WorldWideScience

Sample records for staff diversity plan

  1. Does staff diversity imply openness to diversity?

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose – Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international...... university departments in Denmark. The authors set out to investigate the relationship between different types of staff diversity and openness to diversity in terms of linguistic, visible, value, and informational heterogeneity. Design/methodology/approach – This study uses responses from 489 staff members......, was unrelated or negatively associated with positive diversity attitudes. Originality/value – Few studies deal with the role of staff diversity and no prior studies the authors know of have examined the link between diversity types and openness to diversity....

  2. Training Staff for Multicultural Diversity.

    Science.gov (United States)

    Kennison, Judith A.

    1991-01-01

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

  3. 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)

  4. Examining the Relationships among Coaching Staff Diversity, Perceptions of Diversity, Value Congruence, and Life Satisfaction

    Science.gov (United States)

    Cunningham, George B.

    2009-01-01

    The purpose of this study was to examine relationships among coaching staff diversity, perceptions of diversity, value congruence, and life satisfaction. Data were collected from 71 coaching staffs (N = 196 coaches). Observed path analysis was used to examine the study predictions. Results indicate that actual staff diversity was positively…

  5. Production, staff, working time and financial planning

    Directory of Open Access Journals (Sweden)

    Orlando Boiteux

    2009-07-01

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

  6. Highly task-related diversity vs. less task-related diversity among university staff

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    from 489 university staff members showed that age diversity and cultural diversity, representing highly task-related diversity, were positively associated with most of the variables depicting group cohesiveness. On the other hand, gender diversity, illustrating less task-related diversity, seemed......As only very few large-scale studies have investigated multi-cultural university staff and as none of these studies have dealt with diversity and group processes, this survey was directed toward staffs in 16 science departments from three large universities in Denmark. Results based on the response...

  7. Beyond the Diversity Crisis Model: Decentralized Diversity Planning and Implementation

    Science.gov (United States)

    Williams, Damon A.

    2008-01-01

    This article critiques the diversity crises model of diversity planning in higher education and presents a decentralized diversity planning model. The model is based on interviews with the nation's leading diversity officers, a review of the literature and the authors own experiences leading diversity change initiatives in higher education. The…

  8. Staff Planning at the National Library of the Netherlands

    Directory of Open Access Journals (Sweden)

    Dick Langbroek

    2010-02-01

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

  9. Stress, Visual and Musculoskeletal Complaints in Open Plan Office Staff

    Directory of Open Access Journals (Sweden)

    Vangelova K.

    2014-06-01

    Full Text Available The aim of the study was to identify the main ergonomic and organizational risks contributing to stress, visual and musculoskeletal disorders in open plan office workers. A total of 73 subjects of mean age 28.3 ±4.7 years were studied. Measurements of salivary cortisol and self-ratings for strain, fatigue, stress symptoms, visual and musculoskeletal complaints were performed. The work places were organized well, but the studied staff reported high work load and time pressure. The data showed higher cortisol levels during the workday under time pressure. High incidence of visual and musculoskeletal complaints mainly in the region of the back and the neck were found, associated with flickering and blinks on the screen monitors and overtime. Optimizing workplace organization could help reduce stress and health complaints of office staff.

  10. 48 CFR 970.5226-1 - Diversity plan.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Diversity plan. 970.5226-1... and Operating Contracts 970.5226-1 Diversity plan. As prescribed in 48 CFR 970.2671-2, insert the following clause: Diversity Plan (DEC 2000) The Contractor shall submit a Diversity Plan to the contracting...

  11. Academic staff involvement and openness to diversity in international educational organisations

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Jonasson, Charlotte

    2013-01-01

    Joint work among academic staff is important for solving the ever-increasing number of complex tasks that are becoming part of everyday activities in higher education. At the same time, diversification and internationalisation may challenge collaboration processes and communication demands. Speak...... level types of diversity (linguistic and visible) but no effect on openness to deep-level types of diversity (informational and value).......Joint work among academic staff is important for solving the ever-increasing number of complex tasks that are becoming part of everyday activities in higher education. At the same time, diversification and internationalisation may challenge collaboration processes and communication demands....... Speaking a shared language consistently could be a way of overcoming problems. Hence, this study focuses on the effect of shared language among academic staff on the relation between academic staff involvement in work processes and openness to diversity. This study draws on data from 489 Danish academic...

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

    Science.gov (United States)

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

    2018-01-01

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

  13. Staff accuse bosses of secrecy over British synchrotron plans

    CERN Multimedia

    Loder, N

    1999-01-01

    Scientific staff at Daresbury who have worked on the Diamond project for many years, believe senior management has kept them in the dark over discussions about the possible siting of the synchrotron at RAL (1 page).

  14. Strategic Planning by the Chairmen, Joint Chiefs of Staff, 1990 to 2005

    National Research Council Canada - National Science Library

    Meinhart, RIchard

    2006-01-01

    .... This Letort Paper examines how four Chairmen Joint Chiefs of Staff from 1990 to 2005 used a strategic planning system to enable them to meet their statutory responsibilities specified in Title 10 US...

  15. 76 FR 15307 - Notice of Staff Attendance at Southwest Power Pool Strategic Planning Committee Meeting

    Science.gov (United States)

    2011-03-21

    ... Power Pool Strategic Planning Committee Meeting The Federal Energy Regulatory Commission hereby gives notice that members of its staff may attend the meeting of the Southwest Power Pool, Inc. (SPP) Strategic Planning Committee (SPC), as noted below. Their attendance is part of the Commission's ongoing outreach...

  16. Risk control for staff planning in e-commerce warehouses

    NARCIS (Netherlands)

    Wruck, Susanne; Vis, Iris F A; Boter, Jaap

    2016-01-01

    Internet sale supply chains often need to fulfil quickly small orders for many customers. The resulting high demand and planning uncertainties pose new challenges for e-commerce warehouse operations. Here, we develop a decision support tool to assist managers in selecting appropriate risk policies

  17. Lean engineering for planning systems redesign - staff participation by simulation

    NARCIS (Netherlands)

    van der Zee, D.J.; Pool, A.; Wijngaard, J.; Mason, S.J.; Hill, R.R.; Moench, L.; Rose, O.

    2008-01-01

    Lean manufacturing aims at flexible and efficient manufacturing systems by reducing waste in all forms, such as, production of defective parts, excess inventory, unnecessary processing steps, and unnecessary movements of people or materials. Recent research stresses the need to include planning

  18. Issues in Governance, Planning and Coordination. Staff Report No. 8.

    Science.gov (United States)

    Montana Commission on Post-Secondary Education, Helena.

    This brief report consists of a series of observations on governance, planning, and coordination in Montana postsecondary education. It offers an impressionistic overview of three selected issues: the regents and the 1972 Constitution (background, governance, accountability, and legal protection); Governance of Vocational-Technical Centers (the…

  19. Analysis of the CNSC Staffs Action Plan to Reflect Lessons Learned from Fukushima Accident

    Energy Technology Data Exchange (ETDEWEB)

    Ahn, Sangkyu; Yune, Young Gill; Ahn, Hyungjoon; Kim, Byungjik; Lee, Jinho [Korea Institute of Nuclear Safety, Daejeon (Korea, Republic of)

    2014-05-15

    On September 30, 2011, the Task Force completed its review and presented the public with the findings and recommendations in the CNSC Fukushima Task Force Report. The Task Force made 13 recommendations to further enhance the safety of nuclear power plants in Canada. After that, the CNSC established the CNSC Staffs Action Plan based on the Fukushima Task Force's recommendations. In Canada, 19 nuclear power reactor units are currently producing electric power, and all of them are pressurized heavy water-reactor (PHWR) types. Also, considering 2 power reactor units in Korea, Wolsung unit 1 and 2, are the same reactor type, the analysis of the CNSC Staffs Action Plan will be of benefit to determining recommendations of Korea to address lessons learned from the Fukushima Daiichi nuclear power plant. Therefore, the CNSC Staffs Action Plan was introduced and analyzed in this study. From the results of the above analysis, it is recognized that the strengthening of defense in depth, emergency preparedness and the regulatory oversight of nuclear power plants in Canada were emphasized and much similar to practices of other countries. Public consultation process establishing the CNSC Staffs action plan has been carried out several times, in order to ensure regulatory transparency, by the CNSC staffs, and this is comparable with other countries. It is expected that the detail analysis results of the above plan will be helpful to enhance the safety of domestic operating nuclear power plants.

  20. Using Integer Programming for Airport Service Planning in Staff Scheduling

    Directory of Open Access Journals (Sweden)

    W.H. Ip

    2010-09-01

    Full Text Available Reliability and safety in flight is extremely necessary and that depend on the adoption of proper maintenance system. Therefore, it is essential for aircraft maintenance companies to perform the manpower scheduling efficiently. One of the objectives of this paper is to provide an Integer Programming approach to determine the optimal solutions to aircraft maintenance planning and scheduling and hence the planning and scheduling processes can become more efficient and effective. Another objective is to develop a set of computational schedules for maintenance manpower to cover all scheduled flights. In this paper, a sequential methodology consisting of 3 stages is proposed. They are initial maintenance demand schedule, the maintenance pairing and the maintenance group(s assignment. Since scheduling would split up into different stages, different mathematical techniques have been adopted to cater for their own problem characteristics. Microsoft Excel would be used. Results from the first stage and second stage would be inputted into integer programming model using Microsoft Excel Solver to find the optimal solution. Also, Microsoft Excel VBA is used for devising a scheduling system in order to reduce the manual process and provide a user friendly interface. For the results, all can be obtained optimal solution and the computation time is reasonable and acceptable. Besides, the comparison of the peak time and non-peak time is discussed.

  1. EU practices of education staff planning (Application of econometric models

    Directory of Open Access Journals (Sweden)

    Mr.Sc. Sahit Surdulli

    2011-12-01

    The research results indicated that there is great interdependence between the economic growth norm in the country in one hand and the attained educational results on the economy of knowledge on the other hand. The interdependence between the number of workers and their qualification structure and the results attained in the education field in models, was expressed through equations. The Empiriev model as a concrete model for planning the necessary education cadre for certain levels of economic development is based on the basic model of Tinbergen – Bos. The coefficient values of regression reflect the form and intensity of interdependency between the number of students per million inhabitants and the national income per capita.

  2. Culturally Competent Palliative and Hospice Care Training for Ethnically Diverse Staff in Long-Term Care Facilities.

    Science.gov (United States)

    Kataoka-Yahiro, Merle R; McFarlane, Sandra; Koijane, Jeannette; Li, Dongmei

    2017-05-01

    Between 2013 and 2030, older adults 65 years and older of racial/ethnic populations in the U.S. is projected to increase by 123% in comparison to the Whites (Non-Hispanics). To meet this demand, training of ethnically diverse health staff in long-term care facilities in palliative and hospice care is imperative. The purpose of this study was to evaluate a palliative and hospice care training of staff in two nursing homes in Hawaii - (a) to evaluate knowledge and confidence over three time periods, and (b) to compare staff and family caregiver satisfaction at end of program. The educational frameworks were based on cultural and communication theories. Fifty-two ethnically diverse staff, a majority being Asian (89%), participated in a 10-week module training and one 4 hour communication skills workshop. Staff evaluation included knowledge and confidence surveys, pre- and post-test knowledge tests, and FAMCARE-2 satisfaction instrument. There were nine Asian (89%) and Pacific Islander (11%) family caregivers who completed the FAMCARE-2 satisfaction instrument. The overall staff knowledge and confidence results were promising. The staff rated overall satisfaction of palliative care services lower than the family caregivers. Implications for future research, practice, and education with palliative and hospice care training of ethnically diverse nursing home staff is to include patient and family caregiver satisfaction of palliative and hospice care services, evaluation of effectiveness of cross-cultural communication theories in palliative and hospice care staff training, and support from administration for mentorship and development of these services in long term care facilities.

  3. Long-term care planning study: strengths and learning needs of nursing staff.

    Science.gov (United States)

    Cruttenden, Kathleen E

    2006-01-01

    This planning study was designed and conducted in a predominantly rural Canadian province to examine the strengths and learning needs of four categories of nursing staff practising in New Brunswick nursing homes. Participants included directors of care, registered nurses, licensed practical nurses, and resident attendants. The nursing homes ranged in size from 38 to 196 beds and were located throughout the province. In health and planning studies, ethnography conveys a coherent statement of peoples' local knowledge as culture-sharing groups (Muecke, 1994). The study derived information from the Nursing Home Act, reports, the literature, key informants, and direct observations of and interviews with participants. Leadership strengths defined the roles for categories of staff and supported the capacity of each category to identify their learning needs. In conclusion, nurses practising in nursing homes can and must take an active role in decision making for their learning.

  4. Conservation businesses and conservation planning in a biological diversity hotspot.

    Science.gov (United States)

    Di Minin, Enrico; Macmillan, Douglas Craig; Goodman, Peter Styan; Escott, Boyd; Slotow, Rob; Moilanen, Atte

    2013-08-01

    The allocation of land to biological diversity conservation competes with other land uses and the needs of society for development, food, and extraction of natural resources. Trade-offs between biological diversity conservation and alternative land uses are unavoidable, given the realities of limited conservation resources and the competing demands of society. We developed a conservation-planning assessment for the South African province of KwaZulu-Natal, which forms the central component of the Maputaland-Pondoland-Albany biological diversity hotspot. Our objective was to enhance biological diversity protection while promoting sustainable development and providing spatial guidance in the resolution of potential policy conflicts over priority areas for conservation at risk of transformation. The conservation-planning assessment combined spatial-distribution models for 646 conservation features, spatial economic-return models for 28 alternative land uses, and spatial maps for 4 threats. Nature-based tourism businesses were competitive with other land uses and could provide revenues of >US$60 million/year to local stakeholders and simultaneously help meeting conservation goals for almost half the conservation features in the planning region. Accounting for opportunity costs substantially decreased conflicts between biological diversity, agricultural use, commercial forestry, and mining. Accounting for economic benefits arising from conservation and reducing potential policy conflicts with alternative plans for development can provide opportunities for successful strategies that combine conservation and sustainable development and facilitate conservation action. © 2013 Society for Conservation Biology.

  5. NRC staff preliminary analysis of public comments on advance notice of proposed rulemaking on emergency planning

    International Nuclear Information System (INIS)

    Peabody, C.A.; Hickey, J.W.N.

    1980-01-01

    The Nuclear Regulatory Commission (NRC) published an advance notice of proposed rulemaking on emergency planning on July 17, 1979 (44 FR 41483). In October and November 1979, the NRC staff submitted several papers to the Commission related to the emergency planning rulemaking. One of these papers was a preliminary analysis of public comments received on the advance notice (SECY-79-591B, November 13, 1979). This document consists of the preliminary analysis as it was submitted to the Commission, with minor editorial changes

  6. Teacher Performance Evaluation Plan: A Personalized Approach to Supervision, Staff Development, and Evaluation. An Implementation Guide. Revised Edition.

    Science.gov (United States)

    Knight, Jeanne; And Others

    This guide provides assistance to New Mexico school districts in implementing a state-sponsored teacher performance evaluation plan (Provision III of the New Mexico Staff Accountability Plan, adopted by the State Board of Education). This plan involves five basic procedures: (1) determine specific definitions of the six essential teaching…

  7. 75 FR 69709 - Office of New Reactors; Notice of Availability of the Final Staff Guidance; Standard Review Plan...

    Science.gov (United States)

    2010-11-15

    ... the Final Staff Guidance; Standard Review Plan, Section 13.6.6, Revision 0 on Cyber Security Plan... Reports for Nuclear Power Plants,'' Section 13.6.6, Revision 0 on ``Cyber Security Plan'' (Agencywide... reviews to amendments to licenses for operating reactors or for activities associated with review of...

  8. Utility of the theory of planned behavior to predict nursing staff blood pressure monitoring behaviours.

    Science.gov (United States)

    Nelson, Joan M; Cook, Paul F; Ingram, Jennifer C

    2014-02-01

    To evaluate constructs from the theory of planned behavior (TPB, Ajzen 2002) - attitudes, sense of control, subjective norms and intentions - as predictors of accuracy in blood pressure monitoring. Despite numerous initiatives aimed at teaching blood pressure measurement techniques, many healthcare providers measure blood pressures incorrectly. Descriptive, cohort design. Medical assistants and licensed practical nurses were asked to complete a questionnaire on TPB variables. These nursing staff's patients had their blood pressures measured and completed a survey about techniques used to measure their blood pressure. We correlated nursing staff's responses on the TBP questionnaire with their intention to measure an accurate blood pressure and with the difference between their actual blood pressure measurement and a second measurement taken by a researcher immediately after the clinic visit. Patients' perceptions of MAs' and LPNs' blood pressure measurement techniques were examined descriptively. Perceived control and social norm predicted intention to measure an accurate blood pressure, with a negative relationship between knowledge and intention. Consistent with the TPB, intention was the only significant predictor of blood pressure measurement accuracy. Theory of planned behavior constructs predicted the healthcare providers' intention to measure blood pressure accurately and intention predicted the actual accuracy of systolic blood pressure measurement. However, participants' knowledge about blood pressure measurement had an unexpected negative relationship with their intentions. These findings have important implications for nursing education departments and organisations which traditionally invest significant time and effort in annual competency training focused on knowledge enhancement by staff. This study suggests that a better strategy might involve efforts to enhance providers' intention to change, particularly by changing social norms or increasing

  9. Chairmen Joint Chiefs of Staff's Leadership Using the Joint Strategic Planning System in the 1990s: Recommendations for Strategic Leaders

    National Research Council Canada - National Science Library

    Meinhart, Richard

    2003-01-01

    This monograph examines how the three Chairmen of the Joint Chiefs of Staff adapted and used the Joint Strategic Planning System from 1990 to 2000 to provide advice to the Secretary of Defense and to the...

  10. 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

  11. NRC staff site characterization analysis of the Department of Energy`s Site Characterization Plan, Yucca Mountain Site, Nevada

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1989-08-01

    This Site Characterization Analysis (SCA) documents the NRC staff`s concerns resulting from its review of the US Department of Energy`s (DOE`s) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation`s first geologic repository for high-level radioactive waste. DOE`s SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC`s specific objections related to the SCP, and major comments and recommendations on the various parts of DOE`s program, are presented in SCA Section 2, Director`s Comments and Recommendations. Section 3 contains summaries of the NRC staff`s concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE`s program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC`s responsibilities with respect to DOE`s SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs.

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

    Science.gov (United States)

    Lee, Esther; Daugherty, JoAnn

    2016-04-01

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

  13. 76 FR 49764 - Notice of FERC Staff Attendance at the Entergy ICT Transmission Planning Summit and Entegry...

    Science.gov (United States)

    2011-08-11

    ... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy ICT Transmission Planning Summit and Entegry Regional State Committee Meeting The Federal Energy.... Their attendance is part of the Commission's ongoing outreach efforts. Entergy ICT Transmission Planning...

  14. Diverse Planning for UAV Control and Remote Sensing

    Directory of Open Access Journals (Sweden)

    Jan Tožička

    2016-12-01

    Full Text Available Unmanned aerial vehicles (UAVs are suited to various remote sensing missions, such as measuring air quality. The conventional method of UAV control is by human operators. Such an approach is limited by the ability of cooperation among the operators controlling larger fleets of UAVs in a shared area. The remedy for this is to increase autonomy of the UAVs in planning their trajectories by considering other UAVs and their plans. To provide such improvement in autonomy, we need better algorithms for generating alternative trajectory variants that the UAV coordination algorithms can utilize. In this article, we define a novel family of multi-UAV sensing problems, solving task allocation of huge number of tasks (tens of thousands to a group of configurable UAVs with non-zero weight of equipped sensors (comprising the air quality measurement as well together with two base-line solvers. To solve the problem efficiently, we use an algorithm for diverse trajectory generation and integrate it with a solver for the multi-UAV coordination problem. Finally, we experimentally evaluate the multi-UAV sensing problem solver. The evaluation is done on synthetic and real-world-inspired benchmarks in a multi-UAV simulator. Results show that diverse planning is a valuable method for remote sensing applications containing multiple UAVs.

  15. The diversity of waste disposal planning in Switzerland

    International Nuclear Information System (INIS)

    McCombie, C.

    1989-01-01

    In this overview of radioactive waste disposal planning in Switzerland, emphasis is placed upon describing the diversity of the planning and explaining the strategic thinking which has resulted in this diversity. Although Switzerland is a small country and has only a modest nuclear programme in absolute terms, planning and preparation for final disposal projects has been progressing for the last 10 or more years on a very broad front. The reasons for this breadth of approach are partly technical and partly determined by political and public pressures. Following a summary of the requirements for disposal and of the relevant boundary conditions, the resulting concepts are described and the controversial issue of repository siting is discussed. The current status of projects for disposal of low and intermediate-level wastes (L/ILW) and of high-level wastes (HLW) is noted; we conclude with some remarks on the advantages and disadvantages from the side of the organization responsible for implementation of repository projects of proceeding on such a broad technical front. (aughor). 2 figs.; 1 tab

  16. 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.

  17. Diversity in the Academy? Staff Perceptions of Equality Policies in Six Contemporary Higher Education Institutions

    Science.gov (United States)

    Deem, Rosemary; Morley, Louise

    2006-01-01

    The article is based on recent research involving qualitative case studies of staff experiences of equality policies in six English, Scottish and Welsh higher education institutions (HEIs). Recent changes to UK legislation (e.g. on "race" and disability) and a series of European Union employment directives (including on religion and…

  18. Prevalence of nasal carriage and diversity of Staphylococcus aureus among inpatients and hospital staff at Korle Bu Teaching Hospital, Ghana

    DEFF Research Database (Denmark)

    Egyir, Beverly; Guardabassi, Luca; Nielsen, Søren Saxmose

    2013-01-01

    %) was more common than for other agents (resistant S. aureus carriage was observed among IP compared with HS (P = 0.01). High genetic diversity was shown by spa typing, with 55 spa types found among 105 isolates; the predominant spa types were t355 (10%) and t084 (10......There is a paucity of data on Staphylococcus aureus epidemiology in Africa. Prevalence of nasal carriage and genetic diversity of S. aureus were determined among hospital staff (HS) and inpatients (IP) at the largest hospital in Ghana. In total, 632 nasal swabs were obtained from 452 IP and 180 HS...... in the Child Health Department (CHD) and Surgical Department (SD). S. aureus carriage prevalences were 13.9% in IP and 23.3% in HS. The chance of being a carrier was higher in HS (P = 0.005) and IP staying ≤7 days in hospital (P = 0.007). Resistance to penicillin (93%), tetracycline (28%) and fusidic acid (12...

  19. NRC staff site characterization analysis of the Department of Energy's Site Characterization Plan, Yucca Mountain Site, Nevada

    International Nuclear Information System (INIS)

    1989-08-01

    This Site Characterization Analysis (SCA) documents the NRC staff's concerns resulting from its review of the US Department of Energy's (DOE's) Site Characterization Plan (SCP) for the Yucca Mountain site in southern Nevada, which is the candidate site selected for characterization as the nation's first geologic repository for high-level radioactive waste. DOE's SCP explains how DOE plans to obtain the information necessary to determine the suitability of the Yucca Mountain site for a repository. NRC's specific objections related to the SCP, and major comments and recommendations on the various parts of DOE's program, are presented in SCA Section 2, Director's Comments and Recommendations. Section 3 contains summaries of the NRC staff's concerns for each specific program, and Section 4 contains NRC staff point papers which set forth in greater detail particular staff concerns regarding DOE's program. Appendix A presents NRC staff evaluations of those NRC staff Consultation Draft SCP concerns that NRC considers resolved on the basis of the SCP. This SCA fulfills NRC's responsibilities with respect to DOE's SCP as specified by the Nuclear Waste Policy Act (NWPA) and 10 CFR 60.18. 192 refs., 2 tabs

  20. How Do Staff Perceive Schoolwide Positive Behavior Supports? Implications for Teams in Planning and Implementing Schools

    Science.gov (United States)

    Feuerborn, Laura L.; Tyre, Ashli D.

    2016-01-01

    Schoolwide Positive Behavior Support (SWPBS) offers an alternative to reactive and exclusionary school discipline practices. However, the shift to SWPBS requires substantial change in the practices of staff, and many leadership teams struggle to rally staff support for implementation. With a more thorough understanding of staff perceptions, level…

  1. The C's of Our Sea Change: Plans for Training Staff, from Core Competencies to Learning 2.0

    Science.gov (United States)

    Blowers, Helene; Reed, Lori

    2007-01-01

    This article explains a two-part plan, created by the people at the Public Library of Charlotte & Mecklenburg County (PLCMC), to help staff members keep up with the sea change of technology. A core competencies training program was developed. This keeps workers afloat by providing them with the technology skills they need to support the change…

  2. [Patient safety culture in hospitals: experiences in planning, organising and conducting a survey among hospital staff].

    Science.gov (United States)

    van Vegten, Amanda; Pfeiffer, Yvonne; Giuliani, Francesca; Manser, Tanja

    2011-01-01

    This article presents the first hospital-wide survey on patient safety climate, involving all staff (medical and non-medical), in the German-speaking area. Its aim is to share our experiences with planning, organising and conducting this survey. The study was performed at the university hospital in Zurich and had a response rate of 46.8% (2,897 valid questionnaires). The survey instrument ("Patientensicherheitsklimainventar") was based on the Hospital Survey on Patient Safety Culture (AHRQ). Primarily it allowed for assessing the current patient safety climate as well as identifying specific areas for improvement and creating a hospital-wide awareness and acceptance for patient safety issues and interventions (e.g., the introduction of a Critical Incident Reporting System [CIRS]). We discuss the basic principles and the feedback concept guiding the organisation of the overall project. Critical to the success of this project were the guaranteed anonymity of the respondents, adequate communication through well-established channels within the organisation and the commitment of the management across all project phases. Copyright © 2011. Published by Elsevier GmbH.

  3. Making it personal: Diversity and deliberation in climate adaptation planning

    Directory of Open Access Journals (Sweden)

    Roopali Phadke

    2015-01-01

    Full Text Available The vulnerabilities and health burdens of climate change fall disproportionately upon lower income communities and communities of color. Yet the very groups who are most affected by climate change impacts are least likely to be involved in climate adaptation discussions. These communities face critical barriers to involvement including historical disenfranchisement, as well as a sense that climate change is distant and not personally relevant. Boundary organizations are increasingly playing an important role in bringing science to bear on policy decision-making with respect to climate change adaptation, an issue fraught with political and ideological tensions. Our project aimed to engage underrepresented communities in climate change adaptation decision-making using a neighborhood consensus conference model developed and tested in several diverse districts of Saint Paul, Minnesota. Our partnership, a “linked chain” of boundary organizations, devised a neighborhood consensus conference model to present best-available climate data as tangible, place-based scenarios. In so doing, we made climate change “personal” for those who remain outside of climate change planning discourses and opened an opportunity for them to assess their community’s vulnerabilities and communicate their priorities for public investment. Our neighborhood-based model built trust and social capital with local residents and allowed us to bring new voices into conversations around climate change adaptation concerns and priorities. We believe this work will have a long term impact on local climate adaptation planning decisions.

  4. Planning for Diversity: Options and Recommendations for DoD Leaders

    National Research Council Canada - National Science Library

    Lim, Nelson; Cho, Michelle; Curry, Kimberly

    2008-01-01

    .... For the strategic plan to be effective, DoD leaders must define "diversity" and explain how they intend to measure progress toward greater diversity and how they will hold themselves and others...

  5. Evaluating the Use of Behavioral Skills Training to Improve School Staffs' Implementation of Behavior Intervention Plans

    Science.gov (United States)

    Hogan, Ashley; Knez, Nikki; Kahng, SungWoo

    2015-01-01

    Variations of behavioral skills training (BST) have been used to teach behaviorally oriented skills such as discrete trial teaching, guided compliance, the implementation of the picture exchange system, and safe guarding students with physical disabilities. One area that has not received much attention is evaluating school staff's correct…

  6. Worldwide Diversity in Funded Pension Plans : Four Role Models on Choice and Participation

    NARCIS (Netherlands)

    Garcia Huitron, Manuel; Ponds, Eduard

    2015-01-01

    This paper provides an in-depth comparison of funded pension savings plans around the world. The large variety in plan designs is a reflection of historical, cultural and institutional diversity. We postulate a new classification of four role models of funded pension plans, primarily based on choice

  7. Participation and Choice in Funded Pension Plans : Guidance for the Netherlands from Worldwide Diversity

    NARCIS (Netherlands)

    Garcia Huitron, Manuel; Ponds, Eduard

    2016-01-01

    This paper provides an in-depth comparison of funded pension savings plans around the world. The large variety in plan designs is a reflection of historical, cultural, and institutional diversity. We postulate a new classification consisting of four role models of funded pension plans, primarily

  8. Strategic plan modelling by hospital senior administration to integrate diversity management.

    Science.gov (United States)

    Newhouse, John J

    2010-11-01

    Limited research suggests that some hospital senior administrators and chief executive officers (CEOs) have employed a strategic planning function to achieve diversity management practices. As the hospital industry struggles with how to integrate diversity practices to improve patient satisfaction, increase the quality of care and enhance clinical outcomes for minority populations, understanding the planning process involved in this endeavour becomes significant for senior hospital administrators. What is not well understood is what this strategic planning process represents and how it is applied to integrate diversity management. Scant research exists about the type of strategic models that hospital CEOs employ when they wish to reposition their organizations through diversity management. This study examines the strategic planning models used by senior administrators to integrate diversity management for an institutional-wide agenda. A qualitative survey process was used for CEOs in the states of New York, Pennsylvania, New Jersey and Delaware. The key research questions dealt with what type of strategic plan approach senior administrators used for integrating diversity management and what rationale they used to pursue this. Significant differences were reported between three types of strategic plan modelling used by CEOs. Also, when comparing past and current practices over time, such differences existed. The need to integrate diversity management is underscored by this study. How senior hospital administrators apply strategic plan models and what impact these approaches have represent the major implications that this study offers.

  9. Utility planning using least-cost principles and the role of externalities - staff report on a Keystone policy dialogue

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1996-05-01

    For over two years, The Keystone Center facilitated a two-phase dialogue on Utility Planning Using Least-Cost Principles and, in the second phase, on the role of Externalities. The intent of this report is to assist policy-makers faced with decisions about changes to traditional utility regulation and planning. This report is not a consensus document, rather it is staff written summary of two years of discussion on the issues. As a concept, least-cost planning has been discussed since the 1970`s and many states have implemented such programs since the mid-1980`s. Yet, the actual goals and objectives of least-cost planning remain a source of controversy between affected interest groups. Some industry observers believe that least-cost planning can help reconcile the often conflicting demands between increased capacity requirements and concerns about the external costs of power production. In traditional utility regulation practices, capital investments are rewarded and revenue is a direct function of sales. However, a number state public utility commissions have altered their practices to allow for returns on investments in more efficient end-use equipment (also known as ratebasing conservation) and adjusting revenues to account for sales lost due to utility conservation programs. Other states are planning these types of changes. Still others are observing the impacts of the changes before they commit.

  10. Resilience and challenges among staff of gulf coast nursing homes sheltering frail evacuees following Hurricane Katrina, 2005: implications for planning and training.

    Science.gov (United States)

    Laditka, Sarah B; Laditka, James N; Cornman, Carol B; Davis, Courtney B; Richter, Jane V E

    2009-01-01

    The purpose of this study was to: (1) explore experiences and responses of staff in caring for sheltered, frail, Hurricane Katrina evacuees; and (2) identify how planning and training can be enhanced for staff who may care for frail older populations during and after disasters. Individual, in-person, semi-structured interviews were conducted with 38 staff members in four nursing homes in Mississippi, sheltering 109 evacuees in November 2005, nine weeks after Hurricane Katrina. Twenty-four were direct care staff, including certified nursing assistants, licensed nurses, dietary aides, and social workers; 14 were support staff, including maintenance and business managers. The number interviewed in each nursing home averaged 9.5 (range 6-15). Using a discussion guide and focusing on their experiences caring for nursing home evacuees, staff were asked to describe: (1) experiences; (2) problems; (3) what helped; and (4) what was learned. Data were processed using grounded theory and thematic analysis. Responses of direct care staff differed in emphasis from those of support staff in several areas; responses from these groups were analyzed separately and together. Three of the researchers identified recurring themes; two organized themes conceptually. Staff emphasized providing emotional reassurance to evacuees as well as physical care. Many described caring for evacuees as "a blessing," saying the experience helped them bond with residents, evacuees, and other staff. However, caring for evacuees was difficult because staff members were extremely anxious and in poor physical condition after an arduous evacuation. Challenges included communicating with evacuees' families, preventing dehydration, lack of personal hygiene supplies, staff exhaustion, and emotional needs of residents, evacuees, and staff. Teamwork, community help, and having a well-organized disaster plan, extra supplies, and dependable staff helped personnel cope with the situation. Staff of nursing homes

  11. Planning for Diversity: Options and Recommendations for DoD Leaders

    National Research Council Canada - National Science Library

    Lim, Nelson; Cho, Michelle; Curry, Kimberly

    2008-01-01

    With this report, the authors aim to assist Department of Defense (DoD) leaders in their effort to develop a strategic plan to achieve greater diversity among DoD active duty and civilian leadership...

