WorldWideScience

Sample records for staff making reallocation

  1. Excel-based scheduling for reallocation of nursing staff.

    Science.gov (United States)

    2016-10-19

    Outi Annelli Tuominen and colleagues write in Nursing Management about the use of an Excel-based scheduling system for reallocation of nursing staff, which was trialled on ward managers and assistant ward managers.

  2. A real-time Excel-based scheduling solution for nursing staff reallocation.

    Science.gov (United States)

    Tuominen, Outi Anneli; Lundgren-Laine, Heljä; Kauppila, Wiveka; Hupli, Maija; Salanterä, Sanna

    2016-09-30

    Aim This article describes the development and testing of an Excel-based scheduling solution for the flexible allocation and reallocation of nurses to cover sudden, unplanned absences among permanent nursing staff. Method A quasi-experimental, one group, pre- and post-test study design was used ( Box 1 ) with total sampling. Participants (n=17) were selected purposefully by including all ward managers (n=8) and assistant ward managers (n=9) from one university hospital department. The number of sudden absences among the nursing staff was identified during two 4-week data collection periods (pre- and post-test). Results During the use of the paper-based scheduling system, 121 absences were identified; during the use of the Excel-based system, 106 were identified. The main reasons for the use of flexible 'floating' nurses were sick leave (n=66) and workload (n=31). Other reasons (n=29) included patient transfer to another hospital, scheduling errors and the start or end of employment. Conclusion The Excel-based scheduling solution offered better support in obtaining substitute labour inside the organisation, with smaller employment costs. It also reduced the number of tasks ward managers had to carry out during the process of reallocating staff.

  3. Figure 4, Cropland Reallocation

    Data.gov (United States)

    U.S. Environmental Protection Agency — This is a netCDF formatted data file. All data values are reported as grid cell area percent (%). Since all simulation grid cells are of uniform area. Reallocation...

  4. 24 CFR 791.405 - Reallocations of budget authority.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Reallocations of budget authority... Allocation of Budget Authority for Housing Assistance § 791.405 Reallocations of budget authority. (a) The field office shall make every reasonable effort to use the budget authority made available for each...

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

    Science.gov (United States)

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

    2006-10-01

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

  6. Staff background paper on performance-based rate making

    International Nuclear Information System (INIS)

    Fraser, J.; Brownell, B.

    1998-10-01

    An alternative to the traditional cost of service (COS) regulation for electric utilities in British Columbia has been proposed. The alternative to pure COS regulation is performance-based rate making (PBR). PBR partially decouples a utility's rates from its costs and ties utility profits to performance relative to specific benchmarks. The motivation underlying PBR is that ideally, it provides incentives for utilities to cost-effectively achieve pre-defined goals. This report describes the design of PBR mechanisms, base rate PBR formulas, base rate PBR in other jurisdictions including New York, California, Maine and New Jersey. The report also describes gas procurement PBR in other jurisdictions, as well as British Columbia Utilities' Commission's own experience with PBR. In general, PBR has the potential to provide resource efficiency, allocative efficiency, support for introduction of new services, and reduced regulatory administrative costs. 15 refs., 4 tabs

  7. 24 CFR 92.606 - Reallocations.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Reallocations. 92.606 Section 92.606 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development HOME INVESTMENT PARTNERSHIPS PROGRAM American Dream Downpayment Initiative § 92.606 Reallocations. If...

  8. Cost-effectiveness analysis in relation to budgetary constraints and reallocative restrictions.

    NARCIS (Netherlands)

    Adang, E.M.M.; Voordijk, L.; Wilt, G.J. van der; Ament, A.

    2005-01-01

    BACKGROUND: Present cost-effectiveness analyses (CEAs) provide not all information necessary for decision-making. One of the factors that hamper decision-making is the difficulty in reallocating resources to new technologies. In a CEA, the incremental costs and incremental benefits of a new

  9. Economics and computer science of a radio spectrum reallocation.

    Science.gov (United States)

    Leyton-Brown, Kevin; Milgrom, Paul; Segal, Ilya

    2017-07-11

    The recent "incentive auction" of the US Federal Communications Commission was the first auction to reallocate radio frequencies between two different kinds of uses: from broadcast television to wireless Internet access. The design challenge was not just to choose market rules to govern a fixed set of potential trades but also, to determine the broadcasters' property rights, the goods to be exchanged, the quantities to be traded, the computational procedures, and even some of the performance objectives. An essential and unusual challenge was to make the auction simple enough for human participants while still ensuring that the computations would be tractable and capable of delivering nearly efficient outcomes.

  10. Medical Decision-Making Processes and Online Behaviors Among Cannabis Dispensary Staff

    Directory of Open Access Journals (Sweden)

    Nicholas C Peiper

    2017-08-01

    Full Text Available Background: Most cannabis patients engage with dispensary staff, like budtenders, for medical advice on cannabis. Yet, little is known about these interactions and how the characteristics of budtenders affect these interactions. This study investigated demographics, workplace characteristics, medical decision-making, and online behaviors among a sample of budtenders. Methods: Between June and September 2016, a cross-sectional Internet survey was administered to budtenders in the San Francisco Bay Area and Greater Los Angeles. A total of 158 budtenders fully responded to the survey. A series of comparisons were conducted to determine differences between trained and untrained budtenders. Results: Among the 158 budtenders, 56% had received formal training to become a budtender. Several demographic differences were found between trained and untrained budtenders. For workplace characteristics, trained budtenders were more likely to report budtender as their primary job (74% vs 53%, practice more than 5 years (34% vs 11%, and receive sales commission (57% vs 16%. Trained budtenders were significantly less likely to perceive medical decision-making as very important (47% vs 68% and have a patient-centered philosophy (77% vs 89%. Although trained budtenders had significantly lower Internet usage, they were significantly more likely to exchange information with patients through e-mail (58% vs 39%, text message (46% vs 30%, mobile app (33% vs 11%, video call (26% vs 3%, and social media (51% vs 23%. Conclusions: Budtenders who are formally trained exhibit significantly different patterns of interaction with medical cannabis patients. Future studies will use multivariate methods to better determine which factors independently influence interactions and how budtenders operate after the introduction of regulations under the newly passed Proposition 64 that permits recreational cannabis use in California.

  11. Water Reallocation - Increasing Opportunities for Cooperation, Administration and Market

    Science.gov (United States)

    Cai, X.; Marston, L.

    2016-12-01

    Nowadays utilizable water in many regions around the world has been allocated among the various users. Increasing demands and limited water supplies necessitates water reallocation given that the existing allocation is economically inefficient, socially unfair, and environmentally unsustainable. Water reallocation, a dynamic adaptation strategy to changing socioeconomic and environmental conditions, offers a flexible water management approach to mitigate water scarcity under changing socioeconomic, climatic, and environmental conditions. Water reallocation can be implemented via collective cooperation, administration, and/or market-based approaches. In spite of the numerous benefits of reallocating water between users, examples of successful water transfers are relatively sparse and the expected benefits are rarely met in full due to several complex impediments. This study discusses the key barriers to wider implementation of water reallocation based on overview of the current body of water reallocation literature. Many examples of water transfers from around the world illustrate both the benefits and challenges associated with reallocation. To overcome the obstacles for more effective reallocation, we propose an interdisciplinary approach to water reallocation that couples developments in the natural sciences and engineering disciplines with current water reallocation scholarship, which is predominately rooted in the social sciences. We conclude by calling for an integrated research platform that focuses on supporting both voluntary and nonvoluntary forms of water reallocation; however, a greater emphasis should be on nonmarket means of water transfer since it is more feasible for many regions where water rights are not well defined and institutional capacity is insufficient.

  12. 75 FR 75693 - Tax Credit Assistance Program-Reallocation of Funds

    Science.gov (United States)

    2010-12-06

    ... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5448-N-01] Tax Credit Assistance... the Reallocation of Tax Credit Assistance Program (TCAP) funds. This funding opportunity makes approximately $16 million available to assist housing projects that received Low Income Housing Tax Credit...

  13. 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

  14. Structural Equation Models of Management and Decision-Making Styles with Job Satisfaction of Academic Staff in Malaysian Research University

    Science.gov (United States)

    Amzat, Ismail Hussein; Idris, Datuk Abdul Rahman

    2012-01-01

    Purpose: The purpose of this paper is to discuss the effect of management and decision-making styles on the job satisfaction of academic staff in a Malaysian Research University. Design/methodology/approach: The sample consisted of 218 respondents. The instruments used in the study were the Teacher Job Satisfaction Questionnaire and the Decision…

  15. Electricity market integration. Redistribution effect versus resource reallocation

    Energy Technology Data Exchange (ETDEWEB)

    Finon, Dominique [Gis LARSEN, Laboratoire d' Analyse economique des Reseaux et des Systemes Energetiques, and CIRED, Centre International de Recherche sur l' Environnement et le Developpement, Nogent-sur-Marne (France); Romano, Elliot [Commission de Regulation de l' Energie, Paris (France)

    2009-08-15

    In countries with a significant amount of low variable cost generation capacity, the integration of electricity markets poses a real problem with respect to consumers' interests. In such cases, consumers face a significant price rise compared with consumers in countries where low-cost capacities are lacking. This paper analyses this problem both in the short and long term, focusing on a market dominated by nuclear and hydro production. When there are too many restrictions on new capacity developments in low-cost technologies, market integration will lead to surplus redistribution without any production reallocation. This really makes it legitimate to contemplate redistributive compensations towards local consumers in countries which benefited from low variable cost generators at the moment of liberalisation. This paper examines two alternative ways of rent reallocation, one by income with a windfall tax on nuclear producers and the allocation of this revenue to energy efficiency policy funds, and another by price by giving drawing rights on the existing nuclear generators' production to small commercial and domestic consumers, at a level equivalent to the one necessary to maintain regulated prices. (author)

  16. Electricity market integration: Redistribution effect versus resource reallocation

    Energy Technology Data Exchange (ETDEWEB)

    Finon, Dominique [Gis LARSEN (Laboratoire d' Analyse economique des Reseaux et des Systemes Energetiques) (France); CIRED (Centre International de Recherche sur l' Environnement et le Developpement) (France)], E-mail: finon@centre-cired.fr; Romano, Elliot [Commission de Regulation de l' Energie (France)

    2009-08-15

    Summary: In countries with a significant amount of low variable cost generation capacity, the integration of electricity markets poses a real problem with respect to consumers' interests. In such cases, consumers face a significant price rise compared with consumers in countries where low-cost capacities are lacking. This paper analyses this problem both in the short and long term, focusing on a market dominated by nuclear and hydro production. When there are too many restrictions on new capacity developments in low-cost technologies, market integration will lead to surplus redistribution without any production reallocation. This really makes it legitimate to contemplate redistributive compensations towards local consumers in countries which benefited from low variable cost generators at the moment of liberalisation. This paper examines two alternative ways of rent reallocation, one by income with a windfall tax on nuclear producers and the allocation of this revenue to energy efficiency policy funds, and another by price by giving drawing rights on the existing nuclear generators' production to small commercial and domestic consumers, at a level equivalent to the one necessary to maintain regulated prices.

  17. A 'Communication and Patient Safety' training programme for all healthcare staff: can it make a difference?

    Science.gov (United States)

    Lee, Peter; Allen, Kellie; Daly, Michael

    2012-01-01

    Communication breakdown is a factor contributing to most cases of patient harm, and this harm continues to occur at unacceptable levels. Responding to this evidence, the Metro South District of Queensland Health (Australia) has developed a communication skills training programme titled 'Communication and Patient Safety'. The three modules, each lasting 3½ h, cover both staff-to-patient and staff-to-staff communication issues, and an unusual feature is that clinical and non-clinical staff attend together. Following positive evaluation data from our initial pilot programme (involving 350 staff in a single hospital), the programme was expanded to all five hospitals in the district, and has now been completed by over 3000 staff. The results show that despite the significant time commitment, participants find the courses useful and relevant (Kirkpatrick level 1), they learn and retain new material (level 2), and they report changes in behaviour at individual, team and facility levels (level 3). Although it remains a challenge to obtain quantitative data showing that training such as this directly improves patient safety (level 4), our qualitative and informal feedback indicates that participants and their managers perceive clear improvements in the 'communication culture' after a workplace team has attended the courses. Improving 'communication for safety' in healthcare is a worldwide imperative, and other healthcare jurisdictions should be able to obtain similar results to ours if they develop and support interactive, non-didactic training in communication skills.

  18. Complexity of the decision-making process of ambulance staff for assessment and referral of older people who have fallen: a qualitative study.

    Science.gov (United States)

    Halter, Mary; Vernon, Susan; Snooks, Helen; Porter, Alison; Close, Jacqueline; Moore, Fionna; Porsz, Simon

    2011-01-01

    Older people who fall commonly present to the emergency ambulance service, and approximately 40% are not conveyed to the emergency department (ED), despite an historic lack of formal training for such decisions. This study aimed to understand the decision-making processes of emergency ambulance staff with older people who have fallen. During 2005 ambulance staff in London tested a clinical assessment tool for use with the older person who had fallen. Documented use of the tool was low. Following the trial, 12 staff participated in semistructured interviews. Interviews were recorded and transcribed. Thematic analysis was carried out. The interviews revealed a similar assessment and decision-making process among participants: Prearrival: forming an early opinion from information from the emergency call. Initial contact: assessing the need for any immediate action and establishing a rapport. Continuing assessment: gathering and assimilating medical and social information. Making a conveyance decision: negotiation, referral and professional defence, using professional experience and instinct. An assessment process was described that highlights the complexity of making decisions about whether or not to convey older people who fall and present to the emergency ambulance service, and a predominance of informal decision-making processes. The need for support for ambulance staff in this area was highlighted, generating a significant challenge to those with education roles in the ambulance service. Further research is needed to look at how new care pathways, which offer an alternative to the ED may influence decision making around non-conveyance.

  19. Quality staff selection begins with designing a quality ad...making sure you are sending the marketplace the message you intended.

    Science.gov (United States)

    de St Georges, Jennifer

    2006-01-01

    Check out the local newspapers for well and poorly written ads and any wages being listed. Analyze past applicants' resumes you have on file to see if you already have a qualified person on tap. Look within your current staff to see if there is a possibility of promoting from within. Design a plan for how you will inform/involve your staff. Does your staff know of any potential applicants. Set up the best method by which applicants will respond to the ad. Decide who will do initial culling of resumes and then make the first contact. Select the quality time within which to schedule the initial and follow-up interviews. Ensure all interview forms and techniques and legal considerations are current. Make a commitment not to compromise your standards or rush or sabotage the hiring process.

  20. Financial Globalisation and Sectoral Reallocation of Capital in South Africa

    OpenAIRE

    Ziv Chinzara; Radhika Lahiri; En Te chen

    2012-01-01

    The study examines the impact of financial globalisation on intra-sector and inter-sector firm level reallocation of capital in South Africa using panel data for the period 1991-2008. The measure of efficient reallocation of capital is based on the variation of firm's marginal returns to capital around the optimal level, while the measure of financial globalisation is constructed by tracing the financial reforms/restrictions that took place in South Africa since the 1970s. We find that financ...

  1. 24 CFR 576.41 - Reallocation; lack of approved consolidated plan-formula cities and counties.

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Reallocation; lack of approved consolidated plan-formula cities and counties. 576.41 Section 576.41 Housing and Urban Development Regulations... GRANTS PROGRAM: STEWART B. McKINNEY HOMELESS ASSISTANCE ACT Reallocations § 576.41 Reallocation; lack of...

  2. 34 CFR 300.817 - Reallocation of LEA funds.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 2 2010-07-01 2010-07-01 false Reallocation of LEA funds. 300.817 Section 300.817 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF SPECIAL EDUCATION AND REHABILITATIVE SERVICES, DEPARTMENT OF EDUCATION ASSISTANCE TO STATES FOR THE EDUCATION OF...

  3. Destruction and reallocation of skills following large company closures

    DEFF Research Database (Denmark)

    Holm, Jacob Rubæk; Østergaard, Christian Richter; Olesen, Thomas Roslyng

    2017-01-01

    This paper analyzes what happens to redundant skills and workers when large companies close down and whether their skills are destroyed or reallocated. The analysis is based on a combination of qualitative and quantitative data of the closure of four companies. Getting a job in a skill...

  4. Job creation and destruction, worker reallocation and wages

    DEFF Research Database (Denmark)

    Belzil, Christian

    1997-01-01

    Using Danish firm level data on employment dynamics merged with individual records on all workers in a given firm, various measures of employment and worker reallocation used in the macroeconomics literature are incorporated in a wage equation framework. The effects of job creation....../destruction and worker rellocation are estimated using standard panel data techniques. Brief results will go here!!!...

  5. Reallocation and nutrient use efficiency in Antioquia central forests

    International Nuclear Information System (INIS)

    Leon Pelaez, Juan; Gonzalez Hernandez, Maria; Gallardo Lancho, Juan

    2009-01-01

    We have studied nutrient related variables such as reallocation, nutrient use efficiency (NUE) and fine litter fall for three years in an oak forest Quercus humboldtii Bonpl. and also in some other forest plantations like pine, Pinus patula, and cypress, Cupressus lusitanica, in Antioquia, Colombia. Leaf litter quantities returned to the soil followed a falling sequence: oak (5313.3 kg ha-1 year-1) > pine (4866.5 kg ha-1 year-1) > cypress (2460.3 kg ha-1 year-1). The coniferous species showed the highest NUE for the majority of elements that were examined, except for P, which reached its absolute maximum in the oak forest -where a clear reallocation of this nutrient was also recorded-, probably because of its reduced availability in these volcanic ash-derived soils. Nutrient reallocation allows the conservation of the nutrients by reducing its loss from leaching and litter-fall, thereby closing the nutrient cycle in this native forest. In fact, P gains from net deposition were found there -this includes foliar leaching and atmospheric deposition-, which indicates that the species absorbs the P contained in rainfall from the leaves before it reaches the forest ground. N slow-efficiency use was probably due to its low availability in soil, given its low mineralization rates in these montane forests. K showed the highest reallocation values. Such figures are influenced by its clearly mobile character, according to the highest net deposition levels also verified for this element. With the exception of Mg, there was no clear relationship between the reallocation process and NUE.

  6. Staff training makes a difference: improvements in neonatal illicit drug testing and intervention at a tertiary hospital.

    Science.gov (United States)

    Oral, Resmiye; Koc, Feyza; Jogerst, Kristen; Bayman, Levent; Austin, Andrea; Sullivan, Shannon; Bayman, Emine Ozgur

    2014-07-01

    This project explored the impact of staff training on the rates of perinatal maternal and neonatal illicit drug testing. Controlled, retrospective chart review on 1186 newborn and mother dyads from 2006 (pre-training control group) and on 1861 dyads from 2009 (post-training study group) was completed. Differences between rates of infant and mother drug testing were compared. Increased drug testing rates for the mothers and infants led to increased case finding that tripled both for the mothers (13-3.7%, p importance of and encourages other hospitals to analyze the efficacy of their current protocol and staff training practices in place to ensure the best child protection services.

  7. Sustainability in Health care by Allocating Resources Effectively (SHARE) 7: supporting staff in evidence-based decision-making, implementation and evaluation in a local healthcare setting.

