Personnel Development Practices in Turkish Education System

Science.gov (United States)

Ozdemir, Tuncay Yavuz

2016-01-01

Nowadays everything develops and changes very quickly and sustainability of organizational goals will be possible only when personnel can keep up with these changes. From administrative aspect it is important to enhance personnel's potential and prompt them to achieve organizational goals. Personnel development is a process which influences and…

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.

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.

Training of nuclear facility personnel: boon or boondoggle

International Nuclear Information System (INIS)

Remick, F.J.

1975-01-01

The training of nuclear facility personnel has been a requirement of the reactor licensing process for over two decades. However, the training of nuclear facility personnel remains a combination of boon and boondoggle. The opportunity to develop elite, well trained, professionally aggressive reactor operation staffs is not being realized to its full potential. Improvements in the selection of personnel, training programs, operational tools and professional pride can result in improved plant operation and contribute to improved plant capacity factors. Industry, regulatory agencies, professional societies and universities can do much to improve standards and quality of the training of nuclear facility personnel and to improve the professional level of plant operation

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.

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!

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

Staff rules and regulations

CERN Multimedia

HR Department

2007-01-01

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

Staff rules and regulations

CERN Multimedia

HR Department

2007-01-01

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

Development of NPP personnel training system in Ukraine

Energy Technology Data Exchange (ETDEWEB)

Tarykin, V. [Operation Personnel Training Department, Khmelnitsky NPP, Training Center, Neteshin 30100, Khmelnitsky region (Ukraine)]. E-mail: tarykinv@ukr.net

2005-07-01

Modern personnel training and retraining system is a guarantee of NPPs safe reliable operation. Since the time when independence of Ukraine was proclaimed personnel training system was created directly at NPPs. This system is based on the latest legislation framework, developed subject to IAEA recommendations, gained international experience in the field of personnel training in view of increased demands to personnel qualification. Training Centers, formed at each plant, form one of the main components of NPP personnel training. Personnel training at Training Centers is performed in accordance with standard programmes. Simulator training base was created by joint efforts of specialists from the USA, Russia and Ukraine. Establishing manager training system and replacement reserves for National Nuclear Energy Generating Company 'ENERGOATOM' (NNEGC 'ENERGOATOM') managerial personnel, including training programme and training materials development, teacher selection and training, is under way. (author)

Institutionalizing Staff Development.

Science.gov (United States)

Shawl, William F.

Three years ago, Golden West College (GWC) decided to make a major commitment to staff development as a means of revitalizing the college. This commitment was evidenced through the creation of the position of Dean of Educational Development, who is responsible solely for serving faculty needs; the Educational Development Center, which houses the…

Development and Evaluation of an Educational Initiative to Improve Hospital Personnel Preparedness to Care for Children with Autism Spectrum Disorder.

Science.gov (United States)

Lucarelli, Jennifer; Welchons, Leah; Sideridis, Georgios; Sullivan, Nancy R; Chan, Eugenia; Weissman, Laura

2018-06-01

To evaluate the effectiveness of a multimodal educational curriculum on increasing hospital personnel's awareness of successful strategies and comfort in caring for children with autism spectrum disorder (ASD). We developed a 3-part training for front-line staff (i.e., front desk, clinical assistants, and phlebotomists) in 8 outpatient hospital departments frequented by patients with ASD. Following a needs assessment, participants completed an online educational module and then attended an in-person seminar tailored to each department. To evaluate training effectiveness, we administered pre-, immediate post-, and 1 month post-training surveys assessing personnel attitudes, comfort, perceived knowledge, and behaviors around caring for patients with ASD. We trained 168 staff members from 8 departments. On the needs assessment, participants (N = 129) reported a mean 2.5 behavioral incidents involving patients with ASD over the previous 3 months; 92% believed that the training would be helpful for their work. Across pre-, immediate- and 1-month post-training surveys, scores improved on all questions related to personnel attitudes about the importance of ASD-friendly care, comfort interacting with patients with ASD, perceived knowledge about ASD, and self-reported frequency of behaviors intended to help children with ASD adjust to the hospital setting (p initiative led to improvement in attitudes, comfort level, perceived knowledge, and self-reported behaviors of hospital personnel working with patients with ASD, which was maintained over 1 month.

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

Elections for representatives of the personnel – Join, get involved, vote!

CERN Multimedia

Staff Association

2017-01-01

Every two years in September, the CERN Staff Association organises the elections of representatives of the personnel. The process of renewing the Staff Council consists of several stages: Information for members of the personnel (MPE and MPA1); call for applications and search for candidates in different electoral colleges; election of delegates via electronic voting; announcement of the results and establishing a new Staff Council. This process will follow a specific timetable: Call for applications from Monday, 11 September to Friday, 13 October at 5 p.m. Voting from Monday, 23 October at noon to Monday 13, November at 5 p.m. Publication of the election results in the Echo newsletter on Tuesdays 21 November and 5 December. Staff Association Assizes (for the outgoing Council and the new Council) on Monday, 27 and Tuesday, 28 November. First meeting of the new Staff Council and election of a new Executive Committee on Tuesday, 5 December. Informing the personnel (MPE and MPA) The Staff Association uses s...

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.

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

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

Energy Technology Data Exchange (ETDEWEB)

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

2016-07-01

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

Training of selected categories of personnel in VUJE branch training centre

International Nuclear Information System (INIS)

Jacko, J. et al.

1983-01-01

The educational and research activity is described of the training centre which trains personnel for nuclear power plants in Czechoslovakia. Educational work includes training of personnel, the development of instructional and training aids, the assignment of tutors, curriculum development and the organization of final examinations. The results of the centre's educational work for the years 1979 to 1982 are tabulated. The research work of the centre is aimed at improving and increasing the effectiveness of the educational and training process. The spaces and equipment of the centre are described as are personnel conditions, the approach of trainees to education and the attitude of managerial staff to the centre's activities. (J.P.)

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.

Training of research reactor personnel

International Nuclear Information System (INIS)

Cherruau, F.

1980-01-01

Research reactor personnel operate the reactor and carry out the experiments. These two types of work entail different activities, and therefore different skills and competence, the number of relevant staff being basically a function of the size, complexity and versatility of the reactor. Training problems are often reactor-specific, but the present paper considers them from three different viewpoints: the training or retraining of new staff or of personnel already employed at an existing facility, and training of personnel responsible for the start-up and operation of a new reactor, according to whether local infrastructure and experience already exist or whether they have to be built up from scratch. On-the-spot experience seems to be an essential basis for sound training, but requires teaching abilities and aids often difficult to bring together, and the availability of instructors that does not always fit in smoothly with current operational and experimental tasks. (author)

Restructure Staff Development for Systemic Change

Science.gov (United States)

Kelly, Thomas F.

2012-01-01

This paper presents a systems approach based on the work of W. Edwards Deming to system wide, high impact staff development. Deming has pointed out the significance of structure in systems. By restructuring the process of staff development we can bring about cost effective improvement of the whole system. We can improve student achievement while…

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

Training of nuclear power facility personnel. Part 1

International Nuclear Information System (INIS)

1989-06-01

The proceedings of the conference entitled ''Training of Nuclear Power Facility Personnel'' and held in Tale, Czechoslovakia, on 24 - 27 April 1989, contain full texts of 58 contributions, 57 of which fall in the INIS subject scope. The aim of the conference was to summarize experience gained during the training and education of Czechoslovak nuclear power plants operating personnel, to put forth new suggestions for increasing the safety and reliability of nuclear power plants, and to establish the needs and new trends in the training and education of nuclear power plants personnel. The topics treated at the conference can be divided into three basic groups as follows: 1. professional qualification of nuclear power plant staff members; 2. development of technical means for the nuclear power plants personnel training; and 3. training of maintenance personnel, the system and organization of this training and education. The proceedings are published in two volumes. Part 1 contains the texts of 25 papers falling in the INIS subject scope. (Z.M.)

Staff Development Redesigned.

Science.gov (United States)

Lambert, Linda

1988-01-01

Contends that staff development, supposedly designed to assist teachers, has instead colluded with forces to continue their colonization. Since teachers are not taking charge of their profession and participating actively in educational change, certain actions must be taken to lighten their nonprofessional workload and to build a professional…

Automated Scheduling of Personnel to Staff Operations for the Mars Science Laboratory

Science.gov (United States)

Knight, Russell; Mishkin, Andrew; Allbaugh, Alicia

2014-01-01

Leveraging previous work on scheduling personnel for space mission operations, we have adapted ASPEN (Activity Scheduling and Planning Environment) [1] to the domain of scheduling personnel for operations of the Mars Science Laboratory. Automated scheduling of personnel is not new. We compare our representations to a sampling of employee scheduling systems available with respect to desired features. We described the constraints required by MSL personnel schedulers and how each is handled by the scheduling algorithm.

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

Training, education and qualification of NPP operating personnel in the Netherlands

International Nuclear Information System (INIS)

de Vrey, G.A.

1987-01-01

This paper outlines the organization and the requirements of the training, education and qualification of NPP operating personnel in the Netherlands. It describes the implementation of a formally required scheme of personnel qualification after TMI, and the current practice as developed by the training staff of both Dutch nuclear power plants. Attention is given to the specific circumstances and problems in the Netherlands, and the resulting program. The licensing criteria for control room operating personnel are discussed, including the level of government involvement. Measures are described to improve the approach to training of NPP personnel involved in safety relevant activities. Finally, some ideas are given for strategies to cope with adverse stress situations

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

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.

[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.

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

African Journals Online (AJOL)

Data were collected from a sample of 402 academic staff. ... staff development and the productivity of academic staff in terms of research, teaching and community service. ... Keywords: Academic staff development; Performance management; Nigeria ... for Researchers · for Librarians · for Authors · FAQ's · More about AJOL ...

Training of nonlicensed personnel

International Nuclear Information System (INIS)

Hetrick, D.E.

1975-01-01

The safety and efficiency with which a station operates is a function of the competence and proficiency of all personnel. This includes the nonlicensed personnel who make up the bulk of the station staff. Thus the training of these members of the station complement is an important function in overall station performance. Standards, regulations, regulatory guides, and codes provide guidance to the training requirements for such personnel. Training needs and objectives must be established, a plan prepared and then all incorporated into a training program. A well planned and operated training program will stimulate effective communications between the different groups within the station and between the station and off site support groups

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

Critical Uses of College Resources. Part I: Personnel Utilization System.

Science.gov (United States)

Vlahos, Mantha

A Personnel Utilization System has been designed at Broward Community College, which combines payroll, personnel, course, and function information in order to determine the actual duties performed by personnel for the amount of remuneration received. Objectives of the system are (1) to define the tasks being performed by faculty, staff, and…

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

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...

Joint Chiefs of Staff > Directorates > J6 | C4 & Cyber

Science.gov (United States)

Joint Staff Structure Joint Staff Inspector General Origin of Joint Concepts U.S. Code | Joint Chiefs of Management J1 | Manpower and Personnel J2 | Joint Staff Intelligence J3 | Operations J4 | Logistics► the Joint Staff Chief Information Officer (CIO), the J-6 provides business class Information

International networking and staff development EU-style: Cardiff University's library service and the Erasmus staff mobility scheme

OpenAIRE

Härkönen, Sonja

2010-01-01

Staff development and international networking have always been highly valued in Cardiff University’s library service. We have a strong staff development programme and pilot new ways of training and motivating our staff, for example through job rotation and shadowing. Increasingly over the last few years, we have developed links with colleagues abroad and have had the pleasure of hosting a variety of international visitors. In response to enquiries for staff training we have recently set up t...

Integration of Staff Development and Research: Description of the Staff Development Project in Progress for the School Year 1975-1976. Technical Report #62.

Science.gov (United States)

Speidel, Gisela E.

This report from the Kamehameha Early Education Program (KEEP) describes the 1975-76 KEEP staff development program, which was designed to integrate staff development and research. Specific purposes of the program were: (1) to develop the abilities of the teaching staff in teaching, consultation, and research; (2) to conduct pilot research in…

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

Science.gov (United States)

Corley, Theresa Roebuck

2000-10-01

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

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.

New Employee Orientation, Division of Personnel and Labor Relations,

Science.gov (United States)

understanding work rules and procedures, provide you with the resources you need, as well as guide you through Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Personnel Memoranda Personnel Rules Policies and Procedures Recruitment Services Reports Sections Director's

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.

Child responsible personnel in adult mental health services.

Science.gov (United States)

Lauritzen, Camilla; Reedtz, Charlotte

2016-01-01

Children who have parents with mental health problems are a vulnerable group. Intervening early to support parents with a mental illness can contribute to improve outcomes for children. Rigging the adult mental health system in such a manner that child responsible personnel are designated in wards is a strategy to systematically address the needs of families. It has since 2010 been mandatory for Norwegian hospitals to appoint such personnel in all hospital wards. The current study aimed to investigate the appointment of child responsible personnel in the adult mental health services in a regional hospital with local clinics. Additionally, to describe the characteristics of child responsible staff in terms of gender and educational background, their competence, clinical practice and knowledge about parental mental illness. A final aim was to study whether or not the clinics had established collaboration with other services concerning follow-up for the children of parents with mental illness. Participants in this study are the staff at psychiatric clinics in a large university hospital in Norway. Practitioners were asked to answer a questionnaire prior to the initial process of implementing the new legislation in 2010 (N = 219). After a three-year period of implementing routines to adopt the new law in the clinic, the same survey was sent out to the staff in 2013 (N = 185) to monitor if changes were taking place. To study if the changes were sustained within the clinics, we conducted a two-year follow up in 2015 (N = 108). The results indicated that the systematic work to change clinical practice in the participating hospital had made a difference. Routines to follow up children's patients after the new legislation had to some extent been implemented. The child responsible personnel had more knowledge and awareness about the consequences of parental mental illness for children. The results of this study suggested that the systems change of establishing child

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)

32 CFR 644.396 - Assignment of personnel to administer.

Science.gov (United States)

2010-07-01

... 32 National Defense 4 2010-07-01 2010-07-01 true Assignment of personnel to administer. 644.396... PROPERTY REAL ESTATE HANDBOOK Disposal Predisposal Action § 644.396 Assignment of personnel to administer... responsible representative to each installation, or group of installations, to act under his staff supervision...

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 ...

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

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

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.

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.

32 CFR Appendix E to Part 154 - Personnel Security Determination Authorities

Science.gov (United States)

2010-07-01

... designee 5. Chairman, Joint Chiefs of Staff and/or designee 6. Directors of the Defense Agencies and/or... personnel for assignment to Presidential Support activities: The Executive Secretary to the Secretary and... of Strategic Target Planning 2. Director, Joint Staff, OJCS 3. Chief of Staff, U.S. Army 4. Chief of...

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 ...

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.

Development of a Real-time Hand Dose Monitor for Personnel in Interventional Radiology

Energy Technology Data Exchange (ETDEWEB)

Ban, N.; Nakaoka, H.; Haruta, R.; Murakami, Y.; Kubo, T.; Maeda, T.; Kusama, T

2001-07-01

Medical procedures denoted as interventional radiology require operation near an X ray beam, which brings high dose exposures to the operators' hands. For the effectual control of their extremity doses, a prototype of a real-time wrist dosemeter has been developed, hand dose monitor (HDM), based on a single silicon detector. Experiments were performed to test its response to diagnostic X rays. The HDM was highly sensitive and showed a linear response down to doses of a few tens of microsieverts. Though dose rate, energy and angular dependence of the response were observed in some extreme conditions, the HDM was proved to be of practical use if it was appropriately calibrated. Since an HDM enables personnel to check their hand doses on a real-time basis, it would enable medical staff to control the exposure themselves. (author)

Radiation Exposure Reduction to Brachytherapy Staff By Using Remote Afterloading

International Nuclear Information System (INIS)

Attalla, E.M.

2005-01-01

The radiation exposures to the personnel staff from patients with brachytherapy implants in a brachytherapy service were reviewed. Exposures to the brachytherapy personnel, as determined by Thermoluminescence Dosimeter (TLD) monitors, indicates a four-fold reduction in exposures after the implantation of the use of remote afterloading devices. Quarterly TLD monitor data for seven quarters prior to the use of remote afterloading devices demonstrate an average projected annual dose equivalent to the brachytherapy staff of 2543 Μ Sv. After the implantation of the remote afterloading devices, the quarterly TLD monitor data indicate an average dose equivalent per person of 153 Μ Sv. This is 76% reduction in exposure to brachytherapy personnel with the use of these devices

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.

MAIN AREAS OF RESEARCH STAFF AS PROPERTY MARKETING

Directory of Open Access Journals (Sweden)

Svetlana Yu. Kazantsevа

2015-01-01

Full Text Available The article explains the concept of theobject of marketing, marketing personnel, as a form of marketing. The types of elasticity, the main factors affecting the elasticity of the staff also identifi ed key issues for the analysis of staff loyalty as one of the objects of marketing.

Physician and staff turnover in community primary care practice.

Science.gov (United States)

Ruhe, Mary; Gotler, Robin S; Goodwin, Meredith A; Stange, Kurt C

2004-01-01

The effect of a rapidly changing healthcare system on personnel turnover in community family practices has not been analyzed. We describe physician and staff turnover and examine its association with practice characteristics and patient outcomes. A cross-sectional evaluation of length of employment of 150 physicians and 762 staff in 77 community family practices in northeast Ohio was conducted. Research nurses collected data using practice genograms, key informant interviews, staff lists, practice environment checklists, medical record reviews, and patient questionnaires. The association of physician and staff turnover with practice characteristics, patient satisfaction, and preventive service data was tested. During a 2-year period, practices averaged a 53% turnover rate of staff. The mean length of duration of work at the current practice location was 9.1 years for physicians and 4.1 years for staff. Longevity varied by position, with a mean of 3.4 years for business employees, 4.0 years for clinical employees, and 7.8 years for office managers. Network-affiliated practices experienced higher turnover than did independent practices. Physician longevity was associated with a practice focus on managing chronic illness, keeping on schedule, and responding to insurers' requests. No association was found between turnover and patient satisfaction or preventive service delivery rates. Personnel turnover is pervasive in community primary care practices and is associated with employee role, practice network affiliation, and practice focus. The potentially disruptive effect of personnel turnover on practice functioning, finances, and longitudinal relationships with patients deserves further study despite the reassuring lack of association with patient satisfaction and preventive service delivery rates.

Staff Organization in Nuclear Power Stations; Organisation du personnel des centrales nucleaires; Organizatsiya personala na atomnykh ehlektrostantsiyakh; Organizacion del personal de las centrales nucleares

Energy Technology Data Exchange (ETDEWEB)

Scuricini, G. B. [Comitato Nazionale Energia Nucleare, Roma (Italy)

1963-10-15

This paper deals with the organization of operating and maintenance staff at nuclear power stations in Italy and manpower variations, either because the plants themselves differ or are organized in some special way. Staff doing jobs for which a specific training is required are given special consideration in the paper. (author) [French] Dans le memoire, on examine l'organisation du personnel d'exploitation et d'entretien des centrales nucleaires italiennes et les differences existant dans les effectifs, differences dues soit aux caracteristiques des centrales memes, soit aux particularites d'organisation des entreprises. Le personnel charge de fonctions determinees pour lesquelles un entrainement special est requis, fait l'objet d'une attention particuliere. (author) [Spanish] En la memoria se examina la organizacion del personal de explotacion y conservacion de las centrales nucleares italianas y las diferencias que existen entre sus efectivos, diferencias que se deben a las caracteristicas de las mismas centrales o a las particularidades de organizacion de las empresas. El autor dedica especial atencion al personal encargado de funciones que requieren una formacion profesional especial. (author) [Russian] Issleduyutsya voprosy organizatsii personala, zanimayushchegosya ehkspluatatsiej ital'yanskikh atomnykh ehlektrostantsij i ukhodom za nimi, a takkhe razlichiya v sostave personala, vytekayushchie libo iz kharakternykh osobennostej samikh stantsij, libo iz osobennostej organizatsii predpriyatij. Osoboe vnimanie udelyaetsya personalu, kotoromu porucheny opredelennye funktsii, trebuyushchie spetsial'noj pod go tovki. (author)

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.)

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

The management of personnel records for accountability, good ...

African Journals Online (AJOL)

Ngulup

decision making, planning, coordinating and controlling staff activities. ... information available in personnel records assist university administrators for ... sense, accountability focuses on the ability to account for the allocation, use, and control ...

[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.

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).

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.)

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...

A Multi-Objective Decision Support Model for the Turkish Armed Forces Personnel Assignment System

National Research Council Canada - National Science Library

Cimen, Zubeyir

2001-01-01

.... TAF wants to obtain maximum utilization of its personnel by assigning the right person to the right job at the right time, To accomplish this task, decision-makers and personnel assignment staff...

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.

Stoplight Grid: a color-coded visual system for per diem staff assignment.

Science.gov (United States)

Ernst, P

1989-02-01

What is the best way to appropriately assign per diem nursing personnel? The author describes a systematic approach to per diem staff assignment called the Stoplight Grid. The Stoplight Grid correlates staff skills and preferences with unit needs and integrates this data into a color-coded system for staff assignment.

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

African Journals Online (AJOL)

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

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

Science.gov (United States)

Cleland, Jennifer; Burr, Jacqueline; Johnston, Peter

2016-05-01

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

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

Lessons for Staff Developers from an Organization Development Intervention.

Science.gov (United States)

Conway, James A.

1990-01-01

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

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

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.

Developing a Mechanism for Assessment of the Mobile Operator Staff

Directory of Open Access Journals (Sweden)

Zhukovska Liudmyla E.

2017-04-01

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

Methodology of personnel exposure calculation and optimisation within the decommissioning planning code OMEGA

International Nuclear Information System (INIS)

Vasko, Marek; Daniska, Vladimir; Rehak, Ivan; Necas, Vladimir

2011-01-01

Calculation of personnel exposure is a one of the main parameters being evaluated within the pre-decommissioning plans together with other decommissioning drivers such as costs, manpower, amounts of RAW and conventional waste and amount of discharged gaseous and liquid effluents. Alongside with manpower, the exposure is an indicator of the decommissioning process for need of staff, and quantifies impact of decommissioning on personnel from the radio hygienic point of view. At the same time it indicates suitability of individual work procedures use for decommissioning activities. For this reason it is important to estimate as precise as possible demands on personnel exposure even during preparatory decommissioning phase to quantify impact of decommissioning on personnel and eventually optimize the decommissioning process, if needed. The most appropriate way of staff exposure estimation during decommissioning preparatory phases is its calculation based on radiological and physical characteristics of equipment to be decommissioned and also quantitative and qualitative characterisation of typical decommissioning activities. On one hand, the methodology of exposure calculation should allow as much as possible realistic description and algorithmisation of exposure ways during decommissioning activities. On the other hand the calculation have to be systematic, well-arranged and clearly definable by appropriate mathematic relations. Calculation can be made by various approaches using more or less sophisticated software solutions from classic MS Excel sheets up to the complex calculation codes. In this paper, a methodology used for personnel exposure calculation and optimization implemented within the complex computer code OMEGA developed at DECOM, a.s. is described. (author)

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...