  12. Investigating Effects of Participatory Range Management Plans on Species Diversity in Semirum-Isfahan Province

    Directory of Open Access Journals (Sweden)

    M. Borhani

    2016-05-01

    Full Text Available In order to investigate the effects of range management plans on species diversity, richness and evenness in Semirum rangelands, 52 sites (28 with treated plan and 24 without treated plan were selected. The non-parametric indices for species richness (Margalof, Menhinick, Jacknife and counting method and species diversity (Simpson, Camargo, Smith and Wilson and modified Nee were compared in two management plans. The mean comparisons were made by independent T Student Test and Mann-Witheny U Test, and correlation was determined between diversity indices and vegetation parameters. Based on the results there was no significant difference between the two management systems regarding environmental features, while the implementation of range management plans caused significant reduction of stocking rate. Among the studied indices, evenness of species in sites without treated plan was significantly more than the sites with treated plan. The correlation matrix showed that there was a significant positive correlation between species richness and vegetation cover, production of perennial plans, and the rangeland condition and trend, while evenness showed significant negative correlation with these indices. Generally, implementation of range management plans has considerable effect on increasing climax species, dominance of Bromus tomentellus and it causes improvement of rangeland condition and reduction of evenness. This behavior could be explained by the balance between species competition and grazing pressure. Further, succession process of the studied communities demonstrates domination of some desirable species, high production and less diversity.

  13. Strategic Planning by the Chairmen, Joint Chiefs of Staff, 1990 to 2005

    National Research Council Canada - National Science Library

    Meinhart, RIchard

    2006-01-01

    Military leaders at many levels have used strategic planning in various ways to position their organizations to respond to the demands of the current situation, while simultaneously focusing on future challenges...

  14. Advance Care Planning in palliative care: a qualitative investigation into the perspective of Paediatric Intensive Care Unit staff.

    Science.gov (United States)

    Mitchell, Sarah; Dale, Jeremy

    2015-04-01

    The majority of children and young people who die in the United Kingdom have pre-existing life-limiting illness. Currently, most such deaths occur in hospital, most frequently within the intensive care environment. To explore the experiences of senior medical and nursing staff regarding the challenges associated with Advance Care Planning in relation to children and young people with life-limiting illnesses in the Paediatric Intensive Care Unit environment and opportunities for improvement. Qualitative one-to-one, semi-structured interviews were conducted with Paediatric Intensive Care Unit consultants and senior nurses, to gain rich, contextual data. Thematic content analysis was carried out. UK tertiary referral centre Paediatric Intensive Care Unit. Eight Paediatric Intensive Care Unit consultants and six senior nurses participated. Four main themes emerged: recognition of an illness as 'life-limiting'; Advance Care Planning as a multi-disciplinary, structured process; the value of Advance Care Planning and adverse consequences of inadequate Advance Care Planning. Potential benefits of Advance Care Planning include providing the opportunity to make decisions regarding end-of-life care in a timely fashion and in partnership with patients, where possible, and their families. Barriers to the process include the recognition of the life-limiting nature of an illness and gaining consensus of medical opinion. Organisational improvements towards earlier recognition of life-limiting illness and subsequent Advance Care Planning were recommended, including education and training, as well as the need for wider societal debate. Advance Care Planning for children and young people with life-limiting conditions has the potential to improve care for patients and their families, providing the opportunity to make decisions based on clear information at an appropriate time, and avoid potentially harmful intensive clinical interventions at the end of life. © The Author(s) 2015.

  15. Career Planning: Towards a More Inclusive Model for Women and Diverse Individuals

    Science.gov (United States)

    Banks, Claretha H.

    2006-01-01

    Since the 1953 introduction of Super's model of career development, many publications regarding career development and career planning have been developed. However, career planning models for women and diverse individuals are not prevalent. This paper contains a literature review of various well-known models that have few specific applications for…

  16. A comparative study on managers', staffs' and clients' viewpoints about organizational and structural obstacles in family planning counseling in health-care centers in Isfahan in 2012.

    Science.gov (United States)

    Taheri, Safoura; Ehsanpour, Soheila; Kohan, Shahnaz

    2014-03-01

    Organizational and structural obstacles are a group of major obstacles in achievement of appropriate family planning counseling. Detection of these obstacles from the viewpoint of managers, staffs and clients who are key members in health services providing system is a major step toward appropriate planning to modify or delete this group of obstacles. The present study was conducted with the goal of comparing managers', staffs' and clients' viewpoints about organizational and structural obstacles in family planning counseling in health-care centers in Isfahan in 2012. This is a cross-sectional one-step three-group comparative descriptive study conducted on 295 subjects including 59 managers, 110 staffs and 126 clients in medical health-care centers in Isfahan in 2012. Managers and the staffs were selected by census sampling and the clients were recruited through convenient random sampling. The date collection tool was a researcher made questionnaire, which was designed in two sections of fertility and personal characteristics and viewpoint measurement. Descriptive and inferential statistical test were used to analyze the data. The obtained results showed no significant difference between mean scores of viewpoints in three groups of managers, staffs and clients concerning organizational and structural obstacles in family planning counseling (P = 0.677). In addition, most of the managers, staffs and clients reported organizational and structural obstacles as the obstacles in the process of family planning in moderate level. The results showed the necessity of health services managers' planning to modify or delete organizational and structural obstacles especially the agreed obstacles from the viewpoint of managers, staffs and clients.

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

    International Nuclear Information System (INIS)

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

    2007-01-01

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

  18. Use of a birth plan within woman-held maternity records: a qualitative study with women and staff in northeast Scotland.

    Science.gov (United States)

    Whitford, Heather M; Entwistle, Vikki A; van Teijlingen, Edwin; Aitchison, Patricia E; Davidson, Tracey; Humphrey, Tracy; Tucker, Janet S

    2014-09-01

    Birth plans are written preferences for labor and birth which women prepare in advance. Most studies have examined them as a novel intervention or "outside" formal care provision. This study considered use of a standard birth plan section within a national, woman-held maternity record. Exploratory qualitative interviews were conducted with women (42) and maternity service staff (24) in northeast Scotland. Data were analyzed thematically. Staff and women were generally positive about the provision of the birth plan section within the record. Perceived benefits included the opportunity to highlight preferences, enhance communication, stimulate discussions, and address anxieties. However, not all women experienced these benefits or understood the birth plan's purpose. Some were unaware of the opportunity to complete it or could not access the support they needed from staff to discuss or be confident about their options. Some were reluctant to plan too much. Staff recognized the need to support women with birth plan completion but noted practical challenges to this. A supportive antenatal opportunity to allow discussion of options may be needed to realize the potential benefits of routine inclusion of birth plans in maternity notes. © 2014 Wiley Periodicals, Inc.

  19. Succession planning and staff retention challenges: An industrial outlook and major risks

    Directory of Open Access Journals (Sweden)

    Sindisiwe Bonisile Maphisa

    2017-07-01

    Full Text Available The sugar manufacturing industry in the emerging economy is potentially at high risk of not achieving its goals of increasing production output. This is due to higher than average age of growers, nonexistence of effective succession planning to expedite the transition to a new generation of growers, related increasing departure of farmers from the industry and difficulty in attracting new talent to the industry due to the high cost of entry. This research sought to explore managements’ perceptions of succession planning and the impact it has on retention at a Sugar Manufacturing Company. In order to achieve the research aim and objectives, a qualitative approach was utilised in the form of an exploratory case study. A single case study was also chosen because this is a critical, unique and revelatory case and the researchers had access to the case previously inaccessible to empirical research. Purposive sampling was used and total of 15 managers participated in this study. The study found that the company is not doing enough to implement succession planning programmes even though there are potential candidates who can be trained and developed into management positions.

  20. Study of Tree and Shrub Species Diversity in Forestry Plans with Different Forest Management

    Directory of Open Access Journals (Sweden)

    nooreddin noorian

    2017-12-01

    Full Text Available The aim of this research was to investigate the diversity of tree and shrub species in forestry plan in a watershed and in almost the same ecological conditions but different in forest management plan in the part of Golestan province forest. To this end, the 6675 hectares of the watershed number of 85 in 5 different plans in series one (30-year forestry plan with University Scientific Management, series two Doctor Bahramnia (without implementation and protection, series four Shamoshak, Naharkhoran plan and Sad Abad plan were selected. Inventory grid was designed by a systematic cluster sampling method with 239 circle plots in the study area. In each sample, species composition and diameter at breast height of trees and shrubs were measured. Species diversity in different series, were performed by calculating the heterogeneity indices, species richness and evenness. Statistical analysis of significant differences between the values of biodiversity of woody species among different series was performed by Duncan’s test. The results showed that biodiversity of woody species in the one and two series of Shastkalateh forest under academic management was better than other plans and forestry plan of Naharkhoran is in an unfavorable situation in terms of diversity indices.

  1. Advance Care Planning: Understanding Clinical Routines and Experiences of Interprofessional Team Members in Diverse Health Care Settings.

    Science.gov (United States)

    Arnett, Kelly; Sudore, Rebecca L; Nowels, David; Feng, Cindy X; Levy, Cari R; Lum, Hillary D

    2017-12-01

    Interprofessional health care team members consider advance care planning (ACP) to be important, yet gaps remain in systematic clinical routines to support ACP. A clearer understanding of the interprofessional team members' perspectives on ACP clinical routines in diverse settings is needed. One hundred eighteen health care team members from community-based clinics, long-term care facilities, academic clinics, federally qualified health centers, and hospitals participated in a 35-question, cross-sectional online survey to assess clinical routines, workflow processes, and policies relating to ACP. Respondents were 53% physicians, 18% advanced practice nurses, 11% nurses, and 18% other interprofessional team members including administrators, chaplains, social workers, and others. Regarding clinical routines, respondents reported that several interprofessional team members play a role in facilitating ACP (ie, physician, social worker, nurse, others). Most (62%) settings did not have, or did not know of, policies related to ACP documentation. Only 14% of settings had a patient education program. Two-thirds of the respondents said that addressing ACP is a high priority and 85% felt that nonphysicians could have ACP conversations with appropriate training. The clinical resources needed to improve clinical routines included training for providers and staff, dedicated staff to facilitate ACP, and availability of patient/family educational materials. Although interprofessional health care team members consider ACP a priority and several team members may be involved, clinical settings lack systematic clinical routines to support ACP. Patient educational materials, interprofessional team training, and policies to support ACP clinical workflows that do not rely solely on physicians could improve ACP across diverse clinical settings.

  2. Nursing staff intentions towards managing deteriorating health in nursing homes: A convergent parallel mixed-methods study using the theory of planned behaviour.

    Science.gov (United States)

    O'Neill, Barbara J; Dwyer, Trudy; Reid-Searl, Kerry; Parkinson, Lynne

    2018-03-01

    To predict the factors that are most important in explaining nursing staff intentions towards early detection of the deteriorating health of a resident and providing subacute care in the nursing home setting. Nursing staff play a pivotal role in managing the deteriorating resident and determining whether the resident needs to be transferred to hospital or remain in the nursing home; however, there is a dearth of literature that explains the factors that influence their intentions. This information is needed to underpin hospital avoidance programs that aim to enhance nursing confidence and skills in this area. A convergent parallel mixed-methods study, using the theory of planned behaviour as a framework. Surveys and focus groups were conducted with nursing staff (n = 75) at a 94-bed nursing home at two points in time, prior to and following the implementation of a hospital avoidance program. The quantitative and qualitative data were analysed separately and merged during final analysis. Nursing staff had strong intentions, a positive attitude that became significantly more positive with the hospital avoidance program in place, and a reasonable sense of control; however, the influence of important referents was the strongest predictor of intention towards managing residents with deteriorating health. Support from a hospital avoidance program empowered staff and increased confidence to intervene. The theory of planned behaviour served as an effective framework for identifying the strong influence referents had on nursing staff intentions around managing residents with deteriorating health. Although nursing staff had a reasonable sense of control over this area of their work, they believed they benefitted from a hospital avoidance program initiated by the nursing home. Managers implementing hospital avoidance programs should consider the role of referents, appraise the known barriers and facilitators and take steps to identify those unique to their local situation

  3. "Giving us hope": Parent and neonatal staff views and expectations of a planned family-centred discharge process (Train-to-Home).

    Science.gov (United States)

    Ingram, Jenny; Redshaw, Maggie; Manns, Sarah; Beasant, Lucy; Johnson, Debbie; Fleming, Peter; Pontin, David

    2017-08-01

    Preparing families and preterm infants for discharge is relatively unstructured in many UK neonatal units (NNUs). Family-centred neonatal care and discharge planning are recommended but variable. Qualitative interviews with 37 parents of infants in NNUs, and 18 nursing staff and 5 neonatal consultants explored their views of discharge planning and perceptions of a planned family-centred discharge process (Train-to-Home). Train-to-Home facilitates communication between staff and parents throughout the neonatal stay, using a laminated train and parent booklets. Parents were overwhelmingly positive about Train-to-Home. They described being given hope, feeling in control and having something visual to show their baby's progress. They reported positive involvement of fathers and families, how predicted discharge dates helped them prepare for home and ways staff engaged with Train-to-Home when communicating with them. Nursing staff reactions were mixed-some were uncertain about when to use it, but found the visual images powerful. Medical staff in all NNUs were positive about the intervention recognizing that it helped in communicating better with parents. Using a parent-centred approach to communication and informing parents about the needs and progress of their preterm infant in hospital is welcomed by parents and many staff. This approach meets the recommended prioritization of family-centred care for such families. Predicted discharge dates helped parents prepare for home, and the ways staff engaged with Train-to-Home when communicating with them helped them feel more confident as well as having something visual to show their baby's progress. © 2016 The Authors. Health Expectations Published by John Wiley & Sons Ltd.

  4. Care Staff Intentions to Support Adults with an Intellectual Disability to Engage in Physical Activity: An Application of the Theory of Planned Behaviour

    Science.gov (United States)

    Martin, Emma; McKenzie, Karen; Newman, Emily; Bowden, Keith; Morris, Paul Graham

    2011-01-01

    Researchers suggest that people with an intellectual disability (ID) undertake less physical activity than the general population and many rely, to some extent, on others to help them to access activities. The Theory of Planned Behaviour (TPB) model was previously found to significantly predict the intention of care staff to facilitate a healthy…

  5. An Examination of the Predictive Relationships of Self-Evaluation Capacity and Staff Competency on Strategic Planning in Hong Kong Aided Secondary Schools

    Science.gov (United States)

    Cheng, Eric C. K.

    2011-01-01

    This article aims to examine the predictive relationships of self-evaluation capacity and staff competency on the effect of strategic planning in aided secondary schools in Hong Kong. A quantitative questionnaire survey was compiled to collect data from principals of the participating schools. Confirmatory factor analysis and reliability tests…

  6. Measures of safeguard and rehabilitation for landscape protection planning: a qualitative approach based on diversity indicators.

    Science.gov (United States)

    La Rosa, Daniele; Privitera, Riccardo; Martinico, Francesco; La Greca, Paolo

    2013-09-01

    Maintaining existing levels of landscape diversity is becoming more and more important for planning considering the increasing pressures on agricultural ecosystems due to soil sealing, sprawl processes and intensive agriculture. Norms for land-use regulation and measures for landscape Safeguard and Rehabilitation have to take into consideration these threats in landscape planning. Evaluating the diversity of agricultural ecosystems is a fundamental step for proposing sound approaches to planning and managing both soil and landscape, as well as maintaining the related ecosystem services. The paper proposes a method aimed at the qualitative evaluation of spatial diversity of agricultural landscapes using a reduced set of ecological indicators based on land-use vector data. Indicators are calculated for defined landscape units characterized by landscape homogeneity. GIS geoprocessing and spatial analysis functions are employed. The study area is the Province of Enna in Sicily (Italy), which is characterized by cultivation mosaics in its southern region, cereal cultivation in the central region and prevailing natural environments in the northern region. Results from the indicator calculations are used to define measures to be included in a Landscape Protection Plan. Safeguard and Rehabilitation measures are introduced, which link indicator scores to planning protection aims. The results highlight the relevance of some agricultural mosaics in proximity to streams and seasonal fluvial environments, where some undamaged natural environments are still present. For these areas, specific landscape safeguard measures are proposed to preserve their diversity features together with their original agricultural functions. The work shows that even with a reduced number of indicators, a differentiated set of measures can be proposed for a Landscape Protection Plan. Copyright © 2013 Elsevier Ltd. All rights reserved.

  7. Diversity

    Science.gov (United States)

    Portraits In Courage Vol. VIII Portraits In Courage Vol. IX Portraits In Courage Vol. X AF Sites Social -Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce Executive Order 13548 : Virtual Diversity Conference Air Force Diversity & Inclusion Air Force Diversity Graphic There is no

  8. Guidance for implementing an environmental, safety and health assurance program. Volume 2. A model plan for environmental, safety and health staff audits and appraisals

    International Nuclear Information System (INIS)

    Ellingson, A.C.

    1980-09-01

    This is 1 of 15 documents designed to illustrate how an Environmental, Safety and Health (ES and H) Assurance Program may be implemented. The generic definition of ES and H Assurance Programs is given in a companion document entitled An Environmental, Safety and Health Assurance Program Standard. This document is concerned with ES and H audit and appraisal activities of an ES and H Staff Organization as they might be performed in an institution whose ES and H program is based upon the ES and H Assurance Program Standard. An annotated model plan for ES and H Staff audits and appraisals is presented and discussed

  9. Targeting climate diversity in conservation planning to build resilience to climate change

    Science.gov (United States)

    Heller, Nicole E.; Kreitler, Jason R.; Ackerly, David; Weiss, Stuart; Recinos, Amanda; Branciforte, Ryan; Flint, Lorraine E.; Flint, Alan L.; Micheli, Elisabeth

    2015-01-01

    Climate change is raising challenging concerns for systematic conservation planning. Are methods based on the current spatial patterns of biodiversity effective given long-term climate change? Some conservation scientists argue that planning should focus on protecting the abiotic diversity in the landscape, which drives patterns of biological diversity, rather than focusing on the distribution of focal species, which shift in response to climate change. Climate is one important abiotic driver of biodiversity patterns, as different climates host different biological communities and genetic pools. We propose conservation networks that capture the full range of climatic diversity in a region will improve the resilience of biotic communities to climate change compared to networks that do not. In this study we used historical and future hydro-climate projections from the high resolution Basin Characterization Model to explore the utility of directly targeting climatic diversity in planning. Using the spatial planning tool, Marxan, we designed conservation networks to capture the diversity of climate types, at the regional and sub-regional scale, and compared them to networks we designed to capture the diversity of vegetation types. By focusing on the Conservation Lands Network (CLN) of the San Francisco Bay Area as a real-world case study, we compared the potential resilience of networks by examining two factors: the range of climate space captured, and climatic stability to 18 future climates, reflecting different emission scenarios and global climate models. We found that the climate-based network planned at the sub-regional scale captured a greater range of climate space and showed higher climatic stability than the vegetation and regional based-networks. At the same time, differences among network scenarios are small relative to the variance in climate stability across global climate models. Across different projected futures, topographically heterogeneous areas

  10. Improving the physical health of people with severe mental illness in a low secure forensic unit: An uncontrolled evaluation study of staff training and physical health care plans.

    Science.gov (United States)

    Haddad, Mark; Llewellyn-Jones, Sian; Yarnold, Steve; Simpson, Alan

    2016-12-01

    The life expectancy of people with severe mental illnesses is substantially reduced, and monitoring and screening for physical health problems is a key part of addressing this health inequality. Inpatient admission presents a window of opportunity for this health-care activity. The present study was conducted in a forensic mental health unit in England. A personal physical health plan incorporating clearly-presented and easily-understood values and targets for health status in different domains was developed. Alongside this, a brief physical education session was delivered to health-care staff (n = 63). Printed learning materials and pedometers and paper tape measures were also provided. The impact was evaluated by a single-group pretest post-test design; follow-up measures were 4 months' post-intervention. The feasibility and acceptability of personal health plans and associated resources were examined by free-text questionnaire responses. Fifty-seven staff provided measures of attitudes and knowledge before training and implementation of the physical health plans. Matched-pairs analysis indicated a modest but statistically-significant improvement in staff knowledge scores and attitudes to involvement in physical health care. Qualitative feedback indicated limited uptake of the care plans and perceived need for additional support for better adoption of this initiative. Inpatient admission is a key setting for assessing physical health and promoting improved management of health problems. Staff training and purpose-designed personalized care plans hold potential to improve practice and outcomes in this area, but further support for such innovations appears necessary for their uptake in inpatient mental health settings. © 2016 Australian College of Mental Health Nurses Inc.

  11. 'Who's actually gonna read this?' An evaluation of staff experiences of the value of information contained in written care plans in supporting care in three different dementia care settings.

    Science.gov (United States)

    Drummond, C; Simpson, A

    2017-08-01

    WHAT IS KNOWN ON THE SUBJECT?: A written plan is designed to improve communication and co-ordinate care between mental health inpatient wards and community settings. Reports of care plan quality issues and staff and service user dissatisfaction with healthcare bureaucracy have focused on working age mental health or general hospital settings. Little is known about mental health staff perspectives on the value of written care plans in supporting dementia care. WHAT THIS PAPER ADDS TO EXISTING KNOWLEDGE?: Competing demands on staff time and resources to meet administrative standards for care plans caused a tension with their own professional priorities for supporting care. Mental health staff face difficulties using electronic records alongside other systems of information sharing. Further exploration is needed of the gap between frontline staff values and those of the local organization and managers when supporting good dementia care. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Frontline staff should be involved in designing new information systems including care plans. Care plan documentation needs to be refocused to ensure it is effective in enabling staff to communicate amongst themselves and with others to support people with dementia. Practice-based mentors could be deployed to strengthen good practice in effective information sharing. Background Reports of increased healthcare bureaucracy and concerns over care plan quality have emerged from research and surveys into staff and service user experiences. Little is known of mental health staff perspectives on the value of written care plans in supporting dementia care. Aim To investigate the experiences and views of staff in relation to care planning in dementia services in one National Health Service (NHS) provider Trust in England. Method Grounded Theory methodology was used. A purposive sample of 11 multidisciplinary staff were interviewed across three sites in one NHS Trust. Interviews were transcribed, coded

  12. American Society of Clinical Oncology Strategic Plan for Increasing Racial and Ethnic Diversity in the Oncology Workforce.

    Science.gov (United States)

    Winkfield, Karen M; Flowers, Christopher R; Patel, Jyoti D; Rodriguez, Gladys; Robinson, Patricia; Agarwal, Amit; Pierce, Lori; Brawley, Otis W; Mitchell, Edith P; Head-Smith, Kimberly T; Wollins, Dana S; Hayes, Daniel F

    2017-08-01

    In December 2016, the American Society of Clinical Oncology (ASCO) Board of Directors approved the ASCO Strategic Plan to Increase Racial and Ethnic Diversity in the Oncology Workforce. Developed through a multistakeholder effort led by the ASCO Health Disparities Committee, the purpose of the plan is to guide the formal efforts of ASCO in this area over the next three years (2017 to 2020). There are three primary goals: (1) to establish a longitudinal pathway for increasing workforce diversity, (2) to enhance ASCO leadership diversity, and (3) to integrate a focus on diversity across ASCO programs and policies. Improving quality cancer care in the United States requires the recruitment of oncology professionals from diverse backgrounds. The ASCO Strategic Plan to Increase Racial and Ethnic Diversity in the Oncology Workforce is designed to enhance existing programs and create new opportunities that will move us closer to the vision of achieving an oncology workforce that reflects the demographics of the US population it serves.

  13. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    Toline, B.C.

    1991-01-01

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

  14. Exploring spatial planning and functional program impact on microbial diversity and distribution in two South African hospital microbiomes

    CSIR Research Space (South Africa)

    Nice, Jaco A

    2015-07-01

    Full Text Available This paper presents a theoretical and experimental research approach on the impact of spatial planning and functional program on the microbial load, distribution and organism diversity in hospital environments. The investigation aims to identify...

  15. NOAA ESRI Grid - predictions of seabird diversity in the New York offshore planning area made by the NOAA Biogeography Branch

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This dataset represents seabird diversity predictions from spatial models developed for the New York offshore spatial planning area. This raster was derived from...

  16. Improving diversity through strategic planning: a 10-year (2002-2012) experience at theMedical University of South Carolina.

    Science.gov (United States)

    Deas, Deborah; Pisano, Etta D; Mainous, Arch G; Johnson, Natalie G; Singleton, Myra Haney; Gordon, Leonie; Taylor, Wanda; Hazen-Martin, Debra; Burnham, Willette S; Reves, J G

    2012-11-01

    The Medical University of South Carolina launched a systematic plan to infuse diversity among its students, resident physicians, and faculty in 2002. The dean and stakeholders of the College of Medicine (COM) embraced the concept that a more population-representative physician workforce could contribute to the goals of providing quality medical education and addressing health care disparities in South Carolina. Diversity became a central component of the COM's strategic plan, and all departments developed diversity plans consistent with the overarching plan of the COM. Liaisons from the COM diversity committee facilitated the development of the department's diversity plans. By 2011, the efforts resulted in a doubling of the number of underrepresented-in-medicine (URM, defined as African American, Latino, Native American) students (21% of student body); matriculation of 10 African American males as first-year medical students annually for four consecutive years; more than a threefold increase in URM residents/fellows; expansion of pipeline programs; expansion of mentoring programs; almost twice as many URM faculty; integration of cultural competency throughout the medical school curriculum; advancement of women and URM individuals into leadership positions; and enhanced learning for individuals from all backgrounds. This article reports the implementation of an institutional plan to create a more racially representative workforce across the academic continuum. The authors emphasize the role of the stakeholders in promoting diversity, the value of annual assessment to evaluate outcomes, and the positive benefits for individuals of all backgrounds.

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

    Science.gov (United States)

    Walker, Christopher; White, Melanie

    2014-01-01

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

  18. 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...

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

    CERN Multimedia

    Staff Association

    2017-01-01

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

  20. Exploring spatial patterns of vulnerability for diverse biodiversity descriptors in regional conservation planning.

    Science.gov (United States)

    Vimal, Ruppert; Pluvinet, Pascal; Sacca, Céline; Mazagol, Pierre-Olivier; Etlicher, Bernard; Thompson, John D

    2012-03-01

    In this study, we developed a multi-criteria assessment of spatial variability of the vulnerability of three different biodiversity descriptors: sites of high conservation interest by virtue of the presence of rare or remarkable species, extensive areas of high ecological integrity, and landscape diversity in grid cells across an entire region. We assessed vulnerability in relation to (a) direct threats in and around sites to a distance of 2 km associated with intensive agriculture, building and road infrastructure and (b) indirect effects of human population density on a wider scale (50 km). The different combinations of biodiversity and threat indicators allowed us to set differential priorities for biodiversity conservation and assess their spatial variation. For example, with this method we identified sites and grid cells which combined high biodiversity with either high threat values or low threat values for the three different biodiversity indicators. In these two classes the priorities for conservation planning will be different, reduce threat values in the former and restrain any increase in the latter. We also identified low priority sites (low biodiversity with either high or low threats). This procedure thus allows for the integration of a spatial ranking of vulnerability into priority setting for regional conservation planning. Copyright © 2011 Elsevier Ltd. All rights reserved.

  1. The Performance of New Accrual Accounting Plan in Tehran University of Medical Sciences from Financial Staff Perspective: A Cross-sectional Analysis

    Directory of Open Access Journals (Sweden)

    Alireza Mahboub Ahari

    2015-08-01

    Full Text Available ​ Background and objectives : Accrual Accounting System was developed to determine the actual cost of organizational performance. This type of accounting approach is adopted as a main control lever for development and implementation of operational budget within public organizations. Since medical universities play a significant role in society's health and the major part of the country’s budget is devoted to it, the study was accomplished to study the main findings of Iranian New Financial Plan in a governmental medical university. Study will provide better insight on how the plan could meet supposed objectives. Material and Methods: In this cross-sectional study, 46 accounting staffs of Tehran University of Medical Sciences (TUMS were selected by accidental sampling and studied by using a 22-item questionnaire. Respondents were asked to answer the questions about how the plan was performed in their departments and whether it was a success or a failure. We used T-Test and Analysis of Variance for mean comparison. Data were analyzed using SPSS16 software. Results: Most of the respondents were male (52.2% and graduated with bachelor degree in accounting and 65% of the respondents had at least a little knowledge of accrual accounting fundamentals. The study results showed that most of the respondents implied that the outcomes of the implemented plan were satisfying. Respondents who were graduated in financial majors had higher satisfaction rate than others. Conclusion: The role of a comprehensive information system as an underlying and challenging necessity should be emphasized in accrual accounting system. Performance based budgeting system as a frequently focused program in Iranian socio-economic public organizations and Iran’s Ministry of Health and Medical Education should be fitted with the settlement of new financial plan.

  2. Human Genome Diversity Project. Summary of planning workshop 3(B): Ethical and human-rights implications

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1993-12-31

    The third planning workshop of the Human Genome Diversity Project was held on the campus of the US National Institutes of Health in Bethesda, Maryland, from February 16 through February 18, 1993. The second day of the workshop was devoted to an exploration of the ethical and human-rights implications of the Project. This open meeting centered on three roundtables, involving 12 invited participants, and the resulting discussions among all those present. Attendees and their affiliations are listed in the attached Appendix A. The discussion was guided by a schedule and list of possible issues, distributed to all present and attached as Appendix B. This is a relatively complete, and thus lengthy, summary of the comments at the meeting. The beginning of the summary sets out as conclusions some issues on which there appeared to be widespread agreement, but those conclusions are not intended to serve as a set of detailed recommendations. The meeting organizer is distributing his recommendations in a separate memorandum; recommendations from others who attended the meeting are welcome and will be distributed by the meeting organizer to the participants and to the Project committee.

  3. Planning/Budgeting/Evaluation Manual. An Operation Manual for Staff Members Concerning the Implementation of the Planning/Budgeting/Evaluation Cycle Within the Missouri State Department of Education.

    Science.gov (United States)

    Missouri State Dept. of Education, Jefferson City.

    This manual identifies and systematizes the sequence of events necessary for the State Department of Education to effectively plan, implement, and evaluate its varied programs. The report (1) describes the cycle, (2) outlines the flow of events, (3) delineates offices responsible for each event, and (4) discusses overlapping phases of event cycles…

  4. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

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

  5. Strategies and best practices for staff renewal

    International Nuclear Information System (INIS)

    Cottingham, C.

    2007-01-01

    This paper discusses the strategies and best practices for staff renewal in the electricity sector. Strategic initiatives for staff renewal include strategic recruiting, succession planning, employee relations, knowledge management and strategic partnerships

  6. Checklist for Staff Technology Training.

    Science.gov (United States)

    Anderson, Mary Alice

    1997-01-01

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

  7. Planning Together: Positive Classroom Environments. Diversity in the Classroom Series, Number Four.

    Science.gov (United States)

    Hindle, Doug

    This document, the fourth in a series on diversity in the classroom, supports the belief that challenges faced by teachers working with diverse students can only be met through teacher practices that increase levels of positive teacher-student interaction and that create, in each student, effective social and problem solving skills. Section 1,…

  8. Incorporating historical ecosystem diversity into conservation planning efforts in grass and shrub ecosystems

    Science.gov (United States)

    Amy C. Ganguli; Johathan B. Haufler; Carolyn A. Mehl; Jimmie D. Chew

    2011-01-01

    Understanding historical ecosystem diversity and wildlife habitat quality can provide a useful reference for managing and restoring rangeland ecosystems. We characterized historical ecosystem diversity using available empirical data, expert opinion, and the spatially explicit vegetation dynamics model SIMPPLLE (SIMulating Vegetative Patterns and Processes at Landscape...

  9. Connection, regulation, and care plan innovation: a case study of four nursing homes.

    Science.gov (United States)

    Colón-Emeric, Cathleen S; Lekan-Rutledge, Deborah; Utley-Smith, Queen; Ammarell, Natalie; Bailey, Donald; Piven, Mary L; Corazzini, Kirsten; Anderson, Ruth A

    2006-01-01

    We describe how connections among nursing home staff impact the care planning process using a complexity science framework. We completed six-month case studies of four nursing homes. Field observations (n = 274), shadowing encounters (n = 69), and in-depth interviews (n = 122) of 390 staff at all levels were conducted. Qualitative analysis produced a conceptual/thematic description and complexity science concepts were used to produce conceptual insights. We observed that greater levels of staff connection were associated with higher care plan specificity and innovation. Connection of the frontline nursing staff was crucial for (1) implementation of the formal care plan and (2) spontaneous informal care planning responsive to changing resident needs. Although regulations could theoretically improve cognitive diversity and information flow in care planning, we observed instances of regulatory oversight resulting in less specific care plans and abandonment of an effective care planning process. Interventions which improve staff connectedness may improve resident outcomes.

  10. Learning from staff to share knowledge and inform decision-making: the Contra Costa County experience.

    Science.gov (United States)

    Winship, Kathy

    2012-01-01

    In an effort to increase staff engagement and opportunities for greater two-way communication between managers and staff, a strategic plan was developed involving administration of an agency-wide staff satisfaction survey. A comprehensive survey was administered to nearly 1700 employees throughout the agency, which encompasses several diverse bureaus ranging from child and family services, aging and adult services, and a workforce investment board. The online survey included 36 questions aimed at gathering staff perspectives on job satisfaction, work expectations, supervision, and information sharing within the agency. 825 employees responded to the survey, and findings were analyzed and shared agency-wide. Results of the survey have been used to inform ongoing agency change and to facilitate continued engagement of staff in organizational goals and initiatives. Copyright © Taylor & Francis Group, LLC

  11. 42 CFR 456.407 - UR responsibilities of administrative staff.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 4 2010-10-01 2010-10-01 false UR responsibilities of administrative staff. 456... administrative staff. The UR plan must describe— (a) The UR support responsibilities of the ICF's administrative staff; and (b) Procedures used by the staff for taking needed corrective action. UR Plan: Informational...

  12. Seed plant phylogenetic diversity and species richness in conservation planning within a global biodiversity hotspot in eastern Asia.