    Science.gov (United States)

    Harris, Claire; Allen, Kelly; Waller, Cara; Dyer, Tim; Brooke, Vanessa; Garrubba, Marie; Melder, Angela; Voutier, Catherine; Gust, Anthony; Farjou, Dina

    2017-06-21

    This is the seventh in a series of papers reporting Sustainability in Health care by Allocating Resources Effectively (SHARE) in a local healthcare setting. The SHARE Program was a systematic, integrated, evidence-based program for resource allocation within a large Australian health service. It aimed to facilitate proactive use of evidence from research and local data; evidence-based decision-making for resource allocation including disinvestment; and development, implementation and evaluation of disinvestment projects. From the literature and responses of local stakeholders it was clear that provision of expertise and education, training and support of health service staff would be required to achieve these aims. Four support services were proposed. This paper is a detailed case report of the development, implementation and evaluation of a Data Service, Capacity Building Service and Project Support Service. An Evidence Service is reported separately. Literature reviews, surveys, interviews, consultation and workshops were used to capture and process the relevant information. Existing theoretical frameworks were adapted for evaluation and explication of processes and outcomes. Surveys and interviews identified current practice in use of evidence in decision-making, implementation and evaluation; staff needs for evidence-based practice; nature, type and availability of local health service data; and preferred formats for education and training. The Capacity Building and Project Support Services were successful in achieving short term objectives; but long term outcomes were not evaluated due to reduced funding. The Data Service was not implemented at all. Factors influencing the processes and outcomes are discussed. Health service staff need access to education, training, expertise and support to enable evidence-based decision-making and to implement and evaluate the changes arising from those decisions. Three support services were proposed based on research

  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. 24 CFR 92.451 - Reallocation of HOME funds from a jurisdiction that is not designated a participating...

    Science.gov (United States)

    2010-04-01

    ... Development HOME INVESTMENT PARTNERSHIPS PROGRAM Reallocations § 92.451 Reallocation of HOME funds from a... that the jurisdiction has failed to: (i) Meet the participation threshold amount in § 92.102; (ii...

  10. 43 CFR 44.52 - May a State enact legislation to reallocate or redistribute PILT payments?

    Science.gov (United States)

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false May a State enact legislation to... After the Department Distributes Payments § 44.52 May a State enact legislation to reallocate or redistribute PILT payments? A State may enact legislation to reallocate or redistribute PILT payments. If a...

  11. 24 CFR 576.43 - Reallocation of grant amounts; lack of approved consolidated plan-States, territories, and Indian...

    Science.gov (United States)

    2010-04-01

    ... 24 Housing and Urban Development 3 2010-04-01 2010-04-01 false Reallocation of grant amounts; lack of approved consolidated plan-States, territories, and Indian tribes. 576.43 Section 576.43 Housing... Reallocations § 576.43 Reallocation of grant amounts; lack of approved consolidated plan—States, territories...

  12. An Examination of the Perceived Importance and Skills Related to Policies and Policy Making Among State Public Health Injury Prevention Staff.

    Science.gov (United States)

    Liller, Karen D; Chapple-McGruder, Theresa; Castrucci, Brian; Wingate, Martha Slay; Hilson, Renata; Mendez, Dara; Cilenti, Dorothy; Raskind, Ilana

    The purpose of this research is to use the Public Health Workforce Interests and Needs Survey to assess in greater detail state injury prevention staff perceptions of policy development and related skills and their awareness and perception of "Health in All Policies" (HiAP). The Public Health Workforce Interests and Needs Survey gauged public health practitioners' perspectives on workplace environment, job satisfaction, national trends, and training needs, and gathered demographics on the workforce. This study utilizes data from the state health agency frame only, focusing solely on those permanently employed, central office staff in injury prevention. Respondents were sampled from 5 paired Health and Human Services regions. Approximately 25 000 invitations were sent to central office employees. The response rate was 46% (n = 10 246). The analysis in this article includes only injury prevention employees with programmatic roles, excluding clerical and custodial staff, providing us with a total of 97 respondents. When weighted, this resulted in a weighted population size of 365 injury prevention workers. The main outcome measures include demographics, responses to understanding of and skill levels related to policy development, and perceptions of HiAP public health trend. State injury prevention workers reported lower policy-making skill but had an overall appreciation of the importance of policies. In general, state injury prevention workers heard of HiAP, thought there should be more emphasis on it, but did not think that HiAP would have an impact on their day-to-day work. Efforts are needed for all state injury prevention workers to become better skilled in policy development, implementation, and evaluation in order to become stronger injury prevention advocates and role models.

  13. Fundamental questions about water rights and market reallocation

    Science.gov (United States)

    Matthews, Olen Paul

    2004-09-01

    Water markets have many advantages for water reallocation. However, water markets do not always function efficiently because the property rights structure was not designed for market transactions. The potential for successful markets can be determined by looking at the 10 fundamental questions relevant to water rights. The questions are relevant to any system of water rights, but the examples used are largely from the western United States. The questions are designed to raise issues about the basic structure of a water rights system. After discussing these issues, the paper turns to recommendations on how a water rights structure could be modified to facilitate markets. The recommendations are not meant to be an end point but are intended too stimulate discussion.

  14. Adequacy and efficiency of nursing staff in a child-welfare-clinic at ...

    African Journals Online (AJOL)

    It is a tedious task to carry out healthcare delivery for the masses without rationalizing human resources in the form of re-allocation and re-deployment of healthcare personnel. This study aimed to establish the level of adequacy and efficiency of nursing staff in the former Transkei region. The study was carried out in the child ...

  15. On System Engineering a Barter-Based Re-allocation of Space System Key Development Resources

    Science.gov (United States)

    Kosmann, William J.

    NASA has had a decades-long problem with cost growth during the development of space science missions. Numerous agency-sponsored studies have produced average mission level development cost growths ranging from 23 to 77%. A new study of 26 historical NASA science instrument set developments using expert judgment to re-allocate key development resources has an average cost growth of 73.77%. Twice in history, during the Cassini and EOS-Terra science instrument developments, a barter-based mechanism has been used to re-allocate key development resources. The mean instrument set development cost growth was -1.55%. Performing a bivariate inference on the means of these two distributions, there is statistical evidence to support the claim that using a barter-based mechanism to re-allocate key instrument development resources will result in a lower expected cost growth than using the expert judgment approach. Agent-based discrete event simulation is the natural way to model a trade environment. A NetLogo agent-based barter-based simulation of science instrument development was created. The agent-based model was validated against the Cassini historical example, as the starting and ending instrument development conditions are available. The resulting validated agent-based barter-based science instrument resource re-allocation simulation was used to perform 300 instrument development simulations, using barter to re-allocate development resources. The mean cost growth was -3.365%. A bivariate inference on the means was performed to determine that additional significant statistical evidence exists to support a claim that using barter-based resource re-allocation will result in lower expected cost growth, with respect to the historical expert judgment approach. Barter-based key development resource re-allocation should work on science spacecraft development as well as it has worked on science instrument development. A new study of 28 historical NASA science spacecraft

  16. 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...

  17. The lack of homogeneity in the product (LHP) in the ceramic tile industry and its impact on the reallocation of inventories

    International Nuclear Information System (INIS)

    Alarcon, F.; Alemany, M. M. E.; Lario, F. C.; Oltra, R. F.

    2011-01-01

    The allocation of the product available- to-promise (ATP) in make-to-stock (MTS) contexts is of the utmost importance as it can influence customer satisfaction and profits of the company. However, a proper initial allocation may become inadequate for several reasons. In these case, it is necessary the reallocation of inventory, which will be more complex the more ambitious goals to achieve with it and increased the amount of information to use. In this regard, it is noteworthy that the lack of homogeneity in the product (LHP), present in different industrial sectors, causes the atomization of the inventory and increases the complexity of the reallocation, difficult to obtain optimal solutions. This paper describes the problems of the LHP, first under a generic perspective and then, particularized to MTS ceramic companies. Subsequently, situations in which a specific allocation of ATP can no longer be appropriate in this context are identified and the reassignment, as a way to search for new valid assignments, is proposed. Finally, through a case study of a ceramic company, the impact of the LHP in each of the situations identified is analyzed, noting that the LHP causes some of these situations and in all of them, complicates the reallocation of inventory to orders. (Authors) 31 refs.

  18. Religious Coping, Meaning-Making and Stress: Perspective of Support Staff of Children with Disabilities in Residential Disability Centres in Oman

    Science.gov (United States)

    Emam, Mahmoud; Al-Bahrani, Muna

    2016-01-01

    Staff providing support to children with disabilities in residential disability centres in Oman are exposed to stressful work environments which may put them at an increased risk of burnout. Previous research has examined predictors of stress in disability support staff, but there is little consensus as the findings are inconclusive. Using a…

  19. Reallocation of water in the state of New Mexico based on cooperative game theory

    Science.gov (United States)

    Rouhi Rad, M.

    2011-12-01

    Water allocation models often aim to maximize net benefits in the river basin based on the water rights, thus there is no motivation to use water efficiently by the users with lower marginal value for water. Water markets not only could help increase the net benefits over the basin but also will encourage the stakeholders to save the water and use it in transfer markets and increase their income. This issue can be viewed as a game in which stakeholders can play non-cooperatively and try to increase their own benefits using the amount of water assigned to them or they could cooperate and make coalitions in order to increase the total benefits in the coalition and the whole basin. The aim of this study is to reallocate the water based on cooperation among different stakeholders, namely agricultural, municipal and industrial and environmental, in the Upper Rio Grande river basin in the state of New Mexico in order to increase efficiency, sustainability and equity of water distribution in the basin using different game theory schemes such as Nucleolus and the Shapley Value.

  20. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

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

  1. 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).    

  2. Make

    CERN Document Server

    Frauenfelder, Mark

    2012-01-01

    The first magazine devoted entirely to do-it-yourself technology projects presents its 29th quarterly edition for people who like to tweak, disassemble, recreate, and invent cool new uses for technology. MAKE Volume 29 takes bio-hacking to a new level. Get introduced to DIY tracking devices before they hit the consumer electronics marketplace. Learn how to build an EKG machine to study your heartbeat, and put together a DIY bio lab to study athletic motion using consumer grade hardware.

  3. 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...

  4. Ad valorem versus unit taxes: Monopolistic competition, heterogeneous firms, and intra-industry reallocations

    DEFF Research Database (Denmark)

    Schröder, Philipp; Sørensen, Allan

    Real-world industries are composed from heterogeneous firms and substantial intra-industry reallocations take place, i.e. high productivity firms squeeze out low productivity firms. Previous tax-tool comparisons have not included these central forces of industry structure. This paper examines...... taxes distort relative prices, which in turn reduces average industry productivity through reallocations (the survival and increased market share of lower productivity firms). Importantly, numerical solutions of the model reveal that the relative welfare loss from using the unit tax increases...... a general equilibrium monopolistic competition model with heterogeneous firms and intra-industry reallocations. We show that the welfare superiority of ad valorem over unit taxes under imperfect competition is not only preserved but amplified. The additional difference between the tools arises because unit...

  5. Paid staff or volunteers - does it make a difference? The impact of staffing on child outcomes for children attending community-based programmes in South Africa and Malawi.

    Science.gov (United States)

    Tomlinson, Mark; Sherr, Lorraine; Macedo, Ana; Hunt, Xanthe; Skeen, Sarah

    2017-01-01

    Globally, and in low and middle income countries (LMIC) specifically, there is a critical shortage of workers. The use of volunteers to support such care delivery systems has been examined, there is scant literature on the impact of volunteers on child outcome in high human immunodeficiency virus (HIV)-affected communities. To examine the differential impact of paid versus volunteer workforce in Community Based Organisations (CBOs) providing care to children and families affected by the HIV epidemic in South Africa and Malawi on child outcomes over time. This study compared child outcomes for 989 consecutive children attending CBOs (0.7% refusal) at baseline and 854 at follow-up (86.3% response rate). Children attending CBOs with paid staff had higher self-esteem, fewer emotional/behavioural problems and less perceived stigma. Likewise, children attending CBOs with paid staff had fewer educational risks, and 20 heightened cognitive performance, and the digit-span memory test. After controlling for outcome at baseline, gender, age, HIV status, and disability, attending a CBO with paid staff remained a significant independent predictor of higher self-esteem scores, less perceived stigma, as well as fewer educational risks and better performance on the drawing test. We found no associations between CBO attendance - paid or volunteer - and children's depressive and trauma symptoms. Our findings show that in order to most optimally impact on child outcome 30 community-based workers (CBWs) should ideally be paid with trained staff. Specialised input for more severe child difficulties is needed.

  6. The importance of reallocation for productivity growth: Evidence from European and US banking

    NARCIS (Netherlands)

    Bos, J.W.B.; van Santen, P.C.; Schilp, P.

    2013-01-01

    This paper quantifies the effect of reallocation dynamics on aggregate productivity developments in the banking sectors of Europe and the United States. We document an increase in productivity over the period 1995-2009, on the order of 11% in the US and 19% in Europe. At an annual frequency,

  7. Dynamic reallocation of marketable nitrogen emission permits in Danish freshwater aquaculture

    DEFF Research Database (Denmark)

    Nielsen, Rasmus; Andersen, Jesper Levring; Bogetoft, Peter

    2014-01-01

    The potential gains from a regulatory change allowing for reallocation of marketable nitrogen emission permits under a cap and trade system are analyzed in a dynamic context using Data Envelopment Analysis to formulate linear programming models. In these models new, more environmental friendly...

  8. 77 FR 42486 - Intent To Prepare an Integrated Water Supply Storage Reallocation Report; Environmental Impact...

    Science.gov (United States)

    2012-07-19

    .... Project Scope. The demand for M&I water has increased in recent years and the Corps has received numerous requests for intakes and permission to withdraw water as a result of this demand. The Corps of Engineers is...) Identify current and future water demand and potential need for reallocated storage to support demand; (2...

  9. Trade openness, real exchange rates and job reallocation : Evidence from Belgium

    NARCIS (Netherlands)

    I. Colantone (Italo)

    2012-01-01

    textabstractThis paper investigates the impact of real exchange rate movements on job reallocation at the industry level. The analysis focuses on the manufacturing sector of Belgium, using data for 82 NACE 3-digit industries, over the time span 1996-2002. I find that real exchange rate changes do

  10. Distributed Services with Foreseen and Unforeseen Tasks: The Mobile Re-allocation Problem

    NARCIS (Netherlands)

    J.A. Larco Martinelli (Jose); R. Dekker (Rommert); U. Kaymak (Uzay)

    2007-01-01

    textabstractIn this paper we deal with a common problem found in the operations of security and preventive/corrective maintenance services: that of routing a number of mobile resources to serve foreseen and unforeseen tasks during a shift. We define the (Mobile Re-Allocation Problem) MRAP as the

  11. 15 CFR 335.6 - Surrender, reallocation and license utilization requirement.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 2 2010-01-01 2010-01-01 false Surrender, reallocation and license utilization requirement. 335.6 Section 335.6 Commerce and Foreign Trade Regulations Relating to Commerce and Foreign Trade (Continued) INTERNATIONAL TRADE ADMINISTRATION, DEPARTMENT OF COMMERCE MISCELLANEOUS...

  12. 15 CFR 303.6 - Allocation and reallocation of exemptions among producers.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 2 2010-01-01 2010-01-01 false Allocation and reallocation of exemptions among producers. 303.6 Section 303.6 Commerce and Foreign Trade Regulations Relating to Commerce and Foreign Trade (Continued) INTERNATIONAL TRADE ADMINISTRATION, DEPARTMENT OF COMMERCE MISCELLANEOUS...

  13. NPP-VIIRS DNB-based reallocating subpopulations to mercury in Urumqi city cluster, central Asia

    Science.gov (United States)

    Zhou, X.; Feng, X. B.; Dai, W.; Li, P.; Ju, C. Y.; Bao, Z. D.; Han, Y. L.

    2017-02-01

    Accurate and update assignment of population-related environmental matters onto fine grid cells in oasis cities of arid areas remains challenging. We present the approach based on Suomi National Polar-orbiting Partnership (S-NPP) -Visible Infrared Imaging Radiometer Suite (VIIRS) Day/Night Band (DNB) to reallocate population onto a regular finer surface. The number of potential population to the mercury were reallocated onto 0.1x0.1 km reference grid in Urumqi city cluster of China’s Xinjiang, central Asia. The result of Monte Carlo modelling indicated that the range of 0.5 to 2.4 million people was reliable. The study highlights that the NPP-VIIRS DNB-based multi-layered, dasymetric, spatial method enhances our abilities to remotely estimate the distribution and size of target population at the street-level scale and has the potential to transform control strategies for epidemiology, public policy and other socioeconomic fields.

  14. Impact on food security and rural development of reallocating water from agriculture:

    OpenAIRE

    Rosegrant, Mark W.; Ringler, Claudia

    1999-01-01

    The competition for limited water resources between agriculture and more highly valued domestic and industrial water uses is rapidly increasing and will likely require the transfer of water out of agriculture. This paper reviews and synthesizes the available evidence of the effects of water transfers from agricultural to urban and industrial areas on local and regional rural economies; and analyzes the potential impacts of a large reallocation on global food supply and demand. It concludes wi...

  15. Nitrogen and carbon reallocation in fungal mycelia during decomposition of boreal forest litter.

    Directory of Open Access Journals (Sweden)

    Johanna B Boberg

    Full Text Available Boreal forests are characterized by spatially heterogeneous soils with low N availability. The decomposition of coniferous litter in these systems is primarily performed by basidiomycete fungi, which often form large mycelia with a well-developed capacity to reallocate resources spatially- an advantageous trait in heterogeneous environments. In axenic microcosm systems we tested whether fungi increase their biomass production by reallocating N between Pinus sylvestris (Scots pine needles at different stages of decomposition. We estimated fungal biomass production by analysing the accumulation of the fungal cell wall compound chitin. Monospecific systems were compared with systems with interspecific interactions. We found that the fungi reallocated assimilated N and mycelial growth away from well-degraded litter towards fresh litter components. This redistribution was accompanied by reduced decomposition of older litter. Interconnection of substrates increased over-all fungal C use efficiency (i.e. the allocation of assimilated C to biomass rather than respiration, presumably by enabling fungal translocation of growth-limiting N to litter with higher C quality. Fungal connection between different substrates also restricted N-mineralization and production of dissolved organic N, suggesting that litter saprotrophs in boreal forest ecosystems primarily act to redistribute rather than release N. This spatial integration of different resource qualities was hindered by interspecific interactions, in which litters of contrasting quality were colonised by two different basidiomycete species. The experiments provide a detailed picture of how resource reallocation in two decomposer fungi leads to a more efficient utilisation of spatially separated resources under N-limitation. From an ecosystem point of view, such economic fungal behaviour could potentially contribute to organic matter accumulation in the litter layers of boreal forests.

  16. Nitrogen and carbon reallocation in fungal mycelia during decomposition of boreal forest litter.

    Science.gov (United States)

    Boberg, Johanna B; Finlay, Roger D; Stenlid, Jan; Ekblad, Alf; Lindahl, Björn D

    2014-01-01

    Boreal forests are characterized by spatially heterogeneous soils with low N availability. The decomposition of coniferous litter in these systems is primarily performed by basidiomycete fungi, which often form large mycelia with a well-developed capacity to reallocate resources spatially- an advantageous trait in heterogeneous environments. In axenic microcosm systems we tested whether fungi increase their biomass production by reallocating N between Pinus sylvestris (Scots pine) needles at different stages of decomposition. We estimated fungal biomass production by analysing the accumulation of the fungal cell wall compound chitin. Monospecific systems were compared with systems with interspecific interactions. We found that the fungi reallocated assimilated N and mycelial growth away from well-degraded litter towards fresh litter components. This redistribution was accompanied by reduced decomposition of older litter. Interconnection of substrates increased over-all fungal C use efficiency (i.e. the allocation of assimilated C to biomass rather than respiration), presumably by enabling fungal translocation of growth-limiting N to litter with higher C quality. Fungal connection between different substrates also restricted N-mineralization and production of dissolved organic N, suggesting that litter saprotrophs in boreal forest ecosystems primarily act to redistribute rather than release N. This spatial integration of different resource qualities was hindered by interspecific interactions, in which litters of contrasting quality were colonised by two different basidiomycete species. The experiments provide a detailed picture of how resource reallocation in two decomposer fungi leads to a more efficient utilisation of spatially separated resources under N-limitation. From an ecosystem point of view, such economic fungal behaviour could potentially contribute to organic matter accumulation in the litter layers of boreal forests.

