right to be present. A family support person was deemed as essential by nurses (92%) and doctors (89%) when allowing family to be present. A factor analysis was conducted on participant statements, revealing four codes; impact on professional practice and performance, personnel beliefs about FPDR, professional satisfaction and the importance of a support person and saying goodbye. A family support person was highlighted as essential to the successful implementation of FPDR, together with the development of a comprehensive training the education program for emergency personnel. FPDR continues to be a significant issue and further investigation into FPDR practice and implementation in the ED is warranted. Copyright © 2014 College of Emergency Nursing Australasia Ltd. Published by Elsevier Ltd. All rights reserved.

  11. Development and demonstration of surveillance and diagnostics of rotating machinery for reducing radiation exposure to nuclear power plant personnel: Final report

    International Nuclear Information System (INIS)

    Allen, J.W.; Bohanick, J.S.

    1988-01-01

    This program was designed to reduce radiation exposure to power plant personnel resulting from inspection, maintenance, and repair of rotating equipment. The new rotating machinery monitoring system for this program was installed at GGNS during August 1983. This document provides a functional description of the hardware and software that comprise the system and discusses the application of the monitoring system to achieving overall program goals. The analyses of the monitored rotating machinery during the plant startup phase and after the plant's first fuel cycle are presented in addition to the radiation dose reduction which occurred as a direct and indirect result of the RMSS. The dose reduction program at GGNS is reviewed and recommendations made to incorporate this program with the RMSS. 28 refs., 64 figs., 43 tabs

  12. Development of a new assessment scale for measuring interaction during staff-assisted transfer of residents in dementia special care units.

    Science.gov (United States)

    Thunborg, Charlotta; von Heideken Wågert, Petra; Götell, Eva; Ivarsson, Ann-Britt; Söderlund, Anne

    2015-02-10

    Mobility problems and cognitive deficits related to transferring or moving persons suffering from dementia are associated with dependency. Physical assistance provided by staff is an important component of residents' maintenance of mobility in dementia care facilities. Unfortunately, hands-on assistance during transfers is also a source of confusion in persons with dementia, as well as a source of strain in the caregiver. The bidirectional effect of actions in a dementia care dyad involved in transfer is complicated to evaluate. This study aimed to develop an assessment scale for measuring actions related to transferring persons with dementia by dementia care dyads. This study was performed in four phases and guided by the framework of the biopsychosocial model and the approach presented by Social Cognitive Theory. These frameworks provided a starting point for understanding reciprocal effects in dyadic interaction. The four phases were 1) a literature review identifying existing assessment scales; 2) analyses of video-recorded transfer of persons with dementia for further generation of items, 3) computing the item content validity index of the 93 proposed items by 15 experts; and 4) expert opinion on the response scale and feasibility testing of the new assessment scale by video observation of the transfer situations. The development process resulted in a 17-item scale with a seven-point response scale. The scale consists of two sections. One section is related to transfer-related actions (e.g., capability of communication, motor skills performance, and cognitive functioning) of the person with dementia. The other section addresses the caregivers' facilitative actions (e.g., preparedness of transfer aids, interactional skills, and means of communication and interaction). The literature review and video recordings provided ideas for the item pool. Expert opinion decreased the number of items by relevance ratings and qualitative feedback. No further development of

  13. Competency assessments for nuclear industry personnel

    International Nuclear Information System (INIS)

    2004-04-01

    In 1996, the IAEA published Technical Reports Series No. 380, Nuclear Power Plant Personnel Training and its Evaluation: A Guidebook. This publication provides guidance for the development, implementation and evaluation of training programmes for all nuclear power plant personnel using the systematic approach to training (SAT) methodology. The SAT methodology has since been adopted and used for the development and implementation of training programmes for all types of nuclear facility and activities in the nuclear industry. The IAEA Technical Working Group on Training and Qualification of Nuclear Power Plant Personnel recommended that an additional publication be prepared to provide further guidance concerning competency assessments used for measuring the knowledge, skills and attitudes of personnel as the result of training. This publication has been prepared in response to that recommendation. A critical component of SAT (as part of the implementation phase) is the assessment of whether personnel have achieved the standards identified in the training objectives. The nuclear industry spends a significant amount of resources conducting competency assessments. Competency assessments are used for employee selection, trainee assessment, qualification, requalification and authorization (in some Member States the terminology may be 'certification' or 'licensing'), and job advancement and promotion. Ineffective testing methods and procedures, or inappropriate interpretation of test results, can have significant effects on both human performance and nuclear safety. Test development requires unique skills and, as with any skill, training and experience are needed to develop and improve them. Test item and examination development, use, interpretation of results and examination refinement, like all other aspects of SAT, should be part of an ongoing, systematic process. This publication is primarily intended for use by personnel responsible for developing and administering

  14. Consolidating staff augmentation contracts improves teamwork and reduces costs

    International Nuclear Information System (INIS)

    Townsend, J.; Sibilla, L.; Gregovich, J.W.