    Science.gov (United States)

    Li, Rong; Kraft, Nathan J B; Yu, Haiying; Li, Heng

    2015-12-01

    One of the main goals of conservation biology is to understand the factors shaping variation in biodiversity across the planet. This understanding is critical for conservation planners to be able to develop effective conservation strategies. Although many studies have focused on species richness and the protection of rare and endemic species, less attention has been paid to the protection of the phylogenetic dimension of biodiversity. We explored how phylogenetic diversity, species richness, and phylogenetic community structure vary in seed plant communities along an elevational gradient in a relatively understudied high mountain region, the Dulong Valley, in southeastern Tibet, China. As expected, phylogenetic diversity was well correlated with species richness among the elevational bands and among communities. At the community level, evergreen broad-leaved forests had the highest levels of species richness and phylogenetic diversity. Using null model analyses, we found evidence of nonrandom phylogenetic structure across the region. Evergreen broad-leaved forests were phylogenetically overdispersed, whereas other vegetation types tended to be phylogenetically clustered. We suggest that communities with high species richness or overdispersed phylogenetic structure should be a focus for biodiversity conservation within the Dulong Valley because these areas may help maximize the potential of this flora to respond to future global change. In biodiversity hotspots worldwide, we suggest that the phylogenetic structure of a community may serve as a useful measure of phylogenetic diversity in the context of conservation planning. © 2015 Society for Conservation Biology.

  13. Plant diversity and conservation in China: planning a strategic bioresource for a sustainable future.

    Science.gov (United States)

    Huang, Hongwen

    2011-01-01

    China is one of the richest countries for plant diversity with approximately 33 000 vascular plant species, ranking second in the world. However, the plant diversity in China is increasingly threatened, with an estimated 4000–5000 plant species being threatened or on the verge of extinction, making China, proportionally, one of the highest priorities for global plant biodiversity conservation. Coming in the face of the current ecological crisis, it is timely that China has launched China's Strategy for Plant Conservation (CSPC). China has increasingly recognized the importance of plant diversity in efforts to conserve and sustainably use its plant diversity. More than 3000 nature reserves have been established, covering approximately 16% of the land surface of China. These natural reserves play important roles in plant conservation, covering more than 85% of types of terrestrial natural ecosystems, 40% of types of natural wetlands, 20% of native forests and 65% of natural communities of vascular plants. Meanwhile, the flora conserved in botanical gardens is also extensive. A recent survey shows that the 10 largest botanical gardens have living collections of 43 502 taxa, with a total of 24 667 species in ex situ conservation. These provide an important reserve of plant resources for sustainable economic and social development in China. Plant diversity is the basis for bioresources and sustainable utilization. The 21st century is predicted to be an era of bio-economy driven by advances of bioscience and biotechnology. Bio-economy may become the fourth economy form after agricultural, industrial, and information and information technology economies, having far-reaching impacts on sustainable development in agriculture, forestry, environmental protection, light industry, food supply and health care and other micro-economy aspects. Thus, a strategic and forward vision for conservation of plant diversity and sustainable use of plant resources in the 21st century is of

  14. Plan for the active utilization of incentive system for preserving bio-diversity

    Energy Technology Data Exchange (ETDEWEB)

    Cho, Seung Hyun; Park, Yong Ha; Kim, Seung Woo; Choi, Yong Jae [Korea Environment Institute, Seoul (Korea)

    1999-12-01

    The issue on bio diversity becomes an important subject of 21C environmental problem with UNFCCC. As {sup A}greements on bio diversity{sup b}ecame effective in December 1993, the establishment of information exchange system, use and limit of intellectual property right, financial support on developing countries, and adoption of protocols on life science stability are discussed as pending issues in major international conferences. This study examined international trends related to this issue and case studies in foreign countries and then recommended a fundamental direction and a method of introducing policy after understanding domestic policy situation. 39 refs., 5 figs., 37 tabs.

  15. Mapping Staff Competencies for Information Literacy Interventions

    Directory of Open Access Journals (Sweden)

    Sheila Corrall

    2010-09-01

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

  16. 26 CFR 1.401(a)-2 - Impossibility of diversion under qualified plan or trust.

    Science.gov (United States)

    2010-04-01

    ... TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES Pension, Profit-Sharing, Stock Bonus Plans, Etc... for, or diverted to, purposes other than for the exclusive benefit of those employees or their...

  17. The Culture Audit: A Leadership Tool for Assessment and Strategic Planning in Diverse Schools and Colleges

    Science.gov (United States)

    Bustamante, Rebecca M.

    2006-01-01

    This module is designed to introduce educational leaders to an organizational assessment tool called a "culture audit." Literature on organizational cultural competence suggests that culture audits are a valuable tool for determining how well school policies, programs, and practices respond to the needs of diverse groups and prepare…

  18. Planning for Diversity: Options and Recommendations for DoD Leaders

    Science.gov (United States)

    2008-01-01

    military institution. The military should focus on ensuring opportunities for all groups rather than trying to eradicate racism , sexism , or other... statistics of protected groups, even though their definitions contain no reference to protected groups. Notwithstanding the advantages of focusing on...would be con- sistent with theories about diversity and the military that are gaining currency. In light of unconventional conflicts and tension

  19. Planning for the Maintenance of Floristic Diversity in the Face of Land Cover and Climate Change

    Science.gov (United States)

    Jewitt, Debbie; Goodman, Peter S.; Erasmus, Barend F. N.; O'Connor, Timothy G.; Witkowski, Ed T. F.

    2017-05-01

    Habitat loss and climate change are primary drivers of global biodiversity loss. Species will need to track changing environmental conditions through fragmented and transformed landscapes such as KwaZulu-Natal, South Africa. Landscape connectivity is an important tool for maintaining resilience to global change. We develop a coarse-grained connectivity map between protected areas to aid decision-making for implementing corridors to maintain floristic diversity in the face of global change. The spatial location of corridors was prioritised using a biological underpinning of floristic composition that incorporated high beta diversity regions, important plant areas, climate refugia, and aligned to major climatic gradients driving floristic pattern. We used Linkage Mapper to develop the connectivity network. The resistance layer was based on land-cover categories with natural areas discounted according to their contribution towards meeting the biological objectives. Three corridor maps were developed; a conservative option for meeting minimum corridor requirements, an optimal option for meeting a target amount of 50% of the landscape and an option including linkages in highly transformed areas. The importance of various protected areas and critical linkages in maintaining landscape connectivity are discussed, disconnected protected areas and pinch points identified where the loss of small areas could compromise landscape connectivity. This framework is suggested as a way to conserve floristic diversity into the future and is recommended as an approach for other global connectivity initiatives. A lack of implementation of corridors will lead to further habitat loss and fragmentation, resulting in further risk to plant diversity.

  20. Transition Planning for Culturally and Linguistically Diverse Youth. Brookes Transition to Adulthood Series

    Science.gov (United States)

    Greene, Gary

    2011-01-01

    Too often, culturally and linguistically diverse (CLD) youth with disabilities have a tougher road to adulthood than their Caucasian peers with disabilities. Reverse the odds with this concise how-to book, the first guide to easing the complex transition process for CLD students with a wide range of special needs. A veteran trainer of transition…

  1. TeenDrivingPlan effectiveness: the effect of quantity and diversity of supervised practice on teens' driving performance.

    Science.gov (United States)

    Mirman, Jessica H; Albert, W Dustin; Curry, Allison E; Winston, Flaura K; Fisher Thiel, Megan C; Durbin, Dennis R

    2014-11-01

    The large contribution of inexperience to the high crash rate of newly licensed teens suggests that they enter licensure with insufficient skills. In a prior analysis, we found moderate support for a direct effect of a web-based intervention, the TeenDrivingPlan (TDP), on teens' driving performance. The purpose of the present study was to identify the mechanisms by which TDP may be effective and to extend our understanding of how teens learn to drive. A randomized controlled trial conducted with teen permit holders and parent supervisors (N = 151 dyads) was used to determine if the effect of TDP on driver performance operated through five hypothesized mediators: (1) parent-perceived social support; (2) teen-perceived social support; (3) parent engagement; (4) practice quantity; and (5) practice diversity. Certified driving evaluators, blinded to teens' treatment allocation, assessed teens' driving performance 24 weeks after enrollment. Mediator variables were assessed on self-report surveys administered periodically over the study period. Exposure to TDP increased teen-perceived social support, parent engagement, and practice diversity. Both greater practice quantity and diversity were associated with better driving performance, but only practice diversity mediated the relationship between TDP and driver performance. Practice diversity is feasible to change and increases teens' likelihood of completing a rigorous on-road driving assessment just before licensure. Future research should continue to identify mechanisms that diversify practice driving, explore complementary ways to help families optimize the time they spend on practice driving, and evaluate the long-term effectiveness of TDP. Copyright © 2014 Society for Adolescent Health and Medicine. Published by Elsevier Inc. All rights reserved.

  2. REVIEW: Citanduy river diversion, advantages and disadvantages plan to conserve mangrove ecosystem in Segara Anakan

    Directory of Open Access Journals (Sweden)

    AHMAD DWI SETYAWAN

    2003-01-01

    Full Text Available Mangrove ecosystem at Segara Anakan lagoon, Cilacap having specific characteristics so that in developing this area should consider the conservation aspect. This area is the widest conserved-mangrove ecosystem at Java, and the place for breeding of many species of fish, crustacean and others. Thousand families of fisheries were supported both direct and indirectly from this ecosystem. However, along with the development activities in the watershed of Citanduy, Cimeneng/Cikonde and other rivers connected to the area has brought about the increase of sediment, and threaten the existence of the lagoon and surrounding mangrove ecosystem. Diversion of Citanduy river, dredging sediment, and reboisation of the watershed river was a preference of conserving the ecosystem, however, the diversion could be forming a new ecosystem, that actually threat the fisheries and tourism activities at Pangandaran, Ciamis.

  3. The operational staff during exercise RESUME-95

    Energy Technology Data Exchange (ETDEWEB)

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

    1997-12-31

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

  4. The operational staff during exercise RESUME-95

    Energy Technology Data Exchange (ETDEWEB)

    Jensen, J [Jensen Consult, Virum (Denmark)

    1998-12-31

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

  5. Diversity distribution patterns of Chinese endemic seed plant species and their implications for conservation planning

    Science.gov (United States)

    Huang, Jihong; Huang, Jianhua; Lu, Xinghui; Ma, Keping

    2016-01-01

    Endemism is an important concept in biogeography and biodiversity conservation. China is one of the richest countries in biodiversity, with very high levels of plant endemism. In this study, we analysed the distribution patterns of diversity, the degree of differentiation, and the endemicity of Chinese endemic seed plants using the floristic unit as a basic spatial analysis unit and 11 indices. The analysis was based on distribution data of 24,951 native seed plant species (excluding subspecies and varieties) and 12,980 Chinese endemic seed plant species, which were sourced from both specimen records and published references. The distribution patterns of Chinese endemic flora were generally consistent but disproportionate across China for diversity, degree of differentiation and endemicity. The South Hengduan Mountains Subregion had the highest values for all indices. At the regional level, both the Hengduan Mountains and the Central China regions were highest in diversity and degrees of differentiation. However, both the rate of local endemic to native species and the rate of local to Chinese endemic species were highest in the Taiwan Region and the South Taiwan Region. The Hengduan Mountains Region and the Central China Region are two key conservation priority areas for Chinese endemic seed plants. PMID:27658845

  6. Leadership, Diversity and Succession Planning in Academia. Research & Occasional Papers Series: CSHE 8.10

    Science.gov (United States)

    Gonzalez, Cristina

    2010-01-01

    Although academia is becoming more like business in many respects--not all of them positive--it has not borrowed one of the best attributes of business culture: its tradition of developing leadership through succession planning. As a result, much talent is underutilized. This includes, most prominently, that of women and minorities, who tend not…

  7. 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...

  8. Planning and diversity: social medicine problems in the “cordiality's country”

    Directory of Open Access Journals (Sweden)

    Antonio Carlos Machado Guimarães

    2009-12-01

    Full Text Available The issue of public-private relationship has long occupied by the staff of the Brazilian Social Sciences, having produced such classics as the book Raízes do Brasil by Sergio Buarque de Hollanda. In works like this, we emphasize the difficulty of Brazil to assume a behavior governed by impersonal rules. In front of them, are deployed expedients as the “you know with who he is talking to” and “jeitinho” by putting the relationship on the strength of individual projects that relate to healing customs. In its purpose studied, which extends to individual habits, the Social Medicine often had to face the warmth and rigid demarcation between public and private life in the United States. If, in terms of history, we find these forces acting in the “Revolt of the vaccine” in literature, we found the character Simon blunderbuss, the work O alienista that Machado de Assis published in the form of Serial, between 1881 and 1882, the example of the clash between two different ethical, that of cordiality, defined by Sergio Buarque de Hollanda and the pulse of modern science planner.

  9. STAFF NEEDED

    CERN Multimedia

    2001-01-01

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

  10. Guidelines on the defense-in-depth and diversity planning and analysis in digital instrumentation and control systems

    Energy Technology Data Exchange (ETDEWEB)

    Cheon, Se Woo; Park, Jong Kyun; Lee, Ki Young; Kwon, Ki Choon; Lee, Jang Soo; Kim, Jang Yeol

    2000-08-01

    Digital instrumentation and control (I and C) systems are becoming an ever-increasing part in I and C systems of nuclear power plants due to such features such as versatility, flexibility, and reduced sizes. The digital technology introduces a possibility that common-cause or common-mode failures (CCF or CMF) may cause redundant safety systems to fail in such a way that there is loss of safety function. A special form of CMF analysis called 'defense-in-depth and diversity' (D-in-D and D) analysis has been developed to identify possible common-mode failure vulnerabilities and to support a specific licensing action in digital systems. There are two main stages in D-in-D and D activities: both plan and analysis. The purposes of this technical report are (i) to review background of D-in-D and D and some of important issues in digital D-in-D and D, (ii) to provide guidelines for a vendor to prepare planning and/or analysis documents on D-in-D and D, and (iii) to provide guidelines for an evaluator to review applicant's D-in-D and D planning and/or analysis documents, to ensure that the requirements of the D-in-D and D for digital I and C systems are followed. Most of guidelines suggested in this report were based on NUREG/CR-6303 which was published in 1994. The report will be helpful for a vendor to prepare and for an evaluator to review both D-in-D and D planning or analysis documents for digital I and C systems such as the KNGR project.

  11. Guidelines on the defense-in-depth and diversity planning and analysis in digital instrumentation and control systems

    International Nuclear Information System (INIS)

    Cheon, Se Woo; Park, Jong Kyun; Lee, Ki Young; Kwon, Ki Choon; Lee, Jang Soo; Kim, Jang Yeol

    2000-08-01

    Digital instrumentation and control (I and C) systems are becoming an ever-increasing part in I and C systems of nuclear power plants due to such features such as versatility, flexibility, and reduced sizes. The digital technology introduces a possibility that common-cause or common-mode failures (CCF or CMF) may cause redundant safety systems to fail in such a way that there is loss of safety function. A special form of CMF analysis called 'defense-in-depth and diversity' (D-in-D and D) analysis has been developed to identify possible common-mode failure vulnerabilities and to support a specific licensing action in digital systems. There are two main stages in D-in-D and D activities: both plan and analysis. The purposes of this technical report are i) to review background of D-in-D and D and some of important issues in digital D-in-D and D, ii) to provide guidelines for a vendor to prepare planning and/or analysis documents on D-in-D and D, and iii) to provide guidelines for an evaluator to review applicant's D-in-D and D planning and/or analysis documents, to ensure that the requirements of the D-in-D and D for digital I and C systems are followed. Most of guidelines suggested in this report were based on NUREG/CR-6303 which was published in 1994. The report will be helpful for a vendor to prepare and for an evaluator to review both D-in-D and D planning or analysis documents for digital I and C systems such as the KNGR project

  12. Computer-supported planning on graphic terminals in the staff divisions of hard coal mines. Rechnergestuetzte Planung an grafischen Arbeitsplaetzen in den Stabsstellen von Steinkohlenbergwerken

    Energy Technology Data Exchange (ETDEWEB)

    Seeliger, A [Technische Hochschule Aachen (Germany)

    1990-01-01

    Analysis of the planning activity in the planning department of German hard coal mines have shown that in some branches of the planning process productivity and creativity of the involved experts can be increased, potentials for rationalization be opened up and the cooperation between different engineering disciplines be improved by using computer network systems in combination with graphic systems. This paper reports about the computer-supported planning system 'Grube', which has been developed at the RWTH (technical university) Aachen, and its applications in mine surveying, electro-technical and mechanical planning as well as in the planning of ventilation systems and detailed mine planning. The software module GRUBE-W, which will be in future the centre of the working place for the mine ventilation planning of the Ruhrkohle AG, is discussed in detail. (orig.).

  13. The operational staff during exercise RESUME-95

    International Nuclear Information System (INIS)

    Jensen, J.

    1997-01-01

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

  14. 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

  15. 77 FR 12086 - Final Staff Guidance, Revision 4 to Standard Review Plan; Section 8.1 on Electric Power-Introduction

    Science.gov (United States)

    2012-02-28

    ... Plan; Section 8.1 on Electric Power--Introduction AGENCY: Nuclear Regulatory Commission. [[Page 12087... Nuclear Power Plants,'' Standard Review Plan (SRP) Section 8.1 on ``Electric Power--Introduction,'' (Agencywide Documents Access and Management System (ADAMS) Accession No. ML113640121), and the Branch...

  16. "Doctor, Make My Decisions": Decision Control Preferences, Advance Care Planning, and Satisfaction With Communication Among Diverse Older Adults.

    Science.gov (United States)

    Chiu, Catherine; Feuz, Mariko A; McMahan, Ryan D; Miao, Yinghui; Sudore, Rebecca L

    2016-01-01

    Culturally diverse older adults may prefer varying control over medical decisions. Decision control preferences (DCPs) may profoundly affect advance care planning (ACP) and communication. To determine the DCPs of diverse, older adults and whether DCPs are associated with participant characteristics, ACP, and communication satisfaction. A total of 146 participants were recruited from clinics and senior centers in San Francisco. We assessed DCPs using the control preferences scale: doctor makes all decisions (low), shares with doctor (medium), makes own decisions (high). We assessed associations between DCPs and demographics; prior advance directives; ability to make in-the-moment goals of care decisions; self-efficacy, readiness, and prior asked questions; and satisfaction with patient-doctor communication (on a five-point Likert scale), using Chi-square and Kruskal-Wallis analysis of variance. Mean age was 71 ± 10 years, 53% were non-white, 47% completed an advance directive, and 70% made goals of care decisions. Of the sample, 18% had low DCPs, 33% medium, and 49% high. Older age was the only characteristic associated with DCPs (low: 75 ± 11 years, medium: 69 ± 10 years, high: 70 ± 9 years, P = 0.003). DCPs were not associated with ACP, in-the-moment decisions, or communication satisfaction. Readiness was the only question-asking behavior associated (low: 3.8 ± 1.2, medium: 4.1 ± 1.2, high: 4.3 ± 1.2, P = 0.05). Nearly one-fifth of diverse, older adults want doctors to make their medical decisions. Older age and lower readiness to ask questions were the only demographic variables significantly associated with low DCPs. Yet, older adults with low DCPs still engaged in ACP, asked questions, and reported communication satisfaction. Clinicians can encourage ACP and questions for all patients, but should assess DCPs to provide the desired amount of decision support. Copyright © 2016 American Academy of Hospice and Palliative Medicine. All

  17. Leading change in diversity and cultural competence.

    Science.gov (United States)

    de Leon Siantz, Mary Lou

    2008-01-01

    This article describes an expanded leadership role needed in schools of nursing as the nurse of the 21st century is prepared to assume expanded roles in a diverse society. With schools of nursing becoming more global, and the diverse population of the United States rapidly growing, a critical need exists for nurses who are ready to partner in the health care that multicultural communities need locally, nationally, and globally. Diversity and cultural competence have now become central issues in nursing education, research, practice, and health policy. Diversity leadership in a school of nursing can no longer concentrate only on issues of affirmative action, recruitment, and retention. The purpose of this article is to discuss how diversity leadership must increasingly focus on building a corporate environment in schools of nursing that integrates diversity and cultural competence with the strategic plan of the School's Chief Nursing Officer, across academic programs, research, practice, and public policy to eliminate health disparities in partnership with faculty, students, staff, the University infrastructure, and the community at large. The theoretical framework that guided the strategic planning is based on the model used by the Robert Wood Johnson Executive Nurse Fellowship Program. Examples of program initiatives designed to implement the strategic plan to strengthen the diversity and cultural competence of one school of nursing environment are described.

  18. Evaluating the systematic implementation of the 'Let Me Decide' advance care planning programme in long term care through focus groups: staff perspectives.

    LENUS (Irish Health Repository)

    Cornally, Nicola

    2015-11-01

    The \\'Let Me Decide\\' Advance Care Planning (LMD-ACP) programme offers a structured approach to End-of-Life (EoL) care planning in long-term care for residents with and without capacity to complete an advance care directive\\/plan. The programme was implemented in three homes in the South of Ireland, with a view to improving quality of care at end of life. This paper will present an evaluation of the systematic implementation of the LMD-ACP programme in the homes.

  19. Public Relations Strategies for Scholastic Publication Staffs.

    Science.gov (United States)

    Konkle, Bruce E.

    2000-01-01

    Discusses the importance to scholastic publications staffs of four public relations strategies: meticulous research, systematic planning, strengthening communication efforts, and evaluation. Notes internal and external factors crucial to good public relations. Lists activities to consider. (SR)

  20. Climate Study of the Learning Environment for Faculty, Staff, and Students at a U.S. Dental School: Foundation for Culture Change.

    Science.gov (United States)

    Murdoch-Kinch, C A; Duff, R E; Ramaswamy, V; Ester, T V; Sponseller, S A; Seeley, J A

    2017-10-01

    The aim of this study was to assess the culture and climate for diversity and inclusion and the humanistic learning environment for students, faculty, and staff at the University of Michigan School of Dentistry. From July 2014 to June 2015, two committees of 16 faculty members, staff members, and students, in partnership with trained program evaluators, used a participatory program evaluation (PPE) process to conduct the assessment using key informant interviews, surveys, and focus groups. The topics addressed were humanistic environment, learning environment, diversity and inclusion, microaggressions and bullying, and activities and space. All staff members, all faculty members (both full- and part-time), and all students in all four years were invited to participate in the parallel but distinctive versions of the survey from November 10 to 25, 2014. Response rates for each group were as follows: 50% (318/642) for students, 68% (217/320) for staff, and 40% (147/366) for faculty; numbers responding to individual items varied. Among the respondents, the majority (76% faculty, 67% staff, 80% students) agreed that the environment fostered learning and personal growth and that a humanistic environment was important (97% faculty, 95% staff, 94% students). Many reported having experienced/witnessed a micro-aggression or bullying. Many also reported having "ever had" dissatisfaction with the learning environment (44% faculty, 39% staff, 68% students). The students sought better relationships with the faculty; the staff and faculty members sought opportunities for professional development and mentoring. Recommendations included cultural sensitivity training, courses for interpersonal skills, leadership and team-building efforts, addressing microaggressions and bullying, creating opportunities for collaboration, and increasing diversity of faculty, staff, and students. These recommendations were incorporated into the school's strategic plan. In this study, a utilization

  1. Training of power station staff

    International Nuclear Information System (INIS)

    Dusserre, J.

    1993-01-01

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

  2. NO to sacrificing future staff!

    CERN Multimedia

    Staff Association

    2011-01-01

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

  3. 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

  4. 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...

  5. 10 CFR 51.40 - Consultation with NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 2 2010-01-01 2010-01-01 false Consultation with NRC staff. 51.40 Section 51.40 Energy....40 Consultation with NRC staff. (a) A prospective applicant or petitioner for rulemaking is encouraged to confer with NRC staff as early as possible in its planning process before submitting...

  6. Research Staff | Wind | NREL

    Science.gov (United States)

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

  7. CBE Faculty and Staff

    Science.gov (United States)

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

  8. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

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

  9. Does difference matter? Diversity and human rights in a hospital workplace.

    Science.gov (United States)

    Sulman, Joanne; Kanee, Marylin; Stewart, Paulette; Savage, Diane

    2007-01-01

    The urban hospital workplace is a dynamic environment that mirrors the cultural and social diversity of the modern city. This paper explores the literature relating to diversity in the workplace and then describes an urban Canadian teaching hospital's comprehensive approach to the promotion of an equitable and inclusive diverse environment. With this goal, four years ago the hospital established an office of Diversity and Human Rights staffed by a social worker. The office provides education, training, policy development and complaints management. The administration also convened a hospital-wide committee to advise on the outcomes, and to plan a process for diversity and human rights organizational change. The committee worked with a social work research consultant to design a qualitative focus group study, currently ongoing, to explore the perspectives of hospital staff. The lessons learned from the process have the potential to increase overall cultural competency of staff that can translate into more sensitive work with patients.

  10. Strategies to overcome barriers to implementing osteoporosis and fracture prevention guidelines in long-term care: a qualitative analysis of action plans suggested by front line staff in Ontario, Canada.

    Science.gov (United States)

    Alamri, Sultan H; Kennedy, Courtney C; Marr, Sharon; Lohfeld, Lynne; Skidmore, Carly J; Papaioannou, Alexandra

    2015-08-01

    Osteoporosis is a major global health problem, especially among long-term care (LTC) facilities. Despite the availability of effective clinical guidelines to prevent osteoporosis and bone fractures, few LTC homes actually adhere to these practical recommendations. The purpose of this study was to identify barriers to the implementation of evidence-based practices for osteoporosis and fracture prevention in LTC facilities and elicit practical strategies to address these barriers. We performed a qualitative analysis of action plans formulated by Professional Advisory Committee (PAC) teams at 12 LTC homes in the intervention arm of the Vitamin D and Osteoporosis Study (ViDOS) in Ontario, Canada. PAC teams were comprised of medical directors, administrators, directors of care, pharmacists, dietitians, and other staff. Thematic content analysis was performed to identify the key themes emerging from the action plans. LTC teams identified several barriers, including lack of educational information and resources prior to the ViDOS intervention, difficulty obtaining required patient information for fracture risk assessment, and inconsistent prescribing of vitamin D and calcium at the time of admission. The most frequently suggested recommendations was to establish and adhere to standard admission orders regarding vitamin D, calcium, and osteoporosis therapies, improve the use of electronic medical records for osteoporosis and fracture risk assessment, and require bone health as a topic at quarterly reviews and multidisciplinary conferences. This qualitative study identified several important barriers and practical recommendations for improving the implementation of osteoporosis and fracture prevention guidelines in LTC settings.

  11. Emergency department case management: the dyad team of nurse case manager and social worker improve discharge planning and patient and staff satisfaction while decreasing inappropriate admissions and costs: a literature review.

    Science.gov (United States)

    Bristow, Darlene P; Herrick, Charlotte A

    2002-01-01

    A model of emergency department (ED) case management consisting of a social worker and a nurse case manager can prevent inappropriate admissions, improve discharge planning, decrease cost, and enhance patient satisfaction. The individual and combined roles of the dyad team of social worker and nurse case manager are discussed. A literature review includes how a case management dyad team of social worker and nurse case manager in the ED can decrease utilization of the ED for nonemergent visits, promote the use of community resources, and improve discharge planning to avoid excessive costs. The importance of the dyad team working with the interdisciplinary team in the ED, the primary care physician (PCP), and other community health care providers in order to provide a holistic approach to care is addressed. A discussion about the improvement of both patient and staff satisfaction demonstrates the results of case management strategies that support and advocate for patients to receive quality, cost-effective care across the health care continuum, while decreasing the use of the ED for nonemergent care.

  12. Implementation of the DoD Diversity and Inclusion Strategic Plan: A Framework for Change through Accountability

    Science.gov (United States)

    2013-01-01

    Opportunity Directors as well” ( Cantor , 2011). Bringing these various leaders together has been helpful in coordinating DoD diversity efforts. DDWG...Pearson Education, Prentice Hall, 2011. Cantor , Bradley, “Government-Wide Initiative to Promote Diversity and Inclusion,” DoDLive (website), August... George V., Report to the President: The Crisis in Human Capital, Washington, D.C.: U.S. Senate Subcommittee on Oversight of Government Management

  13. Regulating and Negotiating Linguistic Diversity: Top-Down and Bottom-Up Language Planning in the Moroccan City

    Science.gov (United States)

    Hassa, Samira

    2012-01-01

    This study examines language planning as displayed in street names, advertising posters, billboards, and supermarket product displays in three Moroccan cities: Casablanca, Fes, and Rabat. The study reveals somewhat confusing language planning stemming from on-going political, economic, and social transformation in Morocco. More than 50 years after…

  14. Engagement with the TeenDrivingPlan and diversity of teens' supervised practice driving: lessons for internet-based learner driver interventions.

    Science.gov (United States)

    Winston, Flaura K; Mirman, Jessica H; Curry, Allison E; Pfeiffer, Melissa R; Elliott, Michael R; Durbin, Dennis R

    2015-02-01

    Inexperienced, less-skilled driving characterises many newly licensed drivers and contributes to high crash rates. A randomised trial of TeenDrivingPlan (TDP), a new learner driver phase internet-based intervention, demonstrated effectiveness in improving safety relevant, on-road driving behaviour, primarily through greater driving practice diversity. To inform future learner driver interventions, this analysis examined TDP use and its association with practice diversity. Posthoc analysis of data from teen/parent dyads (n=107), enrolled early in learner phase and assigned to treatment arm in randomised trial. Inserted software beacons captured TDP use data. Electronic surveys completed by parents and teens assessed diversity of practice driving and TDP usability ratings at 24 weeks (end of study period). Most families (84%) used TDP early in the learner period; however, the number of TDP sessions in the first week was three times higher among dyads who achieved greater practice diversity than those with less. By week five many families still engaged with TDP, but differences in TDP use could not be detected between families with high versus low practice diversity. Usability was not a major issue for this sample based on largely positive user ratings. An engaging internet-based intervention, such as TDP, can support families in achieving high practice diversity. Future learner driver interventions should provide important information early in the learner period when engagement is greatest, encourage continued learning as part of logging practice drives, and incorporate monitoring software for further personalisation to meet family needs. NCT01498575. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  15. Planning and realization of river diversions for the construction of reservoirs and river power stations; Planung und Ausfuehrung von Flussumleitungen im Talsperren- und Flusskraftwerksbau

    Energy Technology Data Exchange (ETDEWEB)

    Patt, M

    1992-03-19

    River diversions are necessary measures in reservoir and river power station construction in order to be able to construct the planned buildings in dry building ground. These diversion measures are only temporary as only in the construction phase of the retaining works the flow is led through the site. As in the recent past large hydraulic engineering plants have reached new dimensions also river diversions have gained importance with regard to the flow to be controlled. With this work the author wants to contribute to an improvement in river diversion with regard to safety, economy and environmental compatibility. (orig.) [Deutsch] Flussumleitungen sind im Talsperren- und Flusskraftwerksbau notwendige Massnahmen, um die projektierten Bauwerke in trockenen Baugruben errichten zu koennen. Diese Umleitungsmassnahmen besitzen einen temporaeren Charakter, da mit ihrer Hilfe der Abfluss ausschliesslich in der Bauphase des Sperrprojekts durch die Baustelle gewaehrleistet wird. Da in juengster Vergangenheit die wasserbaulichen Grossanlagen in neue Dimensionen vorgestossen sind, haben auch die Flussumleitungen hinsichtlich der Abfluesse, die es zu beherrschen gilt, an Bedeutung gewonnen. Mit der vorliegenden Arbeit moechte ich einen Beitrag leisten zur Verbesserung von Flussumleitungen im Hinblick auf Sicherheit, Wirtschaftlichkeit und Umweltvertraeglichkeit. (orig.)

  16. Diversity employment and recruitment sources

    Energy Technology Data Exchange (ETDEWEB)

    1994-08-01

    Effective human resources management has been identified as one of four critical success factors in the Department of Energy Strategic Plan. The Plan states relative to this factor: ``The Department seeks greater alignment of resources with agency priorities and increased diversification of the workforce, including gender, ethnicity, age, and skills. This diversification will bring new thinking and perspectives that heretofore have not had a voice in departmental decision-making.`` This Guide has been developed as a key tool to assist Department of Energy management and administrative staff in achieving Goal 2 of this critical success factor, which is to ``Ensure a diverse and talented workforce.`` There are numerous sources from which to recruit minorities, women and persons with disabilities. Applying creativity and proactive effort, using traditional and non-traditional approaches, and reaching out to various professional, academic and social communities will increase the reservoir of qualified candidates from which to make selections. In addition, outreach initiatives will undoubtedly yield further benefits such as a richer cultural understanding and diversity awareness. The resource listings presented in this Guide are offered to encourage active participation in the diversity recruitment process. This Guide contains resource listings by state for organizations in the following categories: (1) African American Recruitment Sources; (2) Asian American/Pacific Islander Recruitment Sources; (3) Hispanic Recruitment Sources; (4) Native American/Alaskan Native Recruitment Sources; (5) Persons with Disabilities Recruitment Sources; and (6) Women Recruitment Sources.

  17. Generational diversity.

    Science.gov (United States)

    Kramer, Linda W

    2010-01-01

    Generational diversity has proven challenges for nurse leaders, and generational values may influence ideas about work and career planning. This article discusses generational gaps, influencing factors and support, and the various generational groups present in today's workplace as well as the consequences of need addressing these issues. The article ends with a discussion of possible solutions.

  18. Staff rotation: implications for occupational therapy.

    Science.gov (United States)

    Taylor, A; Andriuk, M L; Langlois, P; Provost, E

    1995-10-01

    Occupational therapy departments of tertiary care hospitals can provide staff with opportunities to gain diverse clinical experience if they rotate through the various services such as surgery, medicine, geriatrics, plastic surgery and orthopaedics. The system of rotation offers both advantages and disadvantages for the staff and the institution. The Royal Victoria Hospital in Montreal, a large university teaching hospital, had traditionally offered staff the opportunity to rotate. Changes in staffing and their needs however, resulted in rotation becoming an important issue within the department. This article presents the pros and the cons of rotation and non-rotation systems as identified by therapists and administrators across Canada. Staff rotation was found to have an effect on job satisfaction and a therapist's career orientation. Given these findings, administrators may want to reconsider the role of the generalist and specialist in their facilities.