  17. Reallocation of beds to reduce waiting time for cardiac surgery

    NARCIS (Netherlands)

    Akkerman, Renzo; Knip, Marrig

    2002-01-01

    Waiting time for cardiac surgery is a significant problem in the current medical world. The fact that patients length of stay varies considerably makes effective hospital operation a hard job. In this paper, the patients length of stay is analyzed. Three scenarios for hospital management are

  18. 75 FR 51061 - Joint and Several Liability Reallocation Agreement

    Science.gov (United States)

    2010-08-18

    ... subrogation means to stand in the place or ``shoes'' of another with regard to a legal right or claim. Any... are mindful of FCA's independent authority under Section 5.17(a)(10) of the Act to ensure the safety... 2.02 Allocation Procedure (a) Each Bank shall make a good faith effort to determine as promptly as...

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

    African Journals Online (AJOL)

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

  20. Improving Staff Productivity in Mental Health Centers.

    Science.gov (United States)

    Southern Regional Education Board, Atlanta, GA.

    This guide is concerned with productivity measurement and improvement in mental health centers, and focuses on the relationship between service outputs and available clinical staff, i.e., staff productivity. Staff productivity measures are described as useful in identifying existing levels of productivity, making comparisons to determine the…

  1. 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. 

  2. 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...

  3. Meaning-Making, Religiousness and Spirituality in Religiously Founded Substance Misuse Services—A Qualitative Study of Staff and Patients’ Experiences

    Directory of Open Access Journals (Sweden)

    Torgeir Sørensen

    2015-02-01

    Full Text Available The Norwegian health authorities buy one third of their addiction treatment from private institutions run by organizations and trusts. Several of these are founded on religious values. The aim of the study was to investigate such value-based treatment and the patients’ experiences of spirituality and religiousness as factors of meaning-making in rehabilitation. The study was performed in an explorative qualitative design. Data were collected through focus-group interviews among therapists and in-patients at a religiously founded substance misuse service institution. The analysis was carried out by content analysis through systematic text-condensation. Through different activities and a basic attitude founded on religious values, the selected institution and the therapists facilitated a treatment framework which included a spiritual dimension and religious activity. The patients appreciated their free choice regarding treatment approaches, which helped them to make meaning of life in various collective and individual settings. Rituals and sacred spaces gave peace of mind and confidence in a situation that up to now had been chaotic and difficult. Sermons and wording in rituals contributed to themes of reflection and helped patients to revise attitudes and how other people were met. Private confessions functioned for several patients as turning point experiences influencing patients’ relations to themselves and their surroundings. Spirituality and religious activity contributed to meaning-making among patients with substance use disorder and had significance for their rehabilitation.

  4. Optimal inventory reallocation to customer orders in ceramic tile companies characterized by the lack of homogeneity in the product (LHP)

    International Nuclear Information System (INIS)

    Alemany, M. M. E.; Alarcon, F.; Oltra, R. F.; Lario, B. C.

    2013-01-01

    The lack of homogeneity in the product (LHP) is defined as the lack of uniformity required by the customer in the products. The LHP appears in companies where the final products obtained are not homogeneous, leading to the existence of different references (subtypes) of the same product. This lack of homogeneity is a problem when the client needs to be served through homogeneous units of a product and commit orders are based on planned quantities, whose final homogeneity characteristics are unknown at the time of acquiring the customer commitments. The frequent discrepancies caused by the LHP between planned homogeneous amounts and those actually obtained and available, can prevent the delivery of committed orders. To solve this problem, we propose a mathematical programming model for the reallocation of inventory in Make to Stock (MTS) ceramic tile companies characterized by the LHP that combines multiple objectives. The proposed mathematical model has been validated by its application to a real case of a ceramic company. The analysis of the obtained results indicates significant improvements in the number of orders completed on time and in sales revenue achieved. (Author) 33 refs.

  5. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    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.

  6. Control Reallocation Strategies for Damage Adaptation in Transport Class Aircraft

    Science.gov (United States)

    Gundy-Burlet, Karen; Krishnakumar, K.; Limes, Greg; Bryant, Don

    2003-01-01

    This paper examines the feasibility, potential benefits and implementation issues associated with retrofitting a neural-adaptive flight control system (NFCS) to existing transport aircraft, including both cable/hydraulic and fly-by-wire configurations. NFCS uses a neural network based direct adaptive control approach for applying alternate sources of control authority in the presence of damage or failures in order to achieve desired flight control performance. Neural networks are used to provide consistent handling qualities across flight conditions, adapt to changes in aircraft dynamics and to make the controller easy to apply when implemented on different aircraft. Full-motion piloted simulation studies were performed on two different transport models: the Boeing 747-400 and the Boeing C-17. Subjects included NASA, Air Force and commercial airline pilots. Results demonstrate the potential for improving handing qualities and significantly increased survivability rates under various simulated failure conditions.

  7. 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

  8. Reframing professional boundaries in healthcare : A systematic review of facilitators and barriers to task reallocation from the domain of medicine to the nursing domain

    NARCIS (Netherlands)

    Niezen, M.G.H.; Mathijssen, J.J.P.

    2014-01-01

    Aim To explore the main facilitators and barriers to task reallocation. Background One of the innovative approaches to dealing with the anticipated shortage of physicians is to reallocate tasks from the professional domain of medicine to the nursing domain. Various (cost-)effectiveness studies

  9. 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...

  10. Evidence of endothelial inflammation, T cell activation, and T cell reallocation in uncomplicated Plasmodium falciparum malaria

    DEFF Research Database (Denmark)

    Elhassan, I M; Hviid, L; Satti, G

    1994-01-01

    To explain the observation that acute Plasmodium falciparum malaria is associated with a transient inability of peripheral blood cells to respond to antigenic stimulation in vitro, we have postulated the disease-induced reallocation of peripheral lymphocytes, possibly by adhesion to inflamed...... with the control donors. In addition, we found a disease-induced depletion of T cells with high expression of the LFA-1 antigen, particularly in the CD4+ subset. The results obtained provide further support for the hypothesis of T cell reallocation to inflamed endothelium in acute P. falciparum malaria....

  11. Task set induces dynamic reallocation of resources in visual short-term memory.

    Science.gov (United States)

    Sheremata, Summer L; Shomstein, Sarah

    2017-08-01

    Successful interaction with the environment requires the ability to flexibly allocate resources to different locations in the visual field. Recent evidence suggests that visual short-term memory (VSTM) resources are distributed asymmetrically across the visual field based upon task demands. Here, we propose that context, rather than the stimulus itself, determines asymmetrical distribution of VSTM resources. To test whether context modulates the reallocation of resources to the right visual field, task set, defined by memory-load, was manipulated to influence visual short-term memory performance. Performance was measured for single-feature objects embedded within predominantly single- or two-feature memory blocks. Therefore, context was varied to determine whether task set directly predicts changes in visual field biases. In accord with the dynamic reallocation of resources hypothesis, task set, rather than aspects of the physical stimulus, drove improvements in performance in the right- visual field. Our results show, for the first time, that preparation for upcoming memory demands directly determines how resources are allocated across the visual field.

  12. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2006-01-01

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

  13. 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...

  14. 78 FR 69591 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Halibut and Crab Prohibited...

    Science.gov (United States)

    2013-11-20

    ... these fisheries, to allow the industry to plan for the fishing season, and to avoid potential disruption.... 121018563-3148-02] RIN 0648-XC985 Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of... Area AGENCY: National Marine Fisheries Service (NMFS), National Oceanic and Atmospheric Administration...

  15. Reallocating Human Resources to Maximize Student Achievement: A Critical Case Study of a Southern California School District

    Science.gov (United States)

    Glazener, Adrianna Kathleen

    2013-01-01

    This study applied the Evidence-Based Model (Odden & Picus, 2008) as a framework for determining how district leadership could potentially reallocate human resources to maximize the opportunity for student achievement, relying heavily on the ten strategies for doubling student performance (Odden, 2009; Odden & Archibald, 2009) and the…

  16. 76 FR 12293 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2011-03-07

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from jig... fishery is currently open, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  17. 77 FR 53152 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2012-08-31

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from other... fishery is currently open, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  18. 75 FR 13444 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2010-03-22

    ... the most recent fisheries data in a timely fashion and would delay the reallocation of Pacific cod.... Since the fishery is currently open, it is important to immediately inform the industry as to the... operation of this fishery, to allow the industry to plan for the fishing season, and to avoid potential...

  19. 78 FR 73454 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Western...

    Science.gov (United States)

    2013-12-06

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from catcher... is currently ongoing, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  20. 78 FR 14932 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pollock in the Bering Sea...

    Science.gov (United States)

    2013-03-08

    ... most recent fisheries data in a timely fashion and would delay the reallocation of AI pollock. Since the pollock fishery is currently open, it is important to immediately inform the industry as to the... orderly conduct and efficient operation of this fishery; allow the industry to plan for the fishing season...

  1. 77 FR 61300 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Atka Mackerel in the Bering...

    Science.gov (United States)

    2012-10-09

    ... from responding to the most recent fisheries data in a timely fashion and would delay the reallocation... is currently open, it is important to immediately inform the industry as to the revised allocations..., to allow the industry to plan for the fishing season, and to avoid potential disruption to the...

  2. 77 FR 76425 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Central...

    Science.gov (United States)

    2012-12-28

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from catcher...-line gear. Since the fishery is currently open, it is important to immediately inform the industry as... efficient operation of this fishery, to allow the industry to plan for the fishing season, and to avoid...

  3. 78 FR 9327 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2013-02-08

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from jig... fishery is currently open, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  4. 78 FR 58955 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2013-09-25

    ... the most recent fisheries data in a timely fashion and would delay the reallocation of Pacific cod.../processors. Since the fishery is currently open, it is important to immediately inform the industry as to the... operation of this fishery, to allow the industry to plan for the fishing season, and to avoid potential...

  5. 77 FR 67579 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Central...

    Science.gov (United States)

    2012-11-13

    ... from responding to the most recent fisheries data in a timely fashion and would delay the reallocation... using jig gear. Since the fishery is currently open, it is important to immediately inform the industry... and efficient operation of this fishery, to allow the industry to plan for the fishing season, and to...

  6. 78 FR 53076 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2013-08-28

    ... the most recent fisheries data in a timely fashion and would delay the reallocation of Pacific cod... industry as to the revised allocations. Immediate notification is necessary to allow for the orderly conduct and efficient operation of this fishery, to allow the industry to plan for the fishing season, and...

  7. 77 FR 65837 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2012-10-31

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified for catcher... is currently open, it is important to immediately inform the industry as to the revised allocations..., to allow the industry to plan for the fishing season, and to avoid potential disruption to the...

  8. 75 FR 55689 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Yellowfin Sole in the Bering...

    Science.gov (United States)

    2010-09-14

    ... fisheries data in a timely fashion and would delay the reallocation of yellowfin sole from the BSAI trawl... is important to immediately inform the industry as to the revised allocations. Immediate notification... industry to plan for the fishing season, and to avoid potential disruption to the fishing fleet as well as...

  9. 77 FR 8176 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2012-02-14

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from jig... fishery is currently open, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  10. 78 FR 49200 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pollock in the Bering Sea...

    Science.gov (United States)

    2013-08-13

    ... most recent fisheries data in a timely fashion and would delay the reallocation of Aleutian Islands... industry as to the final Bering Sea subarea pollock allocations. Immediate notification is necessary to allow for the orderly conduct and efficient operation of this fishery; allow the industry to plan for...

  11. 77 FR 66564 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Western...

    Science.gov (United States)

    2012-11-06

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from catcher... open, it is important to immediately inform the industry as to the revised allocations. Immediate... the industry to plan for the fishing season, and to avoid potential disruption to the fishing fleet as...

  12. 75 FR 19562 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2010-04-15

    ... fisheries data in a timely fashion and would delay the reallocation of Pacific cod specified from jig... fishery is currently open, it is important to immediately inform the industry as to the revised... this fishery, to allow the industry to plan for the fishing season, and to avoid potential disruption...

  13. 76 FR 76903 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2011-12-09

    ... the most recent fisheries data in a timely fashion and would delay the reallocation of Pacific cod... industry as to the revised allocations. Immediate notification is necessary to allow for the orderly conduct and efficient operation of this fishery, to allow the industry to plan for the fishing season, and...

  14. 78 FR 5143 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pollock in the Bering Sea...

    Science.gov (United States)

    2013-01-24

    ... a timely fashion and would delay the reallocation of AI pollock. Since the pollock fishery opens January 20, 2013, it is important to immediately inform the industry as to the final Bering Sea subarea... operation of this fishery; allow the industry to plan for the fishing season and avoid potential disruption...

  15. 75 FR 52478 - Fisheries of the Exclusive Economic Zone Off Alaska; Reallocation of Pacific Cod in the Bering...

    Science.gov (United States)

    2010-08-26

    ... a timely fashion and would delay the reallocation of Pacific cod specified from trawl catcher... catcher vessel Pacific cod fishery is currently open, it is important to immediately inform the industry... and efficient operation of this fishery, to allow the industry to plan for the fishing season, and to...

  16. 42 CFR 57.304 - Payment of Federal capital contributions and reallocation of funds remitted to the Secretary.

    Science.gov (United States)

    2010-10-01

    ... IMPROVEMENTS, SCHOLARSHIPS AND STUDENT LOANS Nursing Student Loans § 57.304 Payment of Federal capital... time of payment to be available for that fiscal year for the Nursing Student Loan program as the number... unnecessary accumulations of money in any nursing student loan fund. (c) Reallocation of funds remitted to the...

  17. 75 FR 14479 - Reallocation of Unused Fiscal Year 2010 Tariff-Rate Quota Volume for Raw Cane Sugar

    Science.gov (United States)

    2010-03-25

    ... TRADE REPRESENTATIVE Reallocation of Unused Fiscal Year 2010 Tariff-Rate Quota Volume for Raw Cane Sugar... fiscal year (FY) 2010 in-quota quantity of the tariff-rate quota (TRQ) for imported raw cane sugar. DATES... maintains TRQs for imports of raw cane and refined sugar. Section 404(d)(3) of the Uruguay Round Agreements...

  18. 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)

  19. Public health and the economy could be served by reallocating medical expenditures to social programs.

    Science.gov (United States)

    Tran, Linda Diem; Zimmerman, Frederick J; Fielding, Jonathan E

    2017-12-01

    As much as 30% of US health care spending in the United States does not improve individual or population health. To a large extent this excess spending results from prices that are too high and from administrative waste. In the public sector, and particularly at the state level, where budget constraints are severe and reluctance to raise taxes high, this spending crowds out social, educational, and public-health investments. Over time, as spending on medical care increases, spending on improvements to the social determinants of health are starved. In California the fraction of General Fund expenditures spent on public health and social programs fell from 34.8% in fiscal year 1990 to 21.4% in fiscal year 2014, while health care increased from 14.1% to 21.3%. In spending more on healthcare and less on other efforts to improve health and health determinants, the state is missing important opportunities for health-promoting interventions with a strong financial return. Reallocating ineffective medical expenditures to proven and cost-effective public health and social programs would not be easy, but recognizing its potential for improving the public's health while saving taxpayers billions of dollars might provide political cover to those willing to engage in genuine reform. National estimates of the percent of medical spending that does not improve health suggest that approximately $5 billion of California's public budget for medical spending has no positive effect on health. Up to 10,500 premature deaths could be prevented annually by reallocating this portion of medical spending to public health. Alternatively, the same expenditure could help an additional 418,000 high school students to graduate.

  20. Public health and the economy could be served by reallocating medical expenditures to social programs

    Directory of Open Access Journals (Sweden)

    Linda Diem Tran

    2017-12-01

    Full Text Available As much as 30% of US health care spending in the United States does not improve individual or population health. To a large extent this excess spending results from prices that are too high and from administrative waste. In the public sector, and particularly at the state level, where budget constraints are severe and reluctance to raise taxes high, this spending crowds out social, educational, and public-health investments. Over time, as spending on medical care increases, spending on improvements to the social determinants of health are starved. In California the fraction of General Fund expenditures spent on public health and social programs fell from 34.8% in fiscal year 1990 to 21.4% in fiscal year 2014, while health care increased from 14.1% to 21.3%. In spending more on healthcare and less on other efforts to improve health and health determinants, the state is missing important opportunities for health-promoting interventions with a strong financial return. Reallocating ineffective medical expenditures to proven and cost-effective public health and social programs would not be easy, but recognizing its potential for improving the public's health while saving taxpayers billions of dollars might provide political cover to those willing to engage in genuine reform. National estimates of the percent of medical spending that does not improve health suggest that approximately $5 billion of California's public budget for medical spending has no positive effect on health. Up to 10,500 premature deaths could be prevented annually by reallocating this portion of medical spending to public health. Alternatively, the same expenditure could help an additional 418,000 high school students to graduate.

  1. 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

  2. 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...

  3. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...

  4. 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 ...

  5. 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 ...

  6. 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).

  7. 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

  8. CHIEF OF STAFF FINANCE

    African Journals Online (AJOL)

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

  9. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2007-01-01

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

  10. Cross-sectional and prospective impact of reallocating sedentary time to physical activity on children's body composition.

    Science.gov (United States)

    Sardinha, Luís B; Marques, Adilson; Minderico, Cláudia; Ekelund, Ulf

    2017-10-01

    The amount of time children spend in sedentary behaviours may have adverse health effects. To examine the substitution effects of displacing a fixed duration of sedentary time with physical activity (PA) on children's body composition. We included 386 children (197 boys). Outcomes were body mass index, waist circumference, total body fat mass and trunk fat mass assessed by dual-energy X-ray absorptiometry. Sedentary time and PA were measured with accelerometers. Data were analysed by isotemporal analyses estimating the effect of reallocating 15 and 30 min d -1 of sedentary time into light (light physical activity), and moderate-to-vigorous (MVPA) PA on body composition. Reallocating 15 and 30 min d -1 of sedentary time into MVPA was negatively associated with body fatness in cross-sectional analyses. Prospectively, reallocating 30 min of sedentary time into 30 min of MVPA was negatively associated with waist circumference (β = -1.11, p body fat mass (β = -0.48, p  0.05) with body fatness outcomes. Substituting sedentary time with MVPA using isotemporal analysis is associated with positive effects on body composition. © 2016 World Obesity Federation.

  11. Energy reallocation to breeding performance through improved nest building in laboratory mice.

    Directory of Open Access Journals (Sweden)

    Brianna N Gaskill

    Full Text Available Mice are housed at temperatures (20-26 °C that increase their basal metabolic rates and impose high energy demands to maintain core temperatures. Therefore, energy must be reallocated from other biological processes to increase heat production to offset heat loss. Supplying laboratory mice with nesting material may provide sufficient insulation to reduce heat loss and improve both feed conversion and breeding performance. Naïve C57BL/6, BALB/c, and CD-1 breeding pairs were provided with bedding alone, or bedding supplemented with either 8 g of Enviro-Dri, 8 g of Nestlets, for 6 months. Mice provided with either nesting material built more dome-like nests than controls. Nesting material improved feed efficiency per pup weaned as well as pup weaning weight. The breeding index (pups weaned/dam/week was higher when either nesting material was provided. Thus, the sparing of energy for thermoregulation of mice given additional nesting material may have been responsible for the improved breeding and growth of offspring.