    1991-01-01

    Nuclear power plants have traditionally used multiple contracting firms to provide temporary staff augmentation personnel primarily because of two perceptions: (1) managers believe they have greater access to a higher quality, readily available pool of applicants. (2) using multiple contractors inherently keeps costs down as a result of several competitors submitting resumes for the same position. This paper provides information, based on the experiences of a leading nuclear power plant, that disproves these perceptions. It explains why consolidating several contracts for professional and technical classifications (excluding craft labor and refueling personnel) and competitively bidding and awarding the contract to a single contracting firm promotes teamwork and reduces costs

  15. Experience of TLD personnel monitoring laboratory

    International Nuclear Information System (INIS)

    Jakhete, Prashant

    2002-01-01

    Full text: Renentech Laboratories is the first Private Enterprise in India to have been chosen to provide Personnel radiation monitoring services to radiation workers at different parts of the country. Since 1992 the Company has been manufacturing TLD phosphor powder of requisite quality and from 1995 commenced the production of TLD cards for radiation monitoring. After getting the necessary approval from the competent authorities in the country, the company undertook a rigorous quality assurance programme and received the accreditation in 1999 to carry out the personnel monitoring of radiation. Since then the trained staff of the Company is covering 1200 institutions in 16 states where radiation is being used. This translates to processing of 60,000 Till cards annually, the maximum limit permitted by BARC. Processing of exposure data is done strictly according well-laid guidelines. Any cases of overexposure are immediately referred to Calibration and Dose Record Section of BARC to meet the regulatory requirements. Necessary procedural guidelines are followed to handle such cases. In this lecture, learning, operation and implementation experience of a typical Private Company in a task, which, hitherto had been regarded as exclusive responsibility of state owned institution, is enumerated

  16. The Role of Sister Cities’ Staff Exchanges in Developing “Learning Cities”: Exploring Necessary and Sufficient Conditions in Social Capital Development Utilizing Proportional Odds Modeling

    Science.gov (United States)

    Buckley, Patrick Henry; Takahashi, Akio; Anderson, Amy

    2015-01-01

    In the last half century former international adversaries have become cooperators through networking and knowledge sharing for decision making aimed at improving quality of life and sustainability; nowhere has this been more striking then at the urban level where such activity is seen as a key component in building “learning cities” through the development of social capital. Although mega-cities have been leaders in such efforts, mid-sized cities with lesser resource endowments have striven to follow by focusing on more frugal sister city type exchanges. The underlying thesis of our research is that great value can be derived from city-to-city exchanges through social capital development. However, such a study must differentiate between necessary and sufficient conditions. Past studies assumed necessary conditions were met and immediately jumped to demonstrating the existence of structural relationships by measuring networking while further assuming that the existence of such demonstrated a parallel development of cognitive social capital. Our research addresses this lacuna by stepping back and critically examining these assumptions. To accomplish this goal we use a Proportional Odds Modeling with a Cumulative Logit Link approach to demonstrate the existence of a common latent structure, hence asserting that necessary conditions are met. PMID:26114245

  17. The Role of Sister Cities' Staff Exchanges in Developing "Learning Cities": Exploring Necessary and Sufficient Conditions in Social Capital Development Utilizing Proportional Odds Modeling.

    Science.gov (United States)

    Buckley, Patrick Henry; Takahashi, Akio; Anderson, Amy

    2015-06-24

    In the last half century former international adversaries have become cooperators through networking and knowledge sharing for decision making aimed at improving quality of life and sustainability; nowhere has this been more striking then at the urban level where such activity is seen as a key component in building "learning cities" through the development of social capital. Although mega-cities have been leaders in such efforts, mid-sized cities with lesser resource endowments have striven to follow by focusing on more frugal sister city type exchanges. The underlying thesis of our research is that great value can be derived from city-to-city exchanges through social capital development. However, such a study must differentiate between necessary and sufficient conditions. Past studies assumed necessary conditions were met and immediately jumped to demonstrating the existence of structural relationships by measuring networking while further assuming that the existence of such demonstrated a parallel development of cognitive social capital. Our research addresses this lacuna by stepping back and critically examining these assumptions. To accomplish this goal we use a Proportional Odds Modeling with a Cumulative Logit Link approach to demonstrate the existence of a common latent structure, hence asserting that necessary conditions are met.