  19. Strategic planning for waste management: Characterization of chemically and radioactively hazardous waste and treatment, storage, and disposal capabilities for diverse and varied multisite operations

    International Nuclear Information System (INIS)

    Jolley, R.L.; Rivera, A.L.; Fox, E.C.; Hyfantis, G.J.; McBrayer, J.F.

    1988-01-01

    Information about current and projected waste generation as well as available treatment, storage, and disposal (TSD) capabilities and needs is crucial for effective, efficient, and safe waste management. This is especially true for large corporations that are responsible for multisite operations involving diverse and complex industrial processes. Such information is necessary not only for day-to-day operations, but also for strategic planning to ensure safe future performance. This paper reports on some methods developed and successfully applied to obtain requisite information and to assist waste management planning at the corporate level in a nationwide system of laboratories and industries. Waste generation and TSD capabilities at selected US Department of Energy (DOE) sites were studied. 1 ref., 2 tabs

  20. 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.

  1. Research Staff | Bioenergy | NREL

    Science.gov (United States)

    Research Staff Research Staff Photo of Adam Bratis, Ph.D. Adam Bratis Associate Lab Director-Bio research to accomplish the objectives of the Department of Energy's Bioenergy Technologies Office, and to serve as a spokesperson for the bioenergy research effort at NREL, both internally and externally. This

  2. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

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

  3. 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...

  4. Optimisation of staff protection

    International Nuclear Information System (INIS)

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

    1997-01-01

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

  5. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

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

  6. Technique for determining training staff size

    International Nuclear Information System (INIS)

    Frye, S.R.

    1985-01-01

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

  7. 42 CFR 432.31 - Training and use of subprofessional staff.

    Science.gov (United States)

    2010-10-01

    ... 42 Public Health 4 2010-10-01 2010-10-01 false Training and use of subprofessional staff. 432.31...; Subprofessional and Volunteer Programs § 432.31 Training and use of subprofessional staff. (a) State plan requirement. A State plan must provide for the training and effective use of subprofessional staff as...

  8. 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 ...

  9. Staff Association Cocktail

    CERN Multimedia

    Staff Association

    2017-01-01

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

  10. Staff Performance Analysis: A Method for Identifying Brigade Staff Tasks

    National Research Council Canada - National Science Library

    Ford, Laura

    1997-01-01

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

  11. National Renewable Energy Laboratory To Reduce Staff

    Science.gov (United States)

    employees. The reduction will occur in two phases. The first phase will be a Voluntary Separation Program to partners in industry and universities," said NREL Director Dr. Charles Gay. "Congressional budget mitigation of future staff reductions. NREL's work force reductions will be guided by a plan submitted to the

  12. The Plan's the Thing.

    Science.gov (United States)

    Raley, Nancy

    1986-01-01

    Planning is the process of setting direction, priorities, and guidelines. A CASE survey of public relations professionals is described that notes the use of staff retreats and brainstorming sessions, among other techniques and strategies, that help professionals plan. (MLW)

  13. The Perspective of the Staff Regarding Facility Revitalization at Walter Reed Army Medical Center

    National Research Council Canada - National Science Library

    Baker, Jimmy G

    2004-01-01

    ...). The response rate for the questionnaire was 40.69%, Analysis of collected data revealed that most respondents believe major facility revitalization must occur at WRAMC, staff awareness of the Master Facility Plan is lacking and staff education...

  14. CTEPP STANDARD OPERATING PROCEDURE FOR CONDUCTING STAFF AND PARTICIPANT TRAINING (SOP-2.27)

    Science.gov (United States)

    This SOP describes the method to train project staff and participants to collect various field samples and questionnaire data for the study. The training plan consists of two separate components: project staff training and participant training. Before project activities begin,...

  15. Operational Design for Peace Enforcement: Lessons for the Operational Staff

    National Research Council Canada - National Science Library

    Neumann, Michael

    2004-01-01

    U.S. involvement in Somalia serves as a useful case study of the unique challenges an operational staff may face when applying operational design to the planning and execution of a peace enforcement operation. U.S...

  16. Research Staff | Photovoltaic Research | NREL

    Science.gov (United States)

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

  17. Prevalence of migraine in a diverse community--electronic methods for migraine ascertainment in a large integrated health plan.

    Science.gov (United States)

    Pressman, Alice; Jacobson, Alice; Eguilos, Roderick; Gelfand, Amy; Huynh, Cynthia; Hamilton, Luisa; Avins, Andrew; Bakshi, Nandini; Merikangas, Kathleen

    2016-04-01

    The growing availability of electronic health data provides an opportunity to ascertain diagnosis-specific cases via systematic methods for sample recruitment for clinical research and health services evaluation. We developed and implemented a migraine probability algorithm (MPA) to identify migraine from electronic health records (EHR) in an integrated health plan. We identified all migraine outpatient diagnoses and all migraine-specific prescriptions for a five-year period (April 2008-March 2013) from the Kaiser Permanente, Northern California (KPNC) EHR. We developed and evaluated the MPA in two independent samples, and derived prevalence estimates of medically-ascertained migraine in KPNC by age, sex, and race. The period prevalence of medically-ascertained migraine among KPNC adults during April 2008-March 2013 was 10.3% (women: 15.5%, men: 4.5%). Estimates peaked with age in women but remained flat for men. Prevalence among Asians was half that of whites. We demonstrate the feasibility of an EHR-based algorithm to identify cases of diagnosed migraine and determine that prevalence patterns by our methods yield results comparable to aggregate estimates of treated migraine based on direct interviews in population-based samples. This inexpensive, easily applied EHR-based algorithm provides a new opportunity for monitoring changes in migraine prevalence and identifying potential participants for research studies. © International Headache Society 2015.

  18. Prevalence of migraine in a diverse community—electronic methods for migraine ascertainment in a large integrated health plan

    Science.gov (United States)

    Pressman, Alice; Jacobson, Alice; Eguilos, Roderick; Gelfand, Amy; Huynh, Cynthia; Hamilton, Luisa; Avins, Andrew; Bakshi, Nandini; Merikangas, Kathleen

    2016-01-01

    Introduction The growing availability of electronic health data provides an opportunity to ascertain diagnosis-specific cases via systematic methods for sample recruitment for clinical research and health services evaluation. We developed and implemented a migraine probability algorithm (MPA) to identify migraine from electronic health records (EHR) in an integrated health plan. Methods We identified all migraine outpatient diagnoses and all migraine-specific prescriptions for a five-year period (April 2008–March 2013) from the Kaiser Permanente, Northern California (KPNC) EHR. We developed and evaluated the MPA in two independent samples, and derived prevalence estimates of medically-ascertained migraine in KPNC by age, sex, and race. Results The period prevalence of medically-ascertained migraine among KPNC adults during April 2008–March 2013 was 10.3% (women: 15.5%, men: 4.5%). Estimates peaked with age in women but remained flat for men. Prevalence among Asians was half that of whites. Conclusions We demonstrate the feasibility of an EHR-based algorithm to identify cases of diagnosed migraine and determine that prevalence patterns by our methods yield results comparable to aggregate estimates of treated migraine based on direct interviews in population-based samples. This inexpensive, easily applied EHR-based algorithm provides a new opportunity for monitoring changes in migraine prevalence and identifying potential participants for research studies. PMID:26069243

  19. 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...

  20. CHIEF OF STAFF FINANCE

    African Journals Online (AJOL)

    The fifth Chief of Staff Division, namely Finance, is the end result of ... 1946 was able to report in 1948 that there had ... the same time however, the Secretary referred ... mended that because 'the existing dual arrange- ... tigate the division of functions in the Department. ... randum discussing the different arguments sur-.

  1. 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…

  2. Integration of CERN staff

    CERN Multimedia

    CERN PhotoLab

    1965-01-01

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

  3. 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…

  4. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

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

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

    Science.gov (United States)

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

    1998-01-01

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

  6. Staff training program of CANDU projects in Saskatoon

    International Nuclear Information System (INIS)

    Huterer, J.

    1996-01-01

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

  7. Training to raise staff awareness about safeguarding children.

    Science.gov (United States)

    Fleming, Jane

    2015-04-01

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

  8. Feasibility of a Video-Based Advance Care Planning Website to Facilitate Group Visits among Diverse Adults from a Safety-Net Health System.

    Science.gov (United States)

    Zapata, Carly; Lum, Hillary D; Wistar, Emily; Horton, Claire; Sudore, Rebecca L

    2018-02-20

    Primary care providers in safety-net settings often do not have time to discuss advance care planning (ACP). Group visits (GV) may be an efficient means to provide ACP education. To assess the feasibility and impact of a video-based website to facilitate GVs to engage diverse adults in ACP. Feasibility pilot among patients who were ≥55 years of age from two primary care clinics in a Northern California safety-net setting. Participants attended two 90-minute GVs and viewed the five steps of the movie version of the PREPARE website ( www.prepareforyourcare.org ) concerning surrogates, values, and discussing wishes in video format. Two clinician facilitators were available to encourage participation. We assessed pre-to-post ACP knowledge, whether participants designated a surrogate or completed an advance directive (AD), and acceptability of GVs and PREPARE materials. We conducted two GVs with 22 participants. Mean age was 64 years (±7), 55% were women, 73% nonwhite, and 55% had limited literacy. Knowledge improved about surrogate designation (46% correct pre vs. 85% post, p = 0.01) and discussing decisions with others (59% vs. 90%, p = 0.01). Surrogate designation increased (48% vs. 85%, p = 0.01) and there was a trend toward AD completion (9% vs. 24%, p = 0.21). Participants rated the GVs and PREPARE materials a mean of 8 (±3.1) on a 10-point acceptability scale. Using the PREPARE movie to facilitate ACP GVs for diverse adults in safety net, primary care settings is feasible and shows potential for increasing ACP engagement.

  9. 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

  10. Staff and advisers

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

    indigenous knowledge, creating effective adaptation strategies that strengthen local ... Climate Change Adaptation in Africa program 2008–09 year in review. Message from the Chair .... Diversity and Convention to Combat. Desertification, and ...

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

    Science.gov (United States)

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

  12. 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

  13. Research Staff | Water Power | NREL

    Science.gov (United States)

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

  14. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  15. STAFF VACANCY LIST

    CERN Document Server

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  16. A crèche for CERN staff The Staff Association project

    CERN Multimedia

    Association du personnel

    2006-01-01

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

  17. Staff Considerations in Technical Services: The Chameleon Approach.

    Science.gov (United States)

    Foster, Constance L.

    1988-01-01

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

  18. 77 FR 16221 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-03-20

    ... Commission's staff may attend the following meeting related to the transmission planning activities of the Southwest Power Pool, Inc. (SPP): SPP Strategic Planning Committee Task Force on Order No. 1000 Meeting.... The above-referenced meeting is open to stakeholders. Further information may be found at www.spp.org...

  19. 77 FR 30003 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-05-21

    ... Commission's staff may attend the following meeting related to the transmission planning activities of the Southwest Power Pool, Inc. (SPP): Strategic Planning Committee Task Force on Order 1000 May 18, 2012, 8:00 a..., Dallas, TX 75201. The above-referenced meeting is open to stakeholders. Further information may be found...

  20. Joint Chiefs of Staff > Directorates > Directorates of Management

    Science.gov (United States)

    Personnel Series 2-0 Intelligence Series 3-0 Operations Series 4-0 Logistics Series 5-0 Planning Series 6-0 J1 | Manpower and Personnel J2 | Joint Staff Intelligence J3 | Operations J4 | Logistics Quadrilateral Logistics Forum J5 | Strategic Plans and Policy J6 | C4 & Cyber J7 | Joint Force Development

  1. 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 ...

  2. Increasing diversity in radiologic technology.

    Science.gov (United States)

    Carwile, Laura

    2003-01-01

    Diversity is increasingly important in the radiologic technology workplace. For significant changes to occur in work force diversity, educators must first recruit and retain students from a wide variety of backgrounds. This article examines personality, race and gender as factors affecting career choice and how educators can use these factors to increase diversity in their programs. An overview of the ASRT's efforts to improve diversity within the profession is presented, along with suggestions for developing effective recruitment and retention plans to increase diversity.

  3. [Patients' perception on attention received from Health Centres non-sanitary staff].

    Science.gov (United States)

    Ruiz Moral, R; Alba Dios, A; Jiménez García, C; González Neubauer, V; García Torres, M; Pérula de Torres, L A; Barrios Blasco, L

    2011-01-01

    To know patients' perceptions about relational aspects and technical procedures when they are attended by the administrative staff in Health Centres. To assess the utility of two ways for measuring satisfaction. Cross-sectional study carried out in people attending the administrative sections of Health Centres for diverse reasons. Just after the interaction with the administrative they were interviewed using two different questions for assessing their opinions and satisfaction with communicational and technical aspects related with their demands. Descriptive analysis. Significant differences among mean was explored by χ(2) test. Open-ended questions were grouped in categories in a process involving three researchers independently. Over than 90% (360) of the attendees declared to be satisfied or very satisfied with the service received from the staff personal. Nevertheless, among 18-36% gave suggestions for improving the service after their consultation. Independently the domain explored, people suggested the communicational, personal capability, quality and quantity of explanations and waiting time as the main aspects to be improved. Surveys with open-ended questions are more useful to assess the quality of the attention the citizens receive from no-sanitary staff in Health Centres. These type of questions are also more useful for detecting problems and planning new interventions. Relational and informative issues seem to be the most prioritary areas to improve in this section of Health Centres. Copyright © 2010 SECA. Published by Elsevier Espana. All rights reserved.

  4. 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

  5. National staff exercise in the Netherlands

    International Nuclear Information System (INIS)

    Bergman, L.J.W.M.; Dal, A.H.

    1993-01-01

    In mid 1990, with the implementation of the National Plan for Nuclear Emergency Planning and Response in its final phase, it was decided to conduct a National Staff Exercise (NSE) on 14th November 1991, focused on an accident at the nuclear power plant in Borssele. In preparing the exercise a workplan was developed and a task force was formed. The task force was responsible for implementing all activities listed in the workplan. Approximately 450 persons participated in the exercise, including an extensive control organization. For evaluation purposes several evaluation reports were drawn up. An international group of experts observed the exercise, visited several participating locations and evaluated the performance of participants. In general the exercise was judged as realistic and successful. Both participants as well as controllers expressed opinions that it was a very instructive exercise and the scenario contained enough elements to perform their tasks as well as provide a realistic assessment of the plan and the procedures

  6. WIPP documentation plan

    International Nuclear Information System (INIS)

    Plung, D.L.; Montgomery, T.T.; Glasstetter, S.R.

    1986-01-01

    In support of the programs at the Waste Isolation Pilot Plant (WIPP), the Publications and Procedures Section developed a documentation plan that provides an integrated document hierarchy; further, this plan affords several unique features: 1) the format for procedures minimizes the writing responsibilities of the technical staff and maximizes use of the writing and editing staff; 2) review cycles have been structured to expedite the processing of documents; and 3) the numbers of documents needed to support the program have been appreciably reduced

  7. A "Coach Approach" to Staff Engagement

    Directory of Open Access Journals (Sweden)

    Margaret Macmillan

    2011-11-01

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

  8. Staff management, training and knowledge management

    International Nuclear Information System (INIS)

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

    2014-01-01

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

  9. Building Multicultural Residential Communities: A Model for Training Student Staff

    Science.gov (United States)

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

    2013-01-01

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

  10. Active Seattle: achieving walkability in diverse neighborhoods.

    Science.gov (United States)

    Deehr, Rebecca C; Shumann, Amy

    2009-12-01

    The Active Living by Design project based in Seattle (Active Seattle) advocated for policies and projects in diverse communities supporting a more walkable city, while using social marketing and education to get more people walking more often. Walking audits were carried out in select diverse neighborhoods, resulting in recommendations for policy change and built-environment improvements. Advocacy for city-scale policies also occurred. Walking maps and other social-marketing products promoted behavior change. Major Safe Routes to School activities occurred and were made possible by separate funding sources. Positive results of Active Seattle included an increase in funding for pedestrian infrastructure, a pedestrian master plan, a Complete Streets policy, substantial increase in Safe Routes to School activity, and institutionalization of active living and active transportation within partner agencies. Challenges included institutional prioritization for improving pedestrian infrastructure, funding inequity, and a community need that was greater than could be fulfilled. Efforts to overcome funding inequities or other resistance to pedestrian-oriented physical projects will benefit from high-visibility campaigns that have a lasting impact on public perception and decision makers' political will. To reach vulnerable populations that have substantial barriers to increasing walking frequency, extensive staff time for outreach is needed. Changing the built environment to encourage walking may be a long-term solution in communities with diverse populations. Influencing and educating local government officials to make active living projects and policies a high budgetary priority is essential for large-scale impact and long-term change.

  11. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

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

  12. Health physics training of plant staff

    International Nuclear Information System (INIS)

    Heublein, R.M. Jr.

    1982-01-01

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

  13. Staff numbers: from words to action!

    CERN Multimedia

    Association du personnel

    2006-01-01

    2006 is a decisive year for the definition of needs for human resources and long-term budget for the Organization. The LHC is officially programmed for 31 August 2007; the Director-General has to draw up a â€ワLong-term Plan” (LTP) by the end of the year. This projected programme will specify the needs for staff fron now until 2010 and beyond, in particular in the framework of the completion and running of this unique machine.

  14. CERN to introduce new Local Staff employment category

    CERN Multimedia

    2003-01-01

    At the June meeting of CERN Council, a new Local Staff employment category was approved. This will cover some 250-300 people in technical and administrative positions between now and 2010, satisfying an urgent need for manpower over the coming years. This article explains the main features of this new category. The Local Staff employment category is an important building block in CERN's new Human Resources Plan, and is essential in the run-up to the LHC. In the immediate future, it will allow some Industrial Services activities to be insourced - corresponding to about 150 additional CERN staff positions. In the longer run, it will allow the Organization to replace more retiring staff members than formerly foreseen - corresponding to 100-150 staff positions. The activities that will lead to Local Staff vacancies were identified at last year's resources planning exercise (the "Morges-III" meetings) as those which could not be outsourced in a Field Support Unit or other type of result-oriented Industrial Serv...

  15. 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…

  16. Integrated Planning: Why is it so hard?

    International Nuclear Information System (INIS)

    Hesser, A.

    1994-01-01

    In this paper, the Manager of Planning integration at DOE-Richland and the Program Manager for Hanford Mission Planning at Pacific Northwest Laboratory and Westinghouse Hanford Company describe some of the reasons why integrated planning is so hard and what can be done to correct the situation. The authors use experiences from the last three years at Hanford to illustrate some of the difficulties in site integrated planning. The authors argue that integrated planning was not a major part of the previous diverse Site missions, but the change of mission has not resulted in a corresponding change of attitude about the need for such planning. Moreover, the DOE-RL staff is not structured or manned for planning, and a site perspective is the exception, rather than the norm. Contributing to this situation is the compartmentalization of funding and decision making and the diffusion of responsibility. The decision-making process at DOE sites is often not clear because of the evolving role of stakeholders, and agencies outside the DOE, especially regulators, are co-decision makers. The regulatory process and the requirements of environmental impact statements contribute to the diffusion of authority

  17. Leadership in diversity.

    Science.gov (United States)

    Hunt, P L

    1994-12-01

    As principal change agents, healthcare leaders are well positioned to integrate diversity into their institutions' organizational structure. Thus healthcare leaders must be competent in handling diversity issues. Diversity refers to any characteristic that helps shape a person's attitudes, behaviors, perspective, and interpretation of what is "normal." In the healthcare ministry, diversity encompasses the cultural differences that can be found across functions or among organizations when they merge or partner. Managers and supervisors will have to be familiar with the nuances of diversity if they are to be effective. Those managers who are not adept at incorporating diversity into human resource management may incorrectly evaluate subordinates' capabilities and provide inappropriate training or supervision. As a result, some employees may be underutilized. Others may resist needed direction, overlook instructions, or hide problems such as a language barrier. If executives, marketers, and strategic planners are to develop relevant healthcare services that take into account the needs of their constituencies, they will need to determine how different groups understand and access healthcare. Healthcare leaders who know how to uncover cultural dynamics and challenge cultural assumptions will go far in enabling their staff and managers to confront personal attitudes about community residents. Ultimately, quality of service delivery will be improved.

  18. Environmental Performance Information Use by Conservation Agency Staff

    Science.gov (United States)

    Wardropper, Chloe Bradley

    2018-04-01

    Performance-based conservation has long been recognized as crucial to improving program effectiveness, particularly when environmental conditions are dynamic. Yet few studies have investigated the use of environmental performance information by staff of conservation organizations. This article identifies attitudinal, policy and organizational factors influencing the use of a type of performance information—water quality information—by Soil and Water Conservation District staff in the Upper Mississippi River Basin region. An online survey ( n = 277) revealed a number of important variables associated with greater information use. Variables included employees' prosocial motivation, or the belief that they helped people and natural resources through their job, the perceived trustworthiness of data, the presence of a U.S. Clean Water Act Total Maximum Daily Load standard designation, and staff discretion to prioritize programs locally. Conservation programs that retain motivated staff and provide them the resources and flexibility to plan and evaluate their work with environmental data may increase conservation effectiveness under changing conditions.

  19. Building successful coalitions for promoting advance care planning.

    Science.gov (United States)

    Marchand, Lucille; Fowler, Kathryn J; Kokanovic, Obrad

    2006-01-01

    Advance care planning (ACP) has had few successful initiatives. This qualitative study explores the challenges and successes of an advance care planning coalition in Wisconsin called Life Planning 2000 using key informant interviews (n = 24) and grounded theory. Major themes included: commitment (the need for leadership, recruitment of key members, and funding); cohesiveness (disparate groups collaborating toward a common purpose), and outcomes (shift in paradigm from signing documents to process of advanced care planning, new-found collaborative relationships, and educational tool development). Coalitions need to define short-, intermediate-, and long-term goals that result in measurable outcomes and an evaluation process. Resources must be commensurate with goals. Strong leadership, paid staff adequate funding, and the collaboration of diverse groups working toward common goals are the basic requirements of a successful coalition.

  20. Diversity management

    OpenAIRE

    Knákalová, Lucie

    2009-01-01

    The key topic of the work is diversity management, i.e. management of em-ployees" diversity within organization. Opening part of the work identifies the position of diversity within society and related phenomena such as stereotypes, biases and various forms of discrimination. Then the work discusses the role of diversity management in organizations, its principles and basic areas of focus. Attention is paid to certain social groups that the diversity management concept should especially deal ...

  1. 32 CFR 270.5 - Staff.

    Science.gov (United States)

    2010-07-01

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

  2. Managing Custodial and Maintenance Staffs.

    Science.gov (United States)

    Fickes, Michael

    2001-01-01

    Presents some basic maintenance management techniques that can help schools meet their budgets, preserve staffing levels, meet productivity needs, and sustain quality services. Tips for staff recruitment, training, and retention are explored. (GR)

  3. Rational-Emotive Staff Development.

    Science.gov (United States)

    Forman, Susan G.; Forman, Bruce D.

    1980-01-01

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

  4. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Document Server

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  5. A staff shortage in Canada?

    International Nuclear Information System (INIS)

    Stoll, P.

    1995-01-01

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

  6. Environmental protection Implementation Plan

    International Nuclear Information System (INIS)

    Holland, R. C.

    1999-01-01

    This ''Environmental Protection Implementation Plan'' is intended to ensure that the environmental program objectives of Department of Energy Order 5400.1 are achieved at SNL/California. This document states SNL/California's commitment to conduct its operations in an environmentally safe and responsible manner. The ''Environmental Protection Implementation Plan'' helps management and staff comply with applicable environmental responsibilities

  7. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

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

  8. HEFCE Staff Recruitment Incentives: Consultation on "Golden Hellos".

    Science.gov (United States)

    Higher Education Funding Council for England, Bristol.

    This "consultation" notifies interested parties of the plans by the Higher Education Funding Council for England (HEFCE) to introduce recruitment incentives for teaching staff in higher education, also known as "golden hellos." These are being introduced from 2003-2004 to encourage new entrants to teaching in higher education…

  9. With Dwindling Resources, Colleges Recalibrate Fund-Raising Staffs

    Science.gov (United States)

    Masterson, Kathryn

    2009-01-01

    After several years of aggressive hiring, some college fund-raising operations are now cutting back as both revenue and investment income fall. The regrouping could slow growth plans on many campuses at a time when the need for private support has never been greater. Often the colleges cutting employees are laying off back-office staff members and…

  10. Optimization education after project implementation: sharing "lessons learned" with staff.

    Science.gov (United States)

    Vaughn, Susan

    2011-01-01

    Implementations involving healthcare technology solutions focus on providing end-user education prior to the application going "live" in the organization. Benefits to postimplementation education for staff should be included when planning these projects. This author describes the traditional training provided during the implementation of a bar-coding medication project and then the optimization training 8 weeks later.

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

    African Journals Online (AJOL)

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

  12. NOAA ESRI Grid - predictions of relative uncertainty for seabird diversity metrics in the New York offshore planning area by NOAA Biogeography Branch

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — This dataset represents relative seabird abundance predictions from spatial models developed for the New York offshore spatial planning area. This raster was derived...

  13. 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...

  14. Diversity Index

    Data.gov (United States)

    Town of Chapel Hill, North Carolina — This map service summarizes racial and ethnic diversity in the United States in 2012.The Diversity Index shows the likelihood that two persons chosen at random from...

  15. Managing Diversity.

    Science.gov (United States)

    Geber, Beverly

    1990-01-01

    Demographic trends imply that organizations must learn to manage a diverse work force. Ways to change organizational systems, structures, and practices to eliminate subtle barriers are awareness training, attitude change, and valuing diversity. (SK)

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

    Science.gov (United States)

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

    2009-01-01

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

  17. Effects of a strategy to improve offender assessment practices: Staff perceptions of implementation outcomes.

    Science.gov (United States)

    Welsh, Wayne N; Lin, Hsiu-Ju; Peters, Roger H; Stahler, Gerald J; Lehman, Wayne E K; Stein, Lynda A R; Monico, Laura; Eggers, Michele; Abdel-Salam, Sami; Pierce, Joshua C; Hunt, Elizabeth; Gallagher, Colleen; Frisman, Linda K

    2015-07-01

    This implementation study examined the impact of an organizational process improvement intervention (OPII) on a continuum of evidence based practices related to assessment and community reentry of drug-involved offenders: Measurement/Instrumentation, Case Plan Integration, Conveyance/Utility, and Service Activation/Delivery. To assess implementation outcomes (staff perceptions of evidence-based assessment practices), a survey was administered to correctional and treatment staff (n=1509) at 21 sites randomly assigned to an Early- or Delayed-Start condition. Hierarchical linear models with repeated measures were used to examine changes in evidence-based assessment practices over time, and organizational characteristics were examined as covariates to control for differences across the 21 research sites. Results demonstrated significant intervention and sustainability effects for three of the four assessment domains examined, although stronger effects were obtained for intra- than inter-agency outcomes. No significant effects were found for Conveyance/Utility. Implementation interventions such as the OPII represent an important tool to enhance the use of evidence-based assessment practices in large and diverse correctional systems. Intra-agency assessment activities that were more directly under the control of correctional agencies were implemented most effectively. Activities in domains that required cross-systems collaboration were not as successfully implemented, although longer follow-up periods might afford detection of stronger effects. Copyright © 2015 Elsevier Ireland Ltd. All rights reserved.

  18. IPB: Predicting an Unpredictable Enemy Why We do it? Why the S2 can't do it? What the Staff Should

    National Research Council Canada - National Science Library

    Acord, Michael D

    2007-01-01

    .... It hypothesizes that two causes: lack of experience of the principal officers conducting IPB and inadequate emphasis on the staff's role in IPB have cascading effects that prevent staffs and commanders from mastering the planning process...

  19. Rethinking Diversity.

    Science.gov (United States)

    1996

    These three papers were presented at a symposium on rethinking diversity in human resource development (HRD) moderated by Neal Chalofsky at the 1996 conference of the Academy of Human Resource Development. "Diversity: A Double-Edged Sword" (Sally F. Angus) presents the notion of work force diversity through two differing perspectives in order to…

  20. Training of technical staff and technical staff managers

    International Nuclear Information System (INIS)

    Moody, G.F.

    1991-01-01

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

  1. Radiation monitoring of PET staff

    International Nuclear Information System (INIS)

    Trang, A.

    2004-01-01

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

  2. Managing Diverse Stakeholders

    OpenAIRE

    Pipkin, Erin; Porter, Sean; Clark, Rickie

    2017-01-01

    For every public project, there is a diverse group of stakeholders who need and want information. During this session we outline important stakeholders, how and when to involve them in the planning process, and how targeted messaging might be the key to your project’s success. We also discuss how to identify and manage stakeholders who oppose your project.

  3. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

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

  4. Management of change: Lessons learned from staff reductions in the chemical process industry

    NARCIS (Netherlands)

    Zwetsloot, G.I.J.M.; Gort, J.; Steijger, N.; Moonen, C.

    2007-01-01

    Increasing global competition and shareholder pressure are causing major changes in the chemical industry. Over the last decade companies have been continuously improving staff efficiency. As a result, most modern chemical plants can be regarded as lean. Plans to further reduce the number of staff

  5. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. The voting takes place from 23 October to 13 November, at noon at https://ap-vote.web.cern.ch/elections-2017. Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November and 5 December. Candidates for the 2017 Elections

  6. Resolution of the Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    You were many to attend the public information meetings organised in October and we thank you for your interest. In this decision phase of the current Five-Yearly Review of our employment conditions they provided an opportunity to review the Management proposals in detail. They were a moment of exchange also on the various topics under review, and your comments were many and very valuable. Meeting on Thursday 29th October, the Staff Council discussed once more these proposals. It considered that the "package" of proposed measures is not balanced enough in its current form. It decided to formulate additional requests to the Management, relating mainly to the effects of the introduction of the proposed new career system. The resolution adopted this morning also implies that the consultation of staff, originally foreseen next week, is postponed. The staff Council will reconvene in a special session on Thursday, 5th November to reassess its position depending on the progress made regarding its d...

  7. Supported Conversation for hospital staff

    DEFF Research Database (Denmark)

    Forchhammer, Hysse B; Løvholt, Annelise P.; Mathiesen, Lone Lundbak

    in communication and interaction, Supported Conversation for Adults with Aphasia (SCA) was adapted and implemented in a large neurological department at Rigshospitalet-Glostrup in Copenhagen. Method 152 staff members representing different health professionals were assigned to one of eleven courses during a six...... month period. Each course had 10-12 participants and lasted 6 hours, including instruction in the SCA principles, video analysis, interdisciplinary group work, and practice sessions with PWAs. Self-assessed learning outcomes were evaluated with a brief questionnaire filled out by staff members...... in communication, also showed significant improvements across all staff groups. After the course, more time to spend with patients was perceived as the most important factor to further increase communication success with PWA. Conclusion The results show that interdisciplinary SCA-courses successfully increase...

  8. Community Relations - Public Affairs - Personal Staff - Joint Staff - The

    Science.gov (United States)

    : Public Affairs : Community Relations Community Relations The National Guard Bureau Civic Engagement Report National Commission of the Future of the Army White Papers I am the Guard ARNG Media ARNG Public Public Affairs Executive Support Services Legislative Liaison Special Staff Directorate of Management

  9. Noninstructional Staff Perceptions of the College Climate

    Science.gov (United States)

    Duggan, Molly H.

    2008-01-01

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

  10. About the Joint Chiefs of Staff

    Science.gov (United States)

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

  11. 22 CFR 902.3 - Board staff.

    Science.gov (United States)

    2010-04-01

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

  12. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

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

  13. Momentum: "Developing Masterful Marketing Plans."

    Science.gov (United States)

    Meservey, Lynne D.

    1988-01-01

    Describes how directors can plan and develop a written marketing plan which can increase enrollment at child care centers. Components of successful marketing plans include parent retention; program merchandising; staff and director training; sales promotions; networking; and enrichment programs/fundraising. (NH)

  14. Federal response to the environmental assessment report of the NRCB-CEAA joint review panel on the Little Bow project/Highwood diversion plan

    International Nuclear Information System (INIS)

    1999-01-01

    In June 1998, a joint review panel released a report on a dam and diversion project proposed by Alberta Public Works, Supply and Services. This document is the response to that report addressing its recommendations to the federal government and other recommendations or statements pertinent to federal areas of jurisdiction and interest. It begins with background on the proposed project, then presents the report's recommendations or statements along with the federal responses with regard to the following issue areas: Regulatory approval; navigable waters and the public right of navigation; fish and fish habitat; wetlands and wildlife; and Aboriginal concerns

  15. 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.

  16. Leadership and productivity in planning organizations: a case study.

    Science.gov (United States)

    Whitcomb, G R; Williams, E G

    1978-01-01

    This paper presents the findings of a case study dealing mainly with the effects of two divergent leadership styles on the productivity of a planning organization. Changes in various kinds of participation in the agency's activities--an important side effect--are also linked to the two leadership patterns. The agency studied, a private health and welfare council in a medium-sized American city, varied considerably in its output of planning activities and decision making depending on whether it had a participative or a directive leader. The results indicated that there was a trade-off between such highly revered social values as leadership and the extent of participation by staff, board members, and local agency administrators. Implications focus on ways to achieve diversity in communication style among managers and the role of productivity measures in determining the overall effectiveness of planning agencies.

  17. Identity, Diversity and Diversity Management

    DEFF Research Database (Denmark)

    Holck, Lotte; Muhr, Sara Louise; Villeseche, Florence

    2016-01-01

    – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed......The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature...... and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications...