  12. Talk the Walk: Does Socio-Cognitive Resource Reallocation Facilitate the Development of Walking?

    Science.gov (United States)

    Geva, Ronny; Orr, Edna

    2016-01-01

    Walking is of interest to psychology, robotics, zoology, neuroscience and medicine. Human's ability to walk on two feet is considered to be one of the defining characteristics of hominoid evolution. Evolutionary science propses that it emerged in response to limited environmental resources; yet the processes supporting its emergence are not fully understood. Developmental psychology research suggests that walking elicits cognitive advancements. We postulate that the relationship between cognitive development and walking is a bi-directional one; and further suggest that the initiation of novel capacities, such as walking, is related to internal socio-cognitive resource reallocation. We shed light on these notions by exploring infants' cognitive and socio-communicative outputs prospectively from 6-18 months of age. Structured bi/tri weekly evaluations of symbolic and verbal development were employed in an urban cohort (N = 9) for 12 months, during the transition from crawling to walking. Results show links between preemptive cognitive changes in socio-communicative output, symbolic-cognitive tool-use processes, and the age of emergence of walking. Plots of use rates of lower symbolic play levels before and after emergence of new skills illustrate reductions in use of previously attained key behaviors prior to emergence of higher symbolic play, language and walking. Further, individual differences in age of walking initiation were strongly related to the degree of reductions in complexity of object-use (r = .832, p walking; r = .729, p walking initiation (r = .901, pwalking.

  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. Climate change convention : reallocation of carbon dioxide emissions; Convenzione sui cambiamenti climatici: ipotesi per una assegnazione di quote di emissioni di anidride carbonica

    Energy Technology Data Exchange (ETDEWEB)

    Turchetti, P.; Venanzi, M. [ENEA, Centro Ricerche Casaccia, Rome (Italy). Dip. Ambiente

    1995-07-01

    In 1992, during the United Nation`s Conference on Environment and Development, held in Rio de Janeiro, the Framework Convention on Climate Change was signed. The ultimate objective of this Convention is the control and the reduction of greenhouse gas releases from human activities, to achieve stabilization of greenhouse gas concentrations in the atmosphere. The purpose of this research is to provide a reallocation of carbon dioxide important greenhouse gas, among nine countries representing the different geopolitical worldwide situations. Demographic, socioeconomic and environmental criteria have been taken into account. Some of these issues have been proposed in the international negotiating context. In order to apportion emissions the Analytic Hierarchy Process (AHP) has been used. The AHP is a multi objective decision-making technique employing a method of pairwise comparisons to rank order alternatives of a problem formulated in a hierarchic structure by computing the largest eigenvalue of the pairwise comparisons matrix. Moreover, the AHP approach enables one to deal with both quantitative and qualitative factors in a logical fashion. The findings summarize the different indicators considered representing the proposals of the parties involved in the international debate.

  15. 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

  16. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

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

  17. 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

  18. 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.

  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 ...

  20. Modeling soil organic matter reallocation in soil enhanced by fungal growth

    Science.gov (United States)

    Battaïa, G.; Falconer, R. E.; Otten, W.

    2012-04-01

    Soil, as a huge carbon reservoir having a large interface with the atmosphere, has a major role in understanding global carbon cycle. Yet, its structure gives rise to an extremely complex ecosystem in which chemical fluxes are difficult to describe. Amongst microbial organisms that inhabit soil, fungi represent an entire kingdom of life that has developed its own strategy to adapt its environment. They are thus known to have a particular importance for the reallocation of carbon (and other elements) as they are able to build a mycelium structure that can spread over several meters and through which nutrients can be translocated. This study, based on simulations, is dedicated to enlighten the role of fungal colonization to generate an ecosystem in which coexists disperse biological hotspots. The simulation environment is reconstructed from thresholded computed tomography images of soil samples. Soil organic matter acting as a resource for fungi is assumed to occur first in a particulate solid state (POM). It is degraded into dissolved organic carbon (DOC) through enzymatic activity of fungi. Fungal uptake converts DOC into an internal resource that diffuses through the mycelium and helps it for further colonization. The fungal model is an adaptation of a previously developed model. In addition to internal resource, it accounts for two states of biomass: non-insulated and insulated. One is converted into the other by insulation which is the analog of an ageing process. Being insulated, the interaction rates of the biomass with the environment (degradation and uptake) become slower and the ability to diffuse in the pore space is lost. This aims at producing a more stable state of the mycelium when all resource has been consumed. Spatially simulations reveal a transient state in POM-fungi interaction characterized by a large spread of DOC in the pore space. It is then followed by an enhanced fungal growth toward these areas. Finally a steady state occurs in which DOC

  1. An agent-based simulation combined with group decision-making technique for improving the performance of an emergency department

    Directory of Open Access Journals (Sweden)

    M. Yousefi

    Full Text Available This study presents an agent-based simulation modeling in an emergency department. In a traditional approach, a supervisor (or a manager allocates the resources (receptionist, nurses, doctors, etc. to different sections based on personal experience or by using decision-support tools. In this study, each staff agent took part in the process of allocating resources based on their observation in their respective sections, which gave the system the advantage of utilizing all the available human resources during the workday by being allocated to a different section. In this simulation, unlike previous studies, all staff agents took part in the decision-making process to re-allocate the resources in the emergency department. The simulation modeled the behavior of patients, receptionists, triage nurses, emergency room nurses and doctors. Patients were able to decide whether to stay in the system or leave the department at any stage of treatment. In order to evaluate the performance of this approach, 6 different scenarios were introduced. In each scenario, various key performance indicators were investigated before and after applying the group decision-making. The outputs of each simulation were number of deaths, number of patients who leave the emergency department without being attended, length of stay, waiting time and total number of discharged patients from the emergency department. Applying the self-organizing approach in the simulation showed an average of 12.7 and 14.4% decrease in total waiting time and number of patients who left without being seen, respectively. The results showed an average increase of 11.5% in total number of discharged patients from emergency department.

  2. Night nursing – staff's working experiences

    Directory of Open Access Journals (Sweden)

    Campbell Ann-Mari

    2008-10-01

    Full Text Available Abstract Background Although the duties and working conditions of registered, and enrolled nurses have previously been described from different perspectives, they have not been examined from the night nursing aspect. The aim of the study was to describe the night nursing staff's working experiences. Methods The design of the study is qualitative and descriptive. Interviews were conducted with 10 registered and 10 enrolled nurses working as night staff at a Swedish University Hospital. The interview guide was thematic and concerned the content of their tasks, as well as the working conditions that constitute night nursing. In addition, the interviews were transcribed verbatim and analyzed using content analysis. Results The night duties have to be performed under difficult conditions that include working silently in dimmed lighting, and making decisions when fatigue threatens. According to the night staff, its main goals are to provide the patients with rest and simultaneously ensure qualified care. Furthermore, the night nursing staff must prepare the ward for the daytime activities. Conclusion The most important point is the team work, which developed between the registered and enrolled nurses and how necessary this team work is when working at night. In order for nurses working at night to be fully appreciated, the communication between day and night staff in health care organizations needs to be developed. Furthermore, it is important to give the night staff opportunities to use its whole field of competence.

  3. How libraries make tough choices in difficult times purposeful abandonment

    CERN Document Server

    Stern, David

    2013-01-01

    Contemporary library managers face the need to make difficult choices regarding resource allocation in the modern business environment. How Libraries Make Tough Choices in Difficult Times is a practical guide for library managers, offering techniques to analyze existing and potential services, implement best practices for maximizing existing resources, and utilize pressing financial scenarios in order to justify making difficult reallocation decisions. The book begins by asking the fundamental questions of why, what, and how, moving on to look at how to manage expectations and report to both a

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

    Science.gov (United States)

    Koen, D; Muller, M; Poggenpoel, M

    1995-03-01

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

  5. 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.

  6. 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...

  7. 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)

  8. Decision making about medical interventions in the end-of-life care of people with intellectual disabilities: a national survey of the considerations and beliefs of GPs, ID physicians and care staff.

    NARCIS (Netherlands)

    Bekkema, N.; Veer, A.J.E. de; Wagemans, A.M.A.; Hertogh, C.M.P.M.; Francke, A.L.

    2014-01-01

    Objective: This paper explores the personal beliefs and specific considerations of professionals regarding decisions about potentially burdensome medical interventions in the end-of-life care for people with intellectual disabilities (ID). Methods: A survey questionnaire covering decision making

  9. Decision making about medical interventions in the end-of-life care of people with intellectual disabilities: A national survey of the considerations and beliefs of GPs, ID physicians and care staff

    NARCIS (Netherlands)

    Bekkema, N.; de Veer, A.J.E.; Wagemans, A.M.A.; Hertogh, C.M.P.M.; Francke, A.L.

    2014-01-01

    Objective: This paper explores the personal beliefs and specific considerations of professionals regarding decisions about potentially burdensome medical interventions in the end-of-life care for people with intellectual disabilities (ID). Methods: A survey questionnaire covering decision making

  10. NICU consultants and support staff

    Science.gov (United States)

    Newborn intensive care unit - consultants and support staff; Neonatal intensive care unit - consultants and support staff ... a baby's nipple-feeding readiness and oral-motor skills. Speech therapists will also help with feeding skills ...

  11. 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

  12. STAFF VACANCY LIST

    CERN Multimedia

    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

  13. Rebalancing brain drain: exploring resource reallocation to address health worker migration and promote global health.

    Science.gov (United States)

    Mackey, Timothy Ken; Liang, Bryan Albert

    2012-09-01

    Global public health is threatened by an imbalance in health worker migration from resource-poor countries to developed countries. This "brain drain" results in health workforce shortages, health system weakening, and economic loss and waste, threatening the well-being of vulnerable populations and effectiveness of global health interventions. Current structural imbalances in resource allocation and global incentive structures have resulted in 57 countries identified by WHO as having a "critical shortage" of health workers. Yet current efforts to strengthen domestic health systems have fallen short in addressing this issue. Instead, global solutions should focus on sustainable forms of equitable resource sharing. This can be accomplished by adoption of mandatory global resource and staff-sharing programs in conjunction with implementation of state-based health services corps. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

  14. 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 ...

  15. Cutting hospital costs without cutting staff.

    Science.gov (United States)

    Ortiz, John P

    2011-10-01

    A hospital that is seeking ways to cut costs without compromising care should resist the temptation to lay off staff and instead make it a priority to improve efficiencies. This approach requires a formal program to identify and analyze all of the hospital's processes. The focus of the analysis should be to determine which activities are being performed efficiently, which are being performed inefficiently, and which are unnecessary. This effort will achieve the greatest success if it is customer-centric.

  16. 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.

  17. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

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

  18. A staff allocation model for mental health facilities.

    Science.gov (United States)

    Lyons, J P; Young, J P

    1976-01-01

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

  19. The administrative staff recruitment and selection in Romanian public higher education institutions

    OpenAIRE

    Luminita Mihaela Strajeri

    2009-01-01

    Administrative staff, it will be argued, is essential to the activity of higher education. Adminis-trative staff make up about 44% of the Romanian public higher education workforce, working directly with students and providing services that allow schools to function. There is a major shortfall in the effort and attention now being devoted to the administrative staff of all kinds, despite the workload and importance of this staff. The paper looks at some of the challenges facing higher educati...

  20. Associations of reallocating sitting time into standing or stepping with glucose, insulin and insulin sensitivity: a cross-sectional analysis of adults at risk of type 2 diabetes.

    Science.gov (United States)

    Edwardson, Charlotte L; Henson, Joe; Bodicoat, Danielle H; Bakrania, Kishan; Khunti, Kamlesh; Davies, Melanie J; Yates, Thomas

    2017-01-13

    To quantify associations between sitting time and glucose, insulin and insulin sensitivity by considering reallocation of time into standing or stepping. Cross-sectional. Leicestershire, UK, 2013. Adults aged 30-75 years at high risk of impaired glucose regulation (IGR) or type 2 diabetes. 435 adults (age 66.8±7.4 years; 61.7% male; 89.2% white European) were included. Participants wore an activPAL3 monitor 24 hours/day for 7 days to capture time spent sitting, standing and stepping. Fasting and 2-hour postchallenge glucose and insulin were assessed; insulin sensitivity was calculated by Homeostasis Model Assessment of Insulin Secretion (HOMA-IS) and Matsuda-Insulin Sensitivity Index (Matsuda-ISI). Isotemporal substitution regression modelling was used to quantify associations of substituting 30 min of waking sitting time (accumulated in prolonged (≥30 min) or short (sitting to short sitting time and to standing was associated with 4% lower fasting insulin and 4% higher HOMA-IS; reallocation of prolonged sitting to standing was also associated with a 5% higher Matsuda-ISI. Reallocation to stepping was associated with 5% lower 2-hour glucose, 7% lower fasting insulin, 13% lower 2-hour insulin and a 9% and 16% higher HOMA-IS and Matsuda-ISI, respectively. Reallocation of short sitting time to stepping was associated with 5% and 10% lower 2-hour glucose and 2-hour insulin and 12% higher Matsuda-ISI. Results were not modified by IGR status or sex. Reallocating a small amount of short or prolonged sitting time with standing or stepping may improve 2-hour glucose, fasting and 2-hour insulin and insulin sensitivity. Findings should be confirmed through prospective and intervention research. ISRCTN31392913, Post-results. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  1. 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.

  2. Airport Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Clausen, Tommy

    Modern airports are centers of transportation that service a large number of aircraft and passengers every day. To facilitate this large volume of transportation, airports are subject to many logistical and decision problems that must continuously be solved to make sure each flight and passenger ...

  3. Staff Definitions of Challenging Behavior.

    Science.gov (United States)

    Elgie, Sarah; Hastings, Richard P.

    2002-01-01

    Fifty staff working with adults with mental retardation rated potentially challenging behaviors in terms of: (1) whether they thought the behaviors were challenging, and (2) whether the behaviors should be the focus of intervention. Results found that staff were less likely to identify as challenging those behaviors having negative effects on…

  4. Optimal inventory reallocation to customer orders in ceramic tile companies characterized by the lack of homogeneity in the product (LHP); Reasignacion optima del inventario a pedidos en empresas ceramicas caracterizadas por la falta de homogeneidad en el producto (FHP)

    Energy Technology Data Exchange (ETDEWEB)

    Alemany, M. M. E.; Alarcon, F.; Oltra, R. F.; Lario, B. C.

    2013-02-01

    The lack of homogeneity in the product (LHP) is defined as the lack of uniformity required by the customer in the products. The LHP appears in companies where the final products obtained are not homogeneous, leading to the existence of different references (subtypes) of the same product. This lack of homogeneity is a problem when the client needs to be served through homogeneous units of a product and commit orders are based on planned quantities, whose final homogeneity characteristics are unknown at the time of acquiring the customer commitments. The frequent discrepancies caused by the LHP between planned homogeneous amounts and those actually obtained and available, can prevent the delivery of committed orders. To solve this problem, we propose a mathematical programming model for the reallocation of inventory in Make to Stock (MTS) ceramic tile companies characterized by the LHP that combines multiple objectives. The proposed mathematical model has been validated by its application to a real case of a ceramic company. The analysis of the obtained results indicates significant improvements in the number of orders completed on time and in sales revenue achieved. (Author) 33 refs.

  5. Efficient leadership and staff motivation in a chosen firm

    OpenAIRE

    VLÁŠKOVÁ, Dagmar

    2010-01-01

    This bachelor work deals with the leadership and staff motivation. The main object was a detection of the mistakes which the managers in a chosen firm make in this sphere. The alternate targets were to analyse the staff satisfaction with their leaders and to detect the managers´ style of leading. The close of my work contains my own suggestions and recommendations how to eliminate the detected mistakes and how to improve current situation in a firm.

  6. Reallocating risks and returns to scale up adoption of distributed electricity resources

    International Nuclear Information System (INIS)

    Kulatilaka, Nalin; Santiago, Leonardo; Vakili, Pirooz

    2014-01-01

    Deployment of distributed electricity resources requires bringing together assets that belong to diverse and geographically diffuse owners. Using the example of distributed solar PV, we analyze the schemes used to encourage/induce owners of distributed assets to make them available for electricity generation. The dominant model in the U.S. is long term power purchase agreements (PPA) offered to owners/consumers by solar developers. We show that these agreements (mis)allocate the electricity price risk to owners/consumers and impose limitations on the scale up of distributed solar. By proper use of financial markets it is possible to shift the electricity price risk from owners/consumers to parties that are better positioned to manage it. The proposed contracts simplify the adoption decision for owners/consumers and can lead to a wider adoption. Removing barriers to scale up requires (i) eliminating the tight coupling between consumers and owners and (ii) rewarding the owners unambiguously for the assets they provide. These necessitate the transformation of the current intermediary firms into full-fledged distributed generators. We discuss the implications of such a transformation and argue that the broad outline of our analysis can be used to assess scale up schemes in other domains of distributed electricity resources as well. - Highlights: • We analyze schemes used to induce owners of distributed assets to make them available for electricity generation. • We show that power purchase agreements used in solar PV “misallocate” electricity price risk to owners/consumers. • We propose new contracts forms that shift price risk from consumers to parties that are better able to manage it. • Full-fledged distributed generators are created by unambiguously rewarding owners and de-coupling consumption/ownership. • We argue that our analysis can be used to assess scale up schemes in other domains of distributed electricity resources

  7. 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...

  8. [Burnout syndrome among health staff].

    Science.gov (United States)

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

    2006-01-01

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

  9. Making Blackness, Making Policy

    OpenAIRE

    Geller, Peter

    2012-01-01

    Too often the acknowledgment that race is a social construction ignores exactly how this construction occurs. By illuminating the way in which the category of blackness and black individuals are made, we can better see how race matters in America. Antidiscrimination policy, social science research, and the state's support of its citizens can all be improved by an accurate and concrete definition of blackness. Making Blackness, Making Policy argues that blackness and black people are literally...

  10. 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

  11. 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)

  12. Staff Knowledge, Adherence to Infection Control Recommendations ...

    African Journals Online (AJOL)

    Staff Knowledge, Adherence to Infection Control Recommendations and Seroconversion Rates in Hemodialysis Centers in Khartoum. ... Adherence of staff members to infection control recommendations was evaluated by direct observation. Results: ... A structured training program for HD staff members is urgently required.

  13. Achieving a Risk-Informed Decision-Making Environment at NASA: The Emphasis of NASA's Risk Management Policy

    Science.gov (United States)

    Dezfuli, Homayoon

    2010-01-01

    This slide presentation reviews the evolution of risk management (RM) at NASA. The aim of the RM approach at NASA is to promote an approach that is heuristic, proactive, and coherent across all of NASA. Risk Informed Decision Making (RIDM) is a decision making process that uses a diverse set of performance measures along with other considerations within a deliberative process to inform decision making. RIDM is invoked for key decisions such as architecture and design decisions, make-buy decisions, and budget reallocation. The RIDM process and how it relates to the continuous Risk Management (CRM) process is reviewed.

  14. 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.

  15. 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

  16. 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

  17. 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...

  18. 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...

  19. Staff Development for School Improvement: An Illustration.

    Science.gov (United States)

    Edelfelt, Roy A., Ed.

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

  20. 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...

  1. 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...

  2. Assessment of staff ICT literacy competence in Nigerian federal ...

    African Journals Online (AJOL)

    This paper discussed information communication technology (ICT) literacy as the relative measure of library staff's capacity to make appropriate use of ICTs for information acquisition, organization, retrieval and dissemination. It also examined the impact of Information and Communication Technology (ICT) literacy on the ...