Staff Planning in a Time of Recession.

Science.gov (United States)

Moore, Nick

1979-01-01

Examines staff management problems within British public libraries, one example of which is the unsuccessful attempt to introduce participative management. The effect of trade unions is noted and three levels of personnel planning (national, professional, and local) are discussed. (SW)

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

Electronic Reserve--A Staff Development Opportunity.

Science.gov (United States)

Smith, Robyn

1997-01-01

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

Development of personnel exposure management system with personal computer

International Nuclear Information System (INIS)

Yamato, Ichiro; Yamamoto, Toshiki

1992-01-01

In nuclear power plants, large scale personnel exposure management systems have been developed and established by utilities. Though being common in the base, the implementations are specific by plants. Contractors must control their workers' exposures by their own methods and systems. To comply with the utilities' parental systems, contractors' systems tend to differ by plants, thus make it difficult for contractors to design a standard system that is common to all relevant plants. Circumstances being as such, however, we have developed a system which is applicable to various customer utilities with minimal variations, using personal computers with database management and data communication softwares, with relatively low cost. We hope that this system will develop to the standard model for all Japanese contractors' personnel exposure management systems. (author)

[Guideline-conform psychiatric psychotherapeutic treatment for patients with schizophrenia : A normative evaluation of necessary personnel requirements].

Science.gov (United States)

Mehl, S; Falkai, P; Berger, M; Löhr, M; Rujescu, D; Wolff, J; Kircher, T

2016-03-01

Although national treatment guidelines and current publications of the German Federal Joint Committee (Gemeinsamer Bundesausschuss) recommend cognitive behavior therapy for all patients with schizophrenia, the implementation of these recommendations in current inpatient and outpatient treatment is only rudimentary. The aim of this study was to systematically search randomized controlled studies (RCTs), meta-analyses and the guidelines of the German Association for Psychiatry and Psychotherapy, Psychosomatics and Neurology (DGPPN) and the British National Institute for Health and Clinical Excellence (NICE) in order to assess the number of personnel necessary for psychiatric and therapeutic inpatient treatment in line with present guidelines. Moreover, the number of staff required was compared with the personnel resources designated by the German psychiatry personnel regulations (Psych-PV). The German and NICE guidelines, RCTs and meta-analyses were analyzed and an adequate weekly treatment plan for an inpatient unit was developed. Moreover, the number of personnel necessary to realize the treatment plan was calculated. In order to realize adequate inpatient treatment approximately 107 min extra for medical psychotherapeutic personnel per patient and week (of which 72 min for psychotherapy) and another 60 min for nursing staff per patient and week are required in addition to the current Psych-PV regulations. Thus, implementation in an open ward with 20 inpatients would require 3.62 positions for physicians, 0.7 positions in psychology and 12.85 positions for nursing staff (including management positions and night shifts). These evidence-based recommendations for precise specifications of inpatient treatment should lead to improved inpatient treatment in line with present guidelines. Moreover, outpatients and day patients could be included in this treatment model. The results should be considered in the construction of the future prospective payment system for

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

Science.gov (United States)

Schlechty, Phillip; And Others

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

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

Cultivating Leadership Development for Support Staff.

Science.gov (United States)

Russell, Sharon

1997-01-01

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

Development of the Role Scenario of the Personnel Management Specialist Activity

OpenAIRE

Stolyaruk Khrystyna S.

2013-01-01

The article is devoted of the issues of development of classification and content of role, which are performed by personnel management specialists in their professional activity. It proves a necessity of development of role scenarios under conditions of application of the competence approach in training and practical activity. Thus, the author offers five key roles in activity of a personnel management specialist, which reflect different vectors of directions of the scenario of professional a...

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 ...

Systematic medical control of the personnel concerning damage due to ionizing radiation

International Nuclear Information System (INIS)

Djukic, Z.

1961-01-01

The department for medical monitoring of the staff employed at the Institute has performed 21395 medical check-ups of the personnel employed in the Institute and individuals who applied for different posts. Some new methods for laboratory analyses specific for personnel exposed to radiation were introduced. The activities of the department were fulfilled according to the plan

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

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

Experience with training of operating and maintenance personnel of nuclear power plants

International Nuclear Information System (INIS)

Pospisil, M.; Cencinger, F.

1988-01-01

The system is described of the specialist training of personnel for Czechoslovak nuclear power plants. Training consists of basic training, vocational training and training for the respective job. Responsible for the training is the Research Institute for Nuclear Power Plants; actual training takes place at three training centres. Personnel are divided into seven categories for training purposes: senior technical and economic staff, shift leaders, whose work has immediate effect on nuclear safety, engineering and technical personnel of technical units, shift leaders of technical units, personnel in technical units, shift service personnel and operating personnel, maintenance workers. Experience with training courses run at the training centre is summed up. Since 1980 the Centre has been training personnel mainly for the Dukovany nuclear power plant. Recommendations are presented for training personnel for the Temelin nuclear power plant. (Z.M.)

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)

Leading Staff Development for School Improvement

Science.gov (United States)

Bubb, Sara; Earley, Peter

2009-01-01

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

34 CFR 361.18 - Comprehensive system of personnel development.

Science.gov (United States)

2010-07-01

... implementation of a plan to address the current and projected needs for personnel who are qualified in accordance... accordance with paragraph (c) of this section, including personnel from minority backgrounds and personnel... retraining, recruiting, and hiring personnel; (B) The specific time period by which all State unit personnel...

[Effects of an intensive therapy program for behaviorally disordered mentally handicapped patients on staff personnel in residential care].

Science.gov (United States)

Elbing, U; Rohmann, U H

1994-03-01

This study evaluates the effects of an intensive therapy program designed for mentally handicapped persons with severely disturbed or autistic behavior on their staff personal which had an active role in the program. The staff members rated their professional competence, quality of interaction with the client, team culture and work satisfaction before and after being engaged in the program, with additional ratings of their personal aims at the beginning of the program. Three sets of data were obtained with the program being conducted three times in a row. The testings of the related as well as the independent samples show differentiated program effects. The main effect is an increase of the professional competence and quality of interaction, especially by the qualified staff members. Trainees put emphasis on the development of their personal relationship with the client. The results are discussed in terms of the impact of learning processes specific to the roles of the staff members and motivational factors on learning and therapy outcome, along with institutional conditions influencing successful learning. Thus the program facilitates the professional and interpersonal learning process of staff members in a specific way with success as well as with limitations.

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

Portraying a Positive Image: A Guide to Effective Public Relations for Educational Office Personnel.

Science.gov (United States)

Pennsylvania School Boards Association, New Cumberland.

Suggestions for improving communication and public relations are offered in this guidebook for school office personnel. Because of the high visibility and accessibility of their positions, such staff serve important public relations functions for the school. Chapter 1 examines the public relations role of school office personnel, and chapter 2…

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...

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.

Directory of personnel responsible for radiological health programs

International Nuclear Information System (INIS)

1977-01-01

This is a directory of professional personnel who administer the radiological health program activities in state and local governmental agencies. Included in the directory is a listing of each state health officer or the head of the agency responsible for the radiological health program. The name, address, and telephone number of the radiological health personnel are listed, followed by the alternate contact who, in many instances, may be chief of a larger administrative unit of which the radiological health program is a subunit. The address for the program is also included if it differs from the official health department or agency. Generally, the titles of the personnel listed will indicate the administrative status of the radiological health program. The directory also includes a list of key professional personnel in the Bureau of Radiological Health, Radiation Operations Staff, Regional Radiological Health Representatives, Winchester Engineering and Analytical Center, Food and Drug Administration; Office of Radiation Programs, Regional Radiation Representatives, National Environmental Research Center, and Eastern Environmental Radiation Laboratory, Environmental Protection Agency; selected personnel in the U.S. Nuclear Regulatory Commission; and selected personnel in the National Bureau of Standards

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.

Automated system for individual control for admission of staff in the controlled zones of the Kozloduy NPP

International Nuclear Information System (INIS)

Avramski, D.; Jordanova, V.

2008-01-01

The development of the system leads to the following: automated registering of the staff in the personnel database; real time reading of the personal dosimeters; real time reading of the collective dose; the control over the working people (especially external) concerning the dose limits or restrictions are performed in real time

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…

Development of the Role Scenario of the Personnel Management Specialist Activity

Directory of Open Access Journals (Sweden)

Stolyaruk Khrystyna S.

2013-12-01

Full Text Available The article is devoted of the issues of development of classification and content of role, which are performed by personnel management specialists in their professional activity. It proves a necessity of development of role scenarios under conditions of application of the competence approach in training and practical activity. Thus, the author offers five key roles in activity of a personnel management specialist, which reflect different vectors of directions of the scenario of professional activity regardless of the performed function and position. The article specifies the following roles in the offered classification: partner, expert, communicator, consultant and curator. It presents results of a sociological study, which demonstrate the degree of co-ordination of opinions of employers and practicing personnel managers with respect to performance of roles in the sphere by their professional activity by the latter. This helps to identify a number of problems, which include the problem of availability of reserves of increase of the level of competence of personnel management specialists. This issue, in its turn, closely deals with main aspects of formation of competitiveness of the said specialists, since the degree of formation of competences is the key condition of formation of competitive advantages.

Toward a Comprehensive System of Personnel Development in Deafblind Education.

Science.gov (United States)

Parker, Amy T; Nelson, Catherine

2016-01-01

Students who are deafblind are a unique population with unique needs for learning, communication, and environmental access. Two roles have been identified as important to their education: teacher of the deafblind and intervener. However, these roles are not officially recognized in most states. Because of this lack of recognition and the low incidence of deafblindness, it is difficult to sustain systems that prepare highly qualified personnel with advanced training and knowledge in educational strategies for children and youth who are deafblind. The authors propose a comprehensive system of personnel development (CSPD) for deafblind education. The components of this system are standards, preservice training, in-service/professional development, leadership development, research, and, finally, planning coordination, and evaluation. The authors describe elements of the model that are being implemented and provide suggestions to support the future development of a comprehensive system.

Moral distress in nursing personnel

OpenAIRE

Barlem,Edison Luiz Devos; Lunardi,Valéria Lerch; Lunardi,Guilherme Lerch; Tomaschewski-Barlem,Jamila Geri; Silveira,Rosemary Silva da; Dalmolin,Graziele de Lima

2013-01-01

OBJECTIVE: to analyze the frequency and intensity of moral distress experienced by nursing personnel in southern Brazil, covering elements of their professional practice. METHOD: a survey was undertaken in two hospitals in Rio Grande do Sul, Brazil, with 247 nurses. Data was collected by means of the adapted Moral Distress Scale. RESULTS: the perception of situations that lead to moral distress is enhanced in nurses and in nursing staff working in institutions with greater openness to dialogu...

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

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

Invest in People with a Staff Wellness Program.

Science.gov (United States)

Bell, Spicer

1986-01-01

Adopting a wellness program for school personnel can reduce health insurance costs, workman's compensation insurance costs, absenteeism, and staff turnover while improving productivity and morale. Wellness programs focus on improving health and reducing the risk and impact of disease rather than on curing illnesses already contracted. Successful…

The perceived stress and turnover intention of direct-care staff of community residential facilities

OpenAIRE

Lightle, Kevin Eugene

1990-01-01

This study examines turnover among direct-care staff of community residential facilities. Turnover is of concern as the projected rate indicated by direct-care staff is 34%. A review of personnel records project an annual turnover rate of 40%. Stress is examined for its relationship to turnover. The Maslach Burnout Inventory is used to measure the perceived stress level of staff. Results indicate direct-care staff are not stressed to the point of burnout in two of ...

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.

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.

Some aspects of increasing the quality of personnel training for nuclear power plants in Czechoslovakia

International Nuclear Information System (INIS)

Jacko, J.; Frimmelova, A.

1989-01-01

Nuclear power plant personnel in Czechoslovakia is subject to periodical training in accordance with the Unified System of Nuclear Facility Personnel Training. This training is the responsibility of the Educational and Training Centre of the Nuclear Plant Research Institute in Trnava. Nuclear plant personnel is divided into 7 groups as follows: A - supervisory technical-administrative management staff; B - selected operating personnel such as shift supervisors, unit supervisors, reactor operators and secondary circuit operators; C - engineering-technical personnel of technical and maintenance departments; D - managing shift-operating staff; E - workers at technical plant departments; F - operational shift workers and servicemen; and G - maintenance personnel. These groups are respected in the training, which includes basic training, re-training and additional training. The basic training comprises 8 stages: general theoretical education; specialized theoretical education; on-the-job training in a plant designated for training; training on a simulator (group B); preparing for and taking final examinations for the certificate; doubling in the NPP designated for training (groups B, D, F); preparation in the NPP of future employment; preparing for and taking the state examination for obtaining the license (group B). Details of the management of the training process, experience gained during the implementation of the training and challenges for future improvement of the system are outlined. (P.A.)

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

African Journals Online (AJOL)

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

The Staff Association: because you’re worth it

CERN Multimedia

CERN Bulletin

2013-01-01

A new logo, a new website and now we’re on Facebook: the members of the rejuvenated Staff Association of CERN want to take this opportunity to remind you that the SA is open to everyone. All you have to do is join.   Every ordinary or associated member of the personnel of the Organization and — through GAC-EPA, the CERN-ESO Pensioners’ Association — every retiree, is entitled to join the CERN Staff Association. The goal of the SA is to defend the collective and individual rights of CERN staff members and members of their families, in matters relating to both their material interests and their well-being. With its independant ideas and its constructive work, the SA also plays an important role as a source of new proposals. The more CERN staff members join the Staff Association, the more respect it commands as a social partner. Currently, 1,355 people are members — that’s over half of the total staff. So, why not join? To find out mor...

Portrait: Yves Sillanoli, Staff Association delegate since 2004

CERN Multimedia

Staff Association

2017-01-01

Yves Sillanoli - Staff Association delegate. I worked at CERN as Contractor’s personnel for 18 years, and in 2003, I became a staff member. By nature, I am someone who enjoys getting involved in associations. For 35 years, I was a member of a sports association in my community. Therefore, for me it was natural to want to reach out and help my colleagues, especially those with professional experiences similar to mine. Moreover, even though both my father and my brother had worked at CERN before me, I really wanted to understand the inner functioning of the Organization. To this end, I decided to run for staff delegate and was elected to the Staff Association in 2004. Joining the Staff Association has been, above all, a chance to meet people: Gianni Deroma, former President of the Staff Association, and Philippe Defert, who passed away in 2013, were great listeners and had a real sense of mutual help. Philippe Defert influenced greatly my decision take part in the Association and, over time, a rema...

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

Energy Technology Data Exchange (ETDEWEB)

NONE

2003-07-01

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.

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

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,...

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

Characteristics of Absenteeism in Nursing Home Staff.

Science.gov (United States)

Cohen-Mansfield, Jiska; Rosenthal, Alvin S.

This study investigated factors associated with absenteeism among nursing staff (N=219) at a long-term care facility. Four absenteeism measures were calculated from personnel records for each month of the year: no pay (the sum of unscheduled, unpaid sick, and leave without pay), part day (the sum of arrived late and left early), paid sick, and…

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…

Personnel Retention Policy and Force Quality: Twice-Passed Staff Sergeants

Science.gov (United States)

2015-06-01

61 Figure 20. Impact of Policy Changes on Average TIG . For Staff Sergeants, average TIG is reduced from 4.4 years to 3.8 years...with a 2P non-retention policy. Sergeants (E5) experience the only other significant reduction in average TIG , which goes from 3.2 years in the base...Warehouse TFRS Total Force Retention System TIG Time in Grade TIS Time in Service VSP Voluntary Separations Pay xxiii EXECUTIVE SUMMARY In

Development of a Refined Staff Group Trainer

National Research Council Canada - National Science Library

Quensel, Susan

1999-01-01

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

Personnel radiation dosimetry laboratory accreditation programme for thermoluminescent dosimeters : a proposal

International Nuclear Information System (INIS)

Bhatt, B.C.; Srivastava, J.K.; Iyer, P.S.; Venkatraman, G.

1993-01-01

Accreditation for thermoluminescent dosimeters is the process of evaluating a programme intending to use TL personnel dosimeters to measure, report and record dose equivalents received by radiation workers. In order to test the technical competence for conducting personnel dosimetry service as well as to decentralize personnel monitoring service, it has been proposed by Radiological Physics Division (RPhD) to accredit some of the laboratories, in the country. The objectives of this accreditation programme are: (i) to give recognition to competent dosimetry processors, and (ii) to provide periodic evaluation of dosimetry processors, including review of internal quality assurance programme to improve the quality of personnel dosimetry processing. The scientific support for the accreditation programme will be provided by the scientific staff from Radiological Physics Division (RPhD) and Radiation Protection Services Division (RPSD). This paper describes operational and technical requirements for the Personnel Radiation Dosimetry Laboratory Accreditation Programme for Thermoluminescent Dosimeters for Personnel Dosimetry Processors. Besides, many technical documents dealing with the TL Personnel Dosimeter System have been prepared. (author). 5 refs., 2 figs

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

Professional development on innovation competence of teaching staff in Ugandan universities

NARCIS (Netherlands)

Kasule, G.W.

2015-01-01

Professional Development on Innovation Competence of Teaching Staff in Ugandan Universities

George Wilson Kasule

Abstract

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

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

National Research Council Canada - National Science Library

Koger, Milton

1998-01-01

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

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 ...

Structural Development of Health Resort Staff in the Republic of Crimea

Directory of Open Access Journals (Sweden)

Svetlana Yuryevna Tsekhla

2015-09-01

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

Social appearance anxiety of staff in youth services and sport provincial directorate

Directory of Open Access Journals (Sweden)

Ömer Faruk YAZICI

2016-06-01

Full Text Available Aim: The aim of this study was to investigate the social appearance anxiety of staff in Youth Services and Sport Provincial Directorate. Material and Methods: Totally 300 staff who were working in Youth Services and Sport Provincial Directorates of Malatya, Trabzon and Istanbul had participated to the study. As data collection tools; “Social Appearance Anxiety Scale” which developed by Hart et al. (2008 and modified to Turkish with reliability and validity study by Doğan (2010 and “Personal Data Form” created by the researchers were used. In analyzing the data; descriptive analysis, t-test and one way Anova were used. Results: Social anxiety concerns of personnel has been found to be the low level. After the analysis it was determined that there was a significant difference in age, income, doing sports and city that working according to the staff’s social appearance anxiety. Conclusion: In this context, the studies should be included in studying of staff in other cities.

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…

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)

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

. 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. 

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

Science.gov (United States)

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

2006-01-01

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

77 FR 45944 - Final Priorities and Definitions; State Personnel Development Grants

Science.gov (United States)

2012-08-02

.... Discussion: OSEP agrees that the use of technology can improve the delivery of professional development in... distance education technology for providing professional development to remote areas. Discussion: OSEP... DEPARTMENT OF EDUCATION 34 CFR Chapter III Final Priorities and Definitions; State Personnel...

Public Staff Meetings – thank you for a large attendance

CERN Multimedia

Staff Association

2013-01-01

The public meetings of the Staff Association which took place recently were attended by about 500 staff, a large fraction of them young and on a limited duration (LD) contract. The audience mainly shared the worries of the Staff Association concerning the low number of IC post openings in this and the coming years. Moreover, after the meeting several LD contract holders contacted the Staff Association to express their point of view and to put forward their ideas to tackle this problem. As explained in those meetings, the Staff Association emphasizes that personnel policy should not be guided by self-imposed quota, even under pressure by the Member States. As we have repeated several times, CERN needs a total staff complement well beyond the baseline ceiling of 2250, the number agreed by Council, if it has to guarantee an efficient and excellence level of service to the ever-growing user community, which has almost doubled over the last decade. Moreover, the indefinite contract (IC) component should stan...

THE ACADEMIC PERSONNEL MOTIVATION - A FACTOR FOR HIGH QUALITY EDUCATIONAL PRODUCT

Directory of Open Access Journals (Sweden)

Viara Slavianska

2014-06-01

Full Text Available The present paper consecutively puts an accent on 1 the quality of higher education as a national priority, 2 the qualification and motivation of the academic staff as factors for offering an educational product of high quality, 3 the strategies, policies and practices for motivating the academic personnel. The necessity of education improvement is adduced, the strategies and politics in the field of academic personnel training are presented, and the possible effects from a wrong approach to employees’ motivation in academic environment are commented.

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

Qualification of nuclear power plant inspection, examination, and testing personnel. Revision 1, September 1980

International Nuclear Information System (INIS)

Anon.

1981-01-01

Appendix B, Quality Assurance Criteria for Nuclear Power Plants and Fuel Reprocessing Plants, to 10 CFR Part 50, Domestic Licensing of Production and Utilization Facilities, requires that the quality assurance program provide for indoctrination and training of personnel performing activities affecting quality as necessary to ensure that quality assurance personnel achieve and maintain suitable proficiency. This guide describes a method acceptable to the NRC staff for complying with the Commission's regulations with regard to qualification of inspection, examination, and testing personnel for all types of nuclear power plants

2008 Human Resources Development Programmes in Nigerian ...

African Journals Online (AJOL)

Gbaje E.S

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

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

Abstract Worldwide, the philosophy of problem based and project based learning (PBL) has been implemented as educational models in diverse practice of teaching and learning. Recent years have witnessed more and more educational transformations towards PBL. Despite the diversity of approaches...... 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...

Awareness about HIV infection among the paramedical staff in a tertiary care hospital in Delhi, India

Directory of Open Access Journals (Sweden)

Nikhil Gupta

2012-01-01

Full Text Available In India, acquired immunodeficiency syndrome (AIDS is a growing epidemic involving all sections of the society. Health care personnel are at increased risk of acquiring blood borne diseases like AIDS, hepatitis, etc. We aimed to assess the level of awareness of HIV infection among the paramedical staff working in a tertiary care hospital. A total number of 207 paramedical staff were asked to complete a questionnaire covering the various aspects of HIV and AIDS which was then critically reviewed. We observed that 57.54% of the staff was aware of the different aspects of HIV infection. Our results highlighted that awareness regarding the different facets of HIV varied among the nurses, lab technicians and support staff. Transmission of blood borne infections through needle stick injury is a harsh reality involving health care personnel. There is an urgent need to teach basic knowledge about HIV infection among high-risk populations.

Exploring a motivation of medical staff.

Science.gov (United States)

Goncharuk, Anatoliy G

2018-06-08

This paper aims to identify the true motivators (needs) of medical staff, compare them with the current labor incentives, and detect possible differences in motivators for main groups of medical staff. Observing personnel of 5 hospitals and students of the medical institute by special questionnaires, the author confirmed the hypothesis of different motivators for groups of medical staff with different ages, professions, and gender. The author used special questionnaires to collect the data. Study results confirmed the hypothesis of different motivators for groups of medical staff with different ages, professions, and gender. The author also found significant differences between the motivation of Ukrainian health workers and their colleagues from other countries. The main conclusion is that no matter how we would like to satisfy gender and age equality, all people are individual and what is good for an elderly male doctor cannot be acceptable for a young female nurse. Therefore, forming the motivation system for employees of medical institutions, it is necessary to take into account the age, gender, professions, and other characteristics of each employee. In this way, we can achieve the highest health-care performance. Copyright © 2018 John Wiley & Sons, Ltd.