  18. Engineering Sciences Strategic Leadership Plan

    Energy Technology Data Exchange (ETDEWEB)

    Hahn, Heidi A. [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2014-02-14

    The purpose of this report is to promote the three key elements of engineering capabilities, staff and engagement in coordination with an R&D investment cycle; and establish an Engineering Steering Council to own and guide this leadership plan.

  19. Survey of how staff commute to work

    CERN Multimedia

    2014-01-01

    A survey was initiated by the Canton of Geneva (Direction Générale des Transports) and the Swiss Permanent Mission to the United Nations, and is aimed at better understanding how staff in International Organisations commute to/from work so as to better plan future works (road access, public transport, etc.). The ILO, WHO, UNAIDs, Global Fund, IFRC, CERN and UNOG are taking part in this important survey.   People living in Switzerland or France are invited to respond to this survey. The purpose of this survey is to better understand: - your commuting habits, - your willingness to explore alternative commuting options, - your expectations and needs. All data provided to this external company (www.mobilidee.ch) will be kept confidential and will only be used for this particular study. CERN has received all guarantees of confidentiality from this company. Many thanks for your collaboration! GS Department

  20. Motivating Staff, Parents, and Children.

    Science.gov (United States)

    Jones, Cynthia Cavenaugh

    Two motivational theories considered particularly useful in administering early childhood programs are discussed, and guidelines for motivating staff, parents, and children are provided. First, the two-factor theory of motivation within organizations, as outlined by Herzberg (1959), is described. Offered in this section are a list of motivators…

  1. Research staff and public engagement

    DEFF Research Database (Denmark)

    Davies, Sarah Rachael

    2013-01-01

    focuses on one staff group, contract researchers, to explore the perceived challenges and opportunities of public engagement. Qualitative and quantitative data-from a web-based survey and three focus groups-are used to show that, while engagement activities are often seen as rewarding, the challenges...

  2. Nosocomial infections and staff hygiene.

    Science.gov (United States)

    Petroudi, Dimitra

    2009-03-01

    Nosocomial infections are a major source of morbidity and mortality in hospital settings. The most important defences against nosocomial transmission of viral, bacterial, and other infections are detailed and continuing education of staff and strict adherence to infection control policies. The issue is no longer whether hand hygiene is effective, but how to produce a sustained improvement in health workers' compliance.

  3. Changing hearts and minds: Results from a multi-country gender and sexual diversity training.

    Science.gov (United States)

    Poteat, Tonia; Park, Chulwoo; Solares, Diego; Williams, John K; Wolf, R Cameron; Metheny, Noah; Vazzano, Andrea; Dent, Juan; Gibbs, Ashley; Nonyane, Bareng Aletta Sanny; Toiv, Nora

    2017-01-01

    Engaging key populations, including gender and sexual minorities, is essential to meeting global targets for reducing new HIV infections and improving the HIV continuum of care. Negative attitudes toward gender and sexual minorities serve as a barrier to political will and effective programming for HIV health services. The President's Emergency Plan for AIDS Relief (PEPFAR), established in 2003, provided Gender and Sexual Diversity Trainings for 2,825 participants including PEPFAR staff and program implementers, U.S. government staff, and local stakeholders in 38 countries. The outcomes of these one-day trainings were evaluated among a subset of participants using a mixed methods pre- and post-training study design. Findings suggest that sustainable decreases in negative attitudes toward gender and sexual minorities are achievable with a one-day training.

  4. Changing hearts and minds: Results from a multi-country gender and sexual diversity training.

    Directory of Open Access Journals (Sweden)

    Tonia Poteat

    Full Text Available Engaging key populations, including gender and sexual minorities, is essential to meeting global targets for reducing new HIV infections and improving the HIV continuum of care. Negative attitudes toward gender and sexual minorities serve as a barrier to political will and effective programming for HIV health services. The President's Emergency Plan for AIDS Relief (PEPFAR, established in 2003, provided Gender and Sexual Diversity Trainings for 2,825 participants including PEPFAR staff and program implementers, U.S. government staff, and local stakeholders in 38 countries. The outcomes of these one-day trainings were evaluated among a subset of participants using a mixed methods pre- and post-training study design. Findings suggest that sustainable decreases in negative attitudes toward gender and sexual minorities are achievable with a one-day training.

  5. Staff

    Index Scriptorium Estoniae

    2006-01-01

    TÜ teadustöötajaist ja õppejõududest on 2/3 doktorikraadiga. TÜ rektor Jaak Aaviksoo ja teadusprprektor Ain Heinaru valiti Euroopa kõrghariduspoliitika juhtorganitesse. Sotsiaalteaduskonna prof. Wolfgang Drechsler sai Saksa-Eesti akadeemiliste suhete arendamise eest Saksamaa Liitvabariigi Teeneteristi

  6. Diversity Management

    DEFF Research Database (Denmark)

    Ravazzani, Silvia

    2018-01-01

    This entry provides an overview of diversity management which, in the context of organizations, consists in the strategic process of harnessing the potential of all employees to create an inclusive environment and, at the same time, contribute to meeting organizational goals. The entry first...... describes the complex construct of diversity that has been variously conceptualized in the literature, embracing multiple social and informational diversity dimensions such as gender, age, culture, values, and workstyle. This is followed by illustration of the historical development of diversity-management...... discourse and practice, and possible overarching approaches guiding organizations. It goes on to elucidate elements linked to the implementation of diversity management: positive and negative outcomes, most spread practices including communication, and contingency factors shaping the understanding...

  7. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Asscociation

    2015-01-01

    Make your voice heard, support your candidates! Be many to vote and to elect the new Staff Council. By doing so, you will be encouraging the men and women who will represent you over the next two years and they will without doubt appreciate your gratitude. The voting takes place from the 26th of October to the 9th of November, at noon at https://ap-vote.web.cern.ch/elections-2015.   Elections Timetable Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Tuesday 8 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. Candidates for the 2015 elections

  8. Pharmacy staff perceptions and self-reported behaviors related to providing contraceptive information and counseling.

    Science.gov (United States)

    Batra, Peter; Aquilino, Mary L; Farris, Karen B

    2015-01-01

    To evaluate pharmacy staff perspectives of a 2-year pharmacy intervention aimed at reducing unintended pregnancy in 18- to 30-year-old women. Pharmacy staff completed a 48-item, self-administered paper survey consisting of scaled and open-ended questions. 55 community pharmacies in 12 Iowa counties. All pharmacy staff participated, including pharmacists, pharmacy technicians, and other pharmacy employees. Online continuing education (CE) training was made available to all pharmacy staff. Promotional materials including posters, brochures, and shelf talkers were displayed in all of the pharmacies. Pharmacy staff perceptions and self-reported behaviors related to displaying posters, brochures, and shelf talkers in their pharmacies and providing contraceptive information and counseling to patients/customers. A total of 192 (43% return rate) pharmacy staff responded. Only 44% of respondents consistently provided contraceptive information and counseling, yet more than 90% felt that talking with patients/customers about contraceptives was easy, and more than 50% could do so privately. The study showed increased pharmacy staff desire to make this topic a priority. Community pharmacy staff can play a key role in educating and counseling young adult women about contraceptive health and pregnancy planning. This study indicates that staff are comfortable providing this service and that patients/customers are open to receiving guidance from pharmacists. However, pharmacy staff are missing additional opportunities to provide information and counseling. There is also a need for greater attention to provision of nonprescription contraceptive education.

  9. Towards mobile staff members management

    Science.gov (United States)

    Encheva, Sylvia

    2017-07-01

    Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.

  10. 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...

  11. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   Global CERN Career paths AA - G 14     Number of seats for fellows representatives Global CERN 5 For more informat...

  12. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 21 September, at noon Start date for receipt of the application Friday 16 October, at noon Closing date for receipt of the applications Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   ...

  13. Celebrating diversity at CERN

    CERN Multimedia

    2014-01-01

    With international women’s day coming up on 8 March, along with the recent appointment of a new Diversity Programme Leader, it seems timely to take a look at how far we’ve come over recent years in promoting gender equality at CERN. In short, the news is good, but we still have some way to travel.   CERN does not have a policy of positive discrimination, but rather one of presenting a level playing field. We work to ensure, for example, that the diversity of candidates presented for interview reflects the diversity of applicants. It’s an approach that is having the desired effect. Overall, the percentage of female staff members has risen from 17% to 20% over the last decade, with parity being achieved among professional administrators and significant advances being made among research and applied physicists, engineers and technicians. At recruitment, our approach is working: we’re managing to attract growing numbers of women. This brings us to the phen...

  14. Understanding Diversity

    NARCIS (Netherlands)

    D.L. van Knippenberg (Daan)

    2007-01-01

    textabstractDaan van Knippenberg is Professor of Organizational Behavior at RSM Erasmus University, Erasmus University Rotterdam, The Netherlands. His research interests include work group performance, especially work group diversity and group decision making, leadership, in particular the roles of

  15. 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.

  16. Can the Theory of Planned Behavior predict dietary intention and future dieting in an ethnically diverse sample of overweight and obese veterans attending medical clinics?

    Science.gov (United States)

    Lash, Denise N; Smith, Jane Ellen; Rinehart, Jenny K

    2016-04-01

    Obesity has become a world-wide epidemic; in the United States (U.S.) approximately two-thirds of adults are classified as overweight or obese. Military veterans' numbers are even higher, with 77% of retired or discharged U.S. veterans falling in these weight categories. One of the most common methods of changing one's weight is through dieting, yet little is known regarding the factors that facilitate successful dieting behavior. The current investigation tested the Theory of Planned Behavior's (TPB) ability to predict dietary intention and future dieting in a sample of 84 overweight and obese patients attending medical clinics at a Veterans Affairs Hospital in the southwestern part of the U.S. Participants primarily were male (92%) and ethnic/racial minorities (58%). Perceived need and anticipated regret were added to the standard TPB model. While the TPB predicted dietary intention, it did not significantly account for improved dietary behaviors. Anticipated regret significantly enhanced the basic TPB's ability to predict intention to diet, while perceived need did not. These findings highlight the difficulty in predicting sustained change in a complex behavior such as dieting to lose weight. The need for more work with older, overweight/obese medical patients attending veterans' facilities is stressed, as is the need for such work with male patients and ethnic minorities in particular. Copyright © 2016 Elsevier Ltd. All rights reserved.

  17. Can the Theory of Planned Behavior Predict Dietary Intention and Future Dieting in an Ethnically Diverse Sample of Overweight and Obese Veterans Attending Medical Clinics?

    Science.gov (United States)

    Lash, Denise N.; Smith, Jane Ellen; Rinehart, Jenny K.

    2016-01-01

    Obesity has become a world-wide epidemic; in the United States (U.S.) approximately two-thirds of adults are classified as overweight or obese. Military veterans’ numbers are even higher, with 77% of retired or discharged U.S. veterans falling in these weight categories. One of the most common methods of changing one’s weight is through dieting, yet little is known regarding the factors that facilitate successful dieting behavior. The current investigation tested the Theory of Planned Behavior’s (TPB) ability to predict dietary intention and future dieting in a sample of 84 overweight and obese patients attending medical clinics at a Veterans Affairs Hospital in the southwestern part of the U.S. Participants primarily were male (92%) and ethnic/racial minorities (58%). Perceived need and anticipated regret were added to the standard TPB model. While the TPB predicted dietary intention, it did not significantly account for improved dietary behaviors. Anticipated regret significantly enhanced the basic TPB’s ability to predict intention to diet, while perceived need did not. These findings highlight the difficulty in predicting sustained change in a complex behavior such as dieting to lose weight. The need for more work with older, overweight/obese medical patients attending veterans’ facilities is stressed, as is the need for such work with male patients and ethnic minorities in particular. PMID:26792774

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

    Science.gov (United States)

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

    2009-01-01

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

  19. Self Efficacy among University Academic Staff

    African Journals Online (AJOL)

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

  20. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

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

  1. 13 CFR 500.105 - Staff.

    Science.gov (United States)

    2010-01-01

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

  2. 13 CFR 400.105 - Staff.

    Science.gov (United States)

    2010-01-01

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

  3. 14 CFR 1310.6 - Staff.

    Science.gov (United States)

    2010-01-01

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

  4. Become a staff delegate: why not you?

    CERN Multimedia

    Association du personnel

    2009-01-01

    Following a decision taken at the Staff Association General Assembly in May 2008, staff delegates are elected in the autumn of odd-numbered years. The next elections which will lead to a total renewal of the Staff Council will thus take place in November 2009. Will you be a candidate?

  5. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

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

  6. Research Staff | Chemistry and Nanoscience Research | NREL

    Science.gov (United States)

    Research Staff Research Staff Research staff members in NREL's Chemistry and Nanoscience Center are Electrochemical Engineering and Materials Chemistry. For lead researcher contacts, see our research areas. For our : Chemistry and Nanoscience In addition to his position at NREL, Dr. van de Lagemaat is also a fellow of the

  7. Academic Staff Perception on Effective Planning of Information and ...

    African Journals Online (AJOL)

    The survey design was adopted and a researcher - developed questionnaire ... Government/institutions should provide among other things, a website or be connected to internet and procure up to date computers with genuine spare parts and ...

  8. Staff Training for Nanoindustry in Russia

    Directory of Open Access Journals (Sweden)

    Sidorov Sergey Grigoryevich

    2015-05-01

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

  9. Environmental Education Strategic Plan

    Energy Technology Data Exchange (ETDEWEB)

    None

    1991-12-01

    This document is designed to guide the Environmental Education and Development Branch (EM-522) of the EM Office of Technology (OTD) Development, Technology Integration and Environmental Education Division (EM-52) in planning and executing its program through EM staff, Operations Offices, National Laboratories, contractors, and others.

  10. 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…

  11. 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

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

    Science.gov (United States)

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

  13. 2011 Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2011-01-01

    Elections Timetable Starting with Echo of 26 September, posters, etc. call for applications Wednesday 26 October, at noon closing date for receipt of the application Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November. In its meeting on 19 September 2011, the Electoral Commission decided on the following distribution of seats in colleges 0.1 to 0.6: Sector Department Career path AA – A – B – C – D Career path E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 18 si&e...

  14. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 13 si&...

  15. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral colle...

  16. Managing biological diversity

    Science.gov (United States)

    Samson, Fred B.; Knopf, Fritz L.

    1993-01-01

    viewing issues across biological, spatial, and temporal scales (Knopf and Smith 1992), natural resource managers find much conflicting information in the literature on strategies and programs for the conservation of biological diversity (Ehrlich 1992). Moreover, recommendations provided in much of the published information available for planning or decisions not only can be debated but may prove counterproductive if implemented. Current operational efforts beg for clearer focus on fundamental concepts central to daily decisions that impact native biological diversity. Recognizing that many biologists would provide different council and at the risk of oversimplification, we offer the following 4 topical issues as fundamental guidance to wise conservation action. These recommendations are based on our collective experiences working within conservation agencies since our original, collaborative essay (Samson and Knopf 1982). They are offered as initial, rather than authoritative, steps to better align research and management decisions with what we perceive as the critical issues in conserving biological diversity at the landscape and ecosystem levels of resolution.

  17. National Guard Bureau Joint Staff

    Science.gov (United States)

    Civic Leader's Guide ARNG Vision 2020 Posture Statement Strategic Direction CNGB ARNG Financial Report Marshal Office of the Joint Surgeon PARC Small Business Programs Chaplain Diversity NGB-GOMO Resources Legislative Liaison Small Business Programs Social Media State Websites Videos Featured Videos On Every Front

  18. Linguistic Diversity in Blue‐Collar Workplaces

    DEFF Research Database (Denmark)

    Lønsmann, Dorte; Kraft, Kamilla

    of the super‐diversity that arises in transnational workplaces where employees often live and workin separate countries, daily have face‐to‐face interactions with stakeholders from other countries, and/or where there are high levels of staff exchange. In short, workplaces with little possibility...

  19. Internet plan and planning

    Directory of Open Access Journals (Sweden)

    Kahriman Emina

    2008-01-01

    Full Text Available Paper discuss specific features of internet plan as well as planning as management process in general in the contemporary environment. No need to stress out that marketing plan and marketing planning is core activity in approaching to market. At the same time, there are a lot specific c request in preparing marketing plan comparing to business planning due to marketing plan is an essential part. The importance of internet plan and planning rely on specific features of the internet network but as a part of general corporate as well as marketing strategy.

  20. Cultural diversity and patient teaching.

    Science.gov (United States)

    Price, J L; Cordell, B

    1994-01-01

    Cultural diversity challenges health care providers to facilitate bridging cross-cultural gaps with clients. It is through providing culturally relevant care that health care practitioners truly serve the needs of all clients in our diverse society. A theory of Cultural Care Diversity and Universality offers a framework for building linkages of clinical knowledge to cultural care. A four-step approach to providing culturally sensitive patient teaching is described: (1) health care providers should assess their own cultural beliefs and be aware of general ethnic, regional, and religious beliefs and practices in their area; (2) develop a teaching plan; (3) implement the plan; (4) evaluate the success of the teaching-learning process and make alterations based on evaluation. When providers assess clients' beliefs and practices and incorporate them into the teaching plan design, teaching becomes more relevant and clients become more successful at learning.

  1. Diversity and representativeness: two key factors

    CERN Multimedia

    Staff Association

    2013-01-01

    In the past few weeks many of you have filled out the questionnaire for preparing the upcoming Five-yearly review. Similarly, Staff Association members have elected their delegates to the Staff Council for the coming two years. Once again we would like to thank all those who have taken the time and effort to make their voice heard on these two occasions. Elections to the Staff Council Below we publish the new Staff Council with its forty delegates who will represent in 2014 and 2015 all CERN staff in the discussions with Management and Member States in the various bodies and committees. Therefore it is important that the Staff Council represents as far as possible the diversity of the CERN population. By construction, the election process with its electoral colleges and two-step voting procedure guarantees that all Departments, even the small ones, and the various staff categories are correctly represented. Figure 1 shows the participation rate in the elections. The average rate is just above 52 %, with ...

  2. Gender Diversities

    DEFF Research Database (Denmark)

    Agustin, Lise Rolandsen; Siim, Birte

    2014-01-01

    by non-citizen/citizen and redistribution/recognition divisions. Employing intersectionality as the methodological approach to gender diversities, the article shows how gender and ethnicity are articulated in the policy-making process which led to the adoption of EY 201, the activities undertaken during...

  3. PLANT DIVERSITY

    Science.gov (United States)

    Habitat change statistics and species-area curves were used to estimate the effects of alternative future scenarios for agriculture on plant diversity in Iowa farmlands. Study areas were two watersheds in central Iowa of about 50 and 90 square kilometers, respectively. Future s...

  4. 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…

  5. Forty project management strategies for the medical practice staff.

    Science.gov (United States)

    Hills, Laura Sachs

    2010-01-01

    Most every medical practice will embark at one time or another on a large and complex new project. The practice may, for instance, undertake a project in office construction or renovation, practice expansion, new technology, or a new large-scale event. The medical practice staff may find itself creating the project plan, overseeing its execution, and working through the plan day to day until its completion. In short, the staff may find itself responsible for project management. This article contains 40 specific, easy-to-implement project management strategies medical practice employees can use to manage both the large and small projects they undertake on behalf of the practice. It suggests effective project management strategies the staff can use before the onset of a new project as well as strategies to help define the project, to deliver the project, and to close and review the project. This article also describes five reasons medical practices often fail at project management and suggests more effective approaches that will ensure that the projects the medical practice undertakes are completed well, on time, and within budget.

  6. Bringing poetry into staff development.

    Science.gov (United States)

    Peterson, Ronnie

    2002-01-01

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

  7. Flood action plans

    International Nuclear Information System (INIS)

    Slopek, R.J.

    1995-01-01

    Safe operating procedures developed by TransAlta Utilities for dealing with flooding, resulting from upstream dam failures or extreme rainfalls, were presented. Several operating curves developed by Monenco AGRA were described, among them the No Overtopping Curve (NOC), the Safe Filling Curve (SFC), the No Spill Curve (NSC) and the Guaranteed Fill Curve (GFC). The concept of an operational comfort zone was developed and defined. A flood action plan for all operating staff was created as a guide in case of a flooding incident. Staging of a flood action plan workshop was described. Dam break scenarios pertinent to the Bow River were developed for subsequent incorporation into a Flood Action Plan Manual. Evaluation of the technical presentations made during workshops were found them to have been effective in providing operating staff with a better understanding of the procedures that they would perform in an emergency. 8 figs

  8. An exploration of stereotype perceptions amongst support staff within a South African higher education institution

    OpenAIRE

    Given R.B. Moloto; Lizelle Brink; J. Alewyn Nel

    2014-01-01

    Orientation: After the 1994 democratic elections, South African organisations had to replace discriminatory policies with new policies to integrate all people and to embrace diversity. As a consequence stereotypes may be more prevalent in diverse working environments. Research purpose: The objective of this study was to explore the experience of stereotypes amongst the support staff within a higher education institution. Motivation for this study: Changes within South African worki...

  9. Protection of staff in interventional radiology

    International Nuclear Information System (INIS)

    Melkamu, M. A.

    2013-04-01

    This project focuses on the interventional radiology. The main objective of this project work was to provide a guidance and advice for occupational exposure and hospital management to optimize radiation protection safety and endorse safety culture. It provides practical information on how to minimize occupational exposure in interventional radiology. In the literature review all considerable parameters to reduce dose to the occupationally exposed are well discussed. These parameters include dose limit, risk estimation, use of dosimeter, personal dose record keeping, analysis of surveillance of occupational dose, investigation levels, and proper use of radiation protection tools and finally about scatter radiation dose rate. In addition the project discusses the ways to reduce occupational exposure in interventional radiology. The methods for dose reduction are minimizing fluoroscopic time, minimizing the number of fluoroscopic image, use of patient dose reduction technologies, use of collimation, planning interventional procedures, positioning in low scattered areas, use of protective shielding, use of appropriate fluoroscopic imaging equipment, giving training for the staff, wearing the dosimeters and know their own dose regularly, and management commitment to quality assurance and quality control system and optimization of radiation protection of safety. (author)

  10. Managing diversity in the health care workplace.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Newman Giger, J

    1999-03-01

    Cultural diversity is increasing in the United States as increasing numbers of minorities enter the United States from abroad, and cultural diversity is especially prevalent in the health care workplace. In fact, the health care professions are particularly interested in the presence of minorities among caregivers because this often enhances the cultural competence of care delivery. Nevertheless, subtle discrimination can still be found, and managers must be alert that such behavior is not tolerated. Use of the Giger-Davidhizar Cultural Assessment Model can provide managers with information needed to respond to diversity among staff appropriately.

  11. Diversity in Dermatology Residency Programs.

    Science.gov (United States)

    Van Voorhees, Abby S; Enos, Clinton W

    2017-10-01

    Given the change in our population to one that is more racially and ethnically diverse, the topic of diversity in dermatology residency programs has gained attention. In a field that has become highly competitive, diversity is lagging behind. What are the reasons for this? The existing diversity among medical school matriculants is reflective of the applicant pool, and although modest, there has been an increase in applications and acceptances from minority populations. However, these proportions do not carry through to the population applying to dermatology residency. Making sense of this and planning how to recruit a more diverse applicant pool will improve the quality and cultural competency of future dermatologists. Copyright © 2017 The Authors. Published by Elsevier Inc. All rights reserved.

  12. Using HL7 in hospital staff assignments.

    Science.gov (United States)

    Unluturk, Mehmet S

    2014-02-01

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

  13. 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

  14. Lawrence Berkeley Laboratory, Institutional Plan FY 1994--1999

    Energy Technology Data Exchange (ETDEWEB)

    1993-09-01

    The Institutional Plan provides an overview of the Lawrence Berkeley Laboratory mission, strategic plan, scientific initiatives, research programs, environment and safety program plans, educational and technology transfer efforts, human resources, and facilities needs. For FY 1994-1999 the Institutional Plan reflects significant revisions based on the Laboratory`s strategic planning process. The Strategic Plan section identifies long-range conditions that will influence the Laboratory, as well as potential research trends and management implications. The Initiatives section identifies potential new research programs that represent major long-term opportunities for the Laboratory, and the resources required for their implementation. The Scientific and Technical Programs section summarizes current programs and potential changes in research program activity. The Environment, Safety, and Health section describes the management systems and programs underway at the Laboratory to protect the environment, the public, and the employees. The Technology Transfer and Education programs section describes current and planned programs to enhance the nation`s scientific literacy and human infrastructure and to improve economic competitiveness. The Human Resources section identifies LBL staff diversity and development program. The section on Site and Facilities discusses resources required to sustain and improve the physical plant and its equipment. The new section on Information Resources reflects the importance of computing and communication resources to the Laboratory. The Resource Projections are estimates of required budgetary authority for the Laboratory`s ongoing research programs. The Institutional Plan is a management report for integration with the Department of Energy`s strategic planning activities, developed through an annual planning process.

  15. The staff regulations of the Agency

    International Nuclear Information System (INIS)

    2002-01-01

    Following the first comprehensive review of the Provisional Staff Regulations conducted by the Secretariat, the Board of Governors approved on 12 June 2002 amendments to the Provisional Staff Regulations including the removal of the attribute 'provisional' from their title. The revised Staff Regulations of the Agency are set forth in this document for the information of all Members of the Agency. There is a subject index at the end of the document

  16. The relationship between empowerment and effectiveness of staff ...

    African Journals Online (AJOL)

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

  17. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows: as from 1 April 2003 • Article R II 1.19 - Types and duration of contracts of staff members (page 15) as from 1 July 2003 Implementation of the category of local staff members Copies of this update are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  18. Job Satisfaction Of Hospital Nursing Staff

    Directory of Open Access Journals (Sweden)

    Charlotte Pietersen

    2005-11-01

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

  19. 76 FR 32202 - Science Advisory Board Staff Office Request for Additional Nominations for the SAB Environmental...

    Science.gov (United States)

    2011-06-03

    ... diverse candidates, EPA encourages nominations of women and men of all racial and ethnic groups. The EPA... experience (primary factors); (b) availability and willingness to serve; (c) absence of financial conflicts... viewpoints. The SAB Staff Office's evaluation of an absence of financial conflicts of interest will include a...

  20. Um modelo para o dimensionamento do corpo docente para o apoio à tomada de decisão no planejamento de instituições de ensino superior A model for the design of the teaching staff to support decision making in planning of higher education institutions

    Directory of Open Access Journals (Sweden)

    Marcelo Embiruçu

    2013-03-01

    arrangements composition of this teaching staff. The importance, contribution and contemporary opportunity of the work are justified especially in light of the new teacher-equivalent law. The model covers all activities relevant to university teaching and practice (undergraduate and postgraduate teaching, research and guidance, extension, management and training and, although tailored specifically for federal institutions of higher education (IFES, Instituições Federais de Ensino Superior, it can easily be suitable for use in IES (Instituições de Ensino Superior, higher education institutions from other spheres of government and even in community, religious or private IES. Furthermore, the model is complementary and not competing with the indicators established by REUNI (support program for the restructuring and expansion of federal universities and may be regarded as a design tool for university units, while the latter can be considered as tools for monitoring the operation of these units. The model is quite generic, allowing its wide application in various types of university units, and some of its parameters can be adjusted to meet specific goals and policies of these units. Applying the model to the case study of a department shows its consistency and utility, including as a powerful tool to support decision making in planning and managing of teacher resources at IES.

  1. Um modelo para o dimensionamento do corpo docente para o apoio à tomada de decisão no planejamento de instituições de ensino superior A model for the design of the teaching staff to support decision making in planning of higher education institutions

    Directory of Open Access Journals (Sweden)

    Marcelo Embiruçu

    2012-01-01

    arrangements composition of this teaching staff. The importance, contribution and contemporary opportunity of the work are justified especially in light of the new teacher-equivalent law. The model covers all activities relevant to university teaching and practice (undergraduate and postgraduate teaching, research and guidance, extension, management and training and, although tailored specifically for federal institutions of higher education (IFES, Instituições Federais de Ensino Superior, it can easily be suitable for use in IES (Instituições de Ensino Superior, higher education institutions from other spheres of government and even in community, religious or private IES. Furthermore, the model is complementary and not competing with the indicators established by REUNI (support program for the restructuring and expansion of federal universities and may be regarded as a design tool for university units, while the latter can be considered as tools for monitoring the operation of these units. The model is quite generic, allowing its wide application in various types of university units, and some of its parameters can be adjusted to meet specific goals and policies of these units. Applying the model to the case study of a department shows its consistency and utility, including as a powerful tool to support decision making in planning and managing of teacher resources at IES.

  2. Diabetes Nutrition: Including Sweets in Your Meal Plan

    Science.gov (United States)

    Diabetes nutrition: Including sweets in your meal plan Diabetes nutrition focuses on healthy foods, but sweets aren't necessarily ... your meal plan. By Mayo Clinic Staff Diabetes nutrition focuses on healthy foods. But you can eat ...

  3. 77 FR 41107 - Decommissioning Planning During Operations

    Science.gov (United States)

    2012-07-12

    ..., 40, 50, 70, and 72 [NRC-2011-0162] Decommissioning Planning During Operations AGENCY: Nuclear... (DG) 4014, ``Decommissioning Planning During Operations.'' This guide describes a method that the NRC staff considers acceptable for use in complying with the NRC's Decommissioning Planning Rule. The NRC...

  4. 78 FR 663 - Decommissioning Planning During Operations

    Science.gov (United States)

    2013-01-04

    ...] Decommissioning Planning During Operations AGENCY: Nuclear Regulatory Commission. ACTION: Regulatory guide..., ``Decommissioning Planning During Operations.'' The guide describes a method that the NRC staff considers acceptable for use by holders of licenses in complying with the NRC's Decommissioning Planning Rule (DPR) (76 FR...

  5. Statistical Diversions

    Science.gov (United States)

    Petocz, Peter; Sowey, Eric

    2012-01-01

    The term "data snooping" refers to the practice of choosing which statistical analyses to apply to a set of data after having first looked at those data. Data snooping contradicts a fundamental precept of applied statistics, that the scheme of analysis is to be planned in advance. In this column, the authors shall elucidate the…

  6. 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...

  7. The difficulties experienced by nurses and healthcare staff involved in the process of breaking bad news.

    Science.gov (United States)

    Warnock, Clare; Buchanan, Jean; Tod, Angela Mary

    2017-07-01

    The aim of this study was to explore the difficulties experienced by nurses and healthcare professionals when engaging in the process of breaking bad news. The challenges faced by staff when breaking bad news have previously been researched in relation to particular settings or participants. This study involved staff from diverse settings and roles to develop broader insights into the range of difficulties experienced in clinical practice. The study used a descriptive survey design involving self-reported written accounts and framework analysis. Data were collected using a structured questionnaire containing a free text section that asked participants to describe a difficult experience they had encountered when involved in the process of breaking bad news. Data were collected from healthcare staff from hospital, community, hospice and care home settings attending training days on breaking bad news between April 2011 and April 2014. Multiple inter-related factors presented challenges to staff engaging in activities associated with breaking bad news. Traditional subjects such as diagnostic and treatment information were described but additional topics were identified such as the impact of illness and care at the end of life. A descriptive framework was developed that summarizes the factors that contribute to creating difficult experiences for staff when breaking bad news. The framework provides insights into the scope of the challenges faced by staff when they engage in the process of breaking bad news. This provides the foundation for developing interventions to support staff that more closely matches their experiences in clinical practice. © 2017 John Wiley & Sons Ltd.

  8. Checklist for Reviewing EPA Quality Management Plans

    Science.gov (United States)

    This checklist will be used to review the Quality Management Plans (QMPs) that are submitted to the Quality Staff of the Office of Environmental Information (OEI) for Agency review under EPA Order 5360.1 A2.

  9. Age diversity and the aging librarian in academic libraries in South Africa

    Directory of Open Access Journals (Sweden)

    Sophie Van der Walt

    2010-01-01

    Full Text Available The focus of this article is to illustrate the current age distribution of academic librarians in South Africa and to determine the need for age diversity management in academic libraries. Firstly, a literature review provides a brief overview of recent changes to the higher education landscape in South Africa and the importance of diversity awareness. Secondly, the issue of age diversity in the workplace is explored, followed by a discussion of the age demography of librarians, so raising the important issue this paper seeks to investigate, namely, the current age demography of South African academic librarians. A mixed-method research approach was decided upon and specifically the sequential exploratory design as it studies the unknown relationships between different generations of librarians at work within five of the academic libraries from the Gauteng and Environs Library and Information Consortium (GAELIC. The results showed that most of the middle and senior level library management positions are currently filled by those retiring in the next 15-20 years and that the planning and training of new middle and top management staff members must form part of succession planning policies in order to avoid a leadership vacuum.

  10. Staff attitudes towards patients with schizophrenia

    DEFF Research Database (Denmark)

    Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders

    2013-01-01

    Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark.......Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark....

  11. 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

  12. Defining role models for staff orientation.

    Science.gov (United States)

    Kinley, H

    This article examines the need for a formal role model to help integrate new staff within a unit. While acknowledging the range of titles and functions ascribed to such a role in the literature, the author suggests that the essence of the role and its formal recognition has benefits for experienced staff and orientees alike.

  13. An Epidemiological Approach to Staff Burnout.

    Science.gov (United States)

    Kamis, Edna

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

  14. 28 CFR 600.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff. 600.5 Section 600.5 Judicial Administration OFFICES OF INDEPENDENT COUNSEL, DEPARTMENT OF JUSTICE GENERAL POWERS OF SPECIAL COUNSEL § 600.5 Staff. A Special Counsel may request the assignment of appropriate Department employees to assist the...