  18. The Role of Sister Cities’ Staff Exchanges in Developing “Learning Cities”: Exploring Necessary and Sufficient Conditions in Social Capital Development Utilizing Proportional Odds Modeling

    Directory of Open Access Journals (Sweden)

    Patrick Henry Buckley

    2015-06-01

    Full Text Available In the last half century former international adversaries have become cooperators through networking and knowledge sharing for decision making aimed at improving quality of life and sustainability; nowhere has this been more striking then at the urban level where such activity is seen as a key component in building “learning cities” through the development of social capital. Although mega-cities have been leaders in such efforts, mid-sized cities with lesser resource endowments have striven to follow by focusing on more frugal sister city type exchanges. The underlying thesis of our research is that great value can be derived from city-to-city exchanges through social capital development. However, such a study must differentiate between necessary and sufficient conditions. Past studies assumed necessary conditions were met and immediately jumped to demonstrating the existence of structural relationships by measuring networking while further assuming that the existence of such demonstrated a parallel development of cognitive social capital. Our research addresses this lacuna by stepping back and critically examining these assumptions. To accomplish this goal we use a Proportional Odds Modeling with a Cumulative Logit Link approach to demonstrate the existence of a common latent structure, hence asserting that necessary conditions are met.

  19. Integration of CERN staff

    CERN Multimedia

    CERN PhotoLab

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  20. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

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

  1. Regionalizing the Recruitment of Health Personnel in Burkina Faso ...

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

    Regionalizing the Recruitment of Health Personnel in Burkina Faso. Human resources are essential to attaining the objectives of the Millennium development goals with respect to national health systems. In low-income countries, human health resources are characterized by a deficit of qualified personnel and an unequal ...

  2. Motorcycle Training for California Driver Licensing Personnel. Final Report.

    Science.gov (United States)

    California State Dept. of Motor Vehicles, Sacramento.

    The development of a 6-hour motorcycle course of instruction for personnel responsible for motorcycle licensing is described in this project report. The primary goals are stated and include (1) training driver licensing personnel in motorcycle safety and principles of operation, and (2) purchasing and installing appropriate motorcycle skill…

  3. Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams

    NARCIS (Netherlands)

    S.T. Mol (Stefan)

    2007-01-01

    textabstractPersonnel selection is one of the main activities of the industrial and organizational psychologist. Yet, little is known about whether principles of personnel selection that have been developed in domestic and mainly Western (i.e., North American and European) contexts will apply in

  4. Motivational Monitoring as a Tool of Managing Fluctuation of Personnel

    Directory of Open Access Journals (Sweden)

    Darchenko Nataliya D.

    2013-12-01

    Full Text Available The goal of the article lies in the study of a possibility to manage fluctuation of personnel at a modern enterprise through application of the motivational monitoring and in identification of some methodical aspects of formation of the system of monitoring the fluctuation of personnel. The article considers the essence, tasks and main directions of motivational monitoring at an enterprise and offers its classification. It proves urgency of the problem of fluctuation of personnel at enterprises of the country and a possibility of its management through application of the motivational monitoring. It offers methodical principles of monitoring of fluctuation of personnel of an enterprise. It provides results of application of the motivational monitoring in managerial practice of a real enterprise for analysis and study of fluctuation of personnel, which show that monitoring of fluctuation of personnel, development and introduction on its basis of the programme of management of fluctuation of personnel, improvement of the motivational mechanism of management of an enterprise would allow increase of business efficiency, introduce the proactive practice with respect to the personnel, and become a more attractive employer in the labour market. The direction of further studies is development and improvement of organisational and technical aspects of the motivational monitoring and development of recommendations on application of its results with the aim of development of the motivational mechanism that exists at an enterprise.