Importance of staff training in hotel industry Case Study: Hotel Dukagjini

Directory of Open Access Journals (Sweden)

MSc. Albana Gazija

2011-12-01

Full Text Available In every business, independently of the activity, human resources are the most precious capital. In terms of global competition and rapid change, personnel training are essential. Every manager should be able to attract qualified and capable personnel, in order to use their skills in achieving organizational objectives. In a market economy where uncertainty is rather widespread, obtaining knowledge and information is becoming a source for creating competing advantages. One of the most important aspects in contemporary hotel industry is getting to know the new methods and techniques through training. Staff training is an important part in Human Resource Management, in order to improve employee performance, respectively it helps putting their skills to better use and specialization in their work. Application of an efficient training process has an important impact in increasing employee performance.      The aim of this study is to understand the importance of personnel training in hotel industry. The study includes the theoretical part for staff training, importance and benefits. The empirical part is composed by a qualitative method research of Hotel Dukagjini in Peja. The paper’s results have shown that management has a relatively good understan-ding of the importance of personnel training; the hotel may be in a favorable situation if the employees keep taking continuous training.

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

Science.gov (United States)

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

2009-09-01

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

Establishing management information system to solve the information management problem of nuclear safety related personnel's qualification management

International Nuclear Information System (INIS)

Sun Haipeng; Liu Zhijun; Li Tianshu

2013-01-01

With the rapid progress of nuclear energy and nuclear technology utilization, nuclear safety related personnel play an increasingly important role in ensuring nuclear safety. NNSA personnel qualification management information system conducts a multi-faceted, effective, real-time monitoring and information collection for nuclear safety staff practice unit management, knowledge management, license application, appraisal management or supervision, training management or supervision and certified staff management, and also is a milestone for NNSA to build the state department with 'five-feature' (learning-oriented, service-oriented, economical, innovative, clean-type). (authors)

[Delegation of medical responsibilities to non-medical personnel. Options and limits from a legal viewpoint].

Science.gov (United States)

Ulsenheimer, K

2009-05-01

Increasing specialization and growing mechanization in medicine have strongly supported the transfer of originally medical responsibilities to non-medical personnel. The enormous pressure of costs as a result of limited financial resources in the health system make the delegation of previously medical functions to cheaper non-medical ancillary staff expedient and the sometimes obvious lack of physicians also gains importance by the delegation of many activities away from medical staff. In the German health system there is no legal norm which clearly and definitively describes the field of activity of a medical doctor. Fundamental for a reform of the areas of responsibility between physicians and non-medical personnel is a terminological differentiation between instruction-dependent, subordinate, non-independent assistance and the delegation of medical responsibilities which are transferred to non-medical personnel for independent and self-determined completion under the supervision and control of a physician. The inclination towards risk of medical activities, the need of protection of the patient and the intellectual prerequisites required for carrying out the necessary measures define the limitations for the delegation of medical responsibilities to non-medical ancillary staff. These criteria demarcate by expert assessment the exclusively medical field of activity in a sufficiently exact and convincing manner.

OPTIMIZATION OF FINANCIAL PERSONNEL NUMBER IN ARMED FORCES OF THE REPUBLIC OF BELARUS

Directory of Open Access Journals (Sweden)

A. V. Bolshakova

2014-01-01

Full Text Available The paper considers a problem pertaining to reduction of the Armed Forces of the Republic of Belarus and necessity to carry out economically reasonable reforms optimizing strength of financial personnel with the purpose to decrease its number but without undermining financial and operational activities of the Armed Forces as a whole. It has been proposed to optimize strength of financial personnel in the Armed Forces while executing organizational staff transformations such as introduction of a centralized accounting system for service personnel by an example of the Ministry of Defense of the Russian Federation.Normative for financial personnel strength of the supposed unified financial centre which is involved in accounting recordings on salary and other payments has been calculated on the basis of inter-branch standards. While taking as an example a conventional organization “B” with staff strength which is equal to the strength of the Armed Forces of the Republic of Belarus the possible efficiency in introduction of the centralized accounting system for service personnel has been determined in the paper. According to represented calculations reduction of financial personnel dealing with accounting recordings on salary and other payments in the whole organization “B” can constitute up to 60 persons with more than 200 branches which are carrying out independent payment accounting for personnel concerned.Dependence of strength normative on number of financial bodies, percentage of personnel receiving payments through a unified financial centre and concentration of financial and economic document circulation has been determined in the paper. It has been pointed out that it is not sufficient to determine quantitative indices in order to ensure an objective reflection of the efficiency of possible introduction of the centralized accounting system for service personnel in the Armed Forces. In order to obtain complete information it is

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

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

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

African Journals Online (AJOL)

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

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.

Implementation of a personnel reliability program as a facilitator of biosafety and biosecurity culture in BSL-3 and BSL-4 laboratories.

Science.gov (United States)

Higgins, Jacki J; Weaver, Patrick; Fitch, J Patrick; Johnson, Barbara; Pearl, R Marene

2013-06-01

In late 2010, the National Biodefense Analysis and Countermeasures Center (NBACC) implemented a Personnel Reliability Program (PRP) with the goal of enabling active participation by its staff to drive and improve the biosafety and biosecurity culture at the organization. A philosophical keystone for accomplishment of NBACC's scientific mission is simultaneous excellence in operations and outreach. Its personnel reliability program builds on this approach to: (1) enable and support a culture of responsibility based on human performance principles, (2) maintain compliance with regulations, and (3) address the risk associated with the insider threat. Recently, the Code of Federal Regulations (CFR) governing use and possession of biological select agents and toxins (BSAT) was amended to require a pre-access suitability assessment and ongoing evaluation for staff accessing Tier 1 BSAT. These 2 new requirements are in addition to the already required Federal Bureau of Investigation (FBI) Security Risk Assessment (SRA). Two years prior to the release of these guidelines, NBACC developed its PRP to supplement the SRA requirement as a means to empower personnel and foster an operational environment where any and all work with BSAT is conducted in a safe, secure, and reliable manner.

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

[Smoking habits among staff at the Rochefort-sur-Mer Hospital].

Science.gov (United States)

Fougere, B; Underner, M; Ingrand, P; Meurice, J-C

2011-11-01

The aim of the study was to establish an inventory of staff in the hospital who smoked to allow better identification of people at risk and thus develop targeted preventive strategies, which we hoped would be more effective. This survey was conducted at the Rochefort-sur-Mer Hospital in March 2008. The sociodemographic characteristics of the population responding and differences in characteristics between smokers and non-smokers were examined. The level of dependence of smokers and patterns of smoking in the workplace were also evaluated. The results were compared with those of the survey "Baromètre tabac personnel hospitalier 2003". The response rate was 57%, with the study population characterized by a high proportion of women (82%). The proportion of smokers was 29%, similar to that found in the general population (30%) but higher than 24% of the survey of hospital staff Tobacco Barometer 2003. The hospital staff is still weakly dependent on tobacco. The attitude to smoking was strongly linked to socioeconomic group and the domestic staff and health care assistants were most likely to smoke and were also the most dependent. Finally, the hospital has itself become a smoke free environment without tobacco. It is essential to promote measures to prevent smoking among hospital staff taking into account its specific features (high proportion of women). Targeted actions should in particular be conducted amongst the groups of workers who are the most affected. Copyright © 2011 SPLF. Published by Elsevier Masson SAS. All rights reserved.

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)

Management mechanisms for development of personnel professional competencies at a loading and haulage company

Science.gov (United States)

Shishkina, S. V.; Pristupa, Yu D.; Pavlova, L. D.; Fryanov, V. N.

2018-05-01

The necessity for development a management mechanism for development of personnel professional competencies at a loading and haulage company in order to ensuring the compliance of competencies with labor functions, regulated by the current professional standards, is substantiated. A functional diagram of the organizational and technical system of the loading and haulage company was developed, that includes the interaction mechanism between the personnel and the objects of the main production. The problem of algorithm development to assess the correspondence of communicative competencies and labor functions of loading and haulage companies, ensuring the achievement of the management goal with a minimum risk of an emergency situation or an accident, was set and solved. The idea of management problem solving consists in the operational development and implementation of anticipatory measures at each deviation in personnel actions from normative or target indicators. The dependence of the risk of imbalance of communicative competences and labor functions in a given period of time is established. The effectiveness of the developed and implemented mechanism is confirmed by the positive dynamics of the test results.

32 CFR Appendix C to Part 246 - Personnel Policies and Procedures

Science.gov (United States)

2010-07-01

... assignment to the Stars and Stripes editorial staff at the required JMP grade- and experience-level... are fully aware of their obligations as DoD employees. B. Appropriated Fund (APF) Personnel Assignment... provide for education before the S&S assignment. e. The Military Services shall provide highly qualified...

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

Directory of Open Access Journals (Sweden)

O. S. Reznikova

2017-01-01

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

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

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

Science.gov (United States)

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

2018-05-01

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

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

Science.gov (United States)

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

2012-07-01

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

Staff size evolution at the Spanish nuclear power plants

International Nuclear Information System (INIS)

Ibanez, M.

2001-01-01

This paper describes the main characteristics on the Spanish nuclear electricity sector with an installed capacity of 7580 MW from three different generations, commissioned between 1968 and 1988 and with good plant performance. The analysis of the operation and maintenance cost contributors, made in this paper, shows that the cost of the personnel (own staff plus permanent contractors) amount to around the 80% of the total O and M cost. The paper will describe the evolution of the staff size for all the Spanish NPPs during the last years. In more detail the experience of Garona NPP, a single unit BWR 460 MW(e) commissioned in 1971, and Trillo NPP, a single unit PWR 1066 MW(e) commissioned in 1988, will be presented with the evolution of the following parameters: number of utility employees, number of permanent contractors, O and M costs versus kWh produced. The evolution of the staffing size is correlated with internal organization improvements, managerial policies, regulatory requirements, emergent activities, future projects, etc. The paper will include future reactors considerations that will operate in a competitive environment with other sources of energy and with a high level of safety standards. The strong influence of the personnel in the O and M cost will mean that actions related to reduce or optimize the plant staff will be based on design, organizational and regulatory considerations. (author)

The Staff Council, ready for the challenges of 2015

CERN Document Server

Staff Association

2015-01-01

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

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

Qualification, training, licensing/authorization and retraining of operating personnel in nuclear power plants. Noteworthy topics identified by evaluation of the practices in countries of the European Communities

International Nuclear Information System (INIS)

Kraut, A.; Pfeffer, W.

1987-01-01

In the report EUR 10118 '' Qualification, training, licensing and retraining of operating shift personnel in nuclear power plants'' the current practice in the countries of the European Communities as well as the procedures and programmes applied in Sweden, Switzerland and the USA are outlined and evaluated. The intent was to derive fundamental and generally valid concepts concerning shift-staff training and other relevant aspects. Those items were identified that seemed to be noteworthy because they give some guidance on how to achieve and maintain the qualification of the shift staff of NPPs or how to improve the staffing of the control room. These noteworthy topics identified by evaluation of the practice in countries of the European Communities and also elsewhere are presented in the publication at hand. The report addresses the following topics: tasks of the shift personnel, nomenclature for different grades of the personnel; shift staffing and staffing of the control room; criteria for personnel selection when recruiting new shift staff; personnel qualification necessary for recruitment; training of shift personnel; retraining and preservation of qualification standards; training facilities, especially simulators; responsibility for training; licensing/authorization; retirement from shift work. Consideration of these more general aspects and concepts may lead to improvement in training. The job descriptions given in the Annex to the document are only intended to give a general understanding of the typical designations, tasks and responsibilities of shift staff

Level of Motivation Amongst Health Personnel Working in A Tertiary Care Government Hospital of New Delhi, India

Science.gov (United States)

Jaiswal, Poonam; Singhal, Ashok K.; Gadpayle, Adesh K.; Sachdeva, Sandeep; Padaria, Rabindra

2014-01-01

Aims: To assess the level and factors of motivation amongst permanent government employees working in a tertiary health care institution. Material and Methods: A sample of 200 health personnel (50 in each category) i.e. doctors, nurses, technician, and support staff were contacted through face to face interview. Motivation was measured as the degree to which an individual possessed various identified motivation domains like Drive, Control, Challenge, Relationship and Rewards. Each domain was represented by 4 dimensions- accordingly a closed-ended statement represented each of these dimensions and responses were assessed on a Likert based scale. Data management was done using SPSS, ver. 19. Results: The average age for different health personnel were: Doctors 48.68 (±8.53), nurses 40.72 (±7.76), technician 38.4 (±10.65) and support staff 43.24 (±9.52) years. The average year of work experience was: Doctor 19.09 (±9.77), nurses 17.2 (±8.420), technician 14.84 (±10.45), support staff 18.24 (±10.28). A comparison of overall motivation index (mean score) revealed that nurse had highest level (3.47), followed by support staff (3.46), doctor (3.45) and technician (3.43). Based on their individual mean scores, the healthcare providers were categorised into three different levels of motivation and it was found that majority of the health personnel i.e.70% of support staff, 62% nurse, 56% doctor and technician, had high to very high level of motivation index. The mean scores for all the five factors as well as their respective ranks were also found out and it was deduced that “relationship” assumed first rank for doctors (mean score: 3.71) and technician (mean score: 3.75), whereas “control” assumed greatest significance for nurses (mean score, 3.62) and support staff (mean scores, 3.61). Based upon the mean scores, “reward” assumed third rank among all the four categories. Kruskal-Wallis test was applied to test if the different categories of health

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.

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

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

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

DEFF Research Database (Denmark)

Johannsen, Carl Gustav Viggo

2014-01-01

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

CHANGE@CERN:Task Force 4: Matching personnel to activities

CERN Multimedia

2002-01-01

Our series on the work of the Task Forces moves on to Human Ressources at CERN. Staff mobility and topics related to contract policy were the main personnel issues to be considered by Task Force 4, led by John Ferguson, head of AS Division. The aim, as with the other Task Forces, was to find ways to focus resources on the LHC, and once again the recommendations recognise the opportunity to make constructive changes, in this case in Human Resources policy at CERN. Movement of staff between divisions at CERN has generally not been easy, with 'staff complements' (total numbers) set for each sector (research, accelerator, technical and administration). However, the restructuring of the accelerator sector (proposed by Task Force 5 and already agreed in principle) should allow some staff to move to LHC activities. More generally, Task Force 4 recommends that the Laboratory carries out a review of all activities, at a relatively detailed level, so as to identify the resources required to achieve specific goals (t...

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

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

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

Energy Technology Data Exchange (ETDEWEB)

Ban, Nobuhiko; Kusama, Tomoko [Oita University of Nursing and Health Sciences, Oita (Japan); Adachi, Akiko [Oita Medical University, Oita (JP)] [and others

2000-05-01

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

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.

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 ...

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)

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

Science.gov (United States)

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

2018-02-01

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

Staff Development for Rural Middle Schools through Regional Conferences.

Science.gov (United States)

Johnston, William F.

1994-01-01

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

Personnel and working area monitoring at the Department of Nuclear Science, Universiti Kebangsaan Malaysia

International Nuclear Information System (INIS)

Amran Abd Majid; Muhamad Samudi Yasir; Che Rosli Che Mat

1995-01-01

Personnel (staff and student) and working area absorbed dose monitoring at the Department of Nuclear Science from 1984 until September 1993 is reported. Generally average absorbed dose received by the staff and working area were less than 0.5 and 2.0 mSv/yr respectively. The application of low activity of radioactive materials and complying the UKM (Universiti Kebangsaan Malaysia) and LPTA (AELB) - Atomic Energy Licensing Board regulations contributing to the low rate recorded. (author)

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

Preliminary assessment on the competency of technical staff of Atomic Energy Licensing Board

International Nuclear Information System (INIS)

Marina Mishar; Redzuwan Yahya

2010-01-01

The main purpose of this study is to carry out a preliminary assessment on the competency level of technical staff of Atomic Energy Licensing Board (AELB), the nuclear regulatory body in Malaysia for effectively monitoring and supervising the activities of the first nuclear power plant in Malaysia. The study is conducted out on the whole group of AELB technical staff, comprising 81 personnel from the supporting and professional categories. Findings showed that AELB technical staff who have been in the workforce for more than ten years have the required competency level for legal and regulatory processes competencies, regulatory practices competencies and effectiveness in personal and inter-personal competencies. Regression analysis between competency and working experience (length of service) showed a weak positive correlation, which could be contributed by job not related to the competency parameters for major functions of a regulatory body in controlling nuclear activity of a nuclear power plant. Results obtained could assist AELB in manpower development once Malaysia makes the decision to embark on a nuclear power programme. (author)

staff development of Library Assistants in the Kwame Nkrumah

African Journals Online (AJOL)

User

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

Violence exposure and burn-out among Turkish nursing home staff.

Science.gov (United States)

Mandiracioglu, Aliye; Cam, Olcay

2006-10-01

The aim of this study was to describe the frequency of violence against personnel from residents and to identify the prevalence of burn-out among staff working in nursing homes. The study was performed in two cities in the west of Turkey. A semi-structured questionnaire on violence and Pines' Burnout scale were distributed among all the staff working in six nursing homes, and 214 of them responded. Of the total number of respondents, 56% stated that they had been exposed to violence during the preceding year. More than 20% stated that they had reported violence to their supervisor. Less than 10% had received medical or psychological support following the event. Violent incidents were reported significantly more frequently among staff who reported problems working with elderly residents. There was no relationship between violence towards staff and burn-out. Violence is commonly experienced by care workers in nursing homes for the elderly. Strategies to improve occupational conditions in nursing homes are required.

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

Directory of Open Access Journals (Sweden)

O. A. Kozlov

2016-01-01

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

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..

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.

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)

2014-01-01

Background 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. Methods 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. Results 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. Conclusion 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. PMID:24742168

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)

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 ...

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

African Journals Online (AJOL)

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

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

African Journals Online (AJOL)

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

The relationship between perfectionism of managers and Empowerment staff of physical education offices in Tehran

Directory of Open Access Journals (Sweden)

Akram G H A D I R I

2014-09-01

Full Text Available The aim of the present study is relationship between perfectionism of managers and empowerment staff of physical education offices in Tehran. This research is a descriptive – correlation, from Perspective of Nature, Applicable. The po pulation of this research consisted of managers and administrative staff in physical education offices of Tehran are the number of 351 persons. The sample estimate of the population and with using Morgan’s table And Karjsi and 185 patients were selected us ing stratified random number, of which 50 were managers and 135 employees. Independent variables were instrumented perfectionism of managers, 59 item questionnaires of Hill and Associates (2004 and tools to measure the dependent variable of empowerment pe rsonnel was 16 - item questionnaire Aspretizr (2002 . Statistical methods was included descriptive statistics and inferential statistics (Pearson and Friedman and the results in general showed a there is significant relationship between perfectionism of man agers and capabilities of personnel. And so dimensions of perfectionism of Managers had a meaningful significant negative relationship with empowerment personnel. However, discipline and stress had the strongest associations with empowerment personnel.

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

CERN Multimedia

Staff Association

2014-01-01

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

Empowering school personnel for positive youth development: the case of Hong Kong school social workers.

Science.gov (United States)

To, Siu-ming

2009-01-01

While empowerment has become a popular concept in working with adolescents, few attempts have been made to explore the possibilities for empowering school personnel to create an environment in which young people can make maximum use of the opportunity to learn and grow. Based on the field experiences of 15 Hong Kong school social workers, this article examines how practitioners use various strategies to interact with school personnel to generate empowering practices in the school setting: namely, (1) exerting influence on school personnel in daily conversations and interactions; (2) creating an environment conducive to the teacher-student relationship; (3) achieving consensus with school personnel through lobbying and negotiation; and (4) collaborating with school personnel to organize life education and positive youth development programs. The findings provide valuable reference materials to guide other practitioners in applying the empowerment approach in actual practice. It also helps fill the gap in existing literature on empowerment and school social work.

Summary of NPP personnel training in Czech Republic

International Nuclear Information System (INIS)

1996-01-01

The preparation of NPP personnel is one of the most important phases of the process of construction, commissioning, operation and maintenance of nuclear power facilities. The objective is to improve personnel abilities so that they would be able to assure reliable, safe and economic operation of these facilities with high investment costs. It is the purpose of Nuclear Training Centre Brno (NTC Brno) to provide training and services which are responsive to the technological demands and emerging educational standards and criteria of the NPP and the nuclear industry. Fulfilling this purpose is a challenging task. The staff of NTC Brno, in a joint effort with NPP Dukovany and NPP Temelin, has responded to the challenge with comprehensive programs aimed at meeting customers needs. The programs are broadly based, yet flexible so that they can incorporate specific customer requirements

Some problems of NPP personnel training

International Nuclear Information System (INIS)

Vajshnis, P.P.; Kumkov, L.P.; Omel'chuk, V.V.

1984-01-01

Shortcomings of NPP personnel training are discussed. Development of full-scale training systems is necessary for qualitative training operative personnel. Primary problems that should be necessarily solved for ensuring effective training NPP personnel are considered

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

Science.gov (United States)

Anderson, Lorin W.

1987-01-01

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

AECB staff annual report of Bruce NGS 'B' for the year 1988

International Nuclear Information System (INIS)

1989-05-01

The operation of the Bruce 'B' Nuclear Generating Station is monitored and licensing requirements are enforced by the Atomic Energy Control Board (AECB) Bruce project staff, with appropriate support from other AECB personnel. The staff observes operation of the reactors, conducts audits, witnesses important activities, reviews station documentation and reports, and issues approvals where appropriate in accordance with license conditions. As required by a condition of its Operating Licence, Ontario Hydro each year submits Technical Reports which summarize various aspects of the operation of Bruce NGS 'B' during the year. When these reports have been reviewed by AECB staff, a formal Annual Review Meeting is held with the station management to discuss safety-related aspects of the station operation, and to inform Ontario Hydro of AECB staff conclusions with respect to the performance of Ontario Hydro in operating the station during the year

Professional development of teaching staff for the international higher education environment

NARCIS (Netherlands)

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

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

[Analysis of work-related fatigue characteristics and its influencing factors in scientific and technical personnel].

Science.gov (United States)

Yang, Ting; Zhou, Dinglun; Song, Mingying; Lan, Yajia

2015-02-01

To investigate the current status and characteristics of work-related fatigue among scientific and technical personnel and its associated factors, and to provide a scientific basis for further interventions. A cross-sectional survey was conducted in the staff from a single scientific institution, using a self-administered questionnaire. Basic information of participants, Fatigue Scale-14, and Job Content Questionnaire were collected. The prevalence of work-related fatigue among the scientific and technical personnel was 54.6%; work-related fatigue was positively correlated with occupational stress (rs = 0.384, P work-related fatigue included occupational stress profiles, social support, and educational status. A higher risk of work-related fatigue was found in the staff under high stress, compared with those under low stress (OR = 8.5, 95%CI = 3.9∼18.7). Social support served as a protective factor for work-related fatigue, while a higher level of education was correlated with more severe work-related fatigue. Work-related fatigue is common and serious among scientific and technical personnel, especially in those under high stress. Effective interventions according to occupational stress are of great importance to reduce work-related fatigue.