  15. Outbreak of Mysterious Illness Among Hospital Staff

    DEFF Research Database (Denmark)

    Jacobsen, Peter; Ebbehøj, Niels Erik

    2016-01-01

    BACKGROUND: Hospitals are rarely reported as settings for mass psychogenic illness (MPI). The present report scrutinizes an outbreak of probable MPI among hospital staff, with medical intervention reinforcing the course of the illness. CASE REPORT: Four of seven staff members in an emergency...

  16. 29 CFR 511.7 - Committee staff.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Committee staff. 511.7 Section 511.7 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS WAGE ORDER PROCEDURE FOR AMERICAN SAMOA § 511.7 Committee staff. Each industry committee will be furnished a lawyer, to...

  17. Gaming: a creative strategy for staff education.

    Science.gov (United States)

    Swartzendruber, D

    1994-02-01

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

  18. 20 CFR 638.801 - Staff training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff training. 638.801 Section 638.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.801 Staff training. The...

  19. 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…

  20. 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…

  1. Diversity Initiatives in Higher Education: Just How Important "Is" Diversity in Higher Education?

    Science.gov (United States)

    Clark, Christine

    2011-01-01

    Diversity in educational settings is generally understood as the body of services and programs offered to students, faculty, and staff that seek to ensure compliance with non-discrimination and related policy and law, and to affirm social membership group differences (broadly considered) in curricular, co-curricular, and workplace contexts. Given…

  2. Staff roster for 1979: National Center for Analysis of Energy Systems

    Energy Technology Data Exchange (ETDEWEB)

    1980-01-01

    This publication is a compilation of resumes from the current staff of the National Center for Analysis of Energy Systems. The Center, founded in January 1976, is one of four areas within the Department of Energy and Environment at Brookhaven National Laboratory. The emphasis of programs at the Center is on energy policy and planning studies at the regional, national, and international levels, involving quantitative, interdisciplinary studies of the technological, economic, social, and environmental aspects of energy systems. To perform these studies the Center has assembled a staff of experts in the areas of science, technology, economics planning, health and safety, information systems, and quantitative analysis.

  3. Introduction - AABFJ Financial Planning Special Issue 2009

    Directory of Open Access Journals (Sweden)

    Ciorstan J. Smark

    2009-03-01

    Full Text Available This special issue draws on recent work of financial planning specialists, finance specialists and economists todocument some of the trends, perception and challenges of financial planning in 2009. This diversity ofcontributors reflects the diversity and the multiplicity of influences that impact on financial planning.

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

    African Journals Online (AJOL)

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

  5. Diverse Multilateralism

    DEFF Research Database (Denmark)

    Wuthnow, Joel; Li, Xin; Qi, Lingling

    2012-01-01

    This article addresses Chinas multilateral diplomacy by identifying four distinct strategies: watching, engaging, circumventing, and shaping. The typology builds on two literatures: power transition theory, and the more recent “assertiveness” discourse in the West. Drawing from a range of cases...... in both the economic and security domains, the article argues that China’s multilateralism is diverse, and that it cannot be un-problematically characterized as either status-quo or revisionist in nature. However, the general trend appears to be towards engagement, but with an assertive tact as China...

  6. Doing Diversity

    DEFF Research Database (Denmark)

    Just, Sine Nørholm; Christiansen, Tanja Juul

    2012-01-01

    Questions of agency in text–audience relations are less studied than other aspects of rhetorical agency. We suggest conceptualizing and analyzing the relationship between texts and audiences from the perspective of performativity, as it has been developed by Judith Butler. Thus, we argue that texts...... invite audiences to take up subject positions, understood as combinations of identity and agency. Danish diversity management rhetoric functions as an illustrative example; in analyzing this type of rhetoric we show how subjects are called into restrained positions of similarity/difference and thereby...

  7. Training and Practices of Cannabis Dispensary Staff.

    Science.gov (United States)

    Haug, Nancy A; Kieschnick, Dustin; Sottile, James E; Babson, Kimberly A; Vandrey, Ryan; Bonn-Miller, Marcel O

    2016-01-01

    Introduction: The proliferation of cannabis dispensaries within the United States has emerged from patient demand for the legalization of cannabis as an alternative treatment for a number of conditions and symptoms. Unfortunately, nothing is known about the practices of dispensary staff with respect to recommendation of cannabis strains/concentrations for specific patient ailments. To address this limitation, the present study assessed the training and practices of cannabis dispensary staff. Materials and Methods: Medical and nonmedical dispensary staff ( n =55) were recruited via e-mail and social media to complete an online survey assessing their demographic characteristics, dispensary features, patient characteristics, formal training, and cannabis recommendation practices. Results: Fifty-five percent of dispensary staff reported some formal training for their position, with 20% reporting medical/scientific training. A majority (94%) indicated that they provide specific cannabis advice to patients. In terms of strains, dispensary staff trended toward recommendations of Indica for anxiety, chronic pain, insomnia, nightmares, and Tourette's syndrome. They were more likely to recommend Indica and hybrid plants for post-traumatic stress disorder (PTSD)/trauma and muscle spasms. In contrast, staff were less likely to recommend Indica for depression; hybrid strains were most often recommended for amyotrophic lateral sclerosis (ALS). In terms of cannabinoid concentrations, dispensary staff were most likely to recommend a 1:1 ratio of delta-9-tetrahydrocannabinol (THC):cannabidiol (CBD) for patients suffering from anxiety, Crohn's disease, hepatitis C, and PTSD/trauma, while patients seeking appetite stimulation were most likely to be recommended THC. Staff recommended high CBD for arthritis and Alzheimer's disease and a high CBD or 1:1 ratio for ALS, epilepsy, and muscle spasms. Conclusions: Although many dispensary staff are making recommendations consistent with

  8. The Staff Association and its history

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Association will celebrate its 60th birthday in the spring of 2015. We are collecting all information about the sixty years of the Staff Association. In particular, we are looking at publications of the Staff Association, which started with the “Staff Association Journal”, in 1955, which later became “Le Proton déchainé”, then, more simply, “Proton” in 1982 (the figure on the left shows the different mutations of our magazine). In our collection we are missing a few issues, in particular № 1 (dated mid-1955).     Dear reader, if have any old issues of this magazine, or of Graviton (figure on the right), another magazine edited by the Staff Association, or any other material or information that might help us document the history of the Staff Association, we would very much like to have a copy of the material or your contribution (written or oral). Please contact the Staff Association Sec...

  9. Treatment planning systems

    International Nuclear Information System (INIS)

    Fontenla, D.P.

    2008-01-01

    All aspects of treatment planning in radiotherapy are discussed in detail. Included are, among others, machine data and their acquisition, photon dose calculations and tests thereof, criteria of acceptability, sources of uncertainties, from 2D to 3D and from 3D to IMRT, dosimetric measurements for RTP validation, frequency of QA tests and suggested tolerances for TPS, time and staff requirements, model based segmentation, multi-dimensional radiotherapy (MD C RT), and biological IMRT process. (P.A.)

  10. Exposing diversity

    DEFF Research Database (Denmark)

    Nørtoft, Kamilla; Nordentoft, Helle Merete

    professionals´ meetings with patients and relatives. In the paper we draw data from focus group discussions with interdisciplinary groups of health care professionals working in the area of care for older people. The video narratives used to initiate discussions are developed through ethnographic fieldwork...... in the homes of older people and in pedagogical institutions targeting older people. In the paper we look at the potentials and challenges in working with ethnographic video narratives as a pedagogical tool. Our findings indicate that the use of video narratives has the potential to expose the diversity...... focus on their own professional discipline and its tasks 2) stimulates collaborative learning when they discuss their different interpretations of the ethnographic video narratives and achieve a deeper understanding of each other’s work and their clients’ lifeworlds, which might lead to a better...

  11. Diversity Measures

    Directory of Open Access Journals (Sweden)

    MSc. Mentor Ademaj

    2012-06-01

    Full Text Available Diversity measures are a type of non-criminal measures foreseen in the Chapter IV of the Code of Juvenile Justice, which may be imposed on juvenile perpetrators of criminal acts. These measures can be applied in cases of minor offenses, for which is foreseen the criminal sanction with a fine or imprisonment up to three years or for criminal offenses committed by negligence for which is foreseen the sentence up to five years of imprisonment, except those cases that result in death. With the imposition of these measures is intended to prevent criminal proceedings against juveniles whenever is possible, rehabilitation and reintegration of juvenile in his/her community and the prevention of recidivist behaviour. Competent authority to impose them is the public prosecutor, the juvenile judge and juvenile court. And they are executed by the Kosovo Correctional Service.

  12. Cooptation of Peer Support Staff: Quantitative Evidence

    Directory of Open Access Journals (Sweden)

    Anthony J. Alberta

    2014-03-01

    Full Text Available Objective In 2007, the Centers for Medicare and Medicaid Services (CMS sent a letter to state Medicaid directors outlining requirements for implementing peer-based recovery support services (P-BRSS as a Medicaid-funded service. Since then, 30 states have implemented these services. Although the literature describing implementation of P-BRSS has identified the cooptation of peer support staff (PSS as a barrier to the effective provision of P-BRSS, the evidence for it remains anecdotal. This study attempts to determine if the context of employment in either a treatment organization or peer organization affected cooptation. Methods We conducted a survey of PSS in the fall of 2013. In all, 92 of the 181 respondents were working as PSS at the time, 53 in treatment organizations. Chi-square analysis was used to determine if the context of employment had an effect on the cooptation of peer staff. Results Peer staff working in treatment organizations reported that they were supervised by treatment staff and participated in employment-related training to improve their skills at providing treatment services more frequently than their counterparts in peer organizations. Peer staff working in treatment organizations also participated in training and education to prepare for employment as treatment professionals more frequently than peer staff working in peer organizations. Conclusions and Implications for Practice Peer staff members working in treatment organizations are subject to processes of acculturation into professional cultures that peer staff working in peer organizations are not. Effective implementation of P-BRSS should include specific efforts to minimize the cooptation of peer staff.

  13. Staff Training on the Use of Health Information Systems: What Do We Know?

    Science.gov (United States)

    Bygholm, Ann

    2018-01-01

    Staff training is acknowledged as an important activity when implementing health information systems (HISs). This paper reviews the literature on staff training in connection with HIS implementation. The aim is to identify critical issues to reflect on when planning or evaluating this type of training. Searches were conducted in three research databases, resulting in 423 hits. Sixty-four papers were retrieved for more detailed examination, and 12 papers were selected for analysis. The analysis focused on the content, organization and pedagogical approach. In general, the review revealed minor primarily descriptive studies focused on aspects of staff training rather than strategies for staff training. The review revealed specific agreed-upon issues that are considered important for the success of the training. The issues identified are transfer of knowledge and skills is not enough, ongoing training is important, training should be related to practice and address individual learning needs, and super-users are important facilitators.

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

    Science.gov (United States)

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

    2015-01-01

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

  15. Competencies Setup for Nuclear Regulatory Staff in Thailand

    International Nuclear Information System (INIS)

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

    2010-01-01

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

  16. Impact of the Christchurch earthquakes on hospital staff.

    Science.gov (United States)

    Tovaranonte, Pleayo; Cawood, Tom J

    2013-06-01

    On September 4, 2010 a major earthquake caused widespread damage, but no loss of life, to Christchurch city and surrounding areas. There were numerous aftershocks, including on February 22, 2011 which, in contrast, caused substantial loss of life and major damage to the city. The research aim was to assess how these two earthquakes affected the staff in the General Medicine Department at Christchurch Hospital. Problem To date there have been no published data assessing the impact of this type of natural disaster on hospital staff in Australasia. A questionnaire that examined seven domains (demographics, personal impact, psychological impact, emotional impact, impact on care for patients, work impact, and coping strategies) was handed out to General Medicine staff and students nine days after the September 2010 earthquake and 14 days after the February 2011 earthquake. Response rates were ≥ 99%. Sixty percent of responders were earthquakes, respectively. A fifth to a third of people had to find an alternative route of transport to get to work but only eight percent to 18% took time off work. Financial impact was more severe following the February earthquake, with 46% reporting damage of >NZ $1,000, compared with 15% following the September earthquake (P earthquake than the September earthquake (42% vs 69%, P earthquake but this rose to 53% after the February earthquake (12/53 vs 45/85, P earthquake but this dropped significantly to 15% following the February earthquake (27/53 vs 13/62, P earthquakes upon General Medicine hospital staff. The effect was widespread with minor financial impact during the first but much more during the second earthquake. Moderate psychological impact was experienced in both earthquakes. This data may be useful to help prepare plans for future natural disasters. .

  17. 14 CFR 385.33 - Review by the staff.

    Science.gov (United States)

    2010-01-01

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

  18. 34 CFR 75.519 - Dual compensation of staff.

    Science.gov (United States)

    2010-07-01

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

  19. Environmental protection implementation plan

    International Nuclear Information System (INIS)

    Holland, R.C.

    1998-03-01

    This Environmental Protection Implementation Plan is intended to ensure that the environmental program objectives of Department of Energy Order 5400.1 are achieved at SNL/California. This document states SNL/California's commitment to conduct its operations in an environmentally safe and responsible manner. The Environmental Protection Implementation Plan helps management and staff comply with applicable environmental responsibilities. SNL is committed to operating in full compliance with the letter and spirit of applicable environmental laws, regulations, and standards. Furthermore, SNL/California strives to go beyond compliance with legal requirements by making every effort practical to reduce impacts to the environment to levels as low as reasonably achievable

  20. Introduction to Strategic Planning in Student Affairs: A Model for Process and Elements of a Plan

    Science.gov (United States)

    Ellis, Shannon E.

    2010-01-01

    Planning from a strategic perspective has been a mainstay of organizational management for decades. Founded in the private sector, strategic planning is now embraced by the nonprofit world as a catalyst for sound resource allocation, transformative decision making, and motivating staff. Student affairs professionals who think, plan, and act…

  1. Sustaining complex interventions in long-term care: a qualitative study of direct care staff and managers.

    Science.gov (United States)

    Colón-Emeric, Cathleen; Toles, Mark; Cary, Michael P; Batchelor-Murphy, Melissa; Yap, Tracey; Song, Yuting; Hall, Rasheeda; Anderson, Amber; Burd, Andrew; Anderson, Ruth A

    2016-07-16

    Little is known about the sustainability of behavioral change interventions in long-term care (LTC). Following a cluster randomized trial of an intervention to improve staff communication (CONNECT), we conducted focus groups of direct care staff and managers to elicit their perceptions of factors that enhance or reduce sustainability in the LTC setting. The overall aim was to generate hypotheses about how to sustain complex interventions in LTC. In eight facilities, we conducted 15 focus groups with 83 staff who had participated in at least one intervention session. Where possible, separate groups were conducted with direct care staff and managers. An interview guide probed for staff perceptions of intervention salience and sustainability. Framework analysis of coded transcripts was used to distill insights about sustainability related to intervention features, organizational context, and external supports. Staff described important factors for intervention sustainability that are particularly challenging in LTC. Because of the tremendous diversity in staff roles and education level, interventions should balance complexity and simplicity, use a variety of delivery methods and venues (e.g., group and individual sessions, role-play/storytelling), and be inclusive of many work positions. Intervention customizability and flexibility was particularly prized in this unpredictable and resource-strapped environment. Contextual features noted to be important include addressing the frequent lack of trust between direct care staff and managers and ensuring that direct care staff directly observe manager participation and support for the program. External supports suggested to be useful for sustainability include formalization of changes into facility routines, using "train the trainer" approaches and refresher sessions. High staff turnover is common in LTC, and providing materials for new staff orientation was reported to be important for sustainability. When designing or

  2. [Impact of a disaster preparedness training program on health staff].

    Science.gov (United States)

    Parra Cotanda, Cristina; Rebordosa Martínez, Mónica; Trenchs Sainz de la Maza, Victoria; Luaces Cubells, Carles

    2016-09-01

    The aim of this study is to evaluate the effectiveness of a disaster preparedness training program in a Paediatric Emergency Department (PED). A quasi-experimental study was conducted using an anonymous questionnaire that was distributed to health care providers of a PED in a tertiary paediatric hospital. The questions concerned the disaster plan (DP), including theoretical and practical aspects. Questionnaires were distributed and completed in January 2014 (period 1) and November 2014 (period 2). The disaster training program includes theoretical and practical sessions. A total of 110 questionnaires were collected in period 1, and 80 in period 2. Almost three-quarters (71.3%) of PED staff attended the theoretical sessions, and 43.8% attended the practical sessions. The application of this training program significantly improved knowledge about the DP, but no improvement was observed in the practical questions. PED staff felt more prepared to face a disaster after the training program (15.5% vs. 41.8%, Ptraining program improved some knowledge about the disaster plan, but it has not improved responses in practical situations, which may be due to the low attendance at practical sessions and the time between the training program and the questionnaires. Copyright © 2015 Asociación Española de Pediatría. Publicado por Elsevier España, S.L.U. All rights reserved.

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

    Science.gov (United States)

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

    2017-10-01

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

  4. Patient and staff doses in interventional neuroradiology

    International Nuclear Information System (INIS)

    Bor, D.; Cekirge, S.; Tuerkay, T.; Turan, O.; Guelay, M.; Oenal, E.; Cil, B.

    2005-01-01

    Radiation doses for interventional examinations are generally high and therefore necessitate dose monitoring for patients and staff. Relating the staff dose to a patient dose index, such as dose-area product (DAP), could be quite useful for dose comparisons. In this study, DAP and skin doses of 57 patients, who underwent neuro-interventional examinations, were measured simultaneously with staff doses. Although skin doses were comparable with the literature data, higher DAP values of 215 and 188.6 Gy cm 2 were measured for the therapeutical cerebral and carotid examinations, respectively, owing to the use of biplane system and complexity of the procedure. Mean staff doses for eye, finger and thyroid were measured as 80.6, 77.6 and 28.8 μGy per procedure. The mean effective dose per procedure for the radiologists was 32 μSv. In order to allow better comparisons to be made, DAP normalised doses were also presented. (authors)

  5. Meeting staff representatives of the European Agencies

    CERN Multimedia

    Staff Association

    2014-01-01

      The AASC (Assembly of Agency Staff Committee) held its 27th Meeting of the specialized European Agencies on 26 and 27 May on the premises of the OHIM (Office for Harmonization in the Internal Market) in Alicante, Spain. Two representatives of the CERN Staff Association, in charge of External Relations, attended as observers. This participation is a useful complement to regular contacts we have with FICSA (Federation of International Civil Servants' Associations), which groups staff associations of the UN Agencies, and the annual CSAIO conferences (Conference of Staff Associations of International Organizations), where each Autumn representatives of international organizations based in Europe meet to discuss themes of common interest to better promote and defend the rights of the international civil servants. All these meetings allow us to remain informed on items that are directly or indirectly related to employment and social conditions of our colleagues in other international and Europ...

  6. 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...

  7. 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.

  8. Motivational control of behavior of the staff

    Directory of Open Access Journals (Sweden)

    Лариса Григорьевна Миляева

    2015-07-01

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

  9. Staff rosters for 1979: environmental programs

    Energy Technology Data Exchange (ETDEWEB)

    1979-12-01

    The roster of the scientific and professional staffs of the Environmental Programs of the Department of Energy and Environment has been compiled as of December 1979. Staff members have been listed according to their organizational units, i.e., the Atmospheric Sciences Division, the Environmental Chemistry Division, the Oceanographic Sciences Division, and the Land and Freshwater Environmental Sciences Group. Educational background, research interests, professional activities, summary of experience at BNL, and selected publications have been included for each member listed.

  10. The Provisional Staff Regulations of the Agency

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1959-06-22

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency.

  11. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    1959-01-01

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency

  12. Antiradiation pharmacological protection of the 'Shelter' staff

    International Nuclear Information System (INIS)

    Gorovoj, L.F.; Danilov, V.M.; Senyuk, O.F.

    2002-01-01

    The stressful effects and discomfortable working conditions of the 'Shelter' staff demand strengthening of protective systems ensuring acclimatization of an organism to penetration irradiation and other harmful factors. Thus, the drugs for antiactinic protection of staff OY should have properties adaptive drugs. Complex biological preparation Mycoton has this broad spectrum of antiradiation properties. This drug is designed in Ukraine on the basis of biopolmers of a cell-like wall of funguses: chitin, glucan and melanins

  13. 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.

  14. Job satisfaction survey among health centers staff

    OpenAIRE

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Background: Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. Materials and Methods: This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a t...

  15. [A listening support group for nursing staff].

    Science.gov (United States)

    Lemoine, Dominique

    2016-05-01

    The feedback from a consultant nurse in a listening support group for health professionals shows that, for hospital nursing staff, the phenomenon of suffering in the workplace is a reality. In addition to providing help to professionals who request it, the missions of such a group are to promote discussion around psycho-social risks in the framework of a policy of compassionate care for staff. Copyright © 2016 Elsevier Masson SAS. All rights reserved.

  16. Teaching Diversity

    Directory of Open Access Journals (Sweden)

    Kay Young McChesney

    2015-10-01

    Full Text Available This article is targeted to faculty teaching race and ethnicity, racism, diversity, and multicultural courses. Many students equate race with skin color. The premise of this article is that to teach students about the social construction of race, teachers must first know enough science to teach students that race is not biological. This article examines the biology of race by showing how advances in DNA sequencing led to genetics research that supports arguments that race is not biological. DNA comparisons show that all human populations living today are one species that came from Africa. The article explains the migration of humans out of Africa about 60,000 years ago and how they populated Australia, then Asia, Europe, and the Americas. The article shows how recent research maps the timing of the migration and admixture of specific population groups into Europe and India. The article shows how a mutation in one nucleotide can result in a trait like blue eyes, or Hemoglobin S (which confers resistance to malaria, which can be subject to evolution through natural selection. DNA comparisons show how natural selection shaped the genetics of human skin color to adapt to less UV light in the northern latitudes of Europe and Asia. The article shows that there is no relation between skin color or other “racial” characteristics and complex traits like intelligence. The science in this article will help teachers explain that as race is not biological, race is socially constructed and culturally enacted.

  17. Social climate in diverse university departments

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2011-01-01

    sharing engagement (sharing informal knowledge of a personal nature and the staff's application of each other's knowledge to task relevant problems) on diversity climate (openness to linguistic, visual, value and informational diversity) among university teachers. Sample: The study used questionnaire...... to diversity are known to be better integrated and to perform better. While the relation between a positive social climate and group functioning is well documented, we know much less about antecedents for such a climate. Purpose: The aim of this study is to examine the effect of internal learning and knowledge...... knowledge of a personal nature; and (2) their application of each other's knowledge to task relevant problems had strong positive associations with openness to linguistic, visible, value and informational diversity. We conclude that interaction and knowledge sharing among teachers in multicultural...

  18. Digital marketing plan for a news agency

    OpenAIRE

    Do, Thi Minh Chau

    2013-01-01

    In the business world, an effective marketing plan is an important guideline for any company, regardless of how small or big the business scale is, to stay focused to their goals. Moreover, "the written marketing plan gives a common direction to all staff in the company" (McKinlay & O'Connor, 2007). Therefore, formulating a marketing plan prior to utilizing any marketing actions is substantial and necessary. However, producing a marketing plan requires knowledge of marketing. For those re...

  19. 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.

  20. English Language Screening for Scientific Staff at Delft University of Technology,

    NARCIS (Netherlands)

    Klaassen, R.G.; Bos, M.H.P.C.

    2010-01-01

    Delft University of Technology (DUT) screened her (non-native English) scientific staff on their level of English proficiency in the academic year of 2006/2007. In this paper this large scale operation, involving planning, policy decisions, assessment means, advice and training are discussed. Since

  1. English Language Test for Scientific Staff at D.U.T.

    NARCIS (Netherlands)

    Klaassen, R.G.; Bos, M.H.P.C.; Roubos, Tim; Veronesi, Daniela; Nickenig, Christoph

    2009-01-01

    Delft University of Technology (DUT) screened her (non-native English) scientific staff on their level of language proficiency over the year academic 2006/2007. In this paper the large scale operation, involving planning, policy decisions, assessment means, advise and training are discussed. Results

  2. 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…

  3. *Engr (Dr.) Egbuniwe is on the staff of Civil Engineering of the ...

    African Journals Online (AJOL)

    Dr Obe

    *Engr (Dr.) Egbuniwe is on the staff of Civil Engineering of the University of Nigeria, Nsukka. VARIATIONS IN THE STATISTICAL MEASURES OF MEAN RAINFALL. By. NNAMDI EGBUNIWE*. ABSTRACT. Rainfall records are required for planning and development of water resources projects. Long term averages of rainfall.

  4. Understanding the Use of Educational Technology among Faculty, Staff, and Students at a Medical University

    Science.gov (United States)

    Kazley, Abby Swanson; Annan, Dustin L.; Carson, Nancy E.; Freeland, Melissa; Hodge, Ashley B.; Seif, Gretchen A.; Zoller, James S.

    2013-01-01

    A college of health professions at a medical university located in the southeastern United States is striving to increase the use of educational technology among faculty, staff, and students. A strategic planning group was formed and charged with enhancing the use of educational technology within the college. In order to understand the current…

  5. 76 FR 64082 - Mandatory Reliability Standards for the Bulk-Power System; Notice of Staff Meeting

    Science.gov (United States)

    2011-10-17

    ... Reliability Standards for the Bulk-Power System; Notice of Staff Meeting Take notice that the Federal Energy... R1.3.10 of Commission-approved transmission planning Reliability Standard TPL-002- 0 (System... additional actions necessary to address the matter.\\3\\ \\1\\ Mandatory Reliability Standards for the Bulk-Power...

  6. Hospital cultural competency as a systematic organizational intervention: Key findings from the national center for healthcare leadership diversity demonstration project.

    Science.gov (United States)

    Weech-Maldonado, Robert; Dreachslin, Janice L; Epané, Josué Patien; Gail, Judith; Gupta, Shivani; Wainio, Joyce Anne

    Cultural competency or the ongoing capacity of health care systems to provide for high-quality care to diverse patient populations (National Quality Forum, 2008) has been proposed as an organizational strategy to address disparities in quality of care, patient experience, and workforce representation. But far too many health care organizations still do not treat cultural competency as a business imperative and driver of strategy. The aim of the study was to examine the impact of a systematic, multifaceted, and organizational level cultural competency initiative on hospital performance metrics at the organizational and individual levels. This demonstration project employs a pre-post control group design. Two hospital systems participated in the study. Within each system, two hospitals were selected to serve as the intervention and control hospitals. Executive leadership (C-suite) and all staff at one general medical/surgical nursing unit at the intervention hospitals experienced a systematic, planned cultural competency intervention. Assessments and interventions focused on three organizational level competencies of cultural competency (diversity leadership, strategic human resource management, and patient cultural competency) and three individual level competencies (diversity attitudes, implicit bias, and racial/ethnic identity status). In addition, we evaluated the impact of the intervention on diversity climate and workforce diversity. Overall performance improvement was greater in each of the two intervention hospitals than in the control hospital within the same health care system. Both intervention hospitals experienced improvements in the organizational level competencies of diversity leadership and strategic human resource management. Similarly, improvements were observed in the individual level competencies for diversity attitudes and implicit bias for Blacks among the intervention hospitals. Furthermore, intervention hospitals outperformed their respective

  7. A Systems View of the USMA Staff Redesign

    National Research Council Canada - National Science Library

    McGinnis, Mike L

    2004-01-01

    ...; a major hindrance to the Academy's pursuit of excellence and higher performance. This report presents a USMA staff design that will align and enhance the synergy between USMA staff elements, lower levels staffs, and the West Point Garrison Command.

  8. 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.

  9. US Department of Energy Integrated Resource Planning Program: Accomplishments and opportunities

    Energy Technology Data Exchange (ETDEWEB)

    White, D.L. [Oak Ridge National Lab., TN (United States); Mihlmester, P.E. [Aspen Systems Corp., Oak Ridge, TN (United States)

    1993-12-17

    The US Department of Energy Integrated Resource Planning Program supports many activities and projects that enhance the process by which utilities assess demand and supply options and, subsequently, evaluate and select resources. The US Department of Energy program coordinates integrated resource planning in risk and regulatory analysis; utility and regional planning; evaluation and verification; information transfer/technological assistance; and demand-side management. Professional staff from the National Renewable Energy Laboratory, Oak Ridge National Laboratory, Lawrence Berkeley Laboratory, and Pacific Northwest Laboratories collaborate with peers and stakeholders, in particular, the National Association of Regulatory Utility Commissioners, and conduct research and activities for the US Department of Energy. Twelve integrated resource planning activities and projects are summarized in this report. The summaries reflect the diversity of planning and research activities supported by the Department. The summaries also reflect the high levels of collaboration and teaming that are required by the Program and practiced by the researchers. It is concluded that the Program is achieving its objectives by encouraging innovation and improving planning and decision making. Furthermore, as the Department continues to implement planned improvements in the Program, the Department is effectively positioned to attain its ambitious goals.

  10. The challenge of achieving professionalism and respect of diversity in a UK Earth Sciences department

    Science.gov (United States)

    Imber, Jonathan; Taylor, Michelle; Callaghan, Mark; Castiello, Gabriella; Cooper, George; Foulger, Gillian; Gregory, Emma; Herron, Louise; Hoult, Jill; Lo, Marissa; Love, Tara; Macpherson, Colin; Oakes, Janice; Phethean, Jordan; Riches, Amy

    2017-04-01

    The Department of Earth Sciences, Durham University, has a balanced gender profile at undergraduate, postgraduate and postdoctoral levels (38%, 42% and 45% females, respectively), but one of the lowest percentages, relative to the natural applicant pool, of female academic staff amongst UK geoscience departments. There are currently 9% female academic staff at Durham, compared with a median value (in November 2015) of 20% for all Russell Group geoscience departments in the UK. Despite the fact that the female staff group is relatively senior, the Department's current academic management is essentially entirely male. The Department has an informal working culture, in which academics operate an "open door" policy, and staff and students are on first name terms. This culture, open plan office space, and our fieldwork programme, allow staff and students to socialise. A positive outcome of this culture is that > 95% of final year undergraduate students deemed the staff approachable (National Student Survey 2016). Nevertheless, a survey of staff and research student attitudes revealed significant differences in the way males and females perceive our working environment. Females are less likely than males to agree with the statements that "the Department considers inappropriate language to be unacceptable" and "inappropriate images are not considered acceptable in the Department". That anyone could find "inappropriate" language and images "acceptable" is a measure of the challenge faced by the Department. Males disagree more strongly than females that they "have felt uncomfortable because of [their] gender". The Department is proactively working to improve equality and diversity. It held a series of focus group meetings, divided according to gender and job role, to understand the differences in male and female responses. Female respondents identified examples of inappropriate language (e.g. sexual stereotyping) that were directed at female, but not male, colleagues. Males

  11. Planning & Urban Affairs Library Manual.

    Science.gov (United States)

    Knobbe, Mary L., Ed.; Lessel, Janice W., Ed.

    Written especially for persons without a library degree who are operating a small urban study or planning agency library on a part-time basis. Subjects covered are: (1) library function and staff function, duties and training; (2) physical layout and equipment of library; (3) establishing and maintaining the library; (4) library administration;…

  12. Cofrentes NPP Knowledge management plan

    International Nuclear Information System (INIS)

    Pardo Gonzalez, F.

    2016-01-01

    The main objective of the Knowledge Management Plan at Cofrentes Nuclear Power Plant is therefore to establish the steps to be followed for distributing and sharing the existing knowledge at the Plant through collaboration and continuous learning and exchanges with internal and external groups. It is also very important that staff and organisational learning is closely in line with Plant expectations. (Author)

  13. Natural Resource Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Green, T. [Brookhaven National Laboratory (BNL), Upton, NY (United States); Schwager, K. [Brookhaven National Laboratory (BNL), Upton, NY (United States)

    2016-10-01

    This comprehensive Natural Resource Management Plan (NRMP) for Brookhaven National Laboratory (BNL) was built on the successful foundation of the Wildlife Management Plan for BNL, which it replaces. This update to the 2003 plan continues to build on successes and efforts to better understand the ecosystems and natural resources found on the BNL site. The plan establishes the basis for managing the varied natural resources located on the 5,265-acre BNL site, setting goals and actions to achieve those goals. The planning of this document is based on the knowledge and expertise gained over the past 15 years by the Natural Resources management staff at BNL in concert with local natural resource agencies including the New York State Department of Environmental Conservation, Long Island Pine Barrens Joint Planning and Policy Commission, The Nature Conservancy, and others. The development of this plan works toward sound ecological management that not only benefits BNL’s ecosystems but also benefits the greater Pine Barrens habitats in which BNL is situated. This plan applies equally to the Upton Ecological and Research Reserve (Upton Reserve). Any difference in management between the larger BNL area and the Upton Reserve are noted in the text.

  14. German General Staff Officer Education and Current Challenges

    National Research Council Canada - National Science Library

    Groeters, Thomas

    2006-01-01

    "German General Staff Officer Education and Current Challenges" examines the institutional education of German General Staff Officers, as experienced by the author, and offers a "Conceptual Competency...

  15. 77 FR 25577 - General Provisions; Operating and Strategic Business Planning

    Science.gov (United States)

    2012-05-01

    ... diversity and inclusion within the institution's workforce and management. In addition, the business plan of... simply address diversity, inclusion, affirmative action, and management succession, or that the marketing... included in the human capital plan or marketing plan component of the business plan, the institution can...

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

    NARCIS (Netherlands)

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

    2015-01-01

    Background Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed

  17. Practical Planning in COLLAGE

    Science.gov (United States)

    Lansky, Amy L.; Getoor, Lise C.; Friedland, Peter (Technical Monitor)

    1994-01-01

    COLLAGE is a domain-independent planner that differs from traditional planners in two key ways: (1) it uses a diverse and extendible set of (it action-based) plan constructions methods; and (2) it utilizes a technique called (it localization) to partition the planning problem into smaller (and potentially interacting) sub problems. In this paper, we describe these features and how they are exploited in two different real-world planning domains. The first domain, building construction planning, has served as a framework for us to investigate how localization can improve scalability. The second domain, data analysis planning, benefits from COLLAGE's unique plan construction and representation methods. In addition, we describe extensions that were necessary to tackle these real-world problems.