  5. Get involved, become a delegate of the CERN personnel

    CERN Multimedia

    Staff Association

    2017-01-01

    In Echo No. 275, we announced the upcoming elections to the CERN Staff Council. In this edition of Echo, we will inform you about the election process, which begins with a call for applications. All Staff, Fellows and Associates, who are members of the Staff Association, can get involved and submit their application from 11 September at 8.00 am, until 13 October at 5.00 pm. Do not hesitate any longer, fill in the application form, and stand in the elections to the Staff Council, so that you can represent and defend your colleagues, the CERN personnel. WHAT DOES IT MEAN TO BE A DELEGATE? If you were to ask several delegates this question, the answers would undoubtedly vary greatly depending on their interests, their experiences, and their motivations. The standard response and official line is that (http://staff-association.web.cern.ch/bodies/elections) being a delegate is to: Use your skills for the benefit of all; Bring a new vision to the Staff Council; Propose new methods and innovative solutions. Yet,...

  6. All projects related to | Page 357 | IDRC - International Development ...

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

    2009-12-18

    Developed in South Africa, simplified tools and training have been shown to improve outcomes for HIV, tuberculosis (TB) and primary care patients, and to enhance staff satisfaction and confidence. Start Date: December 18, 2009. End Date: September 30, 2013. Topic: HEALTH PERSONNEL, COOPERATION BETWEEN ...

  7. Developing a District-Wide Computer-Use Plan.

    Science.gov (United States)

    Fisher, Glenn

    1983-01-01

    Outlines plan for computer use in grades K-12 in Albany School District, California, noting major goals of computer literacy program, approach to implement goals, hardware needed, staff development, new personnel, location of hardware, and other prerequisites. An estimated budget plan and computer use framework (programing, computer assisted…

  8. Managing a multicultural radiology staff.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Giger, J

    1997-01-01

    Opportunities for minorities in healthcare increased with the Civil Rights movement in the 1960s. More recently, funds from the U.S. Public Health Service have been targeted toward disadvantaged minorities. The workforce in healthcare, and in business in general, has become increasingly multicultural. Much of the literature in healthcare management lacks practical guidelines for managing a diverse workforce. Communication, both verbal and nonverbal, and culture are closely intertwined. Managers, as they develop multicultural teams, will need to understand how culture influences communication in their organizations. Space, spatial behavior, and cultural attitudes influence people's behavior. This is a particularly important consideration for a radiology staff, which must often work in close quarters. For some cultural groups, the family as an organization has more significance than even personal, work-related or national causes. People's orientation to time, whether for the past, present or future, is usually related to the culture in which they grew up. Again, this may become an important issue for a radiology administrator whose organization must run punctually and time-efficiently. How patients feel about their environment, whether they believe they are in control or believe in an external locus of control, is of particular interest to those who attempt therapeutic changes in a patient's healthcare. Does the patient believe that illness is divine will or that suffering is intrinsic to the human condition? There is increasing research in the United States to show that people do differ biologically according to race. Such differences exist among patients as well as among staff members. It has been popular to assume that differences among races do not exist. Unfortunately such an attitude does not allow for different attributes and responses of individuals. Managing a multicultural staff presents a challenge to administrators who must be skilled in working with

  9. Performance testing of dosimetry processors, status of NRC rulemaking for improved personnel dosimetry processing, and some beta dosimetry and instrumentation problems observed by NRC regional inspectors

    International Nuclear Information System (INIS)

    Dennis, N.A.; Kinneman, J.D.; Costello, F.M.; White, J.R.; Nimitz, R.L.

    1983-01-01

    Early dosimetry processor performance studies conducted between 1967 and 1979 by several different investigators indicated that a significant percentage of personnel dosimetry processors may not be performing with a reasonable degree of accuracy. Results of voluntary performance testing of US personnel dosimetry processors against the final Health Physics Society Standard, Criteria for Testing Personnel Dosimetry Performance by the University of Michigan for the Nuclear Regulatory Commission (NRC) will be summarized with emphasis on processor performance in radiation categories involving beta particles and beta particles and photon mixtures. The current status of the NRC's regulatory program for improved personnel dosimetry processing will be reviewed. The NRC is proposing amendments to its regulations, 10 CFR Part 20, that would require its licensees to utilize specified personnel dosimetry services from processors accredited by the National Voluntary Laboratory Accreditation Program of the National Bureau of Standards. Details of the development and schedule for implementation of the program will be highlighted. Finally, selected beta dosimetry and beta instrumentation problems observed by NRC Regional Staff during inspections of NRC licensed facilities will be discussed

  10. 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

  11. A new logo for the Staff Association

    CERN Multimedia

    Staff Association

    2013-01-01

    On 3rd December 2012 the Staff Association launched a competition open to all to design a new logo, which should not contain the official CERN logo, reserved by CERN’s new graphic charter to the official use by the Organization. We are pleased that this competition sparked a strong interest. A total of 57 proposals were received within the time limits, some submitted from far away: Poland, Czech Republic, Turkey and even Cameroon! The selection of the winning logo was made in two steps: first the pre-selection of six finalists, followed by the final choice of the winning logo by members of the Staff Association.  Winning logo The pre-selection was made in two stages. Three of the six finalists were nominated by a jury consisting of seven members of the Staff Association, including communication professionals. In parallel, from 4 to 15 February CERN employed members of the personnel were able to visit the exhibition of all the logo proposals on the 1st floor of the Main Building and ...