Personnel Selection Using Fuzzy Axiomatic Design Principles

Directory of Open Access Journals (Sweden)

Anant V. Khandekar

2016-09-01

Full Text Available Overall competency of the working personnel is often observed to ultimately affect the productivity of an organization. The globalised competitive atmosphere coupled with technological improvements demands for efficient and specialized manpower for the industrial operations. A set of typical technological skills and attitudes is thus demanded for every job profile. Most often, these skills and attitudes are expressed imprecisely and hence, necessitating the support of fuzzy sets for their effective understanding and further processing. In this paper, a method based on fuzzy axiomatic design principles is applied for solving the personnel selection problems. Selecting a middle management staff of a service department for a large scale organization is demonstrated here as a real life example. Five shortlisted candidates are assessed with respect to a set of 18 evaluation criteria, and the selection committee with experts from the related fields also realizes the outcome of the adopted approach to be quite appropriate, befitting and in agreement with their expectations.

Passive Dosimetry Of Nuclear Medicine Service Staff, Ibn Sina Hospital

International Nuclear Information System (INIS)

Sebihi, R.; Talsmat, K.; Cherkaoui, R.; Ben Rais, N.

2010-01-01

Full text: Since the implementation of Law No. 00571 of 21 Chaabane 1391 on protection against ionizing radiation and its decrees 2: 2-97-30 and 2-97-132 28 October 1997, surveillance of workers has the subject of major regulatory developments in Morocco, including individual registration delayed for dosimetry. As part of optimizing the protection of medical personnel, a dosimetric study was performed for the first time at the national level, the Nuclear Medicine Service of the Ibn Sina hospital in collaboration with the National Center for Energy Sciences and Nuclear Techniques (CNESTEN). Dosimetric monitoring was conducted for 2 weeks with the use of passive thermoluminescent dosimeters, (GR200A), covering all categories of staff. The administration of samarium (β emitter with energy substantially higher than the energies encountered in conventional nuclear medicine) has been studied, given his first service. Other cases of people concerned our study: a pregnant woman doctor, whose exposure of the unborn child must be reduced as much as possible, and a woman from a private company, working without dosimeter, handles maintenance of premises. To control the conditions imposed on all activities requiring exposure to ionizing radiation, we evaluated the dose at the extremities of operators with the use of ring dosimeters (GR200A) and the dose on the ambient environment of staff (dosimeters ALNOR). This experiment has shown exposure levels below legal limits, without been negligible for certain post. The evaluation results equivalent doses manipulators justify the wearing of dosimeter rings as a complementary dosimeter in Nuclear Medicine service and a way of controlling the normal working conditions. Finally Monitoring ambient dosimetry showed that the environment is low radiation doses. Lessons learned from this study, for the protection of personnel are as follows: from the simple awareness of staff and means of optimizing radiation can maintain a dosimetry annual

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

Science.gov (United States)

Seibold, Michael; Gamble, Kelley

2015-09-01

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

Occupational exposure of diagnostic radiology staff in Israel during 1994-1996

International Nuclear Information System (INIS)

Biran, T.; Malchi, S.; Shamai, Y.

1997-01-01

Personnel who perform interventional radiological procedures which involve long fluoroscopy times and with a high workload, may receive radiation doses comparable to one of the dose limits suggested by the International Commission on Radiological protection. It is therefore important to monitor accurately the radiation dose to every staff member. who is involved in fluoroscopy procedures. (authors)

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.

Physical capacity of rescue personnel in the mining industry

Directory of Open Access Journals (Sweden)

Hunt Andrew P

2008-10-01

Full Text Available Abstract Background The mining industry has one of the highest occupational rates of serious injury and fatality. Mine staff involved with rescue operations are often required to respond to physically challenging situations. This paper describes the physical attributes of mining rescue personnel. Methods 91 rescue personnel (34 ± 8.6 yrs, 1.79 ± 0.07 m, 90 ± 15.0 kg participating in the Queensland Mines Rescue Challenge completed a series of health-related and rescue-related fitness tasks. Health-related tasks comprised measurements of aerobic capacity (VO2max, abdominal endurance, abdominal strength, flexibility, lower back strength, leg strength, elbow flexion strength, shoulder strength, lower back endurance, and leg endurance. Rescue-related tasks comprised an incremental carry (IC, coal shovel (CS, and a hose drag (HD, completed in this order. Results Cardiovascular (VO2max and muscular endurance was average or below average compared with the general population. Isometric strength did not decline with age. The rescue-related tasks were all extremely demanding with heart rate responses averaging greater than 88% of age predicted maximal heart rates. Heart rate recovery responses were more discriminating than heart rates recorded during the tasks, indicating the hose drag as the most physically demanding of the tasks. Conclusion Relying on actual rescues or mining related work to provide adequate training is generally insufficient to maintain, let alone increase, physical fitness. It is therefore recommended that standards of required physical fitness be developed and mines rescue personnel undergo regularly training (and assessment in order to maintain these standards.

Staff satisfaction and its components in residential aged care.

Science.gov (United States)

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

2002-06-01

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

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...

Education and training of operators and maintenance staff at commercial nuclear power stations in Japan

International Nuclear Information System (INIS)

Takahashi, M.; Kataoka, H.

1998-01-01

Safe and stable operation of a nuclear power station requires personnel fostering. In Japan, with the objectives of systematically securing qualified people for a long period of time, and maintaining and improving their skills and knowledge, the utilities have created strict personnel training plans, for continuous education and training. Concrete examples of education and training for operators and maintenance personnel at commercial nuclear power stations in Japan, such as education systems training, facility and contents of curriculum, are detailed including some related matters. Recent activities to catch up with environment changes surrounding education and training of operators and maintenance staff are also mentioned. (author)

Systematic medical control of the personnel concerning damage due to ionizing radiation; Sistematska medicinska kontrola osoblja u smislu ostecenja jonizujucim zracenjem

Energy Technology Data Exchange (ETDEWEB)

Djukic, Z [Institute of Nuclear Sciences Boris Kidric, Radioloska zastita, Vinca, Beograd (Serbia and Montenegro)

1961-12-15

The department for medical monitoring of the staff employed at the Institute has performed 21395 medical check-ups of the personnel employed in the Institute and individuals who applied for different posts. Some new methods for laboratory analyses specific for personnel exposed to radiation were introduced. The activities of the department were fulfilled according to the plan.

Control development of radiation protection and safety on personnel eye lens of interventional radiology

International Nuclear Information System (INIS)

Titik Kartika; Ishak

2013-01-01

The review on radiation protection and safety to the lens of personnel especially in interventional radiology activities has been carried out. The use of radiation in interventional radiology installations provide significant exposure to the lens of the eye, especially personnel. The results of the latest various surveys and researches on the effects of low dose radiation to the eye lens indicates that the eye lens dose threshold is less than the preconceived values. Based on these facts, recently, ICRP and IAEA provides recommendations regarding the reduction of the value of the eye lens dose limit for personnel. BAPETEN have adopted the value of the eye lens dose limit in the development of new regulations on radiation protection and safety. However, the application of this provision has various challenges that BAPETEN provide 3 (three) years transitional period. These challenges include the problem of monitoring the eye lens dose, the eye lens protective equipment which is not adequate, the lack of understanding of personnel related to the risk of low radiation to the eye lens, as well as the proper procedures to mitigate those risks. BAPETEN as a regulatory agency is expected to provide solutions to the problems faced by the stake holders. Therefore, to answer the challenge, it is necessary to develop better monitoring of radiation protection and safety. (author)

Competencies for Port and Logistics Personnel: An Application of Regional Human Resource Development

Science.gov (United States)

Ahn, Young-sik; McLean, Gary N.

2008-01-01

Human resource development for regional strategic industries is an emerging emphasis for the development of industries that have growth potential. This article identifies competencies and expertise levels needed by port and logistics industry personnel, a sector that has growth potential in Busan, South Korea. The research consisted of expert…

Developing a Personnel Capacity Indicator for a high turnover Cartographic Production Sector

Science.gov (United States)

Mandarino, Flávia; Pessôa, Leonardo A. M.

2018-05-01

This paper describes a framework for development of an indicator for human re-sources capacity management in a military organization responsible for nautical chart production. Graphic chart for the results of the model COPPE-COSENZA (Cosenza et al. 2015) is used to properly present the personnel capacity within a high people turnover environment. The specific skills for the nautical charts production allied to the turnover rate require continuous and adequate personnel in-corporation and a capacity building through education and on-the-job training. The adopted approach for the study establishes quantitative values to fulfill quality requirements, and also presents graphically a profile for the human resources on a specific job to facilitate diagnosis and corrective actions.

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

International Nuclear Information System (INIS)

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

1993-01-01

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

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

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...

THEORETICAL BASIS FOR MANAGEMENT OF PERSONNEL RISKS

OpenAIRE

Haliashova, Katsiaryna

2017-01-01

Necessity of personnel risks management is based on research results. The authors' approaches to the determination of personnel risks and to their management have been explored. The author's definition of the concept of "personnel risks" is proposed. A classification of personnel risks is developed depending on the stage of origin and the tasks of the personnel policy, as well as the methods of management personnel risks in the organization. The article presents a methodical approach to perso...

Nursing teamwork, staff characteristics, work schedules, and staffing.

Science.gov (United States)

Kalisch, Beatrice J; Lee, Hyunhwa

2009-01-01

This study aimed to explore whether and how staff characteristics, staffing, and scheduling variables are associated with the level of teamwork in nursing staff on acute care hospital patient units. This was a cross-sectional study with a sample of 1,758 nursing staff members from two different hospitals on 38 patient care units who completed the Nursing Teamwork Survey in 2008. This study focused on nursing teams who are stationed on a particular patient care unit (as opposed to visitors to the units). The return rate was 56.9%. The sample was made up of 77.4% nurses (registered nurses and licensed practical nurses), 11.9% assistive personnel, and 7.9% unit secretaries. Teamwork varied by unit and service type, with the highest scores occurring in pediatrics and maternity and the lowest scores on the medical-surgical and emergency units. Staff with less than 6 months of experience, those working 8- or 10-hour shifts (as opposed to 12 hours or a combination of 8 and 12 hours), part-time staff (as opposed to full time), and those working on night shift had higher teamwork scores. The higher teamwork scores were also associated with no or little overtime. The higher perception of the adequacy of staffing and the fewer patients cared for on a previous shift, the higher the teamwork scores. There is a relationship between selected staff characteristics, aspects of work schedules, staffing, and teamwork. Nursing staff want to work where teamwork is high, and perceptions of good staffing lead to higher teamwork. Higher teamwork scores correlated with those who worked less overtime.

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 ...

Authorization of nuclear power plant control room personnel: Methods and practices with emphasis on the use of simulators

International Nuclear Information System (INIS)

2006-07-01

In 2002 the IAEA published a revision to Safety Guide NS-G-2.8, Recruitment, Qualification and Training of Personnel for Nuclear Power Plants. This Safety Guide provides recommendations on the authorization of designated personnel who have a direct impact on nuclear safety. The IAEA Technical Working Group on Training and Qualification of Nuclear Power Plant Personnel recommended that an additional report be prepared that provided information on the practices in Member States on the use of simulators in the authorization of control room staff. This publication has been prepared in response to that recommendation. In gathering information for the report, Member States were asked to: respond to a survey on the use of simulators and the involvement of regulatory body in operator authorization; and to complete a questionnaire on their practices in authorizing control room staff. Safety analysis and operating experience consistently indicate that human error is a major contributor to nuclear power plant (NPP) accident risk. With the recent world wide emphasis and implementation of full scope simulators for nuclear power plant personnel training, operators spend a large portion of their training time on simulators. As described in the foreword to IAEA-TECDOC-1411, Use of Control Room Simulators for Training of Nuclear Power Plant Personnel, simulators provide operators an opportunity to learn and practice the abilities that are required in accident and infrequently used plant evolutions. Because of their fidelity, full scope simulators are now used by most Member States in the authorization examinations of control room personnel. This situation is becoming more common as more plants acquire modern full scope plant referenced simulators. This publication provides information and examples based upon experience in a variety of Member States. The body of the report provides general information that represents the practices of the Member States that contributed to the

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

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

VTAE Equity Staff Development Workshops and Services--Phase II. Final Report.

Science.gov (United States)

Baldus, Lorayne; Nelson, Orville

The Phase II Equity Staff Development project was revised in response to a need to develop an equity strategic planning model with a vision statement, goals, and objectives. The Equity Strategic Planning Model was presented to administrators of Wisconsin Vocational, Technical, and Adult Education (VTAE) colleges for their use in district strategic…

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

Science.gov (United States)

Archard, Nicole

2012-01-01

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

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

Science.gov (United States)

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

2012-12-01

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

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

Science.gov (United States)

National Staff Development Council, 2003

2003-01-01

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

Industry to Education Technology Transfer Program. Composite Materials--Personnel Development. Final Report.

Science.gov (United States)

Tomezsko, Edward S. J.

A composite materials education program was established to train Boeing Helicopter Company employees in the special processing of new filament-reinforced polymer composite materials. During the personnel development phase of the joint Boeing-Penn State University project, an engineering instructor from Penn State completed a 5-month, full-time…

Development and radiation evaluation of mobile station for personnel monitoring system based on indigenous plastic scintillator sensor rods

International Nuclear Information System (INIS)

Chaudhary, H.S.; Parihar, A.; Senwar, K.R.; Prakash, V.; Rathore, A.S.

2018-01-01

The Mobile Station for Personnel Monitoring (MSPM) system has been designed and developed for rapid screening of personnel with respect to radiation contamination during nuclear or radiological emergency; it can also be used for prevention of illicit movement of radioactive sources. The objective was to develop a modular, transportable and easily deployable gamma portal monitoring system based on indigenous DLJ developed plastic scintillator sensors. The Gamma radiation response of the system is presented here

Severe psychosomatic illness in children: effect on a pediatric ward's staff.

Science.gov (United States)

Fialkov, M J; Miller, J A

1981-12-01

Observations of a pediatric ward's response to the repeated hospitalization of an asthmatic child revealed a close parallel to the transactional patterns described in families of children with psychosomatic illnesses. Characteristics of such families include enmeshment, overprotectiveness, rigidity and resistance to change, lack of conflict resolution, and use of the child's sick role to relieve tension and discomfort within the family. In this article we have attempted to demonstrate the similarity of responses between these families and groups of hospital ward personnel. Resolution of the ward personnel's internal conflict was followed by changes in the coping abilities of the staff, with a successful outcome for a second child with a similar clinical condition.

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

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)

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...

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,…

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

Development of optically stimulated luminescence technology for personnel monitoring applications at Bhabha Atomic Research Centre

International Nuclear Information System (INIS)

Kulkarni, M.S.

2012-01-01

The popularity of optically stimulated luminescence (OSL) technology in the radiation dosimetry applications, in general, and personnel and environmental monitoring, in particular, has driven investigation and developmental programme using OSL technique for a viable system for personnel monitoring at Bhabha Atomic Research Centre. The OSL related phosphor materials and instrumentation development has a very recent history in Bhabha Atomic Research Centre. The OSL technique is more versatile and easy to use than thermoluminescence (TL) technique. The X- and gamma ray (both high and low energy) photons and beta particles can be measured with OSL technique. In the OSL technique, the phosphor (say á- Ai 2 O 3 :C) is optically stimulated by blue/green light and the resulting light emitted from Al 2 O 3 :C (410-420 nm) is measured and correlated to the amount of radiation exposure. For a fixed stimulation intensity, the emitted blue light from the Al 2 O 3 :C dosimeter is proportional to the radiation exposure. The OSL technology is being increasingly used in several applications in external radiation dosimetry, in-vivo medical dosimetry in radiotherapy, in-situ, long-term monitoring system for radioactive contaminants, geological and archaeological dating of sediments, etc. For the success of OSL technology for large scale countrywide personnel monitoring program, indigenous development of dosimetric grade sensitive detector material was a key issue. Therefore, since 2002, efforts were directed towards the development of OSL phosphors (like aluminum oxide doped with carbon, á- Al 2 O 3 :C) and related instrumentation. To begin with, simple low cost OSL readers were developed using blue (470 nm) and green (530 nm) LED clusters. New techniques were developed for the preparation of dosimetric grade á- Ai 2 O 3 :C and other OSL phosphors. With the success in the development of indigenous technique for the large scale preparation of á- Al 2 O 3 :C phosphor, a four

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

Professional development status of teaching staff in a Ugandan public university

NARCIS (Netherlands)

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

2016-01-01

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

Developing a nursing personnel policy to address body art using an evidence-based model.

Science.gov (United States)

Dorwart, Shawna D; Kuntz, Sandra W; Armstrong, Myrna L

2010-12-01

An increase in the prevalence of body art as a form of self-expression has motivated health care organizations to develop policies addressing nursing personnel's body art. A systematic review of literature on body art was completed and a telephone survey of 15 hospitals was conducted to query existing policy statements addressing nursing personnel's body art. The literature established no prevalence of body art among nurses or effect of nurses' body art. Of the 13 hospitals (86%) that shared their policy on body art, none provided a rationale or references to support their existing policies. A lack of published evidence identifying the effect of body art among nurses shifts the burden of determining care outcomes to the leadership of individual hospitals. Further research on patients' perception of nursing personnel with visible body art, using an evidence-based model, is recommended. Copyright 2010, SLACK Incorporated.

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

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....

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.)

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…

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.)

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.

Perception of the A/H1N1 influenza pandemic and acceptance of influenza vaccination by Université Claude Bernard Lyon 1 staff: A descriptive study.

Science.gov (United States)

Amour, Sélilah; Djhehiche, Khaled; Zamora, Adeline; Bergeret, Alain; Vanhems, Philippe

2015-01-01

We assessed the perception and attitudes of university staff, including medical school and other science specialties, toward the 2009 A/H1N1 influenza pandemic and influenza vaccination program. A cross-sectional online survey was conducted among 4,529 university personnel on October 19-20, 2009. Seven hundred (15%) employees participated in the study. Only 18% were willing to be vaccinated, men more than women (29% versus 9%, P < 0.001), and professors/researchers more than administrative/technical staff (30% vs. 6%, P < 0.001). Intention to be vaccinated was insufficient. Additional efforts are needed to improve information dissemination among university staff. Medical university personnel should receive more information to increase vaccine coverage and protect them as well as patients.

Evaluation of doses to staff involved in interventional cardiology in two Khartoum hospitals

International Nuclear Information System (INIS)

Bashir, M. K. A.

2009-11-01

In interventional cardiac procedures, staff operates near the patient in a non-uniformly scattered radiation field. Consequently, workers may receive, over a period of time, relatively high radiation doses. The measurement of individual doses to personnel becomes critical due to the use of protective devices and, as a consequence of the large number of methods proposed to assess the effective dose, In this study, staff doses were measured in two cardiac centers: Ahmed Gasim Hospital and Cardiac Center, Khartoum. The objective was to measure personal dose equivalent and accordingly estimate the effective dose which is received by staff in interventional cardiology. Measurements were performed using electronic personal dosimeters (EPDs) worn over lead apron during the examination and were read immediately following each examination. A total number of 40 radiation worker were monitored for a period of two weeks. The highest doses received by the cardiologist followed by nurses and then X-ray technicians. Staff received mean effective doses that ranged from 24 to 110 μSv estimated for four weeks. Recommendations on how to reduce staff doses in interventional cardiology are presented. (Author)

A better understanding of ambulance personnel's attitude towards real-time resuscitation feedback.

Science.gov (United States)

Brinkrolf, Peter; Lukas, Roman; Harding, Ulf; Thies, Sebastian; Gerss, Joachim; Van Aken, Hugo; Lemke, Hans; Schniedermeier, Udo; Bohn, Andreas

2018-03-01

High-quality chest compressions during cardiopulmonary resuscitation (CPR) play a significant role in surviving cardiac arrest. Chest-compression quality can be measured and corrected by real-time CPR feedback devices, which are not yet commonly used. This article looks at the acceptance of such systems in comparison of equipped and unequipped personnel. Two groups of emergency medical services' (EMS) personnel were interviewed using standardized questionnaires. The survey was conducted in the German cities Dortmund and Münster. Overall, 205 persons participated in the survey: 103 paramedics and emergency physicians from the Dortmund fire service and 102 personnel from the Münster service. The staff of the Dortmund service were not equipped with real-time feedback systems. The test group of equipped personnel of the ambulance service of Münster Fire brigade uses real-time feedback systems since 2007. What is the acceptance level of real-time feedback systems? Are there differences between equipped and unequipped personnel? The total sample is receptive towards real-time feedback systems. More than 80% deem the system useful. However, this study revealed concerns and prejudices by unequipped personnel. Negative ratings are significantly lower at the Münster site that is experienced with the use of the real-time feedback system in contrast to the Dortmund site where no such experience exists-the system's use in daily routine results in better evaluation than the expectations of unequipped personnel. Real-time feedback systems receive overall positive ratings. Prejudices and concerns seem to decrease with continued use of the system.

Gauging Skills of Hospital Security Personnel: a Statistically-driven, Questionnaire-based Approach.

Science.gov (United States)

Rinkoo, Arvind Vashishta; Mishra, Shubhra; Rahesuddin; Nabi, Tauqeer; Chandra, Vidha; Chandra, Hem

2013-01-01

This study aims to gauge the technical and soft skills of the hospital security personnel so as to enable prioritization of their training needs. A cross sectional questionnaire based study was conducted in December 2011. Two separate predesigned and pretested questionnaires were used for gauging soft skills and technical skills of the security personnel. Extensive statistical analysis, including Multivariate Analysis (Pillai-Bartlett trace along with Multi-factorial ANOVA) and Post-hoc Tests (Bonferroni Test) was applied. The 143 participants performed better on the soft skills front with an average score of 6.43 and standard deviation of 1.40. The average technical skills score was 5.09 with a standard deviation of 1.44. The study avowed a need for formal hands on training with greater emphasis on technical skills. Multivariate analysis of the available data further helped in identifying 20 security personnel who should be prioritized for soft skills training and a group of 36 security personnel who should receive maximum attention during technical skills training. This statistically driven approach can be used as a prototype by healthcare delivery institutions worldwide, after situation specific customizations, to identify the training needs of any category of healthcare staff.

When goals diverge: Staff consensus and the organizational climate.

Science.gov (United States)

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

2009-08-01

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

Personnel Practices for Small Colleges.

Science.gov (United States)

Bouchard, Ronald A.