  3. English for Airport Ground Staff

    Science.gov (United States)

    Cutting, Joan

    2012-01-01

    This article describes part of a European Commission Leonardo project that aimed to design a multimedia course for English language learners seeking work as ground staff in European airports. The structural-functional analysis of the dialogues written from the course showed that, across the four trades explored (security guards, ground handlers,…

  4. Agency Directionality and Staff Individuality.

    Science.gov (United States)

    Hurst, James C.; And Others

    Psychologists who choose work as members of counseling agencies are likely to experience some dissonance between what their individual interests and skills would have them do professionally and what they are asked to do as a staff member of the agency. Conversely, as a component of a larger institution or community, an agency's very existence may…

  5. Creativity in nursing staff development.

    Science.gov (United States)

    Geyer, K A; Korte, P D

    1990-01-01

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

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

    Science.gov (United States)

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

    2017-08-01

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

  7. 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

  8. 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

  9. An Assessment Scale of ECB: Perspectives from the Faculty and Staff of Technical Colleges in Taiwan

    Science.gov (United States)

    Tseng, Shu-Hui

    2011-01-01

    Faculty and staff in Taiwanese technical colleges are required to perform school self-evaluations. Most members of technical colleges come from postsecondary schools and are thus unfamiliar with school self-evaluation procedures. An effective school self-evaluation involves a complete ECB, making it necessary to build faculty and staff evaluation…

  10. Reimagining the Role of Human Services Workers: Staff Experiences of a Social Change Initiative

    Science.gov (United States)

    Spencer-Cavaliere, Nancy; Kingsley, Bethan C.; Norris, Carmen

    2018-01-01

    Despite recognition that social inclusion is a primary goal within the field of human services, people with disabilities continue to live lives of clienthood, marginalisation, and exclusion and human services staff struggle to make social inclusion a priority. The purpose of this study was to explore the perspectives of human services staff about…

  11. 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.

  12. 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.

  13. 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.

  14. Managing a multicultural radiology staff.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Giger, J

    1997-01-01

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

  15. 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...

  16. 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   ...

  17. The Staff Association, TREF, Finance Committee and CERN Council

    CERN Multimedia

    Staff Association

    2016-01-01

    The Staff Association, following its participatory and consensual approach, always tries to find the best possible agreements for the Organization and its staff. For this our main assets are in discussion and consultation with the management, explanatory work and persuasion at TREF, and in other meetings, with delegates from Member States. TREF (Tripartite Employment Conditions Forum), a forum for exchange and discussion "The objective of the Forum is to improve the decision-making process by giving those concerned the opportunity and time to understand fully the positions of all participants." (CERN / RTG / 8) The Tripartite Forum on Employment Conditions (TREF) was created by CERN Council in June 1994 and is composed of representatives of the Member States, the Management and the Staff Association. The forum is tasked with the studies of remuneration and employment conditions at CERN and does not have decision authority. As its name suggests, TREF allows an exchange of views between the th...

  18. Does Finnish hospital staff job satisfaction vary across occupational groups?

    Science.gov (United States)

    2013-01-01

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

  19. 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

  20. The Joint Staff Officer's Guide 2000

    National Research Council Canada - National Science Library

    2000-01-01

    The Joint Forces Staff College (JFSC) educates staff officers and other leaders in joint operational-level planning and warfighting and instills a commitment to joint, multinational, and interagency teamwork, attitudes, and perspectives...

  1. Perceived role legitimacy and role importance of Australian school staff in addressing student cannabis use.

    Science.gov (United States)

    Gates, Peter J; Norberg, Melissa M; Dillon, Paul; Manocha, Ramesh

    2013-01-01

    The high prevalence of cannabis use by Australian secondary school students makes schools an ideal setting for the delivery of substance use prevention programs. Although efficacious school-based cannabis prevention programs exist, there is scant research investigating the perceived role legitimacy and role importance of school staff. As such, this study surveyed a sample of 1691 Australian school staff by utilizing Generation Next seminars which are attended by professionals working with young people. The self-completed survey identified that, despite elevated contact with students relative to other school staff, teachers reported the least role importance and legitimacy of all school staff. Further, teachers reported the lowest level of staff drug education training, which was an important predictor of an increased feeling of role importance and legitimacy among school staff.

  2. 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.

  3. 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.

  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. Get the Staff You Need This Summer.

    Science.gov (United States)

    Phillips, Christy L.

    1997-01-01

    Strategies for recruiting camp staff include tailoring messages to the needs and interests of prospective staff; utilizing former staff; hiring older workers; encouraging parents, former campers, and special interest groups to volunteer; and offering competitive pay. Provides an example of a target population (Generation X, born 1963-83) and key…

  6. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  7. Self Efficacy among University Academic Staff

    African Journals Online (AJOL)

    There was no significant difference between teaching staff and professional librarians on collective educators' self efficacy but significant difference existed between male and female academic staff on collective educators' self efficacy. The implication of the result in terms of collaborative work among academic staff was ...

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. Lone ranger decision making versus consensus decision making: Descriptive analysis

    Directory of Open Access Journals (Sweden)

    Maite Sara Mashego

    2015-11-01

    Full Text Available Consensus decision making, concerns group members make decisions together with the requirement of reaching a consensus that is all members abiding by the decision outcome. Lone ranging worked for sometime in a autocratic environment. Researchers are now pointing to consensus decision-making in organizations bringing dividend to many organizations. This article used a descriptive analysis to compare the goodness of consensus decision making and making lone ranging decision management. This article explored the models, roles, tools and methods of consensus decision making. The results were that consensus decision making brings people together and cements the relationship among employees. The lone ranger’s decision is only consented to by staff but inwardly disagreeable resulting in short term benefits but long term collapse of organizations.

  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 colle...

  15. 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...

  16. 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&...

  17. Review of utility staff training and certification

    International Nuclear Information System (INIS)

    1999-04-01

    The Advisory Committee on Nuclear Safety (ACNS) has reviewed the nuclear utility training programs in Canada and the Atomic Energy Control Board (AECB) certification program, to determine their effectiveness in meeting current and future needs. It has also looked briefly at the practices in other countries and in the aviation industry in Canada, by way of comparison. While a quantitative measure of effectiveness was beyond the scope of this review, on a purely qualitative basis the ACNS concludes that the current training and certification regime produces qualified operators, but not necessarily in the most effective way. The report makes five recommendations. The thrust of these recommendations is towards a more effective and streamlined training and certification regime based on strict adherence to the Systematic Approach to Training (SAT) methodology combined with independent verification through a peer review and accreditation process. The Committee believes that training and qualification of nuclear power plant operating staff is the complete responsibility of the utilities and that the role of the AECB is to audit the process to ensure that the utilities discharge their responsibility appropriately. In other words, the AECB should deal with operator training and certification in the same way that it deals with other aspects of nuclear power plant operation that are important to health, safety, security and the environment - by inspections and audits. The Committee believes that the proposed regulatory requirement for recertification of certain nuclear power plant operating staff, which would come into effect when the new Regulations are promulgated, is not consistent with the government's thrust and with how the AECB regulates other aspects of nuclear power plant operations. (author)

  18. Research staff and public engagement

    DEFF Research Database (Denmark)

    Davies, Sarah Rachael

    2013-01-01

    Public engagement plays an important role in the contemporary UK academy, and is promoted through initiatives such as Beacons of Public Engagement and research grant 'Pathways to Impact'. Relatively little is known, however, about academic experiences of such engagement activities. This study...... 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...... involved in participating in them are profound. While researchers report practical needs, such as for logistical support or communication training, key barriers relate to the conditions of contract research more generally, and specifically to job insecurity, transiency, and lack of autonomy....

  19. Staff Training in Autism: The One-Eyed Wo/Man….

    Science.gov (United States)

    Dillenburger, Karola; McKerr, Lyn; Jordan, Julie-Ann; Keenan, Mickey

    2016-07-16

    Having well-trained staff is key to ensuring good quality autism services, especially since people affected with autism generally tend to have higher support needs than other populations in terms of daily living, as well as their mental and physical health. Poorly-trained staff can have detrimental effects on service provision and staff morale and can lead to staff burn-out, as well as increased service user anxiety and stress. This paper reports on a survey with health, social care, and education staff who work within the statutory autism services sector in the UK that explored their knowledge and training with regards to autism. Interview data obtained from staff and service users offer qualitative illustrations of survey findings. Overall, the findings expose an acute lack of autism-specific training that has detrimental impacts. At best, this training was based on brief and very basic awareness raising rather than on in-depth understanding of issues related to autism or skills for evidence-based practice. Service users were concerned with the effects that the lack of staff training had on the services they received. The paper concludes with a discussion of policy routes to achieving quality staff training based on international best practice. The focus is on improving the quality of life and mental health for services users and staff, as well as making potentially significant cost-savings for governments.

  20. Staff Training in Autism: The One-Eyed Wo/Man…

    Directory of Open Access Journals (Sweden)

    Karola Dillenburger

    2016-07-01

    Full Text Available Having well-trained staff is key to ensuring good quality autism services, especially since people affected with autism generally tend to have higher support needs than other populations in terms of daily living, as well as their mental and physical health. Poorly-trained staff can have detrimental effects on service provision and staff morale and can lead to staff burn-out, as well as increased service user anxiety and stress. This paper reports on a survey with health, social care, and education staff who work within the statutory autism services sector in the UK that explored their knowledge and training with regards to autism. Interview data obtained from staff and service users offer qualitative illustrations of survey findings. Overall, the findings expose an acute lack of autism-specific training that has detrimental impacts. At best, this training was based on brief and very basic awareness raising rather than on in-depth understanding of issues related to autism or skills for evidence-based practice. Service users were concerned with the effects that the lack of staff training had on the services they received. The paper concludes with a discussion of policy routes to achieving quality staff training based on international best practice. The focus is on improving the quality of life and mental health for services users and staff, as well as making potentially significant cost-savings for governments.

  1. Make distribuido

    OpenAIRE

    Aredis Sebastião de Oliveira

    1997-01-01

    Resumo: Este trabalho apresenta o projeto e a implementação de um Make Distribuído (MakeD) baseado na conhecida ferramenta make. A aplicação cliente/selVidor MakeD permite usar uma rede de computadores como um re~urso computacional único para minimizar o tempo gasto no processo de make durante o desenvolvimento de projetos de médio e grande porte. Num ambiente de desenvolvimento típico uma estação cliente apresenta um padrão de uso de CPU com curtos períodos de intensa utilização e longos per...

  2. Psychological impact of the Canterbury earthquakes on university staff.

    Science.gov (United States)

    Bell, Caroline; Carter, Frances; Boden, Joseph; Wilkinson, Tim; McKenzie, Jan; Ali, Anthony

    2016-02-19

    To assess the impact of the Canterbury earthquakes on the psychological functioning of university staff, to identify predictors of adverse psychological functioning and to survey how different aspects of work roles (academic, teaching, clinical, administrative) were affected. Eighteen months following the most severe earthquake, 119 staff from the University of Otago based in Christchurch completed a retrospective survey. This included demographic information, a measure of earthquake exposure, standardised and self-rated measures to identify psychological distress and measures of how people perceived different aspects of their work roles were impacted. A substantial minority of staff reported moderate-extreme difficulties on the Depression, Anxiety and Stress Scale (DASS) subscales 18 months following the most severe earthquake (Depression=9%; Anxiety=3%; Stress =13%). Predictors of distress were higher levels of exposure to earthquake-related stressors, neuroticism and prior mental health disorders. There was an association between impact and work roles that was hierarchical; academic and administrative roles were most affected, followed by teaching with the least impact on clinical roles. This study shows that psychological symptoms following a disaster are common, but in a retrospective survey most people report that these improve with time. A minority however, continue to report difficulties which persist even 18 months post disaster. It also gives insights into how different work roles were impacted and from this makes suggestions for how organisations can support staff over difficult times.

  3. Radiation doses to the staff of a nuclear cardiology department

    International Nuclear Information System (INIS)

    Tsapaki, V.; Koutelou, M.; Theodorakos, A.; Kouzoumi, A.; Kitziri, S.; Tsiblouli, S.; Vardalaki, E.; Kyrozi, E.; Kouttou, S.

    2002-01-01

    The last years, new radiopharmaceuticals are used in a Nuclear Medicine (NM) Department. Nowadays, Single Photon Emission Computed Tomography (SPECT) is a method of routine imaging, a fact that has required increased levels of radioactivity in certain patient examinations. The staff that is more likely to receive the greatest radiation dose in a NM Department is the technologist who deals with performance of patient examination and injection of radioactive material and the nurse who is caring for the patients visiting the Department some of which being totally helpless. The fact that each NM Dept possesses equipment with certain specifications, deals with various kind of patients, has specific design and radiation protection measures which can differ from other NM Depts and uses various examination protocols, makes essential the need to investigate the radiation doses received by each member of the staff, so as to continuously monitor doses and take protective measures if required, control less experienced staff and ensure that radiation dose levels are kept as low as possible at all times. The purpose of the current study was to evaluate radiation dose to the nuclear cardiology department staff by thermoluminescent dosemeters (TLDs) placed on the the skin at thyroid and abdominal region as well as evaluating protection measures taken currently in the Dept

  4. Job Satisfaction Of Hospital Nursing Staff

    OpenAIRE

    Charlotte Pietersen

    2005-01-01

    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, a...

  5. 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

  6. 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 ...

  7. 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

  8. 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.

  9. Model : making

    OpenAIRE

    Bottle, Neil

    2013-01-01

    The Model : making exhibition was curated by Brian Kennedy in collaboration with Allies & Morrison in September 2013. For the London Design Festival, the Model : making exhibition looked at the increased use of new technologies by both craft-makers and architectural model makers. In both practices traditional ways of making by hand are increasingly being combined with the latest technologies of digital imaging, laser cutting, CNC machining and 3D printing. This exhibition focussed on ...

  10. Make Sense?

    OpenAIRE

    Gyrd-Jones, Richard; Törmälä, Minna

    2017-01-01

    Purpose: An important part of how we sense a brand is how we make sense of a brand. Sense-making is naturally strongly connected to how we cognize about the brand. But sense-making is concerned with multiple forms of knowledge that arise from our interpretation of the brand-related stimuli: Declarative, episodic, procedural and sensory. Knowledge is given meaning through mental association (Keller, 1993) and / or symbolic interaction (Blumer, 1969). These meanings are centrally related to ind...

  11. Use of digital dosemeters for supporting staff radiation safety in paediatric interventional radiology suites.

    Science.gov (United States)

    McNeil, Sarah M; Lai, Priscilla; Connolly, Bairbre L; Gordon, Christopher L

    2013-12-01

    Modern-day interventional radiology (IR) procedures impart a wide range of occupational radiation doses to team members. Unlike thermoluminescent badges, digital dosemeters provide real-time dose readings, making them ideal for identifying different components during IR procedures, which influence staff radiation safety. This study focused solely on paediatric IR (PIR) cases. Digital dosemeters measured the impact of imaging modality, shielding, patient and operator specific factors, on the radiation dose received during various simulated and real live PIR procedures. They recorded potential dose reductions of 10- to 100-fold to each staff member with appropriate use of shielding, choice of imaging method, staff position in the room and complex interplay of other factors. The digital dosemeters were well tolerated by staff. Results highlight some unique radiation safety challenges in PIR that arise from dose increases with magnification use and close proximity of staff to the X-ray beam.

  12. Use of digital dosemeters for supporting staff radiation safety in paediatric interventional radiology suites

    International Nuclear Information System (INIS)

    McNeil, S. M.; Lai, P.; Connolly, B. L.; Gordon, C. L.

    2013-01-01

    Modern-day interventional radiology (IR) procedures impart a wide range of occupational radiation doses to team members. Unlike thermoluminescent badges, digital dosemeters provide real-time dose readings, making them ideal for identifying different components during IR procedures, which influence staff radiation safety. This study focused solely on paediatric IR (PIR) cases. Digital dosemeters measured the impact of imaging modality, shielding, patient and operator specific factors, on the radiation dose received during various simulated and real live PIR procedures. They recorded potential dose reductions of 10-to 100-fold to each staff member with appropriate use of shielding, choice of imaging method, staff position in the room and complex interplay of other factors. The digital dosemeters were well tolerated by staff. Results highlight some unique radiation safety challenges in PIR that arise from dose increases with magnification use and close proximity of staff to the X-ray beam. (authors)

  13. Nursing staff work patterns in a residential aged care home: a time-motion study.

    Science.gov (United States)

    Qian, Siyu; Yu, Ping; Hailey, David

    2016-11-01

    Objective Residential aged care services are challenged by an increasing number of residents and a shortage of nursing staff. Developing strategies to overcome this challenge requires an understanding of nursing staff work patterns. The aim of the present study was to investigate the work processes followed by nursing staff and how nursing time is allocated in a residential aged care home. Methods An observational time-motion study was conducted at two aged care units for 12 morning shifts. Seven nurses were observed, one per shift. Results In all, there were 91h of observation. The results showed that there was a common work process followed by all nurse participants. Medication administration, documentation and verbal communication were the most time-consuming activities and were conducted most frequently. No significant difference between the two units was found in any category of activities. The average duration of most activities was less than 1min. There was no difference in time utilisation between the endorsed enrolled nurses and the personal carers in providing nursing care. Conclusion Medication administration, documentation and verbal communication were the major tasks in morning shifts in a residential aged care home. Future research can investigate how verbal communication supports nursing care. What is known about the topic? The aging population will substantially increase the demand for residential aged care services. There is a lack of research on nurses' work patterns in residential aged care homes. What does this paper add? The present study provides a comprehensive understanding of nurses' work patterns in a residential aged care home. There is a common work process followed by nurses in providing nursing care. Medication administration, verbal communication and documentation are the most time-consuming activities and they are frequently conducted in the same period of time. Wound care, physical review and documentation on desktop computers are

  14. High levels of asparagine synthetase in hypocotyls of pine seedlings suggest a role of the enzyme in re-allocation of seed-stored nitrogen.

    Science.gov (United States)

    Cañas, Rafael A; de la Torre, Fernando; Cánovas, Francisco M; Cantón, Francisco R

    2006-06-01

    A pine asparagine synthetase gene expressed in developing seedlings has been identified by cloning its cDNA (PsAS1) from Scots pine (Pinus sylvestris L.). Genomic DNA analysis with PsAS1 probes and a sequence-based phylogenetic tree are consistent with the possibility of more than one gene encoding asparagine synthetase in pine. However, the parallel patterns of free asparagine content and PsAS1 products indicate that the protein encoded by this gene is mainly responsible for the accumulation of this amino acid during germination and early seedling development. The temporal and spatial patterns of PsAS1 expression together with the spatial distribution of asparagine content suggest that, early after germination, part of the nitrogen mobilized from the megagametophyte is diverted toward the hypocotyl to produce high levels of asparagine as a reservoir of nitrogen to meet later specific demands of development. Furthermore, the transcript and protein analyses in seedlings germinated and growth for extended periods under continuous light or dark suggest that the spatial expression pattern of PsAS1 is largely determined by a developmental program. Therefore, our results suggest that the spatial and temporal control of PsAS1 expression determines the re-allocation of an important amount of seed-stored nitrogen during pine germination.

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

    Science.gov (United States)

    Coates, Dominiek D; Howe, Deborah

    2015-11-01

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

  16. 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...

  17. Steel making

    CERN Document Server

    Chakrabarti, A K

    2014-01-01

    "Steel Making" is designed to give students a strong grounding in the theory and state-of-the-art practice of production of steels. This book is primarily focused to meet the needs of undergraduate metallurgical students and candidates for associate membership examinations of professional bodies (AMIIM, AMIE). Besides, for all engineering professionals working in steel plants who need to understand the basic principles of steel making, the text provides a sound introduction to the subject.Beginning with a brief introduction to the historical perspective and current status of steel making together with the reasons for obsolescence of Bessemer converter and open hearth processes, the book moves on to: elaborate the physiochemical principles involved in steel making; explain the operational principles and practices of the modern processes of primary steel making (LD converter, Q-BOP process, and electric furnace process); provide a summary of the developments in secondary refining of steels; discuss principles a...