  12. The direction of restructuring of a Korea field epidemiology training program through questionnaire survey among communicable disease response staff in Korea.

    Science.gov (United States)

    Lee, Moo-Sik; Lee, Kwan; Park, Ji-Hyuk; Hong, Jee-Young; Jang, Min Young; Jeon, Byoung-Hak; Cho, Sang Yun; Choi, Sun Ja; Hong, Jeong Ik

    2017-01-01

    We used a survey about the need for an educational training of infectious disease response staff in Korea Centers for Disease Control and Prevention (KCDC) and officer in metropolitan cities and provincial government to conduct field epidemiological investigation. The survey was conducted from January 25 to March 15, 2016. A total of 173 participants were selected from four different groups as follows: 27 clinical specialists, 22 Epidemic Intelligence Service (EIS) officers, 82 KCDC staff, and 42 local health department officials. Results revealed that 83% of KCDC staff and 95% of local health department officials agreed on the need for educational training to strengthen capability of personnel to conduct epidemic research and investigation. The level of their need for training was relatively high, while self-confidence levels of individuals to conduct epidemic research and investigation was low. It was concluded that there was a need to develop training programs to enhance the ability of public health officials, EIS officers, KCDC staff, and local health department personnel to conduct epidemic research and investigation.

  13. Original article Expectations towards medical personnel – a study with infertility clinic patients

    OpenAIRE

    Katarzyna Redo; Eleonora Bielawska-Batorowicz

    2014-01-01

    Background Contacts with medical personnel are important for patients’ experiences. The role of physicians’ psychosocial competence was noted in Polish studies, but systematic analyses of infertile patients’ expectations have not been conducted. This study was designed to learn about patients’ views on relationships with medical personnel. It was assumed that: 1) staff involvement in infertility treatment would be reflected in expectations towards persons in different roles, 2) expectati...

  14. Smoke-free hospitals in Greece: Personnel perceptions, compliance and smoking habit

    Directory of Open Access Journals (Sweden)

    Tzilepi Penelope

    2009-03-01

    Full Text Available Abstract Smoke-free environments in Greece are scarce. Despite existent legislation that forbids smoking in all health care service centers, smoking is still evident. Using a random sample of hospital personnel from a large university hospital in Greece, we evaluated their smoking habits, perceptions and compliance towards hospital smoking regulations. 57.8% of the nursing personnel and 34.5% of medical/research staff were found to be current smokers (p

  15. Unmasking the health problems faced by the police personnel

    Directory of Open Access Journals (Sweden)

    G.Jahnavi

    2012-11-01

    Full Text Available Aim: To assess the health problems of the police personnel under Vijayawada police commisionerate 2. To make the health check ups regular and 3. To make the physical fitness programme mandatory for them.Study design: cross sectional study Methodology: Health check up was done for 617 police personnel from 12.11.09 to 4.12.09. In the morning hours, a group of junior doctors, paramedical staff and technicians visited the police dispensary to do the general check up, take blood samples and ECG. The following afternoon a group of specialists visited to check the same patients along with their reports to make the final diagnosis. Results: Out of 617 police personnel 259 (42% were overweight/obese, lack of physical activity was found in 397 (64% of them, alcohol consumption was present in 148 (24% and smoking in 136 (22% of the police personnel. Diabetes was diagnosed in 229 (37% and hypertension in 203 (33%. Anemia was detected in 154 (25%, visual abnormalities in 59 (10%, lipid abnormalities in 185 (30%, liver function test abnormalities in 31 (5%, ECG abnormalities in 25 (4%, renal function abnormalities in 6 (1%. Conclusion: A Physical fitness Schedule along with Stress alleviation techniques to be made mandatory for the police personnel to keep them physically and mentally fit, to perform critical job functions, to alleviate stress, and to improve their quality of life. Routine health checkups should be done to detect lurking dangers.