Personnel administration in higher education is the focus of this "hands-on, how-to-do-it" guide that provides fundamental materials for developing and maintaining a sound personnel program. Part One (Employment) examines government regulations, employee recruitment and selection, pre-employment inquiries and screening, post-employment process,…

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

Science.gov (United States)

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

2017-01-01

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

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

Science.gov (United States)

Miller, Ruth A.; Luse, Donna W.

2004-01-01

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

Development of a new personnel dosemeter with Ca So4:Dy+ PTFE

International Nuclear Information System (INIS)

Cardenete, C.M.

1992-01-01

A new personnel dosimeter was developed with substitution plane geometric in metallic filters. The evaluation method was based in linear comparison of responses over several filters. This method was tested, simulating fields of mixed energy, and it was obtained an average derivation of (11+-5)% and lower derivations to 20% in all calibration interval. (C.G.C.)

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)…

Assessment of Iranian nurses and emergency medical personnel in terms of cardiopulmonary resuscitation knowledge based on the 2010 guideline

Directory of Open Access Journals (Sweden)

Reza Pourmirza Kalhori

2017-01-01

Full Text Available Background: The aim of this study was to compare the cardiopulmonary resuscitation (CPR knowledge of hospital nurses and emergency medical personnel in Kermanshah, Iran. Materials and Methods: This descriptive cross-sectional study was conducted on 330 hospital nurses and 159 emergency medical personnel working in educational hospitals and emergency medical centers in Kermanshah. Data were collected using a validated and reliable (r = 0.74 researcher-made questionnaire consisting of a demographic characteristics questionnaire and the 2010 CPR knowledge questionnaire. Results: Based on the most recent CPR guidelines, the knowledge of 19.5%, 78.6%, and 1.9% of the emergency medical staff was excellent, good, and moderate, respectively. None of the participants had poor knowledge. In addition, the knowledge of 20.2%, 65.4%, 14%, and 0.4% of the nurses in this study was excellent, good, moderate, and poor, respectively. There was no significant difference in CPR knowledge between hospital nurses and emergency medical staff. Moreover, no significant association was found between CPR knowledge and gender, age, work experience, field of study, previous occupation, and advanced resuscitation courses. However, CPR knowledge of individuals with training in basic CPR courses was higher than participants without training in these courses (P < 0.05. Conclusions: Based on the findings of this study, CPR knowledge among Iranian nurses and emergency medical personnel was in an acceptable range. Nevertheless, it is strongly recommended that nurses and emergency staff receive training according to the most recent CPR guidelines.

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.

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…

Risk factors associated with musculoskeletal disorders of the neck and shoulder in the personnel of Kerman University of Medical Sciences.

Science.gov (United States)

Madadizadeh, Farzan; Vali, Leila; Rafiei, Sima; Akbarnejad, Zahra

2017-05-01

Musculoskeletal disorders (MSDs) of the neck and shoulder are the most common and most influential factors causing disorder in the performance and absenteeism of work in administrative personnel. To identify risk factors which affect musculoskeletal disorders of neck and shoulder areas in headquarters staff of Kerman University of Medical Sciences. The present cross-sectional study was conducted in 2015 on 282 headquarters personnel of Kerman University of Medical Sciences (Kerman, Iran). The desired headquarters staff were selected from seven Deputy Vice-Chancellors of Kerman University of Medical Sciences, including Deputy of Health; Deputy of Treatment; Deputy of Education; Deputy of Students and Cultural Affairs; Deputy of Food and Drugs; Deputy of Management Development and Resource Planning; Deputy of Research and Technology, and data were gathered by using a standard Nordic musculoskeletal questionnaire NMQ (Nordic) and were analyzed by using SPSS version 16. The impact of various factors on the most common complications (neck and shoulder pains) was analyzed separately through logistic regression analysis and detailed Odds Ratio (OR) was calculated for each individual. The occurrence of neck and shoulder pains in headquarters staff were 42.14% and 40.71%, respectively. In the prevalence of neck pain variables such as marital status (single than married p=0.01, OR=0.24), work experience (p=0.03, OR=1.07 ), education (bachelor's degree and lower than master's degree and higher p=0.003, OR=2.69), right / left-handedness (left than right p=0.03, OR=0.33), weight (p=0.04, OR=1.04), place of work (prisk factors and some of which were identified and an amount of their influence in this study was found. Therefore, it is suggested by considering the risk factors and planning control programs, a major step is taken in reducing the musculoskeletal disorders of office staff.

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.

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

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

Science.gov (United States)

Anang, Arlene; Florio-Ruane, Susan

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

Individual protection of NPP personnel

International Nuclear Information System (INIS)

Koshcheev, V.S.; Gol'dshtejn, D.S.; Chetverikova, Z.S.

1983-01-01

Specific features of NPP personnel individual protection are considered, mainly with respect to maintenance and repair works on various type reactors. The major concern is given to the selection and application reglamentations of the individual protection system (IPS), employment of sanitary locks, the organization of individual protection under the conditions of a heating microclimate. The ways are specified to the development and introduction of the most effective IPS and improvement of the entire NPP personnel individual protection system with respect to providing the necessary protection effect for maintaining high working capability of the personnel and minimizing the IPS impact on human organism functional systems. The accumulated experience in the personnel individual protection can be applied during construction and operation of NPP's in CMEA member-countries [ru

Personnel monitoring in geologic fields

International Nuclear Information System (INIS)

Romanova, I.N.; Seredin, Yu.V.

1981-01-01

State of radiation safety for the personnel of geologic crews carrying out neutron logging of wells using Po-Be sources has been evaluated. Given are results of development of methods for the evaluation of individual radiation loads for personnel when working with Po-Be neutron sources useful for the application in practice by a geologic logging crew as well as a quantitative evaluation of profissional radiation loads during this kind of work. The following methods are recommended for personnel monitoring: 1) calculation of whole-body irradiation doses and hands from averaged values of radiation dose rate; 2) calculational tabulated determination of irradiation doses during recharging of shanks of well instruments. Personnel monitoring by means of instrumental methods is not necessary in the considered case [ru

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.

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

Science.gov (United States)

Foz-Gil, Carmen; Gonzalez-Pueyo, Isabel

2009-01-01

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

Personal hygiene among military personnel: developing and testing a self-administered scale.

Science.gov (United States)

Saffari, Mohsen; Koenig, Harold G; Pakpour, Amir H; Sanaeinasab, Hormoz; Jahan, Hojat Rshidi; Sehlo, Mohammad Gamal

2014-03-01

Good personal hygiene (PH) behavior is recommended to prevent contagious diseases, and members of military forces may be at high risk for contracting contagious diseases. The aim of this study was to develop and test a new questionnaire on PH for soldiers. Participants were all male and from different military settings throughout Iran. Using a five-stage guideline, a panel of experts in the Persian language (Farsi) developed a 21-item self-administered questionnaire. Face and content validity of the first-draft items were assessed. The questionnaire was then translated and subsequently back-translated into English, and both the Farsi and English versions were tested in pilot studies. The consistency and stability of the questionnaire were tested using Cronbach's alpha and the test-retest strategy. The final scale was administered to a sample of 502 military personnel. Explanatory and confirmatory factor analyses evaluated the structure of the scale. Both the convergent and discriminative validity of the scale were also determined. Cronbach's alpha coefficients were >0.85. Principal component analysis demonstrated a uni-dimensional structure that explained 59 % of the variance in PH behaviors. Confirmatory factor analysis indicated a good fit (goodness-of-fit index = 0.902; comparative fitness index = 0.923; root mean square error of approximation = 0.0085). The results show that this new PH scale has solid psychometric properties for testing PH behaviors among an Iranian sample of military personnel. We conclude that this scale can be a useful tool for assessing PH behaviors in military personnel. Further research is needed to determine the scale's value in other countries and cultures.

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)

Occupational exposure to ambient electromagnetic fields of technical operational personnel working for a mobile telephone operator

International Nuclear Information System (INIS)

Chauvin, S.; Gibergues, M. L.; Wuethrich, G.; Picard, D.; Desreumaux, J. P.; Bouillet, J. C.

2009-01-01

In order to investigate the exposure of operational personnel to radiofrequency electromagnetic fields when working for a mobile telephone operator, exposimeters were used to make individual records on 23 Technical Operations personnel (mobile telephone maintenance staff) and also on 22 Other Workers. The exposure densities, to which each of the 45 subjects was subjected, were quantified using 229 exposure indicators. Cluster analysis techniques were applied to the data, in an attempt to show that they would re-emerge as belonging to one of the two groups, i.e. the Technical Operational Personnel group or the Other Workers group. This exploratory investigation has shown that the cluster analysis does not reveal a sufficiently reliable emergence of the two groups, even though certain exposure indicators were significantly different for the two groups. In addition, the use of a Learning Group method does not lead to the discovery of a predictive law that could identify the Technical Operational Personnel as a sub-group within the overall group. (authors)

[Application of marketing strategies for the management of public hospitals from the viewpoint of the staff members].

Science.gov (United States)

Riveros S, Jorge; Berné M, Carmen

2006-03-01

The implementation of the marketing strategies in public hospitals provides management advantages and improves the relationship between customers and staff. To analyze the application of marketing strategies in a public hospital, from the perspective of the staff. A structured survey that asked about perceptions in 50 items about communication between personnel and customers/users, customer satisfaction, participation in the development of new policies and incentives for efficiency was applied to a stratified sample of the staff. Factorial and regression analyses were performed to define the impact of marketing strategies on the degree of preoccupation and orientation of the organization towards the satisfaction of customer needs. The survey was applied to 74 males and 122 females. The survey showed that the orientation of the hospital towards the satisfaction of its beneficiaries basically depends on the generation of an organizational culture oriented towards them and the implementation of adequate policies in staff management and quality of service. These basic aspects can be accompanied with practices associated to the new marketing approaches such as a market orientation, customer orientation and relational marketing. All these factors presented positive and significant relations. New marketing strategies should be applied, to achieve an efficient and customer oriented hospital management.

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.

Qualifications and training of staff of the regulatory body for nuclear power plants

International Nuclear Information System (INIS)

1979-01-01

This Safety Guide was prepared as part of the Agency's programme, referred to as the NUSS programme, for establishing Codes of Practice and Safety Guides relating to nuclear power plants. It supplements the Agency's Safety Series No.50-C-G, entitled ''Governmental Organization for the Regulation of Nuclear Power Plants: A Code of Practice'', and is mainly concerned with the qualifications and training requirements of the staff of bodies regulating nuclear power plants. It is not concerned with staff for regulating other phases of the fuel cycle, such as fuel fabrication and management. This Guide provides recommendations and guidance for establishing the qualifications required for the staff of the regulatory body. These requirements include academic training, work experience and other abilities. It also establishes the training programmes and activities necessary for personnel within the regulatory body

Attitudes toward organ donation among personnel from the University Hospital of Rabat.

Science.gov (United States)

Flayou, Kaoutar; Kouam, Nada; Miara, H; Raoundi, O; Ouzeddoun, Naima; Benamar, Loubna; Bayahia, Rabiaa; Rhou, Hakima

2016-01-01

The medical staff could play a major role in promoting for organ donation. The aim of our study was to assess the attitudes of the medical staff toward organ donation. It is a prospective study conducted over a period of six months. A questionnaire was distributed and explained to the medical staff in our institute. Fifteen questions were designed to include four main themes: sociodemographic information, attitude toward organ donation, perceived knowledge about organ donation, and reasons for refusal or acceptance of organ donation. Among the 245 respondents, 36.3% had prior knowledge about organ transplantation, 31.8% knew about the law of organ donation, 43.2% had already donated blood sometimes, 65.7% expressed their consent to organ donation during their lifetime, and 82.8% expressed their agreement to donation after their death. The grounds for refusal were generally: a misunderstanding of risks, desire for respect of corpse. The religious and the ethical motive were present too as a ground for decision making. The medical staff is the key for organ donation. To promote organ transplantation, personnel should be well informed about ethical, moral, and religious dimensions of organ donation and transplantation.

Determining the efficacy of national strategies aimed at addressing the challenges facing health personnel working in rural areas in KwaZulu-Natal, South Africa.

Science.gov (United States)

Mburu, Grace; George, Gavin

2017-07-31

Shortages of Human Resources for Health (HRH) in rural areas are often driven by poor working and living conditions, inadequate salaries and benefits, lack of training and career development opportunities amongst others. The South African government has adopted a human resource strategy for the health sector in 2011 aimed at addressing these challenges. This study reviews the challenges faced by health personnel against government strategies aimed at attracting and retaining health personnel in these underserved areas. The study was conducted in six primary health care service sites in the Hlabisa sub-district of Umkhanyakude, located in northern KwaZulu-Natal, South Africa. The study population comprised 25 health workers including 11 professional nurses, 4 staff nurses and 10 doctors (4 medical doctors, 3 foreign medical doctors and 3 doctors undertaking community service). Qualitative data were collected from semi-structured interviews and analysed using thematic analysis. Government initiatives including the rural allowance, deployment of foreign medical doctors and the presence of health personnel undertaking their community service in rural areas are positively viewed by health personnel working in rural health facilities. However, poor living and working conditions, together with inadequate personal development opportunities, remain unresolved challenges. It is these challenges that will continue to dissuade experienced health personnel from remaining in these underserved areas. South Africa's HRH strategy for the Health Sector 2012/13-2015/16 had highlighted the key challenges raised by respondents and identified strategies aimed at addressing these challenges. Implementation of these strategies is key to improving both living and working conditions, and providing health personnel with opportunities for further development will require inter-ministerial collaboration if the HRH 2030 objectives are to be realised.

Technical qualification requirements and training programs for radiation protection personnel at Oak Ridge National Laboratory

International Nuclear Information System (INIS)

Copenhaver, E.D.; Houser, B.S.; Butler, H.M. Jr.; Bogard, J.S.; Fair, M.F.; Haynes, C.E.; Parzyck, D.C.

1986-04-01

This document deals with the policies and practices of the Environmental and Occupational Safety Division (EOSD) at the Oak Ridge National Laboratory (ORNL) in regard to the selection, training, qualification, and requalification of radiation protection staff assigned to reactor and nonreactor nuclear facilities. Included are personnel at facilities that: (1) operate reactors or particle accelerators; (2) produce, process, or store radioactive liquid or solid waste; (3) conduct separations operations; (4) engage in research with radioactive materials and radiation sources; and (5) conduct irradiated materials inspection, fuel fabrication, deconamination, or recovery operations. The EOSD personnel also have environmental surveillance and operational and industrial safety responsibilities related to the total Laboratory

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)

CSAIO – a progressive tool at the service of staff associations of international organizations and European agencies

CERN Multimedia

Staff Association

2016-01-01

Every year in autumn, a two-day CSAIO (Conference of Staff Associations of International Organizations) conference is organized for staff associations of international organizations based mainly in Europe, as well as European agencies. Creation, objectives and progress CSAIO, created by the staff associations of CERN and OECD in 2000, invites about 30 staff associations to share their experiences and ideas to better identify the expectations and aspirations of a personnel evolving at the heart of international and European organizations. Over time, the preparation of the conference has evolved to better accommodate the requests of the staff representatives coming from different horizons. For two years, there has been an initiative to institutionalize the informal follow-up, during the first half-day of the conference, of themes discussed the previous year. This follow-up allows participants to share their experience on the implementation and impacts of certain propositions as reflected in their organizations ...

Corporate Staff Social Rights and Protection as Key Points of Business Entities Social Policy

Directory of Open Access Journals (Sweden)

Svetlana V. Titova

2013-01-01

Full Text Available The article describes key notions and principles of corporate staff social rights and protection. These notions were considered in terms of business entities social policy. The author thoroughly studied such personnel rights as the right to organize and bargain collectively, freedom of association, payment for personnel labor, child labor, forced labor, duty hours, discrimination, worker safety and health. The author attaches special attention to the types of privileges and guarantees, which business entities should provide to their employees, such as compensation for moral damages caused by labor injury, material assistance to employees and their families in different cases, concerned with labor functions

STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

OpenAIRE

Nataliya N. Kretova; Natalya N. Mitina

2017-01-01

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

Research Staff | Buildings | NREL

Science.gov (United States)

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

Residence in Switzerland of partners of members of the personnel

CERN Multimedia

2012-01-01

1. Definitions a) CERN Staff Rules and Regulations Article S IV 1.02 of the Staff Rules defines a "partner", irrespective of gender, as "any person linked to an employed member of the personnel by a partnership officially registered in a Member State". Partners are regarded as family members for the purposes of protection against the financial consequences of illness and accidents. b) Swiss Federal Law Under Swiss federal law, to which the text below essentially refers, the following definitions apply: "partners": a couple of the same sex (linked by a registered partnership), "common-law spouses": a couple of the opposite sex (unmarried). Provided that they are aged 18 or more and are not blood relatives, two people of the same sex ("partners") may officially register their partnership with the competent registry office in order to give it a legal framework (a civil partnership commonly known as the Federal PACS...

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

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

Science.gov (United States)

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

2013-02-01

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

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

Science.gov (United States)

Blackmore, Paul; Wilson, Andrew

2005-01-01

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

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

Development of automated equipment for reduction of personnel radiation exposure in nuclear power plants

International Nuclear Information System (INIS)

Ogushi, Akira; Fujii, Masaaki; Mizuno, Katsuhiro.

1976-01-01

Described are a mobile remote inspection system and an automatic analyzer for radioactive nuclides in reactor coolant now being developed as a means of reducing personnel radiation exposure in nuclear power plants. In the mobile remote inspection system ''TELEPAT'', a self-propelled vehicle equipped with a thermometer, accelerometer, microphone, ionization chamber, etc. is remote operated from the main control room to inspect the equipment in the reactor building. The automatic analyzer for radioactive nuclides in reactor coolant automates the series of operations ranging from sampling of reactor coolant to measurement of radioactivity and analyses of measured data, with a view to saving labor in radioactivity analysis work while reducing exposure of personnel to radiation. (auth.)

The influence of jet engine noise on hearing of technical staff

Directory of Open Access Journals (Sweden)

Wiesław Konopka

2014-10-01

Full Text Available Background: Due to high sound pressure levels (SPLs, noise produced by jet planes may be harmful to hearing of people working in their proximity. The aim of this study was to assess the effects of exposure to jet engine noise on technical staff hearing. Material and Methods: The study comprised 60 men, aged 24–50 years, employed in army as technical staff and exposed to jet engine noise for 6–20 years. The control group were 50 non-noise exposed males, aged 25–51 years. Exposure to noise emitted by jet engines was evaluated. Pure-tone audiometry (PTA and distortion product otoacoustic emissions (DPOAE were recorded in both groups. Results: Jet engines emitted broadband noise with spectrum dominated by components in the frequency range 315–6300 Hz (1/3-octave bands. Maximum A-weighted SPL during tests reached values of approx. 120–130 dB. Consequently, engine-servicing personnel (even in the case of a single engine test was exposed to noise (at A-weighted daily noise exposure level above 95 dB exceeding permissible levels. Averaged audiometric hearing threshold levels of technical staff were higher (≤ 17 dB HL, p < 0.001 than in the control group. Similarly, the DPOAE amplitude was lower (≤ 17 dB SPL, p < 0.01 in the noise-exposed subjects compared to the non-exposed ones. Significant reduction of DPOAE levels was mainly noted for high frequencies (3–6 kHz. Conclusions: Despite the usage of hearing protection devices, both PTA and DPOAE consistently showed poorer hearing in engine-servicing personnel vs. control group. Med Pr 2014;65(5:583–592

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.

Personnel monitoring

International Nuclear Information System (INIS)

1965-01-01

This film stresses the need for personnel monitoring in work areas where there is a hazard of exposure to radiation. It illustrates the use of personnel monitoring devices (specially the film dosimeter), the assessment of exposure to radiation and the detailed recording of the results on personnel filing cards

Personnel monitoring

Energy Technology Data Exchange (ETDEWEB)

NONE

1966-12-31

This film stresses the need for personnel monitoring in work areas where there is a hazard of exposure to radiation. It illustrates the use of personnel monitoring devices (specially the film dosimeter), the assessment of exposure to radiation and the detailed recording of the results on personnel filing cards

Operating the plant, quality assurance, and the job of the operating staff, Volume Twelve

International Nuclear Information System (INIS)

Anon.

1986-01-01

Subject matter includes operating the plant (the role of the operator, the control room, plant technical specifications, plant operating procedures, initial startup program, BWR/PWR plant startup, BWR/PWR steady state power operation, BWR/PWR transient operation, emergency operation), quality assurance (what is quality, what is quality control, quality assurance includes quality control, government regulation and quality assurance, administrative controls for nuclear power plants, the necessity of reviews and audits, practical quality assurance), and the job of the operating staff (the plant operating staff, plant safety, first aid and resuscitation, general plant hazards, personnel protective equipment, handling chemicals, handling compressed gas, equipment repair and maintenance, communicating with others

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.

OCCUPATIONAL BURNOUT LEVELS OF ACADEMIC STAFF: TURKEY-MALTA STUDY GROUP SAMPLE

OpenAIRE

Demirtas, Cagri; Kapusuzoglu, Saduman

2016-01-01

The study group of this survey comprises of 185academic staff working in the University, Faculty of Education and Faculty ofEconomics and Administrative Sciences, in Turkey, and Malta University, Facultyof Education and Faculty of Economy, Management and Accounting. This study is adescriptive survey model, in which the assessment tool of Maslach BurnoutInventory is used. The burnout levels of academic personnel are investigated interm of gender, age and Faculty variables. As a result, it was ...

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...

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)

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

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

Directory of Open Access Journals (Sweden)

Tom Foster

2018-05-01

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

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

Science.gov (United States)

Kern, P; Wolery PhD, M

2001-01-01

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

Is it worth investing in online continuous education for healthcare staff?

Science.gov (United States)

Mazzoleni, M Cristina; Maugeri, Chiara; Rognoni, Carla; Cantoni, Alessio; Imbriani, Marcello

2012-01-01

Educational activities for hospital staff don't easily match with the congestive rhythm of healthcare personnel working life. Online learning could make it easier for healthcare personnel to attend courses, but there is still uncertainty about the feasibility of using distance learning to effectively meet education goals in healthcare institutions. Fondazione Salvatore Maugeri (FSM) started an online educational program, as pilot project, in October 2010. The present study hence is aimed at evaluating the impact of this initiative (in terms of extent and intensity of healthcare staff attendance; objective and subjective effectiveness) in order to take informed decisions for the future. In 15 months, 5 elearning courses have been provided to 2261 potential users of 14 FSM hospitals, in parallel with traditional education. 1099 users from all the hospital have intensively attended the courses (58% of nurses, 50% of therapists, 44%, of technicians, 25% of physicians) for a total of 27459 CME credits. Effectiveness in terms of knowledge gain is satisfactory and subjective evaluation is good (more than 95% of satisfied users). Elearning is not appropriate for all the educational needs and is not a panacea, but the reported results point out that it may be an effective and economically convenient mean to support massive educational interventions reaching results hardly attainable with traditional education. Users should be better educated about how to exploit online education at best.

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…

Operational Stress and Correlates of Mental Health Among Joint Task Force Guantanamo Bay Military Personnel.