  18. Enhancing the well-being of support services staff in higher education: The power of appreciation

    Directory of Open Access Journals (Sweden)

    Laurika van Straaten

    2016-07-01

    Full Text Available Orientation: A literature search for studies on the well-being of support staff of higher education institutions (HEIs produced very little results. Appreciation was then used to identify elements that might enhance the well-being of a selected HEI’s support staff. Research purpose: The aim was to explore the strengths of a selected HEI that might serve as driving forces for enhancing its support staff’s well-being. Motivation for the study: The lack of research on the well-being of support staff motivated the study. A need was identified to explore driving forces that might enhance their well-being. Research design, approach and method: A literature review guided by theoretical perspectives and theories on staff well-being was conducted. Subsequently, a qualitative action research design involving an Appreciative Inquiry (AI workshop with support staff of an institution was followed. Main findings: The following strengths that might serve as driving forces for enhancing the well-being of the institution’s support services staff were identified: hard-working and dedicated support staff, positive relations among colleagues, a willingness to adapt to change,good remuneration and benefits, job security and a supportive work environment. Appreciative Inquiry was found to be well suited for identifying such strengths, as opposed to methods that focus on identifying problems or weaknesses of an organisation. As a result of this study, the relevant institution might react and build on these identified strengths towards promoting the well-being of its support staff. Practical/managerial implications: Institutions should make an effort to enhance staff well being. The results of the study could also be used to encourage HEIs to use AI to establish optimal staff well-being. Contribution/value add: The study confirmed the power of appreciation to identify the strengths that might serve as driving forces for enhancing the well-being of support staff

  19. 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)…

  20. 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…

  1. 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...

  2. The Support Needs of Staff Developers.

    Science.gov (United States)

    Nicol, David J.

    1992-01-01

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

  3. 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.

  4. Futuristics: A Tool for Staff Training.

    Science.gov (United States)

    Barr, Margaret J.; Hurst, James C.

    1979-01-01

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

  5. 40 CFR 1.25 - Staff Offices.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Staff Offices. 1.25 Section 1.25 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters § 1.25 Staff Offices. (a) Office of Administrative Law Judges. The Office of...

  6. 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

  7. An Ivory Staff Terminal from Alcester

    Directory of Open Access Journals (Sweden)

    Sandy Heslop

    2017-06-01

    Full Text Available The Alcester staff terminal is an outstanding example of late Anglo-Saxon carving on a small scale. It was supposedly discovered in 1873 in the garden of the rectory at Alcester (Warwickshire and comes from a pastoral staff that would have belonged to a bishop or abbot. This article contains a 3D visualisation of the terminal.

  8. Quality Control in Child Care Staff Selection

    Science.gov (United States)

    Crow, Merwin R.

    1975-01-01

    This paper focuses on the process of staff selection of child care staff at a residential treatment center for children, ages 8-16. Phases of candidate selection, an "open-door" interview procedure, the orientation of hired candidates and the agency's philosophy, procedures and practices are discussed. (GO)

  9. 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....

  10. 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...

  11. 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...

  12. 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 ...

  13. Nursing leadership practices as perceived by Finnish nursing staff: high ethics, less feedback and rewards.

    Science.gov (United States)

    Eneh, Victor Okey; Vehviläinen-Julkunen, Katri; Kvist, Tarja

    2012-03-01

    The purpose was to examine the perceptions of Finnish nursing staff of their nursing leadership and how nurses' background variables are associated with their perceptions. Nursing leadership practices and behaviours influence nursing staff work performances. In Finland, studies examining leadership practices from the perspective of nursing staff are limited. This quantitative, cross-sectional study involved four hospitals in Eastern Finland. A total of 1497 nursing staff completed the structured electronic questionnaire. In general, seven out of 10 nursing staff held positive perceptions about leadership ethics and their professional development. Over one-third of nursing staff were dissatisfied with the nursing process and with their feedback and rewards, while only four out of 10 evaluated their nursing director either in a positive or negative way. There were no significant differences regarding their perceptions when different background variables were taken into account. Nursing leadership needs the opinion of nursing staff in order to help formulate a favourable work environment where they can utilize their full potential and improve nursing care. Nursing staff expect feedback and rewards, involvement in the decision making process, and clear vision from nurse leaders. © 2012 Blackwell Publishing Ltd.

  14. Concordance of Family and Staff Member Reports about End of Life in Assisted Living and Nursing Homes

    Science.gov (United States)

    Rich, Shayna E.; Williams, Christianna S.; Zimmerman, Sheryl

    2010-01-01

    Purpose: To identify differences in perspectives that may complicate the process of joint decision making at the end of life, this study determined the agreement of family and staff perspectives about end-of-life experiences in nursing homes and residential care/assisted living communities and whether family and staff roles, involvement in care,…

  15. [Productive restructuring and the reallocation of work and employment: a survey of the "new" forms of social inequality].

    Science.gov (United States)

    Marques, Ana Paula Pereira

    2013-06-01

    The scope of this paper is to question the inevitability of the processes of segmentation and increased precariousness of the relations of labor and employment, which are responsible for the introduction of "new" forms of social inequality that underpin the current model of development of economies and societies. It seeks to criticize the limits of global financial and economic logic, which constitute a "new spirit of capitalism," namely a kind of reverence for the natural order of things. It is therefore necessary to conduct an analytical survey of the ongoing changes in the labor market, accompanied by epistemological vigilance which makes it possible to see neoliberal (di)visions and dominant techno-deterministic theses in context. The enunciation of scenarios on the future of work will conclude this survey and will make it possible to draw attention to both the historical and temporal constraints and to the urgent need to unveil what is ideological and political in the prevailing logic of rationalization and processes to reinstate work and employment as a "central social experience" in contemporary times.

  16. Making connections

    DEFF Research Database (Denmark)

    Hilton, Annette

    Proportional reasoning involves multiplicative thinking and making comparisons. Examples of situations that require proportional reasoning include scale, ratio, rate, fractional situations and relative comparisons. Research shows that it is critical to mathematical and scientific thinking...

  17. 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...

  18. 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

  19. 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.

  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. Mental health inpatients' and staff members' suggestions for reducing physical restraint: A qualitative study.

    Science.gov (United States)

    Wilson, C; Rouse, L; Rae, S; Kar Ray, M

    2018-04-01

    WHAT IS KNOWN ON THE SUBJECT?: Restraint has negative psychological, physical and relational consequences for mental health patients and staff. Restraint reduction interventions have been developed (e.g., "Safewards"). Limited qualitative research has explored suggestions on how to reduce physical restraint (and feasibility issues with implementing interventions) from those directly involved. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This paper explores mental health patients' and staff members' suggestions for reducing physical restraint, whilst addressing barriers to implementing these. Findings centred on four themes: improving communication and relationships; staffing factors; environment and space; and activities and distraction. Not all suggestions are addressed by currently available interventions. Barriers to implementation were identified, centring on a lack of time and/or resources; with the provision of more time for staff to spend with patients and implement interventions seen as essential to reducing physical restraint. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Improving communication and relationships between staff/patients, making staffing-related changes, improving ward environments and providing patient activities are central to restraint reduction in mental healthcare. Fundamental issues related to understaffing, high staff turnover, and lack of time and resources need addressing in order for suggestions to be successfully implemented. Introduction Physical restraint has negative consequences for all involved, and international calls for its reduction have emerged. Some restraint reduction interventions have been developed, but limited qualitative research explores suggestions on how to reduce physical restraint (and feasibility issues with implementation) from those directly involved. Aims To explore mental health patients' and staff members' suggestions for reducing physical restraint. Methods Interviews were conducted with 13 inpatients

  2. Make Sense?

    DEFF Research Database (Denmark)

    Gyrd-Jones, Richard; Törmälä, Minna

    sense of brands is related to who people think they are in their context and this shapes what they enact and how they interpret the brand (Currie & Brown, 2003; Weick, Sutcliffe, & Obstfeld, 2005; Weick, 1993). Our subject of interest in this paper is how stakeholders interpret and ascribe meaning...... to the brand and how these meaning narratives play out over time to create meta-narratives that drive brand meaning co-creation. In this paper we focus on the concept of brand identity since it is at the level of identity that the brand creates meaning for individuals (Kapferer, 2012; Csaba & Bengtsson, 2006).......Purpose: An important part of how we sense a brand is how we make sense of a brand. Sense-making is naturally strongly connected to how we cognize about the brand. But sense-making is concerned with multiple forms of knowledge that arise from our interpretation of the brand-related stimuli...

  3. 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...

  4. 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...

  5. Use of programme budgeting and marginal analysis as a framework for resource reallocation in respiratory care in North Wales, UK.

    Science.gov (United States)

    Charles, J M; Brown, G; Thomas, K; Johnstone, F; Vandenblink, V; Pethers, B; Jones, A; Edwards, R T

    2016-09-01

    Since the global financial crisis, UK NHS spending has reduced considerably. Respiratory care is a large cost driver for Betsi Cadwaladr University Health Board, the largest health board in Wales. Under the remit of 'prudent healthcare' championed by the Welsh Health Minister, a Programme Budgeting Marginal Analysis (PBMA) of the North Wales respiratory care pathway was conducted. A PBMA panel of directors of medicines management, therapies finance, planning, public health and healthcare professionals used electronic voting to establish criteria for decision-making and vote on candidate interventions in which to disinvest and invest. A sum of £86.9 million was spent on respiratory care in 2012-13. Following extensive discussion of 13 proposed candidate interventions facilitated by a chairperson, 4 candidates received recommendations to disinvest, 7 to invest and 2 to maintain current activity. Marginal analysis prioritized mucolytics and high antibiotic prescribing as areas for disinvestment, and medicines waste management and pulmonary rehabilitation for investment. This exercise demonstrates the potential for health boards to use evidence-based approaches to reach potentially controversial disinvestment and investment decisions. Initial progress has begun with communication from the Medical Director in relation to the disinvestment in mucolytics prescribing and possible redirection of funding options being explored. © The Author 2015. Published by Oxford University Press on behalf of Faculty of Public Health.

  6. Oncology staff reflections about a 52-year-old staff Christmas choir: constructivist research.

    Science.gov (United States)

    O'Callaghan, Clare C; Hornby, Colin J; Pearson, Elizabeth J M; Ball, David L

    2010-12-01

    Peter MacCallum Cancer Centre has one of the world's most enduring staff Christmas choirs. Commencing in 1956, the choir performs in a cafeteria, patient wards, and outpatient waiting areas before each Christmas. With recent emphasis on oncology staff support needs the choir's relevance warranted investigation. This constructivist research examined what effect the staff Christmas choir had on the choir members and staff bystanders in 2008. Sampling was convenience and purposive. Staff choir members were invited to participate during rehearsals, and staff bystanders were invited at seven choir performances in the hospital. Respondents completed anonymous and semistructured questionnaires and the conductor (of 29 years) was interviewed. The inductive, comparative, and cyclic data analyses were informed by grounded theory and qualitative interrater reliability was performed. Questionnaires from 64 staff were returned. The choir elicited positive emotions, memories, Christmas spirit, hospital community and/or work-life effects for many staff, in a cancer context described as sometimes "overwhelming" and "stressful." Choir members' reactions included stress relief, friendship and feeling rewarded. Bystanders' reactions included feeling uplifted, inspired and moved. Suggestions for future performances were offered, including musical acknowledgement of other religious festivals. Two respondents were concerned about intrusive effects on patients and work practices. A staff Christmas choir supported most choir member and staff bystander respondents in an oncology hospital and is recommended in comparable contexts. Further investigation is warranted to extend understanding about Christmas music's effects in palliative care settings.

  7. 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.

  8. Promoting a healthy workplace for nursing faculty and staff.

    Science.gov (United States)

    Fontaine, Dorrie K; Koh, Elyta H; Carroll, Theresa

    2012-12-01

    Promoting a healthy workplace in academic nursing settings is vital to recruit new faculty and enhance the work life of all faculty and staff for retention and happiness. When a healthy work environment is fostered, incivility becomes unacceptable, and individuals embrace a culture where all can flourish. This article addresses the imperative of a healthy workplace, with practical suggestions for making the academic setting in schools of nursing one of optimism and confidence where future generations of nurse leaders are developed. Copyright © 2012 Elsevier Inc. All rights reserved.

  9. [Geriatric nursing staff retention. Opportunities, potentials, and strategies].

    Science.gov (United States)

    Joost, A

    2013-08-01

    Retaining geriatric nurses in their line of work could be an important strategy to prevent the shortage of skilled staff in the future. A prerequisite for this is detailed knowledge of the length and structure of professional careers. The IWAK ( Institut für Wirtschaft, Arbeit und Kultur) evaluated data from the German Social Insurance and carried out a structural analysis of the professional careers of geriatric nurses. Results showed that the average duration of professional careers is 20 years, of which 11.7 years constitute the period of employment and 7.8 years account for periods of inactivity. According to these findings, there is a considerable potential in extending professional careers and reducing the periods of inactivity to make better use of the existing skilled staff and to reduce staff shortage in this area. Concrete measures could involve improvement of working conditions (with the aim of avoiding long periods of inactivity and illness-related premature career endings as well as of increasing job satisfaction), creating better conditions for a good balance between work and family life, as well as setting up individual strategies to expand weekly working hours. Key players are businesses but also local authorities and politicians.

  10. Staff ownership would revolutionize patient safety - if we let it.

    Science.gov (United States)

    Balding, Cathy

    2013-01-01

    Healthcare has failed to make the same progress as other high-risk industries when it comes to creating safety - despite over a decade of research, education and implementation of safety systems in health services. Safe care is created by systems and standardization, and also by proactive, thinking staff working in partnership with consumers and each other; but the healthcare industry appears to struggle to reconcile these concepts. Even with our evolved knowledge of how human beings operate in organizations, and the best intentions, the dominant change paradigm in healthcare is still hierarchical, based on top-down policies implemented by managers and staff. Although the power spread in health services is being tested through generational change, we have a long way to go before proactivity and initiative at the front line are universally fostered and welcomed by healthcare managers and senior clinicians. "Front Line Ownership: Generating a Cure Mindset for Patient Safety," by Zimmerman et al., presents a persuasive example of how staff ownership of improving consumer safety is a powerful tool for change, one that deserves its place at the front line of safety and quality improvement methods. Copyright © 2013 Longwoods Publishing.

  11. 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.

  12. 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...

  13. 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)

  14. 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

  15. 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...

  16. 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....

  17. 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)

  18. Improvements in Productivity Through Staff Integration

    National Research Council Canada - National Science Library

    Kelly, David S

    1988-01-01

    .... The prognosis is not good. This paper addresses one facet of improving a shipyard's position in an increasingly competitive environment improvements in over-all productivity resulting from integration of the functions of the shipyard staff...

  19. 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

  20. 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.

  1. 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.

  2. 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.

  3. First-line managers' descriptions and reflections regarding their staff's access to empowering structures.

    Science.gov (United States)

    Skytt, Bernice; Hagerman, Heidi; Strömberg, Annika; Engström, Maria

    2015-11-01

    To elucidate first-line managers' descriptions and reflections regarding their staff's access to empowering structures using Kanter's theory of structural empowerment. Good structural conditions within workplaces are essential to employees' wellbeing, and their ability to access empowerment structures is largely dependent on the management. Twenty-eight first-line managers in elderly care were interviewed. Deductive qualitative content analysis was used to analyse data. Managers perceived that staff had varying degrees of access to the empowering structures described in Kanter's theory - and that they possessed formal power in their roles as contact persons and representatives. The descriptions mostly started from the managers' own actions, although some started from the needs of staff members. All managers described their staff's access to the empowering structures in Kanter's theory as important, yet it seemed as though this was not always reflected on and discussed as a strategic issue. Managers could make use of performance and appraisal dialogues to keep up to date on staff's access to empowering structures. Recurrent discussions in the management group based on such current information could promote staff's access to power through empowering structures and make job definitions a strategic issue in the organisation. © 2014 John Wiley & Sons Ltd.

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

    Science.gov (United States)

    Donoghue, Christopher; Castle, Nicholas G

    2009-04-01

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

  5. STAFF SATISFACTION ESTIMATION SYSTEMS IN RUSSIAN NATIONAL RESEARCH UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Natalia A. Novokreshchenova

    2015-01-01

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

  6. 'Poppets and parcels': the links between staff experience of work and acutely ill older peoples' experience of hospital care.

    Science.gov (United States)

    Maben, Jill; Adams, Mary; Peccei, Riccardo; Murrells, Trevor; Robert, Glenn

    2012-06-01

    Few empirical studies have directly examined the relationship between staff experiences of providing healthcare and patient experience. Present concerns over the care of older people in UK acute hospitals - and the reported attitudes of staff in such settings - highlight an important area of study. AIMS AND OBJECTIVES. To examine the links between staff experience of work and patient experience of care in a 'Medicine for Older People' (MfOP) service in England. A mixed methods case study undertaken over 8 months incorporating a 149-item staff survey (66/192 - 34% response rate), a 48-item patient survey (26/111 - 23%), 18 staff interviews, 18 patient and carer interviews and 41 hours of non-participant observation. Variation in patient experience is significantly influenced by staff work experiences. A high-demand/low-control work environment, poor staffing, ward leadership and co-worker relationships can each add to the inherent difficulties staff face when caring for acutely ill older people. Staff seek to alleviate the impact of such difficulties by finding personal satisfaction from caring for 'the poppets'; those patients they enjoy caring for and for whom they feel able to 'make a difference'. Other patients - noting dehumanising aspects of their care - felt like 'parcels'. Patients are aware of being seen by staff as 'difficult' or 'demanding' and seek to manage their relationships with nursing staff accordingly. The work experiences of staff in a MfOP service impacted directly on patient care experience. Poor ward and patient care climates often lead staff to seek job satisfaction through caring for 'poppets', leaving less favoured - and often more complex patients - to receive less personalised care. Implications for practice. Investment in staff well-being and ward climate is essential for the consistent delivery of high-quality care for older people in acute settings. © 2012 Blackwell Publishing Ltd.

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

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    materials from their home address. The purpose of this paper is to examine whether such developments will necessarily lead to a situation where public libraries become self-service institutions or to what extent self-service and innovative staff-intensive library services can develop and co...... that staff attitudes toward staff-less libraries, and – more surprising – also toward more staff-intensive practices have been somewhat reluctant and skeptical. The paper also presents leadership initiatives which have proved to handle such resistances constructively. Originality/value – The paper contains...

  8. 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...

  9. 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

  10. Occupational hazards among clinical dental staff.

    Science.gov (United States)

    Fasunloro, Adebola; Owotade, Foluso John

    2004-05-15

    Although identification of risks to dental healthcare workers has been explored in several industrialized nations, very little data is available from developing countries. This paper examines the occupational hazards present in the dental environment and reports survey results concerning attitudes and activities of a group of Nigerian dental care providers. A survey on occupational hazards was conducted among the clinical dental staff at the Dental Hospital of the Obafemi Awolowo University Teaching Hospital Complex, Ile-Ife in Osun State, Nigeria. Thirty eight of the forty staff responded, yielding a response rate of 95%. Subject ages ranged from 26 to 56 years with approximately 25% in the 31-46 year old bracket. All of the staff were aware of the occupational exposure to hazards, and the majority had attended seminars/workshops on the subject. Only five staff members (13.2%) owned a health insurance policy and 26 (68.4%) had been vaccinated against Hepatitis B infection. All dentists (24) had been vaccinated compared with only two non-dentists; this relationship was significant (p= 30.07, chi2=0.000). Fourteen members of the clinical staff (36.8%) could recall a sharp injury in the past six months, and the majority (71.1%) had regular contact with dental amalgam. Wearing protective eye goggles was the least employed cross infection control measure, while backache was the most frequently experienced hazard in 47% of the subjects. The need for Hepatitis B vaccinations for all members of the staff was emphasized, and the enforcement of strict cross infection control measures was recommended. The physical activities and body positions that predispose workers to backaches were identified and staff education on the prevention of backaches was provided.