  16. 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.

  17. Experts: to crack down on violence in the ED, establish a robust system of reporting, educating staff.

    Science.gov (United States)

    2013-09-01

    Researchers say that most ED personnel will experience some form of physical or verbal violence at some point in their careers. However, when such incidents are regularly reported, the patients involved can be flagged in a hospital's computer system, making future events involving the same patients much less likely. Further, when ED personnel are alert to the clues that a patient or family member is becoming agitated, early intervention can usually prevent the situation from escalating to violence. About one-half of all ED personnel will experience a physical assault, and 97%-100% will experience verbal abuse during their careers, according to research. A first step in developing a strategy for dealing with violence is to educate ED personnel about what constitutes workplace violence so that all such incidents can be reported. Experts say many ED workers fail to recognize some instances of violence, based on the intent of the person involved. However, intent should not be a factor, they say. In many cases, empathy and good customer service skills can prevent tense situations from escalating to violence, but experts say that it is important to intervene at the first sign of agitation. ED administrators should gather input from frontline staff on how to most effectively derail instances of violence.

  18. Managing deliberate self-harm in young people: An evaluation of a training program developed for school welfare staff using a longitudinal research design

    Directory of Open Access Journals (Sweden)

    McGorry Patrick D

    2008-09-01

    Full Text Available Abstract Background Although deliberate self-harm is prevalent among young people, many who engage in deliberate self-harm receive sub-optimal care. Although schools are a well placed setting to support young people who engage in self-harm there are no specific training packages designed to assist school welfare staff to support these young people. The current study aimed to design, deliver and evaluate a training course specifically for school staff. Methods The study employed a longitudinal design. Two hundred and thirteen people participated in the training and evaluation. A questionnaire was administered at baseline, immediately after the training and at 6-month follow-up in order to determine if the training led to improvements in confidence when working with young people who self-harm, perceived skill, knowledge of, and attitudes towards people who self harm. Results Prior to the course, the majority of participants demonstrated relatively high levels of confidence, perceived skill and knowledge of self-harm and endorsed relatively positive attitudes towards people who engage in self-harm. Despite this, significant improvements were observed in terms of increased confidence, increased perceptions of skill along with increased knowledge of deliberate self-harm. These improvements were sustained over the follow-up period. Conclusion The results demonstrated that the provision of specifically designed training can help school welfare staff to feel better equipped to support young people who are engaging in deliberate self-harm.

  19. Preventing the development of metabolic syndrome in people with psychotic disorders--difficult, but possible: experiences of staff working in psychosis outpatient care in Sweden.

    Science.gov (United States)

    Bergqvist, Anette; Karlsson, Maria; Foldemo, Anniqa; Wärdig, Rikard; Hultsjö, Sally

    2013-05-01

    The aim of this study was to explore mental health staffs' experiences of assisting people with psychotic disorders to implement lifestyle changes in an effort to prevent metabolic syndrome. Qualitative interviews were conducted with 12 health care professionals working in psychosis outpatient care in Sweden. Data were analysed using a qualitative content analysis. The results illustrate that implementation of lifestyle changes among people with psychotic disorders was experienced as difficult, but possible. The greatest obstacles experienced in this work were difficulties due to the reduction of cognitive functions associated with the disease. Guidelines available to staff in order to help them identify and prevent physical health problems in the group were not always followed and the content was not always relevant. Staff further described feelings of uncertainty about having to motivate people to take anti-psychotic medication while simultaneously being aware of the risks of metabolic deviations. Nursing interventions focusing on organising daily routines before conducting a more active prevention of metabolic syndrome, including information and practical support, were experienced as necessary. The importance of healthy eating and physical activity needs to be communicated in such a way that it is adjusted to the person's cognitive ability, and should be repeated over time, both verbally and in writing. Such efforts, in combination with empathic and seriously committed community-based social support, were experienced as having the best effect over time. Permanent lifestyle changes were experienced as having to be carried out on the patient's terms and in his or her home environment.

  20. 78 FR 32637 - Science and Technology Reinvention Laboratory Personnel Management Demonstration Project...

    Science.gov (United States)

    2013-05-31

    ..., Science and Technology Reinvention Laboratory Personnel Management Demonstration Project, Department of... DEPARTMENT OF DEFENSE Office of the Secretary Science and Technology Reinvention Laboratory Personnel Management Demonstration Project, Department of the Army, Army Research, Development and...