Science.gov (United States)

Webb-Murphy, Jennifer A; De La Rosa, Gabriel M; Schmitz, Kimberly J; Vishnyak, Elizabeth J; Raducha, Stephanie C; Roesch, Scott C; Johnston, Scott L

2015-12-01

Military personnel deployed to Joint Task Force Guantanamo Bay (JTF-GTMO) faced numerous occupational stressors. As part of a program evaluation, personnel working at JTF-GTMO completed several validated self-report measures. Personnel were at the beginning, middle, or end of their deployment phase. This study presents data regarding symptoms of posttraumatic stress disorder, alcohol abuse, depression, and resilience among 498 U.S. military personnel deployed to JTF-GTMO in 2009. We also investigated individual and organizational correlates of mental health among these personnel. Findings indicated that tenure at JTF-GTMO was positively related to adverse mental health outcomes. Regression models including these variables had R2 values ranging from .02 to .11. Occupation at JTF-GTMO also related to mental health such that guards reported poorer mental health than medical staff. Reluctance to seek out mental health care was also related to mental health outcomes. Those who reported being most reluctant to seek out care tended to report poorer mental health than those who were more willing to seek out care. Results suggested that the JTF-GTMO deployment was associated with significant psychological stress, and that both job-related and attitude-related variables were important to understanding mental health symptoms in this sample. Copyright © 2015 International Society for Traumatic Stress Studies.

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.

Technology performance evaluation of scientific and educational activities of scientific-pedagogical staff in higher education

Directory of Open Access Journals (Sweden)

Bechvaya Maria, R.

2015-12-01

Full Text Available This paper proposes a performance assessment tool research and teaching staff on the basis of a rating system that allows for the analysis of the results of key personnel of the higher school for criteria and determine the size of incentive payments. The rating model wage researchers and teachers bases on strengthening the incentive function of wages, aimed at personalization of scientific and educational activities of employees, which in modern conditions is the most relevant for use. The functions of stimulation, such as economic, moral and social are considered. The analysis methodologies for assessing university in the world and national rankings on the basis of which formed a system of indicators for assessing the activities of academic staff of higher education is represented. The necessity of development of an information system through which it is possible to carry out comprehensive analysis, that is to monitor the number of registered employees, to determine the share indices in the total ranking, to conduct the ranking points received by employees by industry and science in the context of structural units. The proposed information system is one element of technology assessment of effectiveness of the academic staff designed to evaluate the effectiveness of their activities and incentives, allows the analysis of criteria, based on which can be applied informed management decisions regarding the development of social and labor relations in the highest school.

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.

[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

The recognition of child abuse and the perceived need for intervention by school personnel of primary schools: Results of a vignette study on the influence of case, school personnel, and school characteristics.

Science.gov (United States)

Vanderfaeillie, Johan; De Ruyck, Karolien; Galle, Johan; Van Dooren, Erik; Schotte, Chris

2018-05-01

In 2015, 523 reports of suspected child abuse and neglect (CAN) were brought to the attention of the Confidential Center of Child Abuse and Neglect (CCCAN) of Brussels. Around 38% of these reports came from school personnel. This study investigated which factors affect the recognition of CAN by school personnel of Dutch-speaking primary education in Brussels and their intervention need. Two hundred seventy-nine staff members of 16 schools professionally working with children, filled in a Questionnaire Assessment of Situations of CAN. The instrument consists of 24 vignettes describing CAN. Respondents were asked questions regarding recognition and intervention need about each vignette. Detection, severity assessment, the need for professional help, the need for referral to a CCCAN and the need to involve judicial authorities were mainly associated with case characteristics. Although most situations of CAN were detected, situations of emotional abuse were less often recognized. Situations involving non-Western victims were considered to be more severe and the perceived need for involvement of professional help, CCCAN and judicial authorities was larger. Ethnic stereotypes affect the actions undertaken in case of CAN. Awareness of these reactions may result in equal treatment for all victims. Staff characteristics were little associated with detection and intervention need. Copyright © 2018 Elsevier Ltd. All rights reserved.

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

Science.gov (United States)

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

2013-07-01

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

Maintenance Personnel Performance Simulation (MAPPS) model

International Nuclear Information System (INIS)

Siegel, A.I.; Bartter, W.D.; Wolf, J.J.; Knee, H.E.; Haas, P.M.

1984-01-01

A stochastic computer model for simulating the actions and behavior of nuclear power plant maintenance personnel is described. The model considers personnel, environmental, and motivational variables to yield predictions of maintenance performance quality and time to perform. The mode has been fully developed and sensitivity tested. Additional evaluation of the model is now taking place

Introducing 'The Diverse Nature of Defence Healthcare' university module for DMS personnel.

Science.gov (United States)

Carter, Chris; Blake, L

2015-12-01

Over the past 10 years the UK Defence Medical Services has deployed healthcare personnel to a variety of operational areas in support of UK Operations. The unique nature of every operational deployment, in conjunction with the wide variety of roles which healthcare staff undertake, necessitates bespoke educational preparation of the military healthcare force. This paper explores the creation and development of one of the four modules which comprise the BSc (Hons) in Defence Health Care studies, entitled 'The Diverse Nature of Defence Healthcare'. It demonstrates the unique contribution that the Defence School of Healthcare Education makes towards Generation and Preparation of the Force for deployment. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

School Personnel Experiences in Notifying Parents About Their Child's Risk for Suicide: Lessons Learned.

Science.gov (United States)

Nadeem, Erum; Santiago, Catherine DeCarlo; Kataoka, Sheryl H; Chang, Vickie Y; Stein, Bradley D

2016-01-01

Schools across the nation are increasingly implementing suicide prevention programs that involve training school staff and connecting students and their families to appropriate services. However, little is known about how parents are engaged in such efforts. This qualitative study examined school staff perspectives on parent involvement in the implementation of a district-wide suicide prevention program by analyzing focus group and interview data gathered on the program implementation processes. Participants included middle school teachers, administrators, and other school personnel. Study results revealed that in the immediate wake of a crisis or concern about suicide, school staff routinely contacted parents. However, substantial barriers prevent some students from receiving needed follow-up care (eg, lack of consistent follow-up, financial strain, parental stress, availability of appropriate services). Despite these challenges, school staff identified strategies that could better support parents before, during, and after the crisis. In particular, school-based services increased the success of mental health referrals. Our study suggests that systematic postcrisis follow-up procedures are needed to improve the likelihood that students and families receive ongoing support. In particular, school-based services and home visits, training and outreach for parents, and formal training for school mental health staff on parent engagement may be beneficial in this context. © 2015, American School Health Association.

IMPROVING THE SYSTEM OF REMUNERATION OF PERSONNEL OF THE ENTERPRISE ON THE BASIS OF KPI

OpenAIRE

V. V. Ivanov; Ya. N. Dzhankova; A. N. Legkonogich

2017-01-01

The advantages of the system of awarding of staff on key performance indicators are considered. The structure of formation of motivation on the basis of KPI. The main tasks when building a bonus system on the basis of KPI. Justification the use of key performance indicators in the enterprise is made. The scheme of construction of system of motivation of personnel KPI is proposed. 

Evaluation of scattered radiation emitted from X-ray security scanners on occupational dose to airport personnel

International Nuclear Information System (INIS)

Dalah, Entesar; Fakhry, Angham; Mukhtar, Asma; Al Salti, Farah; Bader, May; Khouri, Sara; Al-Zahmi, Reem

2017-01-01

Based on security issues and regulations airports are provided with luggage cargo scanners. These scanners utilize ionizing radiation that in principle present health risks toward humans. The study aims to investigate the amount of backscatter produced by passenger luggage and cargo toward airport personnel who are located at different distances from the scanners. To approach our investigation a Thermo Electron Radeye-G probe was used to quantify the backscattered radiation measured in terms of dose-rate emitted from airport scanners, Measurements were taken at the entrance and exit positions of the X-ray tunnel at three different distances (0, 50, and 100 cm) for two different scanners; both scanners include shielding curtains that reduce scattered radiation. Correlation was demonstrated using the Pearson coefficient test. Measurements confirmed an inverse relationship between dose rate and distance. An estimated occupational accumulative dose of 0.88 mSv/y, and 2.04 mSv/y were obtained for personnel working in inspection of carry-on, and cargo, respectively. Findings confirm that the projected dose of security and engineering staff are being well within dose limits. - Highlights: • Backscattered radiation emitted from the airport security scanners is estimated. • Inverse relation observed between backscattered radiation and scanners distance. • Occupational dose for personnel inspecting the scanners were up to 2.04 mSv/y. • The projected dose of security and engineering staff are well within dose limits.

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 ...

Cardiovascular Risk Factors and Physical Activity Behavior among Elementary School Personnel: Baseline Results from the ACTION! Worksite Wellness Program

Science.gov (United States)

Webber, Larry S.; Rice, Janet C.; Johnson, Carolyn C.; Rose, Donald; Srinivasan, Sathanur R.; Berenson, Gerald S.

2012-01-01

Background: Although the prevalence of obesity is increasing during adulthood, there have been few assessments of obesity, cardiovascular risk factors, and levels of physical activity among adult elementary school staff. Methods: Data were collected from 745 African-American and White female school personnel in a suburban school district in…

Readiness for Training Disabled Students in Academic Staff of Universities

Directory of Open Access Journals (Sweden)

Sorokin N.Y.,

2018-05-01

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

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

Science.gov (United States)

2011-02-02

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

A new logo for the CERN Staff Association - Numerous prizes to be won

CERN Multimedia

2012-01-01

The Staff Association needs a new logo, as CERN's new graphic charter does not allow the inclusion of the CERN logo.   A competition open to all is being organised by the Staff Association from 3 December 2012 to 30 January 2013 inclusive to choose this new logo. Numerous prizes are to be won such as an Ezee Suisse electric bike, vouchers and presents offered by our commercial partners such as Go Sport, Aquaparc, BCGE, L'Occitane, Sephora and the La Comédie de Genève theatre. All submissions will be on display in the Main Building from 4 to 15 February 2013. Six finalists will be selected: three by the jury, and three by CERN members of the personnel. Members of the CERN Staff Association will make the final choice of the winner amongst these finalists by electronic voting. The competition's rules are available here. For more information, please contact Sonia Casenove, tel. +41 22 767...

Front-office staff can improve clinical tobacco intervention: health coordinator pilot project.

Science.gov (United States)

Bass, Frederic; Naish, Brigham; Buwembo, Isaac

2013-11-01

To learn whether front-line personnel in primary care practices can increase delivery of clinical tobacco interventions and also help smokers address physical inactivity, at-risk alcohol use, and depression. Uncontrolled before-and-after design. Vancouver, BC, area (4 practices); northern British Columbia (2 practices). Six practices, with 1 staff person per practice serving as a "health coordinator" who tracked and, after the baseline period, delivered preventive interventions to all patients who smoked. To assess delivery of preventive interventions, each practice was to sample 300 consecutive patient records, both at baseline and at follow-up 15 months later. Front-office staff were recruited, trained, paid, and given ongoing support to provide preventive care. Clinicians supplemented this care with advice and guided the use of medication. Effectiveness of the intervention was based on comparison, at baseline and at follow-up, of the proportion of patients with any of the following 6 proven intervention components documented in their medical records: chart reminder, advice received, self-management plan, target quit date, referral, and follow-up date (as they applied to tobacco, physical inactivity, at-risk alcohol use, and depression). A Tobacco Intervention Flow Sheet cued preventive care, and its data were entered into a spreadsheet (which served as a smokers' registry). Qualitative appraisal data were noted. For tobacco, substantial increases occurred after the intervention period in the proportion of patients with each of the intervention components noted in their charts: chart reminder (20% vs 94%); provision of advice (34% vs 79%); self-management plan (14% vs 57%); target quit date (5% vs 11%); referral (6% vs 11%); and follow-up date (7% vs 42%). Interventions for physical inactivity and depression showed some gains, but there were no gains for at-risk alcohol use. Front-line staff, patients, and clinicians were enthusiastic about the services offered

Personnel economics: A research field comes of age

DEFF Research Database (Denmark)

Grund, Christian; Bryson, Alex; Dur, Robert

2017-01-01

The application of economic theory and principles to firms’ human resource problems is commonplace today. Personnel economics has come a long way since its early days in the late 1970s and 1980s, when scholars developed its theoretical foundations. In this contribution and introduction...... to the Special Issue ‘Advances in personnel economics’ of the German Journal of Human Resource Management, we would like to illustrate the origins of the field, outline how personnel economics relates to other research areas, describe major developments in the field and address its future challenges....

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

Directory of Open Access Journals (Sweden)

Tarnavskyi Mykhailo I.

2018-03-01

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

Personnel Risks in Ensuring Safety of Medical Activity

Directory of Open Access Journals (Sweden)

O. L. Zadvornaya

2017-01-01

Full Text Available Purpose: modern strategies of management of the organization require the formation of special management approaches based on the analysis of the mechanisms and processes of the organization of medical activities related to possible risks in activity of medical personnel. Based on international experience and own research the authors have identified features of a system of management of personnel risk in medical activities, examined approaches showing the sequence and contents of the main practical activities of the formation, maintenance and development of the system of management of personnel risks. Emphasized is the need for further research and implementation of the system of management of personnel risk in health care organizations. Study and assessment of personnel risks affecting the security of medical activities aimed at the development of the system of personnel risk management, development of a system of identification and monitoring of HR risk indicators with a purpose to improve institutional management and increase efficiency of activity of medical organizations. Methods: in the present study, the following methods were used: systemic approach, content analysis, methods of social diagnosis (questionnaires, interviews, comparative analysis, method of expert evaluations, method of statistical processing of information. Results: approaches to predict the occurrence and development of personnel risks have been reviewed and proposed. Conclusions and Relevance: patient safety is a global issue affecting countries at all levels of development. Each year, the WHO identifies a number of systemic and technical aspects and trends in the field of patient safety related to actions of medical workers. Existing imbalances in the staffing of the health system of the Russian Federation increase the probability of potential risks in medical practice. The personnel policy of healthcare of the Russian Federation requires further improvement and

Redesigning Care Delivery with Patient Support Personnel: Learning from Accountable Care Organizations

Science.gov (United States)

Gorbenko, Ksenia O.; Fraze, Taressa; Lewis, Valerie A.

2017-01-01

INTRODUCTION Accountable care organizations (ACOs) are a value-based payment model in the United States rooted in holding groups of healthcare providers financially accountable for the quality and total cost of care of their attributed population. To succeed in reaching their quality and efficiency goals, ACOs implement a variety of care delivery changes, including workforce redesign. Patient support personnel (PSP)—non-physician staff such as care coordinators, community health workers, and others—are critical to restructuring care delivery. Little is known about how ACOs are redesigning their patient support personnel in terms of responsibilities, location, and evaluation. METHODS We conducted semi-structured one-hour interviews with 25 executives at 16 distinct ACOs. The interviews were recorded, transcribed, and coded for themes, using a qualitative coding and analysis process. RESULTS ACOs deployed PSP to perform four clusters of responsibilities: care provision, care coordination, logistical help with transportation, and social and emotional support. ACOs deployed these personnel strategically across settings (primary care, inpatient services, emergency department, home care and community) depending on their population needs. Most ACOs used personnel with the same level of training across settings. Few ACOs planned to conduct a comprehensive evaluation of their PSP to optimize their value. DISCUSSION ACO strategies in workforce redesign indicate a shift from a physician-centered to a team-based approach. Employing personnel with varying levels of clinical training to perform different tasks can help further optimize care delivery. More robust evaluation of the deployment of PSP and their performance is needed to demonstrate cost-saving benefits of workforce redesign. PMID:28217305

A Practice onto Personnel In-Service Training’s Affect to Job Satisfaction

Directory of Open Access Journals (Sweden)

Emrah Köksal

2011-06-01

Full Text Available The kitchen which is qualified as the hearth of hotels is a department includes kitchen staff whose responsibilities, authority and duties are identified related to an organizational structure and in a hierarchy instead of being merely a physical space with equipment and working areas that are built for food production. The aim of kitchen is to realize food production in the limits of cost, quality and hygiene standards of hotel. Beside many factors which affect job satisfaction and organizational loyalty the training which is going to be received is also important. As knowing the job increases the job satisfaction and self confidence and it also affects the organizational loyalty in a positive way. This study aims that grups hotel, how does in-service training affect kitchen personnel. In this study applied filed technique used in and firstly searched the factors affect job satisfaction and thoughts about in-service training then applied an one-week training to the same personnel. A different survey performed order to measure the affect to job satisfaction of personnel who was in training and to determine is the in-service training suitable.

Systematic approach to personnel neutron monitoring

International Nuclear Information System (INIS)

Griffith, R.V.; Hankins, D.E.

1980-01-01

NTA film and albedo detectors represent the major portion of personnel dosimeters now used for occupational neutron monitoring. However, recent attention to the spectral response of these systems has demonstrated the need for detectors that have a better match to the fields being monitored. Recent developments in direct recoil track etch dosimeters present some intriguing alternatives, and careful use of 237 Np fission fragment detectors offers the advantage of a good dose equivalent spectral match. Work continues on a number of other new detector mechanisms, but problems with sensitivity, energy response, gamma interference, etc., continue to prevent development of most mechanisms into viable personnel dosimeters. Current dosimeter limitations make a systematic approach to personnel neutron monitoring particularly important. Techniques have been developed and tested, using available portable survey instruments, that significantly improve the quality of dosimeter interpretation. Even simple spectrometry can be done with modest effort, significantly improving the health physicists ability to provide accurate neutron monitoring

Perspectives of NPP personnel training in the future?

International Nuclear Information System (INIS)

Khess, R.E.

1996-01-01

Problems of the NPP personnel education are discussed during radical reorganization of the state regulation of energy production and distribution when nuclear energetics will appears in the market conditions. Effective methods of the NPP personnel training developed by the corporation GPU Nuclear are given. Potentials of the application of simulators and computerized programs for increasing the NPP personnel education efficiency are considered

Institutional training programs for research personnel conducted by laboratory-animal veterinarians.

Science.gov (United States)

Dyson, Melissa C; Rush, Howard G

2012-01-01

Research institutions are required by federal law and national standards to ensure that individuals involved in animal research are appropriately trained in techniques and procedures used on animals. Meeting these requirements necessitates the support of institutional authorities; policies for the documentation and enforcement of training; resources to support and provide training programs; and high-quality, effective educational material. Because of their expertise, laboratory-animal veterinarians play an essential role in the design, implementation, and provision of educational programs for faculty, staff, and students in biomedical research. At large research institutions, provision of a training program for animal care and use personnel can be challenging because of the animal-research enterprise's size and scope. At the University of Michigan (UM), approximately 3,500 individuals have direct contact with animals used in research. We describe a comprehensive educational program for animal care and use personnel designed and provided by laboratory-animal veterinarians at UM and discuss the challenges associated with its implementation.

Career Development Guide for Services Officers.

Science.gov (United States)

1986-04-01

1 AirTE Comman and StaffR ColleNI G ....................2 AirtWaru Collge ...feeding operations. This is accomplished by determining personnel requirements and physical layout of facilities. This person also establishes performanco...primarily manages a commissary store. This person * determines personnel and equipment requirements, physical layout, operating *hours, and financial

Enhanced Assessment of the Health Status of Vaccine Protected Personnel At-Risk to Multiple Biowarfare Agents Using a Novel, Web-Based Clinical Data Management System (CDMS)

National Research Council Canada - National Science Library

McCreery, Michael J; Brown, J. E; Mayer, Susan C; Boudreau, Ellen; Kortepeter, Mark; Haller, Jeannine; Moynihan, Heidi; Goebel, Brad; Petitt, Patricia; Aldis, John

2004-01-01

...) clinical research regulations. The program offers unique immunization and occupational health services for in-house laboratory staff, as well as for deployed military personnel and other Federal employees who are at...

Development of personnel dose control system and whole body counter system

International Nuclear Information System (INIS)

Ooki, Yasushi; Harato, Kenji

2005-01-01

We delivered Personnel Dose Control System to Higashidohri nuclear plant of Tohoku Electric Power Company, in November 2004. In this system development, we automated the registration of radiation worker with close link between this system and Whole Body Counter System. In addition, this system enables the user to reduce workload for accumulation and notification of personal exposure data, because we adopted the system to extract the data effectively operating the terminal PC which the associate company gets ready in their office. We also delivered Whole body Counter System in December 2004, which was developed to measure internal exposure without feeling of oppression in chair-style device for the first time in Japan. This system enables non-operator system for measurement allowing workers to operate by themselves. (author)

Decentralized Ground Staff Scheduling

DEFF Research Database (Denmark)

Sørensen, M. D.; Clausen, Jens

2002-01-01

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

New staff contract policy

CERN Document Server

HR Department

2006-01-01

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

[Legal regulation of the personnel issues of military medicine during the reign of Paul I].

Science.gov (United States)

Iskhakov, E R

2015-08-01

The article describes laws and regulations concerning the Russian army and navy, and accordingly its medical services accepted during the reign of Paul I. During this period different decrees aimed to improve medical personnel training in order to admit students to medical and surgical schools, reorganization of educational medical institutions, improving of professional skills of medical workers. Other decrees, aimed to improvement of recruitment of medical personnel of troops: the best students of had to be sent to troops instead physician assistant, medical staff increase and additional funding, countering the reduce of physicians' social welfare due to the inhumane attitude of the authorities, to regulate of the military medical service rotation order as well as assessment of their professional, moral, and psychological qualities.

IMPROVING THE SYSTEM OF REMUNERATION OF PERSONNEL OF THE ENTERPRISE ON THE BASIS OF KPI

Directory of Open Access Journals (Sweden)

V. V. Ivanov

2017-01-01

Full Text Available The advantages of the system of awarding of staff on key performance indicators are considered. The structure of formation of motivation on the basis of KPI. The main tasks when building a bonus system on the basis of KPI. Justification the use of key performance indicators in the enterprise is made. The scheme of construction of system of motivation of personnel KPI is proposed. 

WAYS TO INCREASE ACCURACY AND RELIABILITY OF INDIVIDUAL DOSES ASSESSMENTS IN PERSONNEL WITHIN THERMOLUMINESCENCE TECHNIQUE

Directory of Open Access Journals (Sweden)

G. N. Kaydanovskiy

2012-01-01

Full Text Available The paper analyses the main sources of measurement errors of individual doses in personnel performed within the thermoluminescence technique and gives recommendations to minimize these errors. The reasons that reduce reliability of effective dose assessments derived from measured values of personal dose equivalent are imperfections of guidance documents. Changes to the Guidelines «Organization and implementation of individual dosimetric control. Staff of health institutions» are justified.

Computer Simulation Model to Train Medical Personnel on Glucose Clamp Procedures.