  11. Protected area staff and local community viewpoints: A qualitative assessment of conservation relationships in Zimbabwe

    Science.gov (United States)

    Mutanga, Chiedza Ngonidzashe; Muboko, Never; Gandiwa, Edson

    2017-01-01

    With the increase in illegal resource harvesting in most protected areas (PAs), the need to understand the determinants and relationships between PAs and local communities to enhance wildlife conservation is increasingly becoming important. Using focus group discussions and interviews, we established the determinants of PA staff-community relationship from both PA staff and local communities’ viewpoints, and assessedperceptions of their relationship with each other. The study was guided by the following main research question, ‘What is the nature of the relationship between PA staff and local communities and what are the main factors influencing the relationship?’ Data were collected through focus group discussions and interviews from four PAs and their adjacent communities in Zimbabwe between July 2013 and February 2014. Our results showed that a total of seven determinants were identified as influencing PA staff-community relationship, i.e., benefit-sharing, human-wildlife conflict, compensation for losses from wildlife attacks, communication between PA staff and local communities, community participation in the management of CAMPFIRE projects, lack of community participation in tourism in PAs, and community perceptions of PA staff or PA staff perceptions of the community. Of the seven, only one determinant, benefit-sharing, was recorded as the main factor that differentially influencesthe perceptions of community and PA staff on their relationship. Furthermore, both the communities and PA staff reported mixed perceptions on their relationship with each other. We conclude that both communities’ and PA staff’s views on determinants are largely similar in all studied PAs irrespective of PA ownership, management and/or land use. Our findings could be relevant in policy making especially in developing countries in developing PA-community relationship framework in natural resource conservation. PMID:28542185

  12. Making Yugoslavs

    DEFF Research Database (Denmark)

    Nielsen, Christian Axboe

    . By the time Aleksandar was killed by an assassin’s bullet five years later, he not only had failed to create a unified Yugoslav nation but his dictatorship had also contributed to an increase in interethnic tensions.   In Making Yugoslavs, Christian Axboe Nielsen uses extensive archival research to explain...... the failure of the dictatorship’s program of forced nationalization. Focusing on how ordinary Yugoslavs responded to Aleksandar’s nationalization project, the book illuminates an often-ignored era of Yugoslav history whose lessons remain relevant not just for the study of Balkan history but for many...

  13. THE MAKING OF DECISION MAKING

    Directory of Open Access Journals (Sweden)

    Leonardo Yuji Tamura

    2016-04-01

    Full Text Available Quantum Electronics was a Brazilian startup in the 1990's that was acquired by an American equity fund in 2012. They are currently the largest manufacturer of vehicle tracking and infotainment systems. The company was founded by three college friends, who are currently executives at the company: Camilo Santos, Pedro Barbosa and Luana Correa. Edward Hutter was sent by the equity fund to take over the company’s finances, but is having trouble making organizational decisions with his colleagues. As a consultant, I was called to help them improve their decision making process and project prioritization. I adapted and deployed our firm's methodology, but, in the end, its adequacy is shown to be very much in question. The author of this case study intends to explore how actual organizational decisions rely on different decision models and their assumptions, .as well as demonstrate that a decision model is neither absolutely good nor bad as its quality is context dependent.

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

    Directory of Open Access Journals (Sweden)

    Helen Roberts

    2005-12-01

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

  15. 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.

  16. Sleep Quality among Female Hospital Staff Nurses

    Directory of Open Access Journals (Sweden)

    Pei-Li Chien

    2013-01-01

    Full Text Available Purpose. To investigate sleep quality of hospital staff nurses, both by subjective questionnaire and objective measures. Methods. Female staff nurses at a regional teaching hospital in Northern Taiwan were recruited. The Chinese version of the pittsburgh sleep quality index (C-PSQI was used to assess subjective sleep quality, and an electrocardiogram-based cardiopulmonary coupling (CPC technique was used to analyze objective sleep stability. Work stress was assessed using questionnaire on medical worker’s stress. Results. A total of 156 staff nurses completed the study. Among the staff nurses, 75.8% (117 had a PSQI score of ≥5 and 39.8% had an inadequate stable sleep ratio on subjective measures. Nurses with a high school or lower educational degree had a much higher risk of sleep disturbance when compared to nurses with a college or higher level degree. Conclusions. Both subjective and objective measures demonstrated that poor sleep quality is a common health problem among hospital staff nurses. More studies are warranted on this important issue to discover possible factors and therefore to develop a systemic strategy to cope with the problem.

  17. 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.

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

    Science.gov (United States)

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

    2009-12-01

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

  19. Reorganization increases long-term sickness absence at all levels of hospital staff: panel data analysis of employees of Norwegian public hospitals.

    Science.gov (United States)

    Ingelsrud, Mari H

    2014-09-19

    The Norwegian specialist health service has undergone many processes of reorganization during the last three decades. Changes are mainly initiated to increase the efficiency and quality of health care serving an ageing population under the condition of a diminishing labour supply. The aim of this study is to investigate the effects of reorganization on long-term sickness absence among different levels of hospital staff. The study draws on panel data on employees of Norwegian public hospitals in 2005 and 2007 (N = 106,715). National register data on individual employees' days of medically certified long-term (>16 days) sickness absence were linked with survey measures of actual reorganization executed at each hospital in each year. The surveys, answered by hospital administration staff, measured five types of reorganization: merging units, splitting up units, creating new units, shutting down units and reallocation of employees. The variation in sickness absence days was analysed using random and fixed effects Poisson regression with level of reorganization as the main explanatory variable. The fixed effects analysis shows that increasing the degree of organizational change at a hospital from a low to a moderate or high degree leads to an increase in the number of days of long-term sickness absence of respectively 9% (95% CI: 1.03-1.15) and 8% (95% CI: 1.02-1.15). There are few significant differences between employees in different education categories. Only physicians have a significantly higher relative increase in days of long-term sickness absence than the control group with lower tertiary education. Increased long-term sickness absence is a risk following reorganization. This risk affects all levels of hospital staff.

  20. Multilevel Examination of Burnout among High School Staff: Importance of Staff and School Factors

    Science.gov (United States)

    O'Brennan, Lindsey; Pas, Elise; Bradshaw, Catherine

    2017-01-01

    Previous studies have linked teacher burnout with job performance, satisfaction, and retention; however, there has been limited exploration of potential individual and school contextual factors that may influence burnout. The current study examined high school staff members' reports of burnout as they relate to staff demographics and perceptions…

  1. 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.

  2. 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.

  3. The different roles of the Staff association

    CERN Multimedia

    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...

  4. 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)

  5. 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.

  6. 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...... the following 9 days, 14 possible poisoning victims were identified, 6 of whom were transferred for HBO. After hospital stays with repeated HBO treatment and examinations without identification of significant physical disease, the majority of the 10 HBO-treated victims remained symptomatic, some on prolonged....... Outbreaks of illness in a group of symptomatic victims without indication of significant physical disease should be managed by observation and limited intervention....

  7. 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

  8. Staff experiences of closing out a clinical trial involving withdrawal of treatment: qualitative study.

    Science.gov (United States)

    Lawton, Julia; White, David; Rankin, David; Elliott, Jackie; Taylor, Carolin; Cooper, Cindy; Heller, Simon; Hallowell, Nina

    2017-02-07

    The ending of a clinical trial may be challenging, particularly if staff are required to withdraw the investigated treatment(s); however, this aspect of trial work is surprisingly under-researched. To address this gap, we explored the experiences of staff involved in closing out a trial that entailed withdrawal of treatment (insulin pumps) from some patients. Interviews were conducted with n = 22 staff, recruited from seven trial sites. Data were analysed thematically. Staff described a myriad of ethical and emotional challenges at closeout, many of which had been unforeseen when the trial began. A key challenge for staff was that, while patients gave their agreement to participate on the understanding that pump treatment could be withdrawn, they often found themselves benefitting from this regimen in ways they could not have foreseen. Hence, as the trial progressed, patients became increasingly anxious about withdrawal of treatment. This situation forced staff to consider whether the consent patients had given at the outset remained valid; it also presented them with a dilemma at closeout because many of those who had wanted to remain on a pump did not meet the clinical criteria required for post-trial funding. When deciding whether to withdraw treatment, staff not only had to take funding pressures and patient distress into account, but they also found themselves caught between an ethic of Hippocratic individualism and one of utilitarianism. These conflicting pressures and ethical considerations resulted in staff decision-making varying across the sites, an issue that some described as a further source of ethical unease. Staff concluded that, had there been more advanced planning and discussion, and greater accountability to an ethics committee, some of the challenges they had confronted at closeout could have been lessened or even prevented. The same kinds of ethical issues that may vex staff at the beginning of a trial (e.g. patients having unrealistic

  9. 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...

  10. 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...

  11. 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...

  12. Re-allocating Public Space

    DEFF Research Database (Denmark)

    Figueroa, Maria J.

    not only by state and private actors but includes a strong interplay of civil society organizations with great variations and different degrees of success and failure. The study focused on elements of social innovativeness created in the interplay of actors and on the tensions and issues arising...... which the actors' influence and the narratives produced over time became apparent. The cases traced four European cities Copenhagen, Frankfurt, Milan and Bruno. The most successful case-Copenhagen- demonstrated a long-term build-up of social innovative practices which at their core recreated social......This paper is based on results from a three-year EU project ITSSOIN.EU that investigated impacts of Third Sector as Social innovation in a variety of societal fields. The findings discussed are for the field of environmental sustainability in Cities. The project's empirical work related social...

  13. Technological Innovation and Employment Reallocation

    OpenAIRE

    Greenan, Nathalie; Guellec, Dominique

    2000-01-01

    ; International audience; The paper describes the dynamics of employment at a firm and sector level in the French industry and examines how far technological innovation can give account of it. We use a firm sample of 15,186 firms, over the 1986-1990 period. The two facts we want to explain at a firm level and a sector level are the net change in employment and the micro turmoil (transfers between competing firms). Innovating firms and sectors create jobs more than others over medium run (5 ye...

  14. The Struggle to Satisfy Need: Exploring the Institutional Cues for Teaching Support Staff

    Science.gov (United States)

    Winslett, Greg

    2016-01-01

    The decision-making around resource allocation in universities is complex. It plays out through the structures of governance and bureaucracy, through interactions with colleagues, workplace cultures and through day-to-day individual work practices. To survive and succeed within this complex environment, teaching support staff need to be sensitive…

  15. Perceived Role Legitimacy and Role Importance of Australian School Staff in Addressing Student Cannabis Use

    Science.gov (United States)

    Gates, Peter J.; Norberg, Melissa M.; Dillon, Paul; Manocha, Ramesh

    2013-01-01

    The high prevalence of cannabis use by Australian secondary school students makes schools an ideal setting for the delivery of substance use prevention programs. Although efficacious school-based cannabis prevention programs exist, there is scant research investigating the perceived role legitimacy and role importance of school staff. As such,…

  16. Classified Staff Perceptions of Behavior and Discipline: Implications for Schoolwide Positive Behavior Supports

    Science.gov (United States)

    Feuerborn, Laura L.; Tyre, Ashli D.; Beaudoin, Kathleen

    2018-01-01

    Classified staff are important stakeholders in schools and commonly interact with students across grade levels, subject matter areas, and physical locations--making their involvement in the implementation of schoolwide positive behavior interventions and supports (SWPBIS) essential. However, their voice, including the intentional and systematic…

  17. Staff Development: Your Most Important Role.

    Science.gov (United States)

    Anderson, Mary Alice

    2000-01-01

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

  18. Between Education and Psychology: School Staff Perspectives

    Science.gov (United States)

    Corcoran, Tim; Finney, Dave

    2015-01-01

    When discussing contributions from psychology in/to educational practices like school-based mental health promotion, it is peculiar that psychologists (of an educational or clinical kind) or education-oriented sociologists, both not often based in schools or classrooms, dominate the topic. It has been acknowledged that school staff have been over…

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

    Science.gov (United States)

    Bennett, Christene K.

    1991-01-01

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

  20. Visit of the US Congressional Staff delegation

    CERN Multimedia

    Patrice Loïez

    2001-01-01

    List of participants: Jon Kamarck, Chief Clerk, VA-HUD subcommittee, Senate Appropriations Committee; Cheh Kim, Professional Staff Member, VA-HUD subcommittee, Senate Appropriations Committee; David Schindel, Head, National Science Foundation, Europe Office; Terry Schaff, National Science Foundation, Office of Legislative & Public Affairs; Tim Clancy, National Science Foundation, Office of Legislative & Public Affairs; Ms Lynette Poulton, First Secretary, US Mission in Geneva

  1. 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…

  2. 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.

  3. 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 ...

  4. Are Students Customers? Perceptions of Academic Staff

    Science.gov (United States)

    Lomas, Laurie

    2007-01-01

    This paper examines the notion of the student as a customer in a university, focusing on the perceptions of academic staff. Changes in the higher education sector in recent years have significantly reduced the differences between universities and other types of organisations and it has been argued that students have become "consumers" of…

  5. Staff Issue Paper on Institutional Arrangements.

    Science.gov (United States)

    Department of State, Washington, DC.

    Staff Issue Papers for the Secretary of State's Advisory Committee on the 1972 United Nations Conference on the Human Environment, Stockholm, Sweden, are summarized in this compendium. Papers developed by the various sub-committees are included for: (1) institutional arrangements; (2) development and the environment; (3) human settlements; (4)…

  6. 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.

  7. Implementation of Staff Recruitment Policies and Diversity ...

    African Journals Online (AJOL)

    This paper reports on the findings of a study that delved into these reasons, with specific reference to staff recruitment policies and their implementation. It reports that the fairness of the universities' employee recruitment guidelines and the way these are implemented are significantly and positively with the universities' ...

  8. 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,…

  9. Racism, Staff Development and Adult Education.

    Science.gov (United States)

    Galliers, David

    1987-01-01

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

  10. 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.

  11. 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…

  12. 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

  13. The Hazardous Waters of Staff Selection.

    Science.gov (United States)

    Shoop, Robert J.; Dunklee, Dennis R.

    2001-01-01

    Understanding prospective employees' rights (under the 1964 Civil Rights Act and other federal legislation prohibiting discriminatory practices) can help principals protect themselves, their schools, and their districts from litigation. Scenarios are described, along with permissible staff-selection steps: position analysis, recruitment,…

  14. Selecting and Developing an A+ Staff

    Science.gov (United States)

    Smith, Vernon G.

    2008-01-01

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

  15. 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.

  16. 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...

  17. Staff Development: Creating a Community of Learners

    Science.gov (United States)

    Norris, Norman D.

    2004-01-01

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

  18. Staff Development Resolutions for the Next Millennium.

    Science.gov (United States)

    Hirsh, Stephanie; Sparks, Dennis

    1999-01-01

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

  19. 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.

  20. Patient and staff doses in fluoroscopically guided invasive diagnostic and interventional urology procedures

    International Nuclear Information System (INIS)

    Ivanova, D.; Hristova-Popova, J.; Avramova-Cholakova, S.; Deyanova, Ts.; Dobrikov, R.

    2015-01-01

    Full text: The aim of this study is to evaluate patient and staff doses in fluoroscopically guided invasive diagnostic and interventional urology procedures. All the data were collected in the Emergency Hospital 'N. I. Pirogov'. While recording data for the patients, a real time dosimetry measurement of the medical staff was made. Air kerma-area product (KAP) was recorded for intravenous pyelogram (IVP), percutaneous nephrostomy (PN) and ureteral 'double-J' stenting. Patient data sex, age and weight were also taken. Staff doses were estimated with the system RaySafe i2. It contains four dosimeters, with a wireless connection to a real time display. The dosimeters were worn on the unprotected upper part of the body and measured the personal dose equivalent Hp(10). The mean KAP values for the procedures are: 3.21 Gy.cm 2 for IVP, 10.37 Gy.cm 2 for PN and 4.15 Gy.cm 2 for 'double-J' respectively. The highest staff dose for PN and 'double-J' is received by the urologist (160 μSv and 47.3 μSv, respectively), while for the IVP the radiographer has the highest exposure (20 μSv). Each member of the medical staff was on a different position in respect to the X-ray tube and the patient, which is the main reason for the differences in the staff doses. The variations in the mean patient and staff doses are mostly due to the interventions themselves, their complexity and the individual treatment of every patient. RaySafe i2 is very useful as guideline for making a choice of a better position and in the decreasing of radiation exposure to the staff

  1. 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

  2. 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.

  3. 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

  4. 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.

  5. Guidance for nuclear medicine staff on radiopharmaceuticals drug interaction

    International Nuclear Information System (INIS)

    Santos-Oliveira, Ralph

    2009-01-01

    Numerous drug interactions related to radiopharmaceuticals take place every day in hospitals many of which are not reported or detected. Information concerning this kind of reaction is not abundant, and nuclear medicine staff are usually overwhelmed by this information. To better understand this type of reaction, and to help nuclear medicine staff deal with it, a review of the literature was conducted. The results show that almost all of radiopharmaceuticals marketed around the world present drug interactions with a large variety of compounds. This suggests that a logical framework to make decisions based on reviews incorporating adverse reactions must be created. The review also showed that researchers undertaking a review of literature, or even a systematic review that incorporates drug interactions, must understand the rationale for the suggested methods and be able to implement them in their review. Additionally, a global effort should be made to report as many cases of drug interaction with radiopharmaceuticals as possible. With this, a complete picture of drug interactions with radiopharmaceuticals can be drawn. (author)

  6. Ready for Change? The Role of Physician and Staff Engagement, Burnout, and Workplace Attributes.

    Science.gov (United States)

    Hung, Dorothy; Chen, Po-Han

    We examined factors associated with change readiness among 343 primary care physicians and 590 nonphysician staff undergoing "Lean"-based process improvements. Baseline levels of engagement were associated with greater readiness for change across all measured domains. Job-related burnout correlated with greater need for change, but lower self-efficacy and perceived support, whereas a personal sense of accomplishment was associated with higher efficacy to implement changes. At a department level, teamwork, participation in decision making, and change history were associated with higher engagement and lower burnout among physicians and staff; conversely, a busy or stressful department correlated with lower engagement and higher burnout.

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

    Science.gov (United States)

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

    2013-01-01

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

  9. Predictors of staff-supportive organizational culture in assisted living.

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2008-03-01

    This study examined predictors of staff-supportive organizational culture in assisted living settings. The sample included 294 staff members in 52 facilities. Organizational culture was assessed according to staff perceptions of teamwork, morale, information flow, involvement, supervision, and meetings. Hierarchical linear modeling was used to examine the effects of organizational factors (i.e., facility size, chain membership, ownership, level of care, level of residents' disability) on staff-supportive organizational culture. More staff-supportive culture was associated with smaller facility size, chain membership, and a higher level of care. These findings point to the importance of organizational factors in shaping a staff-supportive organizational culture.

  10. 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

  11. 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

  12. 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

  13. 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

  14. 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'.

  15. 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 ...

  16. 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...

  17. 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...

  18. 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...

  19. 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

  20. Staff attitudes towards patients with schizophrenia.

    Science.gov (United States)

    Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders; Hagedorn-Møller, Julie; Kistrup, Kristen; Lindhardt, Anne; Nordentoft, Merete

    2013-10-01

    Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark. A survey of attitudes among staff at two psychiatric units in Copenhagen was performed using the Mental Illness: Clinicians' Attitudes scales. The scales have 16 questions to which another four questions were added by the authors. A total of 548 staff members answered the questions (61 doctors and 487 other professionals). The majority of the respondents believed in the possibility of recovery for patients and only a minority associated a high degree of dangerousness with schizophrenia. The cause of the illness was mainly regarded as being biological, but all agreed to a bio-psycho-social aetiological approach. The majority of the respondents believed that the illness was chronic and agreed on the need for staff to also be aware of patients' somatic illness. The doctors did not question their role as "real doctors" or the scientific basis for psychiatry. The majority would not mind working with a colleague with schizophrenia, but about half would hesitate to disclose if they themselves were diagnosed with the illness. Being a woman working in community psychiatry with long experience and participation in a recovery educational programme was associated with less stigmatizing attitudes. The survey showed a relatively low level of stigmatizing attitudes. This runs counter to the results from international investigation. This trend could be interpreted both as a result of a shift towards a more recovery-oriented approach to treatment as well as a reflection of political correctness.