  18. Using research evidence to inform staff learning needs in cross-cultural communication in aged care homes.

    Science.gov (United States)

    Gillham, David; De Bellis, Anita; Xiao, Lily; Willis, Eileen; Harrington, Ann; Morey, Wendy; Jeffers, Lesley

    2018-04-01

    Developed countries worldwide are facing an unprecedented demand for aged care services, with recent migrants of diverse linguistic and cultural backgrounds increasingly recruited as care workers while at the same time there is growing cultural diversity among aged care residents. This situation is compounded by rapidly changing technology and varied educational levels of care workers from diverse backgrounds. The objectives were threefold: to identify staff learning needs to enable them to provide high-quality cross-cultural care; to improve team cohesion; and identify preferred learning approaches. An interpretive qualitative study utilising focus group and interview data informed the development of an education resource. Fifty six care workers from four residential aged care facilities participated in either focus groups or interviews conducted in private meeting rooms within the care facilities. Participants included personal care attendants, registered and clinical nurses, managers, hospitality staff and allied health professionals. Focus group and interview data were categorised and thematically analysed. Data relevant to cross-cultural care, team cohesion and preferred learning approaches informed education resource development, including case studies. Major themes identified the need to promote cultural awareness and understanding, and strategies for cross-cultural care and communication. Themes related to team cohesion demonstrated that staff were already sympathetic and sensitive to cross-cultural issues, and that culturally and linguistically diverse staff add value to the workforce and are supported by the organisation. Staff required clear, uncomplicated education resources to equip them with skills to address problematic cultural situations. Preferred learning approaches varied and highlighted the need for varied educational materials and approaches, as well as time efficient, opportunistic education strategies for the busy workplace. An education

  19. Hospital accreditation: staff experiences and perceptions.

    Science.gov (United States)

    Bogh, Søren Bie; Blom, Ane; Raben, Ditte Caroline; Braithwaite, Jeffrey; Thude, Bettina; Hollnagel, Erik; Plessen, Christian von

    2018-06-11

    Purpose The purpose of this paper is to understand how staff at various levels perceive and understand hospital accreditation generally and in relation to quality improvement (QI) specifically. Design/methodology/approach In a newly accredited Danish hospital, the authors conducted semi-structured interviews to capture broad ranging experiences. Medical doctors, nurses, a quality coordinator and a quality department employee participated. Interviews were audio recorded and subjected to framework analysis. Findings Staff reported that The Danish Healthcare Quality Programme affected management priorities: office time and working on documentation, which reduced time with patients and on improvement activities. Organisational structures were improved during preparation for accreditation. Staff perceived that the hospital was better prepared for new QI initiatives after accreditation; staff found disease specific requirements unnecessary. Other areas benefited from accreditation. Interviewees expected that organisational changes, owing to accreditation, would be sustained and that the QI focus would continue. Practical implications Accreditation is a critical and complete hospital review, including areas that often are neglected. Accreditation dominates hospital agendas during preparation and surveyor visits, potentially reducing patient care and other QI initiatives. Improvements are less likely to occur in areas that other QI initiatives addressed. Yet, accreditation creates organisational foundations for future QI initiatives. Originality/value The authors study contributes new insights into how hospital staff at different organisational levels perceive and understand accreditation.

  20. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  1. Open educational resources: staff attitudes and awareness

    Directory of Open Access Journals (Sweden)

    Vivien Rolfe

    2012-02-01

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

  2. Coincidence of role expectations between staff and volunteer members of drug free community coalitions.

    Science.gov (United States)

    Goldstein, Marc B; Sapere, Heather; Daviau, John

    2017-08-01

    Community coalitions have proliferated as a means of addressing a range of complex community problems. Such coalitions often consist of a small paid staff and volunteer members. The present study examines one likely contributor to coalition effectiveness: the degree of agreement on role expectations between paid staff and volunteer members. Role confusion occurs when paid staff and volunteers differ in their expectations of who is responsible for accomplishing specific tasks. Staff and volunteer members from 69 randomly selected Drug Free Coalitions in the United States as well as 21 Drug Free Coalitions in Connecticut were asked to respond to an online survey asking about 37 specific coalition tasks critical for effective coalition functioning and the degree to which paid staff and/or voluntary members should be responsible for accomplishing each. Our final sample consisted of 476 individuals from 35 coalitions. Using coalitions as the unit of analysis, we found significant differences between paid staff and volunteer coalition members on nine tasks reflecting four domains: meeting leadership and participation, (2) planning and implementation leadership, (3) publicity/media relations, and (4) logistical functions. Implications of these differences and ways that evaluators could help coalitions deal with differing role expectations were discussed. Copyright © 2017 Elsevier Ltd. All rights reserved.

  3. 78 FR 48337 - Federal Employees Health Benefits Program: Members of Congress and Congressional Staff

    Science.gov (United States)

    2013-08-08

    ... personal staffs, staffs of House and Senate leadership committees, other committee staff and administrative... percentage of work as committee or leadership committee staff. It also is [[Page 48338

  4. At the Ready: Planning for Business Continuity

    Science.gov (United States)

    Sharp, Linda

    2011-01-01

    School system leaders never know when disaster may strike. Having a plan in place to protect vital data and systems is crucial. School system leaders need to be actively involved in crisis preparedness, planned response, and recovery to ensure student and staff safety and to make certain that all important operations, services, processes, and…

  5. Nuclear Regulatory Commission staff approaches to improving the integration of regulatory guidance documents and prelicensing reviews

    International Nuclear Information System (INIS)

    Johnson, R.L.

    1994-01-01

    The Nuclear Regulatory Commission staff is conducting numerous activities to improve the integration of its regulatory guidance documents (i.e., License Application Review Plan (LARP) and open-quotes Format and Content for the License Application for the High-Level Waste repositoryclose quotes (FCRG)) and pre-license application (LA) reviews. Those activities related to the regulatory guidance documents consist of: (1) developing an hierarchy of example evaluation findings for LARP; (2) identifying LARP review plan interfaces; (3) conducting an integration review of LARP review strategies; (4) correlating LARP to the ongoing technical program; and (5) revising the FCRG. Some of the more important strategies the staff is using to improve the integration of pre-LA reviews with the LA review include: (1) use of the draft LARP to guide the staff's pre-LA reviews; (2) focus detailed pre-LA reviews on key technical uncertainties; (3) identify and track concerns with DOE's program; and (4) use results of pre-LA reviews in LA reviews. The purpose of this paper is to describe these ongoing activities and strategies and discuss some of the new work that is planned to be included in LARP Revision 1 and the final FCRG, which are scheduled to be issued in late 1994. These activities reflect both the importance the staff has placed on integration and the staff's approach to improving integration in these areas. The staff anticipates that the results of these activities, when incorporated in the FCRG, LARP, and pre-LA reviews, will improve its guidance for DOE's ongoing site characterization program and LA annotated outline development

  6. The different roles of the Staff association

    CERN Document Server

    Staff Association

    2012-01-01

    The statutory role of the CERN Staff Association is defined in Chapter VII of the Staff Rules and Regulations. The means of the Association to realize its aims are described in Article I.1.3 of the Statutes of the CERN Staff Association. Generally speaking, its aims are “To serve and defend the economic, social, professional and moral interests of its members and all CERN staff“. Usually we deal with professional and social issues (employment conditions, defence of collective or individual rights, promotion of basic research...). But the Association also plays a role of integration (clubs promoting cultural, humanitarian, and sport or offering entertainment, organizing exhibitions and conferences) and it can promote actions to provide its members with material or social advantages (Interfon, commercial offers). Advantageous commercial offers In recent years the Association was able to negotiate with business or cultural partners benefits for its members. A full list can be found on our...

  7. JOB CENTRE FOR DOMESTIC STAFF IN SWITZERLAND

    CERN Multimedia

    Relations with the Host States Service; http://www.cern.ch/relations/

    2001-01-01

    The Permanent mission of Switzerland to the International Organisations in Geneva has informed CERN that the Geneva Welcome Centre has set up an employment registration desk for the domestic staff of international civil servants. The aim of this pilot project is, on the one hand, to help international civil servants find domestic staff and, on the other hand, to help domestic staff holding an 'F'-type carte de légitimation find employment within 30 days after the expiry of a contract. For more information, please contact the Geneva Welcome Centre, La Pastorale, 106, route de Ferney, Case postale 103, 1211 Genève 20, tel. (+41.22) 918 02 70, fax (+41.22) 918 02 79), http://geneva-international.org/Welcome.E.html.

  8. Exposure of Medical Staff during Interventional Procedures

    International Nuclear Information System (INIS)

    Osvay, M.; Turak, O.

    2013-01-01

    The medical staff during interventional procedures receives significant doses on their hands, or parts of their body not covered with protective shielding equipment, as they are close to X-rays field. It can be stated, that interventional radiology and cardiology have one of the highest doses among the X-ray diagnostic procedures. The radiologist use X-ray machine directly in the interventional procedures. The occupational dose is measured only by one Kodak film badge worn under the lead apron for the estimation of the effective dose in Hungary. Our lecture presents the results of dose measurements on eye lens, hands, knees using LiF thermoluminescent dosemeters on the medical staff of two Hungarian hospitals. Results suggest that wearing only one film badge (or other dosemeter system) under the lead apron does not provide proper information on the real occupational dose of medical staff.(author)

  9. Staff Performance Evaluation in Public Organizations

    Directory of Open Access Journals (Sweden)

    Drumea C.

    2014-12-01

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

  10. Implantação de sistema informatizado para planejamento, gerenciamento e otimização das escalas de enfermagem Implantación de un sistema informatizado para la planificación, administración y optimización en la elaboración de los turnos de enfermería Implementation of a computerized system to plan, manage, and optimize nursing staff schedule

    Directory of Open Access Journals (Sweden)

    Ana Cristina Rossetti

    2009-02-01

    system that supports the planning, management, and optimization of nursing staff schedule for inpatient units of the Israelite Albert Einstein hospital. METHODS: The technological platform dot.Net by Microsoft® was used to develop the Resource Management and Optimization System (SGOR. The SGOR was initially implemented in the nursing units to allow online visualization of nursing schedule per unit and shift according to respective patients' demand. RESULTS: The SGOR was found to facilitate the management of monthly nursing schedules, to decrease design time, to provide safety and accurate information, and to allow quick data retrieval. CONCLUSION: The implementation of the SGOR is a useful system for the management of nursing staff schedule. It allows determining improvements in the schedule of nursing staff as well as determining the need for improvements in both the system itself and the planning and management of nursing staffing demand.

  11. 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...

  12. Twitter accounts followed by Congressional health staff.

    Science.gov (United States)

    Grande, David; Meisel, Zachary F; Merchant, Raina M; Seymour, Jane; Gollust, Sarah E

    2017-07-01

    Although health policy research should inform policy making, the communication gap between researchers and policy makers limits successful translation. Social media represents a new opportunity to connect researchers and policy makers. Our objective was to assess who Congressional health policy staff follow on a major social media platform. Cross-sectional study. Our study measured Congressional health policy staff's use of Twitter and the types of individuals and organizations they follow. To focus on more influential Twitter accounts, we restricted our sample to those followed by at least 3 individual Congressional staff members. Of the 30,843 accounts followed by the 115 Congressional health policy staff, 1273 were potentially policy-related and followed by 3 or more staff. Of these, few were academically affiliated (2.4%) or explicitly health-related (5.6%) sites; many were general news media sources (50.9%) and political and governmental sources (36.4%). Health-focused accounts were frequently connected to the news media or government rather than academia. Top accounts followed (ie, highest quintile) were most likely to be national news organizations (odds ratio [OR], 5.88; 95% confidence interval [CI], 1.75-19.7) and elected officials (OR, 8.22; 95% CI, 1.75-38.6) compared with advocacy and interest groups. Health-related and academic sources are largely absent from the Twitter conversations with US Congressional health policy staff. Even within social media, traditional and political news media are important information intermediaries that researchers and journals should target to disseminate health policy evidence.

  13. 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.

  14. Managing the human factor in information security how to win over staff and influence business managers

    CERN Document Server

    Lacey, David

    2009-01-01

    With the growth in social networking and the potential for larger and larger breaches of sensitive data,it is vital for all enterprises to ensure that computer users adhere to corporate policy and project staff design secure systems. Written by a security expert with more than 25 years'' experience, this book examines how fundamental staff awareness is to establishing security and addresses such challenges as containing threats, managing politics, developing programs, and getting a business to buy into a security plan. Illustrated with real-world examples throughout, this is a must-have guide for security and IT professionals.

  15. Validation of the STAFF-5 computer model

    International Nuclear Information System (INIS)

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

    1981-04-01

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

  16. Mentoring--a staff retention tool.

    Science.gov (United States)

    Kanaskie, Mary Louise

    2006-01-01

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

  17. JS3P: junior staff programme pilot project

    International Nuclear Information System (INIS)

    Pretrel, H.; Tregoures, N.; Bessiron, V.; Dehoyos, A.; Delvallee, I.; Brisson, N.; Debayle, C.; Dubreuil, M.; Nicaise, G.; Perignon, J.P.; Richard, J.; Reinke, N.; Kaulard, J.; Burgener, M.; Keesmann, S.; Schramm, B.; Seubert, A.; Sternkopf, J.; Thuma, G.; Weber, S.; Smidts, O.; Maillet, E.; Bucalossi, A.; Van haesendonck, M.; Uyttenhove, W.; Mertens, J.

    2006-01-01

    Concept: The objective of the project is to allow junior staff members from the European Technical Safety Organisations (TSOs), IRSN, GRS and AVN, to work together with the final goal of creating a junior staff network, based on technical, cultural and personal interests. These projects are to show junior staff members at a very early stage during their career the need for European collaborations. They are also a tool to explore new subjects of co-operation. It is an initiative that should strengthen the links between the organisations and contribute to establishing the future of nuclear safety in Europe. A JS3P (Junior Staff Programme Pilot Project) is a project done jointly by 'junior' staff members from the three TSOs, where experience of 'seniors' is also integrated when needed. Compared to other collaborative activities, it has certain specific features. The JS3P favours staff exchanges, and technical meetings of several days should be planned during a project in order to encourage people to work together. Technical objectives are shared and the work is done jointly (reports, articles). The team involved in the JS3P should be as small as possible to favour its efficiency. The JS3P is short and easy to realize. Its duration is fixed to a maximum of about 12 months with the option to be prolonged. Typical topics are bibliographic work, comparison issues, scientific surveys, benchmark exercises and prospective investigations on innovative ideas. They can be linked to existing joint projects and then form a smaller module integrated into the large project. Topics may concern prospective issues, tentatively investigating new topics that can be seen as exploratory co-operation projects. Subjects may also concern research issues that are not a priority but that deserve to be investigated as new attractive topics. The JS3P is defined and managed by junior staff members. It is approved by a management board committee and supervised by a technical steering committee

  18. Energy Organizational Planning

    Energy Technology Data Exchange (ETDEWEB)

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

  19. 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

  20. 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 ...

  1. 14 CFR 385.3 - Scope of staff action.

    Science.gov (United States)

    2010-01-01

    ...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS General Provisions § 385.3 Scope of staff... manner as if no assignment had been made (see § 385.5). In such proceedings, each staff member may... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Scope of staff action. 385.3 Section 385.3...

  2. 10 CFR 2.709 - Discovery against NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Discovery against NRC staff. 2.709 Section 2.709 Energy... Rules for Formal Adjudications § 2.709 Discovery against NRC staff. (a)(1) In a proceeding in which the NRC staff is a party, the NRC staff will make available one or more witnesses, designated by the...

  3. 18 CFR 388.104 - Informal advice from Commission staff.

    Science.gov (United States)

    2010-04-01

    ... Commission staff. 388.104 Section 388.104 Conservation of Power and Water Resources FEDERAL ENERGY REGULATORY... Commission staff. (a) The Commission staff provides informal advice and assistance to the general public and... expressed by the staff do not represent the official views of the Commission, but are designed to aid the...

  4. 10 CFR 2.1505 - Role of the NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Role of the NRC staff. 2.1505 Section 2.1505 Energy... Legislative Hearings § 2.1505 Role of the NRC staff. The NRC staff shall be available to answer any Commission or presiding officer's questions on staff-prepared documents, provide additional information or...

  5. 18 CFR 701.76 - The Water Resources Council Staff.

    Science.gov (United States)

    2010-04-01

    ... Council Staff. 701.76 Section 701.76 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION Headquarters Organization § 701.76 The Water Resources Council Staff. The Water Resources Council Staff (hereinafter the Staff) serves the Council and the Chairman in the performance of...

  6. Official Website of the Joint Chiefs of Staff

    Science.gov (United States)

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

  7. 7 CFR 1700.27 - Chief of Staff.

    Science.gov (United States)

    2010-01-01

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

  8. Infection prevention and mass vaccination training for U.S. point of dispensing staff and volunteers: a national study.

    Science.gov (United States)

    Rebmann, Terri; Loux, Travis M; Zink, Thomas K; Swick, Zachary; Wakefield, Mary

    2015-03-01

    Points of dispensing (PODs) are deployed for medical countermeasure mass dispensing. However, infection prevention and vaccine administration pre-event training offered and just-in-time (JIT) education planned for POD workers have not been assessed. Disaster planners were sent an online questionnaire in 2013. McNemar tests compared training offered to staff versus volunteers and pre-event training versus JIT training. In total, 301 disaster planners participated. The most frequent pre-event training included hand hygiene (59.1% and 28.0%) and personal protective equipment (PPE) selection (52.1% and 24.1%) for staff and volunteers, respectively. Few provided pre-event training on the cold chain technique (14.8% and 5.1%) or smallpox vaccine administration (4.7% and 2.3%) for staff or volunteers. For all topics except smallpox vaccine administration, more staff than volunteers received pre-event training (P training includes hand hygiene (79.8% and 73.5%) and PPE selection (79.4% and 70.0%) to staff and volunteers. For all topics, more JIT education is planned for staff than volunteers (P training is planned than has been given pre-event for all topics (P training is needed on infection prevention and vaccine administration to ensure safe and successful POD deployment. Copyright © 2015 Association for Professionals in Infection Control and Epidemiology, Inc. All rights reserved.

  9. Diversity: A Philosophical Perspective

    Directory of Open Access Journals (Sweden)

    Sahotra Sarkar

    2010-01-01

    Full Text Available In recent years, diversity, whether it be ecological, biological, cultural, or linguistic diversity, has emerged as a major cultural value. This paper analyzes whether a single concept of diversity can underwrite discussions of diversity in different disciplines. More importantly, it analyzes the normative justification for the endorsement of diversity as a goal in all contexts. It concludes that no more than a relatively trivial concept of diversity as richness is common to all contexts. Moreover, there is no universal justification for the endorsement of diversity. Arguments to justify the protection of diversity must be tailored to individual contexts.

  10. Tuesday, 24 April 2018: Ordinary General Assembly of the CERN Staff Association!

    CERN Multimedia

    Staff Association

    2018-01-01

    The Ordinary General Assembly is an opportunity for members of the Staff Association, and also non-members, to get an overview of: the Staff Association’s activities over the last year; the financial report and the estimated budget of the Staff Association; the work programme of the current year. This is very interesting for anyone wishing to learn about the work carried out by the CERN Staff Association. 2017 Activities Report Isabelle Mardirossian, Vice-President of the Staff Association, presented the 2017 Activities Report. The main aspects of the report were: a follow-up on the 2015 Five-yearly review: the decisions taken by the Council in December 2015, their implementation, and work that remains to be done; definition and implementation of the Promotion Guide and the 2018 MERIT Guidelines; work carried out within the CERN working groups, the subgroups of the Standing Concertation Committee (SCC) and the Pension Fund, on diverse themes such as religious practice in the workplace, mobility o...

  11. Use of artificial intelligence to analyze clinical database reduces workload on surgical house staff.

    Science.gov (United States)

    Grossi, E A; Steinberg, B M; LeBoutillier, M; Coppa, G F; Roses, D F

    1994-08-01

    The current quantity and diversity of hospital clinical, laboratory, and pharmacy records have resulted in a glut of information, which can be overwhelming to house staff. This study was performed to measure the impact of artificial intelligence analysis of such data on the junior surgical house staff's workload, time for direct patient care, and quality of life. A personal computer was interfaced with the hospital computerized patient data system. Artificial intelligence algorithms were applied to retrieve and condense laboratory values, microbiology reports, and medication orders. Unusual laboratory tests were reported without artificial intelligence filtering. A survey of 23 junior house staff showed a requirement for a total of 30.75 man-hours per day, an average of 184.5 minutes per service twice a day for five surgical services each with an average of 40.7 patients, to manually produce a report in contrast to a total of 3.4 man-hours, an average of 20.5 minutes on the same basis (88.9% reduction, p medical practice has created an explosion of information, which is a burden for surgical house staff. Artificial intelligence preprocessing of the hospital database information focuses attention, eliminates superfluous data, and significantly reduces surgical house staff clerical work, allowing more time for education, research, and patient care.

  12. Physicians’ leadership styles in rural primary medical care: How are they perceived by staff?

    Science.gov (United States)

    Kirkhaug, Rudi

    2014-01-01

    Abstract Aim. This study investigates which leadership styles can be identified among general practice lead physicians and how they are associated with and predicted by staff and context characteristics like profession, gender, age, work experience, and team size. Method/material. In a cross-sectional study self-administered questionnaires were distributed to staff physicians (42% females) and support staff (98% females) at 101 primary health care centres in North Norway. A total of 127 and 222, respectively, responded (response rate 59%). Items were ranked on Likert scales (range 1–5). Results. Analysis revealed three significantly different styles (mean scores/Cronbach's alpha): change style (3.36/0.898), task style (3.17/0.885), and relation style (2.88/0.900). The lead physicians were perceived as practising change style the most and relation style the least. Males experienced significantly more of all three styles. Support staff scored lowest for all styles. Age was negatively correlated with relation style and change style, while work experience was negatively correlated with change style. No significant association was found between styles and team size. Conclusion. Leadership in rural general practice can be identified in terms of task, relation, and change styles. Change style is the most perceived style. Males seem to be most attentive to leadership styles. However, within the staff physician group, there is less difference between genders. Support staff scores lowest for all styles; this might indicate either less need for leadership or dissatisfaction with leadership. Age and work experience seem to reduce employees’ attention to relation and change styles, indicating that maturity reduces needs for these leadership styles. Due to growing demands for leaders to take care of efficiency and change in general practice, more young female physicians, and more diverse staff groups, these findings may be useful to understand leadership and leadership

  13. Physicians' leadership styles in rural primary medical care: how are they perceived by staff?

    Science.gov (United States)

    Hana, Jan; Kirkhaug, Rudi

    2014-03-01

    This study investigates which leadership styles can be identified among general practice lead physicians and how they are associated with and predicted by staff and context characteristics like profession, gender, age, work experience, and team size. METHOD/MATERIAL: In a cross-sectional study self-administered questionnaires were distributed to staff physicians (42% females) and support staff (98% females) at 101 primary health care centres in North Norway. A total of 127 and 222, respectively, responded (response rate 59%). Items were ranked on Likert scales (range 1-5). Analysis revealed three significantly different styles (mean scores/Cronbach's alpha): change style (3.36/0.898), task style (3.17/0.885), and relation style (2.88/0.900). The lead physicians were perceived as practising change style the most and relation style the least. Males experienced significantly more of all three styles. Support staff scored lowest for all styles. Age was negatively correlated with relation style and change style, while work experience was negatively correlated with change style. No significant association was found between styles and team size. Leadership in rural general practice can be identified in terms of task, relation, and change styles. Change style is the most perceived style. Males seem to be most attentive to leadership styles. However, within the staff physician group, there is less difference between genders. Support staff scores lowest for all styles; this might indicate either less need for leadership or dissatisfaction with leadership. Age and work experience seem to reduce employees' attention to relation and change styles, indicating that maturity reduces needs for these leadership styles. Due to growing demands for leaders to take care of efficiency and change in general practice, more young female physicians, and more diverse staff groups, these findings may be useful to understand leadership and leadership training for general practice.

  14. System i Disaster Recovery Planning

    CERN Document Server

    Dolewski, Richard

    2008-01-01

    Mapping out all the preparations necessary for an effective disaster recovery plan and its safeguard-a continuous maintenance program-this guide is aimed at IT managers of small and medium businesses. The opening section covers the initial steps of auditing vulnerability, ranking essential IT functions, and reviewing the storage of tape backups, with the following discussion focused on the elements of the plan itself. The plan includes a mission statement, a definition of disaster, the assignment of staff to teams, methods of compensating for human error, and standards for documenting the step

  15. Approval plans issues and innovations

    CERN Document Server

    Katz, Linda S

    2013-01-01

    How can you, as an acquisition librarians, keep current on the output of hundreds of publishers? The answer, of course, is that you cannot. For over 30 years, approval plans have been used by librarians to acquire current titles, save staff time, and build core collections. Even today, these reasons seem appropriate, as libraries try to maintain up-to-date collections and control personnel and operating budgets. However, as shown in Approval Plans: Issues and Innovations, the use of approval plans is not so simple and straightforward; their use is subject to complex procedures and policies--an

  16. 75 FR 35026 - Science Advisory Board Staff Office Request for Nominations of Experts for a Nutrient Criteria...

    Science.gov (United States)

    2010-06-21

    ... life. The specialized expertise and experience may be in one or more of the following disciplines... knowledge, the relevant scientific perspectives (which, among other factors, may be influenced by work... (f) diversity of and balance among scientific expertise and viewpoints. The SAB Staff Office's...

  17. 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.

  18. 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,…

  19. 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…

  20. Establishing the Competence of Outdoor Training Staff.

    Science.gov (United States)

    Everard, Bertie

    1997-01-01

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

  1. Use staff wisely to save NHS money.

    Science.gov (United States)

    Moore, Alison

    2015-12-09

    The NHS could save up to £ 2 billion a year by improving workflow and containing workforce costs, according to Labour peer Lord Carter's review of NHS efficiency. Changes in areas such as rostering and management of annual leave must avoid increasing the pressure on staff.

  2. Evaluating Library Staff: A Performance Appraisal System.

    Science.gov (United States)

    Belcastro, Patricia

    This manual provides librarians and library managers with a performance appraisal system that measures staff fairly and objectively and links performance to the goals of the library. The following topics are addressed: (1) identifying expectations for quality service or standards of performance; (2) the importance of a library's code of service,…

  3. Accommodations: Staff Identity and University Space

    Science.gov (United States)

    Cox, Andrew; Herrick, Tim; Keating, Patrick

    2012-01-01

    Space has been of growing significance in social theory in recent years, yet, explorations of it in the scholarship of higher education have been limited. This is surprising, given the critical role space has in shaping staff and students' engagement with the university. Taking a practice-based approach and focusing on academic identities, this…

  4. Bridging Information and Communication Technology and Staff ...

    African Journals Online (AJOL)

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

  5. 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.

  6. Staff nurse clinical leadership: a concept analysis.

    Science.gov (United States)

    Chávez, Eduardo C; Yoder, Linda H

    2015-01-01

    The purpose of this article is to provide a concept analysis of staff nurse clinical leadership (SNCL). A clear delineation of SNCL will promote understanding and encourage communication of the phenomenon. Clarification of the concept will establish a common understanding of the concept, and advance the practice, education, and research of this phenomenon. A review of the literature was conducted using several databases. The databases were searched using the following keywords: clinical leadership, nursing, bedside, staff nurse, front-line, front line, and leadership. The search yielded several sources; however, only those that focused on clinical leadership demonstrated by staff nurses in acute care hospital settings were selected for review. SNCL is defined as staff nurses who exert significant influence over other individuals in the healthcare team, and although no formal authority has been vested in them facilitates individual and collective efforts to accomplish shared clinical objectives. The theoretical definition for SNCL within the team context will provide a common understanding of this concept and differentiate it from other types of leadership in the nursing profession. This clarification and conceptualization of the concept will assist further research of the concept and advance its practical application in acute care hospital settings. © 2014 Wiley Periodicals, Inc.

  7. Staff Clinician | Center for Cancer Research

    Science.gov (United States)

    The Neuro-Oncology Branch (NOB), Center for Cancer Research (CCR), National Cancer Institute (NCI), National Institutes of Health (NIH) is seeking staff clinicians to provide high-quality patient care for individuals with primary central nervous system (CNS) malignancies.  The NOB is comprised of a multidisciplinary team of physicians, healthcare providers, and scientists who

  8. Staff Directory | Cancer Prevention Fellowship Program

    Science.gov (United States)

    The Cancer Prevention Fellowship Program values the contributions of its fellows and works to provide relevant and useful experiences in research and education in return. Our staff is here to provide unwavering support and guidance to each fellow as they progress through the program.

  9. Leisure Activities of University College Staff

    Science.gov (United States)

    Biernat, Elzbieta; Roguski, Karol

    2009-01-01

    Study aim: To determine the participation of academic teachers in leisure activities for that group contribute to shaping habits of a large percentage of young people. Material and methods: A group of 52 staff members (about 30%) of a private university college, aged 25-70 years, were interviewed with respect to their participation in sports,…

  10. Staff Exchange or Legal Alien Programs

    DEFF Research Database (Denmark)

    Jørgensen, Rune Nørgaard

    2016-01-01

    SRA would very much like to support the exchange of best practice between members throughout the year and the Membership Committee is presently looking into the opportunities for a Staff Exchange or Legal Alien Program. However the International Section has already had the chance to provide...

  11. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    Directory of Open Access Journals (Sweden)

    Ladislav Rosocha

    2015-07-01

    Full Text Available Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a well-known method from statistical thermodynamics. We define hard constraints, which are linked to legal and working regulations, and minimize the violations of soft constraints, which are related to the quality of work, psychic, and work-life balance of staff.Findings: On a sample of 60 physicians and nurses from gynecology department we generated monthly schedules and optimized their preferences in terms of soft constraints. Our results indicate that the final value of objective function optimized by proposed algorithm is more than 18-times better in violations of soft constraints than initially generated random schedule that satisfied hard constraints.Research Limitation/implication: Even though the global optimality of final outcome is not guaranteed, desirable solutionwas obtained in reasonable time. Originality/Value of paper: We show that designed algorithm is able to successfully generate schedules regarding hard and soft constraints. Moreover, presented method is significantly faster than standard schedule generation and is able to effectively reschedule due to the local neighborhood search characteristics of simulated annealing.

  12. 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,…

  13. 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)

  14. Teaching Staff Advanced Training: European Experience

    Science.gov (United States)

    Kovalchuk, Vasyl

    2015-01-01

    The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers' evaluation at the educational…

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

    Science.gov (United States)

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

    2018-06-01

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

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

    Science.gov (United States)

    Spector, Aimee; Revolta, Catherine; Orrell, Martin

    2016-11-01

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

  17. Using servant leadership to facilitate healing after a drug diversion experience.

    Science.gov (United States)

    Ramer, Lynne Marie

    2008-08-01

    Although much has been written about substance abuse in nursing, little attention has been paid to the reaction of a nurse's coworkers after he or she has been caught diverting drugs. The remaining staff members may enter into a grieving process, which can have a serious effect on the delivery of patient care and staff satisfaction. Devoting time and energy to addressing the challenges faced by staff members after a drug diversion experience is essential to reestablishing equilibrium in the department. Using the servant leadership model, managers can exemplify the characteristics of commitment, persuasion, awareness, and foresight to facilitate the grieving process and solidify staff cohesion to help ensure quality patient care.

  18. A national action plan for workforce development in behavioral health.

    Science.gov (United States)

    Hoge, Michael A; Morris, John A; Stuart, Gail W; Huey, Leighton Y; Bergeson, Sue; Flaherty, Michael T; Morgan, Oscar; Peterson, Janice; Daniels, Allen S; Paris, Manuel; Madenwald, Kappy

    2009-07-01

    Across all sectors of the behavioral health field there has been growing concern about a workforce crisis. Difficulties encompass the recruitment and retention of staff and the delivery of accessible and effective training in both initial, preservice training and continuing education settings. Concern about the crisis led to a multiphased, cross-sector collaboration known as the Annapolis Coalition on the Behavioral Health Workforce. With support from the Substance Abuse and Mental Health Services Administration, this public-private partnership crafted An Action Plan for Behavioral Health Workforce Development. Created with input from a dozen expert panels, the action plan outlines seven core strategic goals that are relevant to all sectors of the behavioral health field: expand the role of consumers and their families in the workforce, expand the role of communities in promoting behavioral health and wellness, use systematic recruitment and retention strategies, improve training and education, foster leadership development, enhance infrastructure to support workforce development, and implement a national research and evaluation agenda. Detailed implementation tables identify the action steps for diverse groups and organizations to take in order to achieve these goals. The action plan serves as a call to action and is being used to guide workforce initiatives across the nation.

  19. Promoting Staff Health: A Survey of the Health and Wellbeing Division

    LENUS (Irish Health Repository)

    Evans, David S.

    2016-01-01

    n order to gain a measure of the health and wellbeing of staff in the Health and Wellbeing Division a survey was undertaken in late 2015 with results contained in this report. It highlights the areas that we are doing well in and identifies a number of areas where improvements are needed. The results and suggestions given provide a benchmark as to the current health and wellbeing status of those in our Division and pave the way for a set of recommendations which will be delivered through the action plan currently being developed. As a starting point and in recognition of the fact that many of our staff are based in other cross divisional worksites, the Staff Health and Wellbeing Funding Initiative 2016 was introduced.