Science.gov (United States)

Maghoul, Pooya; Boulet, Benoit; Tardif, Annie; Haidar, Ahmad

2017-10-01

A glucose clamp procedure is the most reliable way to quantify insulin pharmacokinetics and pharmacodynamics, but skilled and trained research personnel are required to frequently adjust the glucose infusion rate. A computer environment that simulates glucose clamp experiments can be used for efficient personnel training and development and testing of algorithms for automated glucose clamps. We built 17 virtual healthy subjects (mean age, 25±6 years; mean body mass index, 22.2±3 kg/m 2 ), each comprising a mathematical model of glucose regulation and a unique set of parameters. Each virtual subject simulates plasma glucose and insulin concentrations in response to intravenous insulin and glucose infusions. Each virtual subject provides a unique response, and its parameters were estimated from combined intravenous glucose tolerance test-hyperinsulinemic-euglycemic clamp data using the Bayesian approach. The virtual subjects were validated by comparing their simulated predictions against data from 12 healthy individuals who underwent a hyperglycemic glucose clamp procedure. Plasma glucose and insulin concentrations were predicted by the virtual subjects in response to glucose infusions determined by a trained research staff performing a simulated hyperglycemic clamp experiment. The total amount of glucose infusion was indifferent between the simulated and the real subjects (85±18 g vs. 83±23 g; p=NS) as well as plasma insulin levels (63±20 mU/L vs. 58±16 mU/L; p=NS). The virtual subjects can reliably predict glucose needs and plasma insulin profiles during hyperglycemic glucose clamp conditions. These virtual subjects can be used to train personnel to make glucose infusion adjustments during clamp experiments. Copyright © 2017 Diabetes Canada. Published by Elsevier Inc. All rights reserved.

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

OpenAIRE

Foz Gil, Carmen; González Pueyo, María Isabel

2009-01-01

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

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

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

School personnel experiences in notifying parents about their child’s risk for suicide: lessons learned

Science.gov (United States)

Nadeem, Erum; Santiago, Catherine DeCarlo; Kataoka, Sheryl H.; Chang, Vickie Y.; Stein, Bradley D.

2015-01-01

BACKGROUND Schools across the nation are increasingly implementing suicide prevention programs that involve training school staff and connecting students and their families to appropriate services. However, little is known about how parents are engaged in such efforts. METHODS This qualitative study examined school staff perspectives on parent involvement in the implementation of a district-wide suicide prevention program by analyzing focus group and interview data gathered on the program implementation processes. Participants included middle school teachers, administrators, and other school personnel. RESULTS Study results revealed that in the immediate wake of a crisis or concern about suicide, school staff routinely contacted parents. However, substantial barriers prevent some students from receiving needed follow-up care (eg, lack of consistent follow-up, financial strain, parental stress, availability of appropriate services). Despite these challenges, school staff identified strategies that could better support parents before, during, and after the crisis. In particular, school-based services increased the success of mental health referrals. CONCLUSIONS Our study suggests that systematic post-crisis follow-up procedures are needed to improve the likelihood that students and families receive ongoing support. In particular, school-based services and home visits, training and outreach for parents, and formal training for school mental health staff on parent engagement may be beneficial in this context. PMID:26645415

Knowledge, attitude, and practices about biomedical waste management among healthcare personnel: A cross-sectional study

Directory of Open Access Journals (Sweden)

Vanesh Mathur

2011-01-01

Full Text Available Background: The waste produced in the course of healthcare activities carries a higher potential for infection and injury than any other type of waste. Inadequate and inappropriate knowledge of handling of healthcare waste may have serious health consequences and a significant impact on the environment as well. Objective: The objective was to assess knowledge, attitude, and practices of doctors, nurses, laboratory technicians, and sanitary staff regarding biomedical waste management. Materials and Methods: This was a cross-sectional study. Setting: The study was conducted among hospitals (bed capacity >100 of Allahabad city. Participants: Medical personnel included were doctors (75, nurses (60, laboratory technicians (78, and sanitary staff (70. Results: Doctors, nurses, and laboratory technicians have better knowledge than sanitary staff regarding biomedical waste management. Knowledge regarding the color coding and waste segregation at source was found to be better among nurses and laboratory staff as compared to doctors. Regarding practices related to biomedical waste management, sanitary staff were ignorant on all the counts. However, injury reporting was low across all the groups of health professionals. Conclusion: The importance of training regarding biomedical waste management needs emphasis; lack of proper and complete knowledge about biomedical waste management impacts practices of appropriate waste disposal.

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.

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

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

Energy Technology Data Exchange (ETDEWEB)

Lee, Eui Jin; Nam, Youngmi; Hwang, Hyeseon; Jang, Eunsook; Song, Eun Ju [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of)

2016-10-15

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.

Personnel Management theories and applications

Institute of Scientific and Technical Information of China (English)

Yanni Feng

2010-01-01

@@ 1.Introduction Many new businesses are opened in the whole world every day.Unfortunately,only a minor part of them has success and continues its activity.There is a variety of reasons which determine the hankruptcy of companies.Most of them are included in running a business,and more and more people come to realize the significance of management,especially personnel management,as personnel represents the relationship between people in the company,which is a key point for the development of enterprise.

Revised regulation on the Hiring of Domestic Staff in Switzerland

CERN Multimedia

2006-01-01

The Permanent Mission of Switzerland has informed CERN of the publication of the official translation of the 'Directive on the hiring of private servants by staff members of diplomatic missions, permanent missions, consular posts and international organisations in Switzerland', which came into effect on 1st May 2006. The members of the personnel concerned are reminded that they must comply with the provisions of the revised Directive, which replaces that of 1st May 1998, and present a copy to their domestic staff. The full text of the revised Directive is available on the Swiss Mission's website: http://www.dfae.admin.ch/geneva_miss/f/home/guide/dir.html (original French version); http://www.dfae.admin.ch/geneva_miss/e/home/guide/dir.html (English translation). This notification cancels the information published in document CERN/DSU-DO/RH/9304 on 19 October 1999. Relations with the Host States Service Tel.: 72848 relations.secretariat@cern.ch www.cern.ch/relations

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.

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

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

Science.gov (United States)

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

1992-04-01

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

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

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.

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)

Evaluation of a real-time personnel and material tracking system

International Nuclear Information System (INIS)

Trujillo, A.A.; Hoover, C.E.; Garcia, B.A.

1988-01-01

Past experience in addressing the insider threat has led to the development of general principles for mitigating the insider threat while minimizing adverse impacts on site operations. Among the general principles developed was the requirement of a real-time personnel and material tracking system. A real-time system for personnel and material tracking will aid in mitigating the insider threat by providing critical information regarding the movement and location of personnel and material. In addition, this system can provide an early detection mechanism for potential insider actions. A system integrating Radio Frequency (RF) transmitters for real-time personnel and material tracking has been developed. This system was installed and tested in an operational environment. This test was intended to demonstrate the system's ability to successfully control access to material and areas by personnel, as well as providing information regarding the status of materials in transit and storage

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…

Providing Logistics Support to CDC-Deployed Staff for the Ebola Response in Liberia, Guinea, and Sierra Leone.

Science.gov (United States)

Dopson, Stephanie A; Rodriguez, Rockie; Rouse, Edward N

2015-11-01

The first Ebola cases in West Africa were reported by the Guinea Ministry of Health on March 23, 2014, and by June it became the largest recorded Ebola outbreak. Centers for Disease Control and Prevention field teams were deployed to West Africa, including in-country logistics staff who were critical for ensuring the movement of staff, equipment, and supplies to locations where public health knowledge and experience were applied to meet mission-related requirements. The logistics role was critical to creating the support for epidemiologists, medical doctors, laboratory staff, and health communicators involved in health promotion activities to successfully respond to the epidemic, both in the capital cities and in remote villages. Logistics personnel worked to procure equipment, such as portable video projectors, and have health promotion materials printed. Logistics staff also coordinated delivery of communication and health promotion materials to the embassy and provided assistance with distribution to various partners. © 2015 Society for Public Health Education.

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.

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

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

Science.gov (United States)

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

2014-01-01

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

Work culture among healthcare personnel in a palliative medicine unit.

Science.gov (United States)

André, Beate; Sjøvold, Endre; Rannestad, Toril; Holmemo, Marte; Ringdal, Gerd I

2013-04-01

Understanding and assessing health care personnel's work culture in palliative care is important, as a conflict between "high tech" and "high touch" is present. Implementing necessary changes in behavior and procedures may imply a profound challenge, because of this conflict. The aim of this study was to explore the work culture at a palliative medicine unit (PMU). Healthcare personnel (N = 26) at a PMU in Norway comprising physicians, nurses, physiotherapists, and others filled in a questionnaire about their perception of the work culture at the unit. The Systematizing Person-Group Relations (SPGR) method was used for gathering data and for the analyses. This method applies six different dimensions representing different aspects of a work culture (Synergy, Withdrawal, Opposition, Dependence, Control, and Nurture) and each dimension has two vectors applied. The method seeks to explore which aspects dominate the particular work culture, identifying challenges, limitations, and opportunities. The findings were compared with a reference group of 347 ratings of well-functioning Norwegian organizations, named the "Norwegian Norm." The healthcare personnel working at the PMU had significantly higher scores than the "Norwegian Norm" in both vectors in the "Withdrawal" dimension and significant lower scores in both vectors in the "Synergy," "Control," and "Dependence" dimensions. Healthcare personnel at the PMU have a significantly different perception of their work culture than do staff in "well-functioning organizations" in several dimensions. The low score in the "Synergy" and "Control" dimensions indicate lack of engagement and constructive goal orientation behavior, and not being in a position to change their behavior. The conflict between "high tech" and "high touch" at a PMU seems to be an obstacle when implementing new procedures and alternative courses of action.

A Determination of Military and Civilian Personnel Costs as Related to a Member of Technical Staff

Science.gov (United States)

1992-06-01

Costs, 1986 4 2. Direct Total Manpower Bidget Costs, 1992 5 3. Pay Raises 1985-1992 6 4. Support Costs 9 5. Internal Support Personnel 10 6. External...34 Incremental Costs of Military and Civilian Manpower in the Military Services." This docu- ment provides the basis for this section. The report assesses...6 Aug 91. MTS Workyear Cost Comparison. Internal AFSC paper, 20 November 1990. Palmer, Adele R., Osbaldeston, David J., Incremental Costs of Military

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.

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.

Personnel selection, training and certification in the U.S. Army Chemical Demilitarization Program

International Nuclear Information System (INIS)

Howarth, R.J.; Findlay, K.W.; Cohen, S.L.

1991-01-01

This paper describes the major steps taken to assure the US Army, as well as state and federal officials, that the individuals slated to operate and maintain future chemical disposal facilities will be carefully screened, well-trained and certified to safely carry out their tasks. Careful personnel screening, total plant staff training, individual qualification and team certification protect plant personnel, the public and the environment. Experience has shown that the care taken in adequate screening of job applicants for highly technical and potentially hazardous work results in fewer incidents or accidents on the job. To ensure that each individual selected receives appropriate and necessary training, the US Army has constructed a five-building Chemical Demilitarization Training Facility (CDTF), which may set future standards in the hazardous waste disposal industry. The training center contains automated chemical agent material handling equipment, multiple furnace and pollution abatement system dynamic control room simulations and five laboratories for training agent analysis and monitoring personnel. A qualification and certification program marks the end of the training and verifies that plant employees are fully prepared to operate the disposal facility safely

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.

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)

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

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

Science.gov (United States)

Hitch, Danielle; Mahoney, Paige; Macfarlane, Susie

2018-01-01

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

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

Science.gov (United States)

Sooraksa, Nanta

2012-01-01

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

Measuring hospital medical staff organizational structure.

Science.gov (United States)

Shortell, S M; Getzen, T E

1979-01-01

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

Personnel planning in general practices: development and testing of a skill mix analysis method.

NARCIS (Netherlands)

Eitzen-Strassel, J. von; Vrijhoef, H.J.M.; Derckx, E.W.C.C.; Bakker, D.H. de

2014-01-01

Background: General practitioners (GPs) have to match patients’ demands with the mix of their practice staff’s competencies. However, apart from some general principles, there is little guidance on recruiting new staff. The purpose of this study was to develop and test a method which would allow GPs

Personnel planning in general practices : Development and testing of a skill mix analysis method

NARCIS (Netherlands)

von Eitzen-Strassel, J.; Vrijhoef, H.J.M.; Derckx, E.W.C.C.; de Bakker, D.H.

2014-01-01

Background General practitioners (GPs) have to match patients’ demands with the mix of their practice staff’s competencies. However, apart from some general principles, there is little guidance on recruiting new staff. The purpose of this study was to develop and test a method which would allow GPs

Qualification and training of personnel for nuclear equipment programmes

International Nuclear Information System (INIS)

Montagnier, S.

1980-01-01

The Equipment Department of Electricite de France has the task of designing, co-ordinating the construction of and commissioning the power stations required to feed the grid as part of the country's energy policity. The French nuclear programme may seem ambitious - 35.000 to 40.000 MW in service by 1985 - but it should be remembered that the first nuclear power plant construction in France goes back more than 20 years and that, as a result of this, the Equipment Department already has qualified staff at its disposal. Hence the proposed training activities take into account the educational background of such personnel and the number of persons concerned. These activities can be divided into (1) the professional orientation phase, intended for recently recruited staff members and consisting of discussion and instruction seminars aimed at facilitating the induction of the young recruit into EDF's departments, and (2) the training and retraining phase, intended for all staff in accordance with each person's particular job and made up, as the case may be, of courses in new theoretical knowledge, updating of previous knowledge, often accompanied by extensive practical work in the field, discussion of working methods, study of new operational techniques, and so forth. The teaching methods adopted naturally take into account the professional level of the trainees and are therefore usually 'active' or 'semi-active', entailing groups of the order of 12 persons, with effective participation by their supervisors. (author)

Personnel photographic film dosimetry

International Nuclear Information System (INIS)

Keirim-Markus, I.B.

1981-01-01

Technology of personnel photographic film dosimetry (PPD) based on the photographic effect of ionizing radiation is described briefly. Kinds of roentgen films used in PPD method are enumerated, compositions of a developer and fixing agents for these films are given [ru

Interagency partnership to deliver Veteran-Directed Home and Community-Based Services: Interviews with Aging and Disability Network agency personnel regarding their experience with partner Department of Veterans Affairs medical centers.

Science.gov (United States)

Thomas, Kali S; Allen, Susan M

2016-01-01

Veteran-Directed Home and Community-Based Services (VD-HCBS) is a consumer-directed program that began in 2009 and is jointly administered in a partnership between the Veterans Health Administration and the Administration for Community Living. The objective of this article is to describe the Aging and Disability Network agency (ADNA) personnel's perceptions of the implementation of the VD-HCBS program with partner Department of Veterans Affairs medical centers (VAMCs). Qualitative interviews with 26 ADNA VD-HCBS personnel across the country were transcribed, coded, and analyzed. Results suggest that the majority of ADNA personnel interviewed perceive the collaboration experience to be positive. Interviewees reported several key mechanisms for facilitating a successful partnership, including frequent communication, training in VAMC billing procedures, having a designated VAMC staff person for the program, and active involvement of the VAMC from the onset of VD-HCBS program development. Findings have implications for other interagency partnerships formed to deliver services to vulnerable Veterans.

Dosimetric evaluation of the staff working in a PET/CT department

International Nuclear Information System (INIS)

Dalianis, K.; Malamitsi, J.; Gogou, L.; Pagou, M.; Efthimiadou, R.; Andreou, J.; Louizi, A.; Georgiou, E.

2006-01-01

The dosimetric literature data concerning the medical personnel working in positron emission tomography/computed tomography (PET/CT) departments are limited. Therefore, we measured the radiation dose of the staff working in the first PET/CT department in Greece at the Diagnostic and Therapeutic Center of Athens HYGEIA-Harvard Medical International. As, for the time being, only 2-deoxy-2-[ 18 F]fluoro-d-glucose (FDG) PET studies are performed, radiation dose measurements concern those derived from dispensing of the radiopharmaceutical as well as from the patients undergoing FDG-PET imaging. Our aim is to develop more effective protective measures against radionuclide exposure. To estimate the effective dose from external exposure, all seven members of the staff (two nurses, two medical physicists, two technologists, one secretary) had TLD badges worn at the upper pocket of their overall, TLD rings on the right hand and digital dosimeters at their upper side pocket. In addition, isodose curves were measured with thermoluminescence detectors for distances of 20, 50, 70 and 100 cm away from patients who had been injected with 18 F-FDG. Dose values of the PET/CT staff were measured with digital detectors, TLD badges and TLD rings over the first 8 months for a total of 160 working days of the department's operation, consisting of a workload of about 10-15 patients/week who received 250-420 MBq of 18 F-FDG each. Whole - body collective doses and hand doses for the staff were the following: Nurse no. 1 received 1.6 mSv as a whole body dose and 2,1 as a hand dose, Nurse no. 2 received 1.9 and 2.4 mSv respectively. For medical physicist no. 1 the dose values were 1.45 mSv whole body and 1.7 mSv hand dose, for medical physicist no. 2 1.67 mSv wholebody dose and 1.55 mSv hand dose and for technologists no. 1 and no. 2 the whole body doses were 0.7 and 0.64 mSv respectively. Lastly, the secretary received 0.1 mSv whole body dose. These preliminary data have shown that the dose

Dosimetric evaluation of the staff working in a PET/CT department

Energy Technology Data Exchange (ETDEWEB)

Dalianis, K. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece)]. E-mail: k.dalianis@hygeia.gr; Malamitsi, J. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece); Gogou, L. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece); Pagou, M. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece); Efthimiadou, R. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece); Andreou, J. [Department of PET/CT, Diagnostic and Therapeutic Center of Athens Hygeia-Harvard Medical International, Erythrau Stavrou 4, 5123 Athens (Greece); Louizi, A. [Department of Medical Physics Medical School University of Athens, Athens (Greece); Georgiou, E. [Department of Medical Physics Medical School University of Athens, Athens (Greece)

2006-12-20

The dosimetric literature data concerning the medical personnel working in positron emission tomography/computed tomography (PET/CT) departments are limited. Therefore, we measured the radiation dose of the staff working in the first PET/CT department in Greece at the Diagnostic and Therapeutic Center of Athens HYGEIA-Harvard Medical International. As, for the time being, only 2-deoxy-2-[{sup 18}F]fluoro-d-glucose (FDG) PET studies are performed, radiation dose measurements concern those derived from dispensing of the radiopharmaceutical as well as from the patients undergoing FDG-PET imaging. Our aim is to develop more effective protective measures against radionuclide exposure. To estimate the effective dose from external exposure, all seven members of the staff (two nurses, two medical physicists, two technologists, one secretary) had TLD badges worn at the upper pocket of their overall, TLD rings on the right hand and digital dosimeters at their upper side pocket. In addition, isodose curves were measured with thermoluminescence detectors for distances of 20, 50, 70 and 100 cm away from patients who had been injected with {sup 18}F-FDG. Dose values of the PET/CT staff were measured with digital detectors, TLD badges and TLD rings over the first 8 months for a total of 160 working days of the department's operation, consisting of a workload of about 10-15 patients/week who received 250-420 MBq of {sup 18}F-FDG each. Whole - body collective doses and hand doses for the staff were the following: Nurse no. 1 received 1.6 mSv as a whole body dose and 2,1 as a hand dose, Nurse no. 2 received 1.9 and 2.4 mSv respectively. For medical physicist no. 1 the dose values were 1.45 mSv whole body and 1.7 mSv hand dose, for medical physicist no. 2 1.67 mSv wholebody dose and 1.55 mSv hand dose and for technologists no. 1 and no. 2 the whole body doses were 0.7 and 0.64 mSv respectively. Lastly, the secretary received 0.1 mSv whole body dose. These preliminary data have

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.

Personal Staff - Joint Staff - The National Guard

Science.gov (United States)

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

Using quality measures for quality improvement: the perspective of hospital staff.

Directory of Open Access Journals (Sweden)

Asgar Aghaei Hashjin

Full Text Available RESEARCH OBJECTIVE: This study examines the perspectives of a range of key hospital staff on the use, importance, scientific background, availability of data, feasibility of data collection, cost benefit aspects and availability of professional personnel for measurement of quality indicators among Iranian hospitals. The study aims to facilitate the use of quality indicators to improve quality of care in hospitals. STUDY DESIGN: A cross-sectional study was conducted over the period 2009 to 2010. Staff at Iranian hospitals completed a self-administered questionnaire eliciting their views on organizational, clinical process, and outcome (clinical effectiveness, patient safety and patient centeredness indicators. POPULATION STUDIED: 93 hospital frontline staff including hospital/nursing managers, medical doctors, nurses, and quality improvement/medical records officers in 48 general and specialized hospitals in Iran. PRINCIPAL FINDINGS: On average, only 69% of respondents reported using quality indicators in practice at their affiliated hospitals. Respondents varied significantly in their reported use of organizational, clinical process and outcome quality indicators. Overall, clinical process and effectiveness indicators were reported to be least used. The reported use of indicators corresponded with their perceived level of importance. Quality indicators were reported to be used among clinical staff significantly more than among managerial staff. In total, 74% of the respondents reported to use obligatory indicators, while this was 68% for voluntary indicators (p<0.05. CONCLUSIONS: There is a general awareness of the importance and usability of quality indicators among hospital staff in Iran, but their use is currently mostly directed towards external accountability purposes. To increase the formative use of quality indicators, creation of a common culture and feeling of shared ownership, alongside an increased uptake of clinical process and

Risks and health effects in operating room personnel

NARCIS (Netherlands)

van den Berg-Dijkmeijer, Marleen L.; Frings-Dresen, Monique H. W.; Sluiter, Judith K.

2011-01-01

The objective was to find the factors that pose a possible health risk to OR personnel. Work-related health problems of operating room (OR) personnel were signalled by an occupational physician and preparations for the development of new Worker's Health Surveillance (WHS) were started with a

The Relationship between Job Satisfaction and Burnout among Rehabilitation Personnel of Razi Psychiatric Hospital in Tehran

Directory of Open Access Journals (Sweden)

MH Haghighizadeh

2013-06-01

Full Text Available Background and purpose: The study about effective management dimensions in hospital staff performance is important. This study was done to survey the relationship between job satisfaction and burnout in the rehabilitation personnel of Razi Psychiatric Hospital in Tehran. Materials & Methods: In this cross-sectional study, 77 subjects including psychometrics, general practitioners, specialists, nurses, social workers, occupational therapists and psychologists were selected randomly among rehabilitation staff in Razi Psychiatric Hospital in 2011. The data were collected using Maslach Burnout Inventory (MBI and Minnesota Job Satisfaction Questionnaire (MSQ.The data were analyzed using Pearson’s correlation method. Results: Job satisfaction had an inverse relationship with "emotional exhaustion" and "depersonalization"(p<0.001, but there was not a significant relationship between "personal accomplishment" and "job satisfaction". The mean of emotional exhaustion was 68.18, depersonalization 68.4 and personal accomplishment 29.36. In addition, the results of this study showed that 36.6 percent of rehabilitation team employees in Razi Psychiatric Hospital were satisfied with their jobs. Conclusion: As the results show, it is necessary to perform further research to find the main reasons of intensifying job burnout and then reduce these critical factors leading to personnel dissatisfaction from their jobs and any probable consequence of this dissatisfaction.

Family Presence During Resuscitation (FPDR): Observational case studies of emergency personnel in Victoria, Australia.

Science.gov (United States)

Porter, Joanne E; Miller, Nareeda; Giannis, Anita; Coombs, Nicole

2017-07-01

Family Presence During Resuscitation (FPDR), although not a new concept, remains inconsistently implemented by emergency personnel. Many larger metropolitan emergency departments (ED) have instigated a care coordinator role, however these personnel are often from a non-nursing background and have therefore limited knowledge about the clinical aspects of the resuscitation. In rural emergency departments there are simply not enough staff to allocate an independent role. A separate care coordinator role, who is assigned to care for the family and not take part in the resuscitation has been well documented as essential to the successful implementation of FPDR. One rural and one metropolitan emergency department in the state of Victoria, Australia were observed and data was collected on FPDR events. The participants consisted of resuscitation team members, including; emergency trained nurses, senior medical officers, general nurses and doctors. The participants were not told that the data would be recorded around interactions with family members or team discussions regarding family involvement in the resuscitation, following ethical approval involving limited disclosure of the aims of the study. Seventeen adult presentations (Metro n=9, Rural n=8) were included in this study and will be presented as resuscitation case studies. The key themes identified included ambiguity around resuscitation status, keeping the family informed, family isolation and inter-professional communication. During 17 adult resuscitation cases, staff were witnessed communicating with family, which was often limited and isolation resulted. Family were often uninformed or separated from their family member, however when a family liaison person was available it was found to be beneficial. This research indicated that staff could benefit from a designated family liaison role, formal policy and further education. Copyright © 2016 Elsevier Ltd. All rights reserved.

Personnel preferences in personnel planning and scheduling

OpenAIRE

van der Veen, Egbert

2013-01-01

Summary The personnel of an organization often has two conflicting goals. Individual employees like to have a good work-life balance, by having personal preferences taken into account, whereas there is also the common goal to work efficiently. By applying techniques and methods from Operations Research, a subfield of applied mathematics, we show that operational efficiency can be achieved while taking personnel preferences into account. In the design of optimization methods, we explicitly con...

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

Science.gov (United States)

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

2009-08-01

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

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…

The Health Effects of Computer Use on Personnel at the Suan Sunandha Rajabhat University

Directory of Open Access Journals (Sweden)

Rujijan Vichivanives

2015-07-01

Full Text Available This survey research aimed to find the health effects of computer use on Suan Sunandha Rajabhat University’s personnel. A total of 312 samples were selected out of 1401 population by simple random method. Inferential statistics were used throughout the hypothesis testing and data analysis (percentage, mean and standard deviation. The correlation between risk factors and computer-used behavior were calculated by Pearson correlation and Creamer’s V coefficient (95% CI. The results indicated that the samples spend 6-10 hours of the workday on the computer. In order to create a good working environment, the organization has provided good computing facilities. The overview of computer-used behavior suggests that the personnel have regular good practice, i.e. 5-6 times per week. The research result found that the most of personnel have a regular eyestrain, eye fatigue, sore eyes and irritation symptoms at least 5-6 times per week. In addition, the personnel have regular neck, shoulder, back, waist and wrist pain symptoms at least 3-4 times per week. The result indicated that the computer user’s behavior and user’s health status relate to each other, and are in the same way. In conclusion, the academic staff requires the basic computer usage knowledge in order to avoid future health problems.

A review of NRC staff uses of probabilistic risk assessment

Energy Technology Data Exchange (ETDEWEB)

1994-03-01

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

Radiation exposure of personnel in nuclear fuel facilities in fiscal 1981

International Nuclear Information System (INIS)

1983-01-01

The owners of refining enterprises, fabrication enterprises and reprocessing enterprises and users are obligated by the law to keep the radiation exposure dose of personnel below the permissible level. In fiscal 1981 (from April, 1981, to March, 1982), the personnel exposure was far below this level. Exposure dose distribution, total exposure dose and average in the fiscal year are given for the personnel of the following enterprises and other personnel, respectively: refining enterprise - Power Reactor and Nuclear Fuel Development Corporation; fabrication enterprises - Mitsubishi Nuclear Fuel Co., Ltd., and four others; reprocessing enterprise - Power Reactor and Nuclear Fuel Development Corporation; users - Power Reactor and Nuclear Fuel Development Corporation, Japan Atomic Energy Research Institute, and four others. (Mori, K.)

Correlation of Leadership Style with Job Satisfaction and Happiness among the Staff of Petroleum Industry Health Organization

Directory of Open Access Journals (Sweden)

Bita Zamanzadeh

2017-06-01

Full Text Available Background: Expert human resources have a key role in development of the community; among the multiple factors influencing this development, the community leaders who are organizing the resources have the most prominent role. This study aimed to investigate the relationship of leadership style with job satisfaction and happiness among the health personnel of the Oil Industry Health Organization. Methods: The present applied study is a descriptive-analytical one which was implemented cross- sectionally on all 290 health personnel of the Oil Industry working in the Provinces of Markazi and Lorestan. The Fiedler Leadership Style questionnaire, Chrome's Job Satisfaction questionnaire, and Oxford Happiness questionnaire were used to gather the data. The data were then analyzed by Pierson's correlation test. Results: The correlation-oriented leadership (66.15 ± 22.04 was the dominant leadership style which had a significant association with job satisfaction (176.58 ± 32.49 of the rehabilitation, treatment, and care staffs of oil industry in Markazi and Lorestan provinces, (r = 0.579, p < 0.01. Conclusion: The relationship-oriented leadership style has a significant association with job satisfaction. So, designing and implementing interventions to promote relationship – oriented style of leadership is recommended. More extended studies in the similar contexts could be helpful.

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…

Personnel training at EDF's nuclear and fossil generation division and its application for the personnel of a nuclear power station abroad

International Nuclear Information System (INIS)

Rabouhams, J.

1991-01-01

Safety in nuclear power stations relies so much upon human competence that the training of the personnel has to respond to the basic need of having personnel who are competent in their job permanently available. EDF has designed, organized and managed a large volume of training in order to provide its personnel involved in the operation of nuclear power station with initial training, training, retraining and improvement within the framework of quality organization. To deal with this training in the most efficient way EDF has developed various training aids ranging from booklets to fullscope simulator or fullscope mockups which are continually updated. All EDF experience has been used to train Daya Bay nuclear power plant personnel who have been monitored throughout the training programmes. Adequate safety conduct and attitudes including the socio-cultural background have been developed during the training. The principle teaching method was shadow training in other words the transfer in situ of knowledge, know how, and conduct from an experienced engineer. (author)

Enlisted Personnel Individualized Career System (EPICS) Test and Evaluation

Science.gov (United States)

1984-01-01

The EPICS program, which was developed using an integrated personnel systems approach ( IPSA ), delays formal school training until after personnel have...received shipboard on-job training complemented by job performance aids (3PAs). Early phases of the program, which involved developing the IPSA EPICS...detailed description of the conception and development of the EPICS IPSA model, the execution of the front-end job design analyses, 3PA and instructional

Enhancing Training of Staff of the Agricultural Development

African Journals Online (AJOL)

PROF. MADUKWE

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

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

International Nuclear Information System (INIS)

Turner, S.; Scott, K.

2007-01-01

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

Qualification of quality assurance program audit personnel for nuclear power plants - August 1980

International Nuclear Information System (INIS)

Anon.

1981-01-01

Appendix B, Quality Assurance Criteria for Nuclear Power Plants and Fuel Reprocessing Plants, to 10 CFR Part 50, Domestic Licensing of Production and Utilization Facilities, establishes overall quality assurance requirements for the design, construction, and operation of safety-related structures, and components of nuclear power plants. Criterion XVIII, Audits, of Appendix B establishes requirements for conducting audits of the quality assurance program. This guide describes a method acceptable to the NRC staff for complying with the Commission's regulations with regard to qualification of quality assurance program audit personnel for nuclear power plants

Work performed by the nuclear industry - personnel structure and personnel requirement

International Nuclear Information System (INIS)

Simon, M.

1984-01-01

The development of the nuclear industry in the Federal Republic of Germany can be phased as follows: Phase 1 (1956-1968): initial stage, Phase 2 (1968-1975): expansion of the business volume, Phase 3 (1975-1982): decreasing business volume, more conditions and technical requirements, Phase 4 (after 1982): consolidation of technologies and project management. Accordingly, the requirements made on the personnel employed in the nuclear industry had to change. Between 1982 and today, there has been a decrease of personnel employed in nuclear industry to about 35.000. This decrease is mainly due to the supplying industry. Adding to this figure the number of people employed in research centres, authorities and experts, there are over 40.000 nuclear technology jobs, a figure which, taking into account indirect employment effect, could be in the range of 100.000 to 150.000. (orig./HSCH) [de

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

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

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

Science.gov (United States)

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

2017-01-01

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

Unique safety manual for experimental personnel

International Nuclear Information System (INIS)

Busick, D.D.; Warren, G.J.

1979-01-01

Within a few months of the discovery of x-rays the first radiation injuries were reported (ta71). During the past thirty years both the number and complexity of x-ray analytical units have increased markedly. The world-wide number of incidents leading to severe injury has also increased. For analytical x-ray machines the need for engineered and administrative safeguards has long been recognized. At Stanford Synchrotron Radiation Laboratory (SSRL) the personnel protection system has been carefully designed to maximize safety and minimize experimental interference. However, all possible experimental configurations cannot be anticipated and some interference is to be expected. There are means by which safeguards can be substituted as long as these substitutions do not degrade the existing degree of safety. any substitutions must be evaluated by the Radiation Safety Committee, the SSRL staff and Operational Health Physics. Some studies have indicated that between fifty and ninety percent of serious radiation accidents are directly related to human errors, i.e., ignoring administrative proccedures, by-passing engineered safeguards or by inadequate training. Lindell has estimated the annual probability of serious injury to be about 1:100 per macchine. No matter what the real probability of serious injury is the personnel protection system should reduce this risk to a value that approaches zero. It is hoped that this manual will bring into sharper focus some of the more serious results of unnecessary risk taking. We also hope that it will convey the very real necessity for safeguards which may at times appear to be arbitrary and unnecessary impediments to experimental purposes

Communiqué to members of the personnel of Swiss nationality domiciled in France

CERN Multimedia

Human Resources Department

2004-01-01

Impôt fédéral direct (IFD) 2001 - 2004 The Permanent Mission of Switzerland has informed CERN that the federal authorities have upheld the decision of the Geneva Canton's fiscal administration (Administration fiscale cantonale genevoise - AFC) obliging all members of the personnel of Swiss nationality (including those holding dual nationality) domiciled in France to pay the IFD on their CERN salaries since 2001. Consequently, the aforementioned members of the personnel will shortly be receiving a request from the AFC to normalise their situation with respect to the IFD for the years 2001-2004. To this end, they must complete the relevant income tax declaration forms and return them to the AFC together with the relevant salary certificates, which they shall have obtained in advance from the Finance Department (Tel. 73904). In accordance with Article R IV 1.25 of the Staff Regulations, the Organization will refund the taxes levied in respect of remuneration paid by CERN. Any...

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

Guidebook on training to establish and maintain the qualification and competence of nuclear power plant operations personnel

International Nuclear Information System (INIS)

1994-03-01

Since the IAEA published its Guidebook on the Qualification of Nuclear Power Plant Operations Personnel in 1984 (Technical Reports Series 242) there have been important developments in the approach to training adopted by many operating organizations in different countries. It is now accepted that developing training programmes based solely on experience is inappropriate for the nuclear power industry, and that a systematic approach to training is necessary. It has been recognized that inadequate knowledge and skills may lead to human errors, and it is therefore necessary to review and improve the development and implementation of initial and continuing training programmes. The present Guidebook proposes an approach which is comprehensive and systematic in its methodology and also cost effective in its implementation. This Guidebook is mainly intended for management and training staff of nuclear power plant operating organizations. Relevant examples of current training practices are presented in the Appendices, which constitute an integral part of the Guidebook. Ref, figs and tabs

Guidebook on training to establish and maintain the qualification and competence of nuclear power plant operations personnel

International Nuclear Information System (INIS)

1989-11-01

Since the IAEA published its Guidebook on the Qualification of Nuclear Power Plant Operations Personnel in 1984 (Technical Reports Series 242) there have been important developments in the approach to training adopted by many operating organizations in different countries. It is now accepted that developing training programmes based solely on experience is inappropriate for the nuclear power industry, and that a systematic approach to training is necessary. It has been recognized that inadequate knowledge and skills may lead to human errors, and it is therefore necessary to review and improve the development and implementation of initial and continuing training programmes. The present Guidebook proposes an approach which is comprehensive and systematic in its methodology and also cost effective in its implementation. This Guidebook is mainly intended for management and training staff of nuclear power plant operating organizations. Relevant examples of current training practices are presented in the Appendices, which constitute an integral part of the Guidebook. Refs, figs and tabs

Essence of the «Enterprise Management through Personnel Management» Paradigm

OpenAIRE

Vashchenko Natalia V.

2013-01-01

The article proves a necessity of consideration of personnel as a driving force of enterprise development. It studies and generalises the existing approaches of scientists to understanding the "enterprise management" and "personnel management" processes. It marks out problem and positive points of view of scientists with respect to identification of the role of personnel in the process of enterprise management and ensuring its development. It reveals the essence of the "management" and "enter...

Army Acquisition and Contracting Personnel Requirements: How are the Army’s Current Recruitment, Development and Retention Programs Meeting Current and Future Personnel Requirements?

Science.gov (United States)

2011-09-01

shaping the makeup of the workforce, but rather focused more on controlling the number of personnel. To improve the acquisition process, DoD implemented...including internal controls ), personnel, organizations, training, policy and regulations, as well as looked into legislative solutions, to establish...programs, telecommuting policy, physical wellness programs, mobility and cross-functional developmental opportunities, availability of mentoring, coaching

Demands on power plant personnel and personnel organisation from the authorities' point of view

International Nuclear Information System (INIS)

Pfaffelhuber, J.K.

1980-01-01

A survey is given about those essential aspects of qualification and organization of personnel in nuclear power plants, that are already regulated in laws or guidelines. The considerations of the BMI concerning further developments of these requirements are outlined. (orig.) [de

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

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

Educational technologies in the system of managerial staff mentoring

Directory of Open Access Journals (Sweden)

L. P. Gancharik

2016-01-01

organizations.Today, the full range of human activities entrusted to the personnel service of organizations. Educational institutions are involved only in the process of learning and, as a rule, stand apart from the rest of the personnel requirements of organizations (according to the principle: “We gave you the knowledge, and then you are by yourself…”. It is practically impossible to create a large-scale system of continuous development of managerial staff in the organizations without continuous interaction of personnel services in organizations, and educational institutions that have, both human and educational technologies.It is proposed to extend the learning process of the educational institutions in the state bodies and organizations through a system of cascading mentoring based on telecommunication technologies. The structure of the e-learning system provides means of creation, management and delivery of the content, means of organizing the learning process and interaction support of the participants. E-learning system provides system view of the educational process, when the main unit is not the academic discipline, and the formed administrative competence, around which the complex process of interaction between students, lecturers, learners and educational institutions exists. In the Academy of Management this interaction is carried out using the remote control SharePoint LMS learning system, which provides the high-quality implementation of the educational process. In the cascade mentoring system the distance learning is based on the modern telecommunication technologies and means of remote access to the distributed databases and knowledge of scientific, technical and educational information. The most promising model in this area is the open education, the dominant trend in the development of which becomes the student-centered learning model, taking into account the individual, personal qualities of each student and is based on the advanced pedagogical and

THE MANAGEMENT OF HUMAN RESOURCE DEVELOPMENT IN AR RAIHAN BANDAR LAMPUNG JUNIOR HIGH SCHOOL

Directory of Open Access Journals (Sweden)

Betti Nuraini

2014-11-01

Full Text Available This case study portrays the human resources development management in Junior High School Ar Raihan Bandar Lampung. It was designed into five stages, i.e. planning, designing (determining, collecting data, analyzing data, and drawing conclusion. The study found that (1 the selection process the teachers’, librarians’ and laboratory personnels’ recruitment was nil; (2 the recruitment gave priority only to teachers, counselors, and administrative staff;; (3 the employment of librarians and laboratory assistants becomes a second priority compared to teachers, counselors, and administrative staff; (5 the school gave an equal renumeration to the teachers and the education personnel; (6 the focus of human development was on teachers.

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.

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...

Training and Development, Division of Personnel and Labor Relations,

Science.gov (United States)

supervisory, management, leadership, EEO compliance, and interpersonal skills training for State Employees Employee Training Exit Survey HR Forms New Employee Orientation For Admin Staff Classification Form Packets Office Classification EPIC EEO Program Labor Relations Payroll Services Recruitment Services Training and

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.

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

Programmes design for Bohunice NPP personnel other than control room operators

International Nuclear Information System (INIS)

Kalincik, L.

2002-01-01

This paper deals with project development of training programmes for non-licenced NPP personnel-masters, field operators, maintenance and technical supporting personnel. The programme development focuses on the part stage and on the job training at NPP. Bohunice NPP belongs to plants with higher specific number of personnel per installed power capacity. This factor also influenced the choice of programmes design. Undermentioned procedure is one of various approaches to SAT exploitation for training programmes design. (author)

Special Staff - Joint Staff - Leadership - The National Guard

Science.gov (United States)

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

Provisions of communication between NPP operational personnel: drifts of development

International Nuclear Information System (INIS)

Piskarev, S.; Aksenov, V.R.

2000-01-01

Approaches to the creation of control room systems (CRS) in foreign countries are based on support of operator actions. The basis is the provision of compressed information about safety and technological processes with performance on screens of monitors and by paying special attention to human factors. In contrast to the traditional, the . advantage of such boards consists in granting to the operator a flexible format with the integrated information, with graphic, generalized, etc., representation of the data. When organizing information concerning the: operative personnel, the following principles are fixed: (a) Hierarchical performance of the information about NPP technological process and safety. (b) Provision of fast access to a required format or automatic performance of 8 required format in emergencies. (c) Hierarchical organization of the signal system; a uniform format of display organization. (d) Information support of the operative personnel at normal operation and in accident conditions. (authors)

Hand Dose in Nuclear Medicine Staff Members

International Nuclear Information System (INIS)

Taha, T.M.; Shahein, A.Y.; Hassan, R.

2009-01-01

Measurement of the hand dose during preparation and injection of radiopharmaceuticals is useful in the assessment of the extremity doses received by nuclear medicine personnel. Hand radiation doses to the occupational workers that handling 99m Tc-labeled compounds, 131 I for diagnostic in nuclear medicine were measured by thermoluminescence dosimetry. A convenient method is to use a TLD ring dosimeter for measuring doses of the diagnostic units of different nuclear medicine facilities . Their doses were reported in millisieverts that accumulated in 4 weeks. The radiation doses to the hands of nuclear medicine staff at the hospitals under study were measured. The maximum expected annual dose to the extremities appeared to be less than the annual limit (500 mSv/y) because all of these workers are on rotation and do not constantly handle radioactivity throughout the year

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

Science.gov (United States)

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

2018-05-01

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

Training Staff to Manage Challenging Behaviour

Science.gov (United States)

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

2010-01-01

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

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

CERN Document Server

HR Department

2011-01-01

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

Manpower requirements and development for the new 33-GW nuclear generation plan of Japan

International Nuclear Information System (INIS)

Nishimura, K.

1980-01-01

The future planned level of nuclear power generation was recently amended by the Japan Atomic Energy Commission to 33 GW by the year 1985. It means that further construction of at least 19 nuclear power plants of 1000 MW(e) each will be needed for the accomplishment of this new plan during the next seven years. The technical manpower requirement for this new plan is estimated in this paper by use of a typical model, which requires a staff of 100 persons for the normal operation of a 1000-MW(e) nuclear power plant. Among these technical staff members, the number of well-trained and experienced persons, i.e. 'key personnel', is considered to be 28. A comparison between manpower requirement and supply for the new plan is made for reactor operators, technical staff, radiation safety staff and maintenance staff. Through this comparison, nuclear training programmes for the development of manpower needed for operation and maintenance is reviewed both from the aspects of quality and quantity by taking into account the functions of the existing training courses in Japan. In addition, the periodic inspection of a nuclear power plant requires almost 1300 persons per power plant; they do not belong to the nuclear power companies, but to either directly related or sub-contracted companies. The educational problems for the 'key personnel' among these people are discussed, and a new programme is proposed. (author)

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

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

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 distribution of existing personnel. To address these problems, the ...

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

OpenAIRE

Hristina Mihaleva

2011-01-01

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

Automated personnel data base system specifications, Task V. Final report

International Nuclear Information System (INIS)

Bartley, H.J.; Bocast, A.K.; Deppner, F.O.; Harrison, O.J.; Kraas, I.W.

1978-11-01

The full title of this study is 'Development of Qualification Requirements, Training Programs, Career Plans, and Methodologies for Effective Management and Training of Inspection and Enforcement Personnel.' Task V required the development of an automated personnel data base system for NRC/IE. This system is identified as the NRC/IE Personnel, Assignment, Qualifications, and Training System (PAQTS). This Task V report provides the documentation for PAQTS including the Functional Requirements Document (FRD), the Data Requirements Document (DRD), the Hardware and Software Capabilities Assessment, and the Detailed Implementation Schedule. Specific recommendations to facilitate implementation of PAQTS are also included

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

The status of Nuclear Power Plant personnel training and qualification in Hungary, 2002

International Nuclear Information System (INIS)

Kiss, I.

2003-01-01

In recent years, Hungary has experienced a stable and smooth economic development. The country is prepared and looking forward to the accession to the EU, political stability characterizes public life and decreasing inflation unemployment rate are typical to the domestic market. In this context, the energy demand increases in a slow but steady rate. From the beginning of 2003, large customers will have been given the freedom to procure electric energy from the liberal world market. The life extension of NPPs lays significant emphasis on the thoughtful management of the human resources. Currently, the mean age of the plant personnel is 46 years and the age distribution reflects that the core of the plant staff is yet composed of professionals having worked for the plant since the very beginning. In 2000, the plant's Human Resources Division, for excellence in HRM, commenced the establishment of an integrated human resource management system for a new organizational structure. The management of the previously mentioned, already realized technical and human changes, as well as of the challenges of the future put the in-site training organization on the test. For this, a good basis is ensured by the training developments in the training infrastructure, methodology and staff, accomplished in the period between 1994-1998 - primarily in frame of the Hungarian Model Project. Today the Training Department, subordinated to the Human Resources Division, works with 70 persons out of which 25 instructors perform skills and technological training activities. The instructor staff partly imported from maintenance and operations areas and partly developed from young university graduates successfully managed with the training tasks associated with the grand plant reconstruction programs. The professional and age composition of the instructors allow for a smooth transition and transfer of knowledge and experience accumulated at the plant as well as for the apprehension of new