  20. Staff perceptions on pigeon control strategies on the University of South Africa’s Muckleneuk campus

    Directory of Open Access Journals (Sweden)

    Emma Harris

    2017-04-01

    Full Text Available Pigeons are often considered a nuisance in urban environments, leading to the attempted control or eradication of their populations. This study explored the perceptions of 246 staff members employed on the University of South Africa’s Muckleneuk campus to ascertain the extent and nature of the perceived pigeon problem, suggested control methodologies and their anticipated results. The study found that the majority of staff do not consider the pigeons to pose a problem on the campus and that, should control be imposed, humane, non-lethal measures were preferred over eradication. The isolated pigeon-related complaints revealed that the management’s negative perceptions of the pigeons were not representative of staff members in general. The study concludes that a comprehensive public participation process is a necessary and integral part of the development and implementation of a sustainable and efficient pigeon control plan.

  1. Engaging Frontline Leaders and Staff in Real-Time Improvement.

    Science.gov (United States)

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

    2016-04-01

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

  2. Managing Workplace Diversity

    OpenAIRE

    Harold Andrew Patrick; Vincent Raj Kumar

    2012-01-01

    Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued. The literature on diversity management has mostly emphasized on organization culture; its impact on diversity openness; human resource management practices; institutional environments and organizational contexts to diversity-related pressures, expectations, requ...

  3. Restructuring: A School-Based Plan of Action.

    Science.gov (United States)

    Rothberg, Robert A.; Bozeman, William C.

    The processes by which school leaders can institutionalize staff and organizational development, with a focus on initiating school restructuring through team development, are described. Three features are necessary for implementing school restructuring through team development: a deliberate plan for staff involvement, a positive work environment,…

  4. Leading change: 2--planning.

    Science.gov (United States)

    Kerridge, Joanna

    National initiatives have outlined the importance of involving frontline staff in service improvement, and the ability to influence and manage change has been identified as an essential skill for delivering new models of care. Nurses often have to take the lead in managing change in clinical practice. The second in a three-part series is designed to help nurses at all levels develop the knowledge and skills to function as change agents within their organisations. This article focuses on planning the change and dealing with resistance.

  5. Plan well, plan often

    Science.gov (United States)

    Bill Block

    2013-01-01

    This issue includes an invited paper by Courtney Schultz and her colleagues commenting on the application of the newly adopted U.S. Forest Service Planning Rule (hereafter, the rule) for wildlife. The rule is basically implementing language to interpret the spirit and intent of the National Forest Management Act (NFMA) of 1976. Laws such as NFMA require additional...

  6. Language Planning: Corpus Planning.

    Science.gov (United States)

    Baldauf, Richard B., Jr.

    1989-01-01

    Focuses on the historical and sociolinguistic studies that illuminate corpus planning processes. These processes are broken down and discussed under two categories: those related to the establishment of norms, referred to as codification, and those related to the extension of the linguistic functions of language, referred to as elaboration. (60…

  7. 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).

  8. 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

  9. The effectiveness of a multidisciplinary QI activity for accidental fall prevention: Staff compliance is critical

    Directory of Open Access Journals (Sweden)

    Ohde Sachiko

    2012-07-01

    Full Text Available Abstract Background Accidental falls among inpatients are a substantial cause of hospital injury. A number of successful experimental studies on fall prevention have shown the importance and efficacy of multifactorial intervention, though success rates vary. However, the importance of staff compliance with these effective, but often time-consuming, multifactorial interventions has not been fully investigated in a routine clinical setting. The purpose of this observational study was to describe the effectiveness of a multidisciplinary quality improvement (QI activity for accidental fall prevention, with particular focus on staff compliance in a non-experimental clinical setting. Methods This observational study was conducted from July 2004 through December 2010 at St. Luke’s International Hospital in Tokyo, Japan. The QI activity for in-patient falls prevention consisted of: 1 the fall risk assessment tool, 2 an intervention protocol to prevent in-patient falls, 3 specific environmental safety interventions, 4 staff education, and 5 multidisciplinary healthcare staff compliance monitoring and feedback mechanisms. Results The overall fall rate was 2.13 falls per 1000 patient days (350/164331 in 2004 versus 1.53 falls per 1000 patient days (263/172325 in 2010, representing a significant decrease (p = 0.039. In the first 6 months, compliance with use of the falling risk assessment tool at admission was 91.5% in 2007 (3998/4368, increasing to 97.6% in 2010 (10564/10828. The staff compliance rate of implementing an appropriate intervention plan was 85.9% in 2007, increasing to 95.3% in 2010. Conclusion In our study we observed a substantial decrease in patient fall rates and an increase of staff compliance with a newly implemented falls prevention program. A systematized QI approach that closely involves, encourages, and educates healthcare staff at multiple levels is effective.

  10. Caring for inpatient boarders in the emergency department: improving safety and patient and staff satisfaction.

    Science.gov (United States)

    Bornemann-Shepherd, Melanie; Le-Lazar, Jamie; Makic, Mary Beth Flynn; DeVine, Deborah; McDevitt, Kelly; Paul, Marcee

    2015-01-01

    Hospital capacity constraints lead to large numbers of inpatients being held for extended periods in the emergency department. This creates concerns with safety, quality of care, and dissatisfaction of patients and staff. The aim of this quality-improvement project was to improve satisfaction and processes in which nurses provided care to inpatient boarders held in the emergency department. A quality-improvement project framework that included the use of a questionnaire was used to ascertain employee and patient dissatisfaction and identify opportunities for improvement. A task force was created to develop action plans related to holding and caring for inpatients in the emergency department. A questionnaire was sent to nursing staff in spring 2012, and responses from the questionnaire identified improvements that could be implemented to improve care for inpatient boarders. Situation-background-assessment-recommendation (SBAR) communications and direct observations were also used to identify specific improvements. Post-questionnaire results indicated improved satisfaction for both staff and patients. It was recognized early that the ED inpatient area would benefit from the supervision of an inpatient director, managers, and staff. Outcomes showed that creating an inpatient unit within the emergency department had a positive effect on staff and patient satisfaction. Copyright © 2015 Emergency Nurses Association. Published by Elsevier Inc. All rights reserved.

  11. Job satisfaction or production? How staff and leadership understand operating room efficiency: a qualitative study.

    Science.gov (United States)

    Arakelian, E; Gunningberg, L; Larsson, J

    2008-11-01

    How to increase efficiency in operating departments has been widely studied. However, there is no overall definition of efficiency. Supervisors urging staff to work efficiently may meet strong reactions due to staff believing that demands for efficiency means just stress at work. Differences in how efficiency is understood may constitute an obstacle to supervisors' efforts to promote it. This study aimed to explore how staff and leadership understand operating room efficiency. Twenty-one members of staff and supervisors in an operating department in a Swedish county hospital were interviewed. The analysis was performed with a phenomenographic approach that aims to discover the variations in how a phenomenon is understood by a group of people. Six categories were found in the understanding of operation room efficiency: (A) having the right qualifications; (B) enjoying work; (C) planning and having good control and overview; (D) each professional performing the correct tasks; (E) completing a work assignment; and (F) producing as much as possible per time unit. The most significant finding was that most of the nurses and assistant nurses understood efficiency as individual knowledge and experience emphasizing the importance of the work process, whereas the supervisors and physicians understood efficiency in terms of production per time unit or completing an assignment. The concept 'operating room efficiency' is understood in different ways by leadership and staff members. Supervisors who are aware of this variation will have better prerequisites for defining the concept and for creating a common platform towards becoming efficient.

  12. Internal marketing strategy: Focusing on staff orientation in health care in South Africa

    Directory of Open Access Journals (Sweden)

    J. W. De Jager

    2008-12-01

    Full Text Available Purpose: The purpose of the paper is to determine the levels of satisfaction in respect of pre identified internal marketing-related variables in a large provincial hospital in South Africa. Problem investigated: Low job satisfaction is often cited as a major cause of high turnover among health care providers worldwide. Likewise the Public Health Care Industry in South Africa is facing complex employee retention issues. In determining the reasons for high turnover an interest in evaluating employee satisfaction among health care providers has increased. Measuring components of job satisfaction will assist not only the health care organisations' management to understand hospital culture, but also to compile an effective internal marketing plan and strategy. Design/Methodology/Approach: A staff satisfaction survey was conducted amongst staff members at a provincial hospital in the Tshwane region, South Africa. Attitudes of staff on pre-identified staff satisfaction variables were assessed. These variables were employed to implement an internal marketing strategy. A list of variables was formulated after an extensive literature study had been conducted. A total of 416 staff members voluntarily completed a self-administered questionnaire. A five-point Likert type scale was used to measure the levels of satisfaction on staff-related issues, with a view to addressing issues in the internal marketing strategy. Findings : It was evident that the management principles currently employed by the management team were a cause for concern among staff members. Based on the analysis that identified the satisfaction variables best it was clear that management should take immediate steps to address the following issues : • Clarification of hospital goals \\ objectives; • Understanding the goals of the respective departments; • The functioning of the Human resource department; • Functioning of the overall hospital management; and Implications: This paper

  13. Setting the Table for Diversity. National Collegiate Honors Council Monograph Series

    Science.gov (United States)

    Coleman, Lisa L., Ed.; Kotinek, Jonathan D., Ed.

    2010-01-01

    This monograph provides a cross section of policy and practice through the voices and experiences of honors faculty, staff, and students from across the nation. While far from comprehensive, this volume does pick up different strands of thinking on diversity to present a rich and complicated understanding of what diversity is, why it is important,…

  14. Healthcare leadership's diversity paradox.

    Science.gov (United States)

    Silver, Reginald

    2017-02-06

    Purpose The purpose of this research study was to obtain healthcare executives' perspectives on diversity in executive healthcare leadership. The study focused on identifying perspectives about diversity and its potential impact on the access of healthcare services by people of color. The study also identified perspectives about factors that influence the attainment of executive healthcare roles by people of color. Design/methodology/approach A convenience sample of healthcare executives was obtained. The executives identified themselves as belonging to one of two subgroups, White healthcare executives or executives of color. Participants were interviewed telephonically in a semi-structured format. The interviews were transcribed and entered into a qualitative software application. The data were codified and important themes were identified. Findings The majority of the study participants perceive that diversity of the executive healthcare leadership team is important. There were differences in perspective among the subgroups as it relates to solutions to improve access to healthcare by people of color. There were also differences in perspective among the subgroups, as it relates to explaining the underrepresentation of people of color in executive healthcare leadership roles. Research limitations/implications This research effort benefited from the subject matter expertise of 24 healthcare executives from two states. Expansion of the number of survey participants and broadening the geographical spread of where participants were located may have yielded more convergence and/or more divergence in perspectives about key topics. Practical implications The findings from this research study serve to add to the existing body of literature on diversity in executive healthcare leadership. The findings expand on the importance of key elements in contemporary literature such as diversity, cultural competency and perspectives about the need for representation of people of

  15. Systemic Operational Design: Enhancing the Joint Operation Planning Process

    National Research Council Canada - National Science Library

    Delacruz, Victor J

    2007-01-01

    Operational level commanders and their staffs require relevant and current joint doctrine that articulates the critical function of operational design and its role in the Joint Operation Planning Process (JOPP...

  16. Markov chain: a predictive model for manpower planning | Ezugwu ...

    African Journals Online (AJOL)

    In respect of organizational management, numerous previous studies have ... and to forecast the academic staff structure of the university in the next five years. ... Keywords: Markov Chain, Transition Probability Matrix, Manpower Planning, ...

  17. 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 ...

  18. 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...

  19. Mobbing behaviors encountered by nurse teaching staff.

    Science.gov (United States)

    Yildirim, Dilek; Yildirim, Aytolan; Timucin, Arzu

    2007-07-01

    The term 'mobbing' is defined as antagonistic behaviors with unethical communication directed systematically at one individual by one or more individuals in the workplace. This cross-sectional and descriptive study was conducted for the purpose of determining the mobbing behaviors encountered by nursing school teaching staff in Turkey, its effect on them, and their responses to them. A large percentage (91%) of the nursing school employees who participated in this study reported that they had encountered mobbing behaviors in the institution where they work and 17% that they had been directly exposed to mobbing in the workplace. The academic staff who had been exposed to mobbing behaviors experienced various physiological, emotional and social reactions. They frequently 'worked harder and [were] more organized and worked very carefully to avoid criticism' to escape from mobbing. In addition, 9% of the participants stated that they 'thought about suicide occasionally'.

  20. Results of the staff survey: your priorities

    CERN Multimedia

    Staff Association

    2014-01-01

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

  1. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  2. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

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

  3. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2004-01-01

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

  4. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2002-01-01

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

  5. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

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

  6. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    1975-01-01

    The Provisional Staff Regulations of the Agency, as amended up to 19 September 1975 by the Board of Governors, are set forth in this document for the information of all Members of the Agency. When an individual provision of the Regulations and the Annexes thereto has been amended since their approval by the Board in 1957, this is indicated by a footnote giving the date on which the current text became effective. There is a subject index at the end of the document

  7. The Provisional Staff Regulations of the Agency

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1975-11-06

    The Provisional Staff Regulations of the Agency, as amended up to 19 September 1975 by the Board of Governors, are set forth in this document for the information of all Members of the Agency. When an individual provision of the Regulations and the Annexes thereto has been amended since their approval by the Board in 1957, this is indicated by a footnote giving the date on which the current text became effective. There is a subject index at the end of the document.

  8. CORBEL Pilot courses and staff exchange provided

    OpenAIRE

    Matser, Vera; Battaglia, Serena; Amaral, Ana Margarida

    2017-01-01

    The main target audience of the CORBEL training programme is technical operators of Research Infrastructures (RIs) in biological and medical RI hubs and nodes. The CORBEL course syllabi for a modular curriculum for piloting in RIs involves the following types of training activities: webinar programme, training courses and workshops, a knowledge/staff exchange programme and a fellowship scheme. The content of the curriculum has been based on the development of the CORBEL competency profile (D9...

  9. Improving communication between emergency department staff.

    Science.gov (United States)

    Moore, Kate

    2014-05-01

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

  10. Capturing the Diversity in Lexical Diversity

    Science.gov (United States)

    Jarvis, Scott

    2013-01-01

    The range, variety, or diversity of words found in learners' language use is believed to reflect the complexity of their vocabulary knowledge as well as the level of their language proficiency. Many indices of lexical diversity have been proposed, most of which involve statistical relationships between types and tokens, and which ultimately…

  11. A new logo for the Staff Association

    CERN Multimedia

    Staff Association

    2013-01-01

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

  12. Prison staff and the health promoting prison.

    Science.gov (United States)

    Dixey, Rachael; Woodall, James

    2011-01-01

    This paper aims to discuss some of the obstacles to implementing policy and strategy related to health promoting prisons. It focuses on the role of prison officers and raises issues concerning their conditions of service, training and organisational culture in a situation where the prison system faces security issues, overcrowding and high levels of ill health among prisoners. This paper emerged as a result of significant overlapping themes between two separate studies conducted by the authors. The paper draws on the authors' qualitative data from these studies. The findings demonstrate the ambiguities and tensions in changing organisational cultures and among prison staff. Alongside the qualitative data, the paper draws on theory regarding policy implementation at the micro-level to show how staff can block or speed up that implementation. Prison officers are an essential part of health promoting prisons, but have been relatively ignored in the discussion of how to create healthier prisons. The contribution that prison staff make to creating health promoting prisons has been under-explored, yet pertinent theory can show how they can be more effectively involved in making changes in organisational culture.

  13. Amendments to the Staff Rules and Regulations

    CERN Document Server

    HR Department

    2006-01-01

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

  14. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Directory of Open Access Journals (Sweden)

    Kaitlyn E. Brodar

    2016-12-01

    Full Text Available To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014–2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants, word of mouth (23%, Facebook (16%, and flyers or postcards (14%. Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth than were high-income and non-African American smokers (all p < 0.05. Hispanic and gay, lesbian, and bisexual smokers were more likely to be recruited by Craigslist than non-Hispanic and straight smokers (both p < 0.05. Of the recruitment methods requiring cost, the cheapest was Craigslist ($3–7 per smoker. The most expensive methods were newspaper ads in California ($375 per smoker and staff in-person recruiting in North Carolina ($180 per smoker. Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers.

  15. Recruiting Diverse Smokers: Enrollment Yields and Cost

    Science.gov (United States)

    Brodar, Kaitlyn E.; Hall, Marissa G.; Butler, Eboneé N.; Parada, Humberto; Stein-Seroussi, Al; Hanley, Sean; Brewer, Noel T.

    2016-01-01

    To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014–2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants), word of mouth (23%), Facebook (16%), and flyers or postcards (14%). Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth) than were high-income and non-African American smokers (all p cost, the cheapest was Craigslist ($3–7 per smoker). The most expensive methods were newspaper ads in California ($375 per smoker) and staff in-person recruiting in North Carolina ($180 per smoker). Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers. PMID:27999280

  16. Institutional Barriers to Diversity Change Work in Higher Education

    Directory of Open Access Journals (Sweden)

    Craig M. Elliott

    2013-05-01

    Full Text Available While the concepts related to diversity and inclusion are commonly found as part of universities’ mission and vision, implementing these concepts into practice can present a challenge. This study identified discrepancies between concepts and practice of diversity and inclusion at a multidisciplinary health sciences university. The results indicated that participants experienced inclusion along a range of engagement. Hispanic/Latino students, faculty, and staff as well as lesbian, gay, bisexual, transgender, and queer students and staff experienced disparaging behavior on a regular basis at the University, which contributed to fear. The results demonstrate barriers to the inclusion efforts and indicate that the university must bridge the gap between diversity concepts and practice.

  17. Establishing a PR Plan for Each School: Guidelines to Plan for Public Relations and Marketing for Individual Schools.

    Science.gov (United States)

    Journal of Educational Public Relations, 1989

    1989-01-01

    Presented are two plans for elementary and secondary school public relations and marketing. Emphasized are staff, parent, principal and student communication skills as well as activities designed to assess community and parent concerns. (SI)

  18. Building a Network of Internships for a Diverse Geoscience Community

    Science.gov (United States)

    Sloan, V.; Haacker-Santos, R.; Pandya, R.

    2011-12-01

    Individual undergraduate internship programs, however effective, are not sufficient to address the lack of diversity in the geoscience workforce. Rather than competing with each other for a small pool of students from historically under-represented groups, REU and internship programs might share recruiting efforts and application processes. For example, in 2011, the RESESS program at UNAVCO and the SOARS program at UCAR shared recruiting websites and advertising. This contributed to a substantial increase in the number of applicants to the RESESS program, the majority of which were from historically under-represented groups. RESESS and SOARS shared qualified applications with other REU/internship programs and helped several additional minority students secure summer internships. RESESS and SOARS also leveraged their geographic proximity to pool resources for community building activities, a two-day science field trip, a weekly writing workshop, and our final poster session. This provided our interns with an expanded network of peers and gave our staff opportunities to work together on planning. Recently we have reached out to include other programs and agencies in activities for our interns, such as mentoring high-school students, leading outreach to elementary school students, and exposing our interns to geoscience careers options and graduate schools. Informal feedback from students suggests that they value these interactions and appreciate learning with interns from partner programs. Through this work, we are building a network of program managers who support one another professionally and share effective strategies. We would like to expand that network, and future plans include a workshop with university partners and an expanded list of REU programs to explore further collaborations.

  19. PLANNING NATIONAL RADIOTHERAPY SERVICES

    Directory of Open Access Journals (Sweden)

    Eduardo eRosenblatt

    2014-11-01

    Full Text Available Countries, states and island nations often need forward planning of their radiotherapy services driven by different motives. Countries without radiotherapy services sponsor patients to receive radiotherapy abroad. They often engage professionals for a feasibility study in order to establish whether it would be more cost-beneficial to establish a radiotherapy facility. Countries where radiotherapy services have developed without any central planning, find themselves in situations where many of the available centres are private and thus inaccessible for a majority of patients with limited resources. Government may decide to plan ahead when a significant exodus of cancer patients travel to another country for treatment, thus exposing the failure of the country to provide this medical service for its citizens. In developed countries the trigger has been the existence of highly visible waiting lists for radiotherapy revealing a shortage of radiotherapy equipment.This paper suggests that there should be a systematic and comprehensive process of long-term planning of radiotherapy services at the national level, taking into account the regulatory infrastructure for radiation protection, planning of centres, equipment, staff, education pr

  20. CERN Diversity Newsletter - March 2016

    CERN Document Server

    Kaltenhauser, Kristin; CERN. Geneva. HR Department

    2016-01-01

    Quarterly CERN Diversity Newsletter, informing on recent and ongoing diversity activities, and interesting reads, videos and other links related to diversity. Subscribe here: https://diversity.web.cern.ch/2015/07/subscribe-diversity-newsletter

  1. CERN Diversity Newsletter - April 2017

    CERN Document Server

    AUTHOR|(CDS)2069427; Koutava, Ioanna; CERN. Geneva. HR Department

    2017-01-01

    The CERN Diversity Newsletter, informing on recent and ongoing diversity activities, and interesting reads, videos and other links related to diversity. Subscribe here: https://diversity.web.cern.ch/2015/07/subscribe-diversity-newsletter

  2. CERN Diversity Newsletter - November 2015

    CERN Document Server

    Kaltenhauser, Kristin; CERN. Geneva. HR Department

    2015-01-01

    Quarterly CERN Diversity Newsletter, informing on recent and ongoing diversity activities, and interesting reads, videos and other links related to diversity. Subscribe here: https://diversity.web.cern.ch/2015/07/subscribe-diversity-newsletter

  3. CERN Diversity Newsletter - September 2016

    CERN Document Server

    Guinot, Genevieve

    2016-01-01

    Quarterly CERN Diversity Newsletter, informing on recent and ongoing diversity activities, and interesting reads, videos and other links related to diversity. Subscribe here: https://diversity.web.cern.ch/2015/07/subscribe-diversity-newsletter

  4. FY 1996 annual work plan

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    1995-09-30

    In April 1994, the Department of Energy (DOE) Strategic Plan was issued. This Plan presents the Department`s strategic outlook in response to a changing world. It discusses the Department`s unique capabilities; its mission, vision, and core values; and key customer and stakeholder considerations. The DOE Strategic Plan lists business strategies and critical success factors which are intended to aid the Department in accomplishing its mission and reaching its vision of itself in the future. The Office of Inspector General (OIG) has an important role in carrying out the goals and objectives of the Secretary`s Strategic Plan. The ultimate goal of the OIG is to facilitate positive change by assisting its customers, responsible Government officials, in taking actions to improve programs and operations. The Inspector General annually issues his own Strategic Plan that contains program guidance for the next fiscal year. As part of its responsibility in carrying out the OIG mission, the Office of the Deputy Inspector General for Audit Services (Office of Audit Services) publishes an Annual Work Plan that sets forth audits that are planned for the next fiscal year. Selection of these audits is based on the overall budget of the Department, analyses of trends in Departmental operations, guidance contained in the agency`s strategic plans, statutory requirements, and the expressed needs and audit suggestions of Departmental program managers and OIG managers and staff. This work plan includes audits that are carried over from FY 1995 and audits scheduled to start during FY 1996. Audits included in the plan will be performed by OIG staff.

  5. Public nursing home staff's experience of participating in an intervention aimed at enhancing their self-esteem.

    Science.gov (United States)

    Wadensten, Barbro; Engström, Maria; Häggström, Elisabeth

    2009-11-01

    The aim of the present study was to gain an understanding of how nursing staff experienced participating in a training programme aimed at strengthening their self-esteem and empowering them, to determine whether participation benefited them in any way, and to describe their opinions about possible benefits or disadvantages. Staff working in institutions such as nursing homes have a low status in society. A training programme was introduced to staff in a public nursing home. It focused on helping them understand factors in the work situation that influence them and on empowering them. The study was explorative and qualitative in design. The participants in the programme were generally satisfied with it. Their opinions about the benefits they received from the programme can be described using three themes: 'improved communication skills', 'enhanced self-esteem' and 'sees work in a different light'. The most important finding of the present study is that it was possible to strengthen and empower staff. Staff members were generally pleased and satisfied with the content/organization of the training programme. They felt the programme had been of value to them by improving their communication skills and increasing their self-esteem. The present result could be of value to managers and educators working in the area of nursing home care when planning education and development activities for staff. Learning to communicate better and understand the social structure at the workplace could improve staff members' self-esteem, thereby enhancing the work situation and atmosphere as well as empowering the individuals.

  6. Workforce Diversity in Outpatient Substance Abuse Treatment: The Role of Leaders’ Characteristics

    Science.gov (United States)

    Guerrero, Erick G.

    2012-01-01

    Although the outpatient substance abuse treatment field has seen an increase in referrals of African American and Latino clients, there have been limited changes in the diversity of the workforce. This discordance may exacerbate treatment disparities experienced by these clients. Program leaders have significant influence to leverage resources to develop staff diversity. Analysis of panel data from 1995 to 2005 showed that the most significant predictors of diversity were the characteristics of leaders. In particular, programs with managers with racially and ethnically concordant backgrounds and their education level were positively related to the percentage of Latino and African American staff. A high percentage of African American staff was positively associated with managers’ tenure, but inversely related to licensed directors. Diversification of the field has increased, yet efforts have not matched increases in client diversity. Implications for health care reform legislation seeking to improve cultural competence through diversification of the workforce are discussed. PMID:22658932

  7. Workforce diversity in outpatient substance abuse treatment: the role of leaders' characteristics.

    Science.gov (United States)

    Guerrero, Erick G

    2013-02-01

    Although the outpatient substance abuse treatment field has seen an increase in referrals of African American and Latino clients, there have been limited changes in the diversity of the workforce. This discordance may exacerbate treatment disparities experienced by these clients. Program leaders have significant influence to leverage resources to develop staff diversity. Analysis of panel data from 1995 to 2005 showed that the most significant predictors of diversity were the characteristics of leaders. In particular, programs with managers with racially and ethnically concordant backgrounds and their education level were positively related to the percentage of Latino and African American staff. A high percentage of African American staff was positively associated with managers' tenure, but inversely related to licensed directors. Diversification of the field has increased, yet efforts have not matched increases in client diversity. Implications for health care reform legislation seeking to improve cultural competence through diversification of the workforce are discussed. Copyright © 2013 Elsevier Inc. All rights reserved.

  8. Prison staff and prisoner views on a prison smoking ban: evidence from the Tobacco in Prisons Study.

    Science.gov (United States)

    Brown, Ashley; Sweeting, Helen; Logan, Greig; Demou, Evangelia; Hunt, Kate

    2018-05-15

    In jurisdictions permitting prisoner smoking, rates are high (c75%), with smoking embedded in prison culture, leading to secondhand smoke exposures among staff and prisoners and challenges for smoking cessation. Momentum is building to ban smoking in prisons, but research on staff and prisoner views is lacking. We address this gap, providing evidence on staff and prisoner views throughout all Scottish prisons. Data were collected prior to announcement of a (November 2018) prison smoking ban throughout Scotland. Mixed methods were used: surveys of staff (online, N=1,271, ~27%) and prisoners (questionnaire, N=2,512, ~34%); 17 focus groups and two paired interviews with staff in 14 prisons. Staff were more positive than prisoners about bans and increased smoking restrictions, although prisoner views were more favourable should e-cigarettes be permitted. Non-smokers were more positive than smokers. Whilst 74% staff and 22% prisoners agreed bans were a good idea, both groups acknowledged implementation and enforcement challenges. Staff views were influenced by beliefs about: acceptability of the policy in principle; and whether/how bans could be achieved. Although some voiced doubts about smoke-free policies, staff likened a ban to other operational challenges. Staff raised concerns around needs for appropriate measures, resources and support, adequate lead-in time, and effective communication prior to a ban. We recommend that regular and open opportunities for dialogue within and between different stakeholder groups are created when preparing for prison smoking bans, and that specific measures to address staff and prisoner concerns are incorporated into plans to create and maintain smoke-free environments. To our knowledge, this study is the first to research staff and prisoner views across a whole prison system prior to implementation of smoke-free policies. The results highlight potential challenges and suggest measures which might help to maximise the success of

  9. Academic staff recruitment and retention challenges at the University ...

    African Journals Online (AJOL)

    Academic staff recruitment and retention challenges at the University of Botswana medical school. ... To document the medical school's staff recruitment and retention trends and challenges, and to propose ... AJOL African Journals Online.

  10. Office Staff | About IASc | Indian Academy of Sciences

    Indian Academy of Sciences (India)

    Administration; Editorial Staff - Academy; Editorial Staff - Current Science ... Coordinator, Summer Research Fellowship Programme (Science Education Panel), .... Joint Statement by the Three Science Academies of India on the teaching of the ...

  11. Motivating Staff--A Problem for the School Administrator.

    Science.gov (United States)

    Batchler, Merv

    1981-01-01

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

  12. Vice-Chancellors Influence on Academic Staff Intentions to Use ...

    African Journals Online (AJOL)

    kmacharia

    adoption and diffusion of Learning Management System (LMS) by academic staff for ... of TAM, as a supportive framework for investigating the academic staff ... This definition includes university-wide information systems that embrace blended.

  13. Use Of Computer Among Library Staff In Four Universities Of ...

    African Journals Online (AJOL)

    4) selected Universities of Technology Libraries in Northern Nigeria. Survey research was adopted with population of 151 Library staff and a random sample size of 120 staff in four (4) selected Universities of Technology Libraries in Northern ...

  14. Global Security Program Management Plan

    Energy Technology Data Exchange (ETDEWEB)

    Bretzke, John C. [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2014-03-25

    The Global Security Directorate mission is to protect against proliferant and unconventional nuclear threats –regardless of origin - and emerging new threats. This mission is accomplished as the Los Alamos National Laboratory staff completes projects for our numerous sponsors. The purpose of this Program Management Plan is to establish and clearly describe the GS program management requirements including instructions that are essential for the successful management of projects in accordance with our sponsor requirements. The detailed information provided in this document applies to all LANL staff and their subcontractors that are performing GS portfolio work. GS management is committed to a culture that ensures effective planning, execution, and achievement of measurable results in accordance with the GS mission. Outcomes of such a culture result in better communication, delegated authority, accountability, and increased emphasis on safely and securely achieving GS objectives.

  15. "With a Touch of a Button": Staff perceptions on integrating technology in an Irish service provider for people with intellectual disabilities.

    Science.gov (United States)

    Clifford Simplican, Stacy; Shivers, Carolyn; Chen, June; Leader, Geraldine

    2018-01-01

    People with intellectual disabilities continue to underutilize technology, in part due to insufficient training. Because support staff professionals provide instructional support, how they perceive integrating new technologies is important for people with intellectual disabilities. The authors conducted a sequential mixed-methods exploratory study (quan→QUAL) including quantitative data from online surveys completed by 46 staff members and qualitative data from five focus groups attended by 39 staff members. Quantitative results show strong support for diverse technologies. In contrast, qualitative results suggest that staff members' support of technology decreases when they perceive that technology may jeopardize service users' safety or independence. Although staff members identified increasing independence as the main reason to use new technologies with service users, they also worried that technologies used to increase the social inclusion of service users may pose undue risk and thus may limit their embrace of technology. © 2017 John Wiley & Sons Ltd.

  16. Safety Evaluation Report on Tennessee Valley Authority: Revised Corporate Nuclear Performance Plan

    International Nuclear Information System (INIS)

    1987-07-01

    The TVA Corporate Nuclear Performance Plan addresses those corporate concerns identified by the NRC staff. Because much of the TVA corporate plan is programmatic, its effectiveness depends on its implementation, and the NRC staff plans to closely monitor this implementation. The NRC staff will address site-specific concerns in subsequent SERs on each volume of the Nuclear Performance Plan. On the basis of its review, the NRC staff finds TVA's revised Corporate Nuclear Performance Plan (Revision 4) acceptable. The NRC staff concludes that the organization and staffing of TVA's Office of Nuclear Power and the programmatic improvements in place or under way are sufficient, if implemented properly, to resolve the problems at the corporate level that led to issuance of the 10 CFR 50.54(f) letter dated September 17, 1985, and to support continuing TVA nuclear activities, including plant operations. 19 refs., 3 figs

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

    Science.gov (United States)

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

    2015-07-01

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

  18. 32 CFR 700.710 - Organization of a staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Organization of a staff. 700.710 Section 700.710... Commanders Staffs of Commanders § 700.710 Organization of a staff. (a) The term “staff” means those officers... operation of his or her command. (b) The officer detailed as chief of staff and aide to a fleet admiral or...

  19. AB Manpower Plan 2007

    CERN Document Server

    Myers, Stephen

    2007-01-01

    The present exercise is not as such a "manpower plan" but a purely budgetary comparison of known plus requested resources with the known commitments over the period 2007-2012. From a purely budgetary point of view, AB will have the capacity to maintain all those recently hired staff who fulfill the criteria for long term employment at CERN. Following this budgetary exercise, AB proposes to perform a CERN-wide staff work plan so as to compare the manpower available to the quantity of work to be done in the totality of the work-packages. If there is a significant mismatch between these two quantities then we propose the following measures which would create personnel economies and allow us to redress the mismatch by increased recruitment: a new job severance scheme; CERN restructuring; use of the new CERN-ITER agreement; more flexibility in transfers from Materials to Personnel budgets. Failing this a re-examination of possible closure of lower priority facilities may be needed.

  20. Managing Workplace Diversity

    Directory of Open Access Journals (Sweden)

    Harold Andrew Patrick

    2012-04-01

    Full Text Available Diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued. The literature on diversity management has mostly emphasized on organization culture; its impact on diversity openness; human resource management practices; institutional environments and organizational contexts to diversity-related pressures, expectations, requirements, and incentives; perceived practices and organizational outcomes related to managing employee diversity; and several other issues. The current study examines the potential barriers to workplace diversity and suggests strategies to enhance workplace diversity and inclusiveness. It is based on a survey of 300 IT employees. The study concludes that successfully managing diversity can lead to more committed, better satisfied, better performing employees and potentially better financial performance for an organization.