  1. 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.

  2. 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...

  3. Making Evidence Based Changes on the Labor Ward of Muhima ...

    African Journals Online (AJOL)

    All these things can lead to increased maternal and neonatal ... information from the internet and make a power point presentation. In addition global trainings on helping ... Staff embraced the change even though initially resistant, learned how to find information on the internet and found that making power points was fun, ...

  4. 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 ...

  5. 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 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...

  6. Review of the Staff Rules and Regulations - Proposed modifications to the 10th edition

    CERN Document Server

    2006-01-01

    In accordance with the provisions of CERN/2567, CERN/FC/4824, a complete review of CERN's Staff Rules and Regulations is currently taking place, with a twofold aim: - to adapt the Organization's statutory provisions to the results of the Five-Yearly Review; - to update the Staff Rules and Regulations, which were last reviewed in full in 1996, in other areas and, wherever possible, to make them more consistent and better suited to the Organization's needs. This document contains a first set of proposed amendments, i.e. to the Preamble as well as to the first two Chapters of the Staff Rules and Regulations. These proposed amendments were examined by the Standing Concertation Committee (SCC) on 13 and 20 September 2006 and by the Tripartite Employment Conditions Forum (TREF) on 4 and 5 October 2006.

  7. Assisted living facility administrator and direct care staff views of resident mental health concerns and staff training needs.

    Science.gov (United States)

    Dakin, Emily; Quijano, Louise M; McAlister, Courtney

    2011-01-01

    This community needs assessment surveyed 21 administrators and 75 direct care staff at 9 larger and 12 smaller assisted living facilities (ALFs) regarding perceptions of resident mental health concerns, direct care staff capacity to work with residents with mental illness, and direct care staff training needs. Group differences in these perceptions were also examined. Both administrators and directcare staff indicated that direct care staff would benefit from mental health-related training, and direct care staff perceived themselves as being more comfortable working with residents with mental illness than administrators perceived them to be. Implications for gerontological social work are discussed.

  8. [Constipation in the hospital. Ethical reflection on its care by the nursing staff].

    Science.gov (United States)

    Berger, Valérie; Durand, Luc; Grocq, Martine

    2010-12-01

    The intestinal elimination of the hospitalized patients is a function insufficiently taken into account by the nursing staff from a preventive point of view. Nevertheless, numerous patients present transit disorders which are mostly translated into a diagnosis of constipation requiring therapeutic prescriptions and sometimes even aggressive and expensive medical examinations. The objective of this work is to lead an ethical reflection on the care of intestinal elimination by the nursing staff. Through a questionnaire, we wish to answer 3 questions: how come the nursing staff have difficulties taking care of the intestinal elimination of the hospitalized patients? What are the determiners which influence the care of the intestinal elimination by the nursing staff? Does training prepare the nursing staff to take care of the intestinal elimination of the hospitalized patients? The questionnaire was distributed to doctors, male and female nurses, nursing auxiliaries and students in care of the sick working in medicine, surgery and intensive care of the same hospital. This survey allowed to question 130 persons among whom 36 doctors, 37 male and female nurses, 30 nursing auxiliaries and 27 students. We were able to confirm that the care of the intestinal elimination is insufficiently taken into account in a preventive way, because 56 % of the people interviewed explain that the problem of intestinal elimination is not approached before the complaint of the patient Several determiners make that the nursing staff are not in a preventive approach. This care does not meet much interest, is experienced as devaluing, taboo and the relation nursing staff-patient is hindered because everyone has difficulties to speak about it. Institutional difficulties are also discussed, such as the lack of coordination of the nursing staff and the lack of time. Another point of this survey shows that work experience is not an element which facilitates this care because the more the nursing

  9. Staff Perceptions of Key Factors Guiding Nursing Home Search and Selection Within the Veterans Health Administration.

    Science.gov (United States)

    Miller, Edward Alan; Gidmark, Stefanie; Gadbois, Emily; Rudolph, James L; Intrator, Orna

    2017-06-21

    Veterans enter nursing homes (NHs) for short-term postacute, rehabilitation, respite, or end-of-life care. They also enter NHs on a long-term basis due to frailty, disability, functional deficits, and cognitive impairment. Little is known about how a particular NH is chosen once the decision to enter a NH has been made. This study identified VA staff perceptions of the key factors influencing the search and selection of NHs within the Veterans Health Administration (VHA). Data derived from 35 semistructured interviews with discharge planning and contracting staff from 12 Veterans Affairs Medical Centers (VAMCs). VA staff placed a premium on Veteran and family preferences in the NH selection process, though VA staff knowledge and familiarity with placement options established the general parameters within which NH placement decisions were made. Geographic proximity to Veterans' homes and families was a major factor in NH choice. Other key considerations included Veterans' specialty care needs (psychiatric, postacute, ventilator) and Veteran/facility demographics (age, race/ethnicity, Veteran status). VA staff tried to remain neutral in NH selection, thus instructing families to visit facilities and review publicly available quality data. VA staff report that amenities (private rooms, activities, smoking) and aesthetics (cleanliness, smell, layout, décor) often outweighed objective quality indicators in Veteran and family decision making. Findings suggest that VAMCs facilitate Veteran and family decision making around NH selection. They also suggest that VAMCs endeavor to identify and recruit a broader array of higher quality NHs to better match the specific needs of Veterans and families to the choice set available. © The Author 2017. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  10. 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 ...

  11. How Visual Management for Continuous Improvement Might Guide and Affect Hospital Staff: A Case Study.

    Science.gov (United States)

    Ulhassan, Waqar; von Thiele Schwarz, Ulrica; Westerlund, Hugo; Sandahl, Christer; Thor, Johan

    2015-01-01

    Visual management (VM) tools such as whiteboards, often employed in Lean thinking applications, are intended to be helpful in improving work processes in different industries including health care. It remains unclear, however, how VM is actually applied in health care Lean interventions and how it might influence the clinical staff. We therefore examined how Lean-inspired VM using whiteboards for continuous improvement efforts related to the hospital staff's work and collaboration. Within a case study design, we combined semistructured interviews, nonparticipant observations, and photography on 2 cardiology wards. The fate of VM differed between the 2 wards; in one, it was well received by the staff and enhanced continuous improvement efforts, whereas in the other ward, it was not perceived to fit in the work flow or to make enough sense in order to be sustained. Visual management may enable the staff and managers to allow communication across time and facilitate teamwork by enabling the inclusion of team members who are not present simultaneously; however, its adoption and value seem contingent on finding a good fit with the local context. A combination of continuous improvement and VM may be helpful in keeping the staff engaged in the change process in the long run.

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

    Directory of Open Access Journals (Sweden)

    Jason A. Clark

    2017-04-01

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

  13. Ombuds’ corner: Let's not confuse students and fellows with missing staff

    CERN Multimedia

    Vincent Vuillemin

    2013-01-01

    One of the main missions of CERN is education. Several programmes are dedicated to training students. Others, like the Fellowship programme, offer graduates to start a career and become professionals in their fields. All these young and fresh people provide very valuable contributions to our Organization.   At the same time, it is important to remember that they (especially the students) are here to learn from our professional staff for their future career. This is the correct exchange: they bring their dedicated work to our projects and they gain experience by working with our staff. There’s no better way to learn than on-the-job. However they should not be considered as missing staff, with the exact same requirements expected from the CERN staff. Potential missing staff in some areas is a separate issue, and educational programmes are not designed to make up for it. On-the-job learning and training are not separated but dynamically linked together, benefiting to both par...

  14. Making and the sense it makes

    Directory of Open Access Journals (Sweden)

    Mikkel B. Tin

    2013-08-01

    Full Text Available Making is ubiquitous, and it is as ancient asculture. In fact, making is the practical dimension of culture. It transformsmatter, and it articulates meaning. Making has a cognitive dimension; it makes sense. But this sense is not ordinary discursive knowledge – making yields another kind of knowledge, often referred to as ‘tacit’ because it seems to gowithout saying. Now, if it is tacit how can we speak about it, and whatis its role in making?

  15. Attitudes of healthcare staff and patients' family members towards family presence during resuscitation in adult critical care units.

    Science.gov (United States)

    Leung, Nga Yee; Chow, Susan K Y

    2012-07-01

    This study examines the attitudes of healthcare staff and patients' family members towards family presence during resuscitation (FPDR) in critical care units in Hong Kong. A wealth of literature is available on FPDR in various hospital and healthcare settings. The findings include many anecdotal accounts of both the positive and the negative effects of family presence. There is little documentation on the comparisons of staff and family members' perceptions and the predictors of staff attitudes towards FPDR practice. Cross-sectional survey design. A convenience sample of 163 healthcare staff and 69 family members was recruited from the intensive care units. There was significant difference in the attitudes of healthcare staff and patients' families towards FPDR. The regression analysis showed that the healthcare staff would be more supportive to FPDR if family members could share the dying moments with patients, family members were accompanied by a bereavement team member, there was adequate staff to support the family and staff members were adequately trained. If healthcare staff feel that family members may have the impression that the resuscitation is chaotic, witness resuscitation is traumatic experience for the family, family presence will increase risk of litigation and colleagues will not allow family members to stay during resuscitation making them less supportive of FPDR. Nurses were more supportive to FPDR than doctors. The results provide information for healthcare professionals on the development of FPDR programmes for patients and their family members. Through multi-disciplinary collaborations, the effective and safe implementation of FPDR practice can be enhanced. The results could help the clinical staff to develop written guidelines to produce an integrated and consistent approach to this sensitive issue in clinical practice. © 2012 Blackwell Publishing Ltd.

  16. 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...

  17. Policy implications of staff turnover at the Kwame Nkrumah ...

    African Journals Online (AJOL)

    ... the Library administration examines its employee performance trends to know which category of staff seem at risk of leaving and to institute human resource interventions such as training programmes, job enrichment and reward schemes to improve staff retention. Keywords: Employee turnover, staff retention, motivation, ...

  18. Organizational Climate as a Tool for Child Care Staff Retention

    Science.gov (United States)

    Klinkner, Joan M.; Riley, Dave; Roach, Mary A.

    2005-01-01

    A successful early childhood program that is a nurturing place for children must also be a good place for staff to work. Too often it is not, and employees leave. Coping with staff turnover in early childhood programs is a constant struggle, not only for administrators but also for children and their families and the staff who remain behind. Both…

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

    Science.gov (United States)

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

    2016-01-01

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

  20. 25 CFR 36.86 - Are there staff training requirements?

    Science.gov (United States)

    2010-04-01

    ... section before the first day of student occupancy for the year. (1) First Aid/Safety/Emergency & Crisis... 25 Indians 1 2010-04-01 2010-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well...

  1. The Relationship of Staff Development to Personnel Management.

    Science.gov (United States)

    Williams, C. A.

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

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

    African Journals Online (AJOL)

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

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

    African Journals Online (AJOL)

    Every organization primarily needs committed and dedicated staff that will help the organization to meet its tactical and strategic objectives. The study examines whether staff development policies exist in three special libraries in Ghana, and whether training programmes are being offered to increase staff competence, ...

  4. Identifying Needs to Develop a PBL Staff Development Program

    Science.gov (United States)

    Coffin, Prarthana

    2013-01-01

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

  5. 7 CFR 1700.33 - Financial Services Staff.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 11 2010-01-01 2010-01-01 false Financial Services Staff. 1700.33 Section 1700.33... AGRICULTURE GENERAL INFORMATION Agency Organization and Functions § 1700.33 Financial Services Staff. The Financial Services Staff evaluates the financial condition of financially troubled borrowers in order to...

  6. 32 CFR 191.7 - Civilian EEO program staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

  7. 32 CFR 1602.5 - Area office staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Area office staff. 1602.5 Section 1602.5....5 Area office staff. The compensated employees, civilian and military, of the Selective Service System employed in an area office will be referred to as the area office staff. ...

  8. 13 CFR 120.824 - Professional management and staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Professional management and staff... management and staff. A CDC must have full-time professional management, including an Executive Director (or the equivalent) managing daily operations. It must also have a full-time professional staff qualified...

  9. 17 CFR 171.28 - Participation by Commission staff.

    Science.gov (United States)

    2010-04-01

    ... staff. 171.28 Section 171.28 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION..., Membership Denial and Registration Actions § 171.28 Participation by Commission staff. The Division of.... The Commission shall by order establish a supplementary briefing schedule for the Commission staff and...

  10. 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...

  11. 32 CFR 700.720 - Administration and discipline: Staff embarked.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Administration and discipline: Staff embarked... Commanders In Chief and Other Commanders Administration and Discipline § 700.720 Administration and discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all...

  12. History of the Joint Chiefs of Staff: The Joint Chiefs of Staff and the War in Vietnam, 1971-1973

    National Research Council Canada - National Science Library

    Webb, Willard J; Poole, Walter S

    2007-01-01

    The series of five volumes titled "The Joint Chiefs of Staff and the War in Vietnam" covers the activities of the Joint Chiefs of Staff with regard to Vietnam from 1945 to the final withdrawal of U.S...

  13. Job satisfaction survey among health centers staff.

    Science.gov (United States)

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

    2014-01-01

    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. 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 two-part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains. Reliability was obtained for each domain and its validity was reported 0.93. The results showed an overall satisfaction score averages 43.55 ± 12.8 (from 100). Job satisfaction score was not significantly different between the sexes. However, within the current attitude toward job satisfaction, men scores was better than women (P = 0.001). Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion. The more the years of work, the less the job satisfaction was. The attitude toward the current job had a direct relationship with income (P = 0.01). There was a significant inverse relationship between educational level and job satisfaction in domains promotion, income, and benefits (P = 0.01). The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work.

  14. Geneva University honours two CERN staff members

    CERN Multimedia

    2001-01-01

    Albert Hofmann Steve Myers On 8 June, two CERN staff members will receive Geneva University's highest distinction. On the proposal of the University's particle physicists, Steve Myers and Albert Hoffmann, who orchestrated LEP commissioning and operation and were instrumental in its success, will awarded the distinction of doctor honoris causa. The ceremony, interspersed with musical interludes, will be followed by a formal reception and is open to all. The Uni Dufour car park will be free to members of the public attending the ceremony. 8 June 2001 at 10.00 a.m. Uni Dufour, Auditoire Piaget 24, rue Général Dufour, Geneva.

  15. 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.

  16. Nursing staff requirements for neonatal intensive care.

    OpenAIRE

    Williams, S; Whelan, A; Weindling, A M; Cooke, R W

    1993-01-01

    A study to estimate the number of nursing staff required for neonatal nursing was undertaken. Certain nursing tasks, such as transporting any infant, caring for the dying infant, and looking after the very unstable infant required continuous attention by one nurse (5.5 whole time equivalent (wte) nurses for each cot). The stable ventilated infant required 10.5 nursing hours each day-that is, 2.4 wte/cot. Infants with intravenous infusions, but not ventilated, required only slightly less nursi...

  17. Making mediation work.

    Science.gov (United States)

    Arif, Zeba

    2016-10-26

    Mediation can be an effective way of solving conflict between staff members. It signifies a willingness for people to work together to discuss their differences in a constructive way, before going down the official grievance route.

  18. The Effectiveness of Staff Training Focused on Increasing Emotional Intelligence and Improving Interaction between Support Staff and Clients

    Science.gov (United States)

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

    2015-01-01

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

  19. A crèche for CERN staff The Staff Association project

    CERN Document Server

    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.

  20. Leadership: a key strategy in staff nurse retention.

    Science.gov (United States)

    Kleinman, Carol S

    2004-01-01

    Nursing administrators are challenged to recruit and retain staff nurses in the midst of increasing job vacancies and staff nurse turnover rates averaging 21%. The prevailing issues related to staff nurse recruitment and retention in the current healthcare environment are briefly reviewed as introductory content. The article outlines the case from nursing administration literature that effective leadership styles of nurse managers and nurse administrators enhance staff nurse retention. As nurse administrators continue to struggle with staff nurse recruitment and retention, evidenced-based strategies are discussed that address leader preparation and organizational leadership structure including advanced education, leadership training, and shared leadership models.

  1. Care of the comatose patient: building mutual staff values.

    Science.gov (United States)

    Hofmann, P B; Smoot, F L

    1985-05-01

    Recognizing individuals' value differences is important to the success of health teams that care for comatose patients, since decisions to withhold or withdraw life-support treatment may lead to conflicts among team members. Such conflicts can adversely affect professional and family relationships. For example, health care personnel cannot work together in harmony or help the family effectively if they disagree about treatment decisions. Although institutional procedures for "do not resuscitate" orders, the treatment of incompetent patients, and other complex issues are helpful, they rarely address value conflicts, which inevitably influence a problem's resolution. Staff members therefore must acknowledge and confront differences they have faced. Such reflection enables catharsis as well as reconciliation of unresolved conflict and permits the group to develop guidelines for future situations. A fictional case also may be used to help work groups gain an understanding of the need for community. Ideally, the team members will sharpen their decision-making skills and gain the confidence to make tough choices in an imperfect, unpredictable world.

  2. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2001

    CERN Multimedia

    Seamus Hegarty / HR; Tel. 74128

    2001-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David O. Williams/it (Convener) Cristoforo Benvenuti/est David Plane/ep Technical Engineers & Administrative Careers Committee (TEACC) Sverre Jarp/it (Chairman) Flemming Pedersen/ps Robin Lauckner/sl Christian Roche/ett Lars Leistam/est Dietrich Schinzel/ep Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/ep [Convener] - Florence Ranjard/ep [Alternate] Jacques Gruber/ps - Peter Sievers/lhc [Alternate] Thomas Pettersson/est - Michel Mayoud/est [Alternate] Sue Foffano/as - Thierry Lagrange/spl [Alternate] Werner Zapf/hr (Secretary) LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/sl [Convener] - Fabien Perriollat/ps [Alternate] Mats Wilhelmsson/st - Véronique Fassnacht/tis [Alternate] Lucie Linssen/ep - Alfredo Placci/ep [Alternate] Patrick Geeraert/fi - John Cuthb...

  3. Factors Effecting Job Satisfaction Among Academic Staff

    Directory of Open Access Journals (Sweden)

    Nezih Dağdeviren

    2011-03-01

    Full Text Available Objective: In this paper, we aimed to investigate the job satisfaction levels of all the academic staff in Trakya University, along with their socioeconomic features.Material and Methods: We used a questionnaire including the Minnesota Satisfaction Questionnaire Short Form. Frequency tables, cross tabulations, Pearson Chi-square, Exact Chi-square, Kruskal-Wallis, Dunn’s Multiple Comparison and Chi-squared Automatic Interaction Detector (CHAID tests were used for statistical analysis.Results: The mean age of 560 participants was 33.86±7.33 years, of whom 47% (n=263 were female and 53% (n=297 male. Of the participants, the mean levels were 63.06±10.96 for general, 44.79±7.49 for intrinsic, and 18.27±4.64 for extrinsic job satisfaction. 85.4% of the academic staff (n=478 had a moderate level of satisfaction, whereas 14.6% (n=82 had a higher level. There was a significant relationship between income and job satisfaction levels. With the CHAID analysis, it was determined that job satisfaction had a relationship with age, educational status, total years of service and years of service in the current department. Conclusion: Job satisfaction can reflect the general emotional status of employees. It has a greater importance for the jobs that can affect the extraoccupational lives directly and require constant devotion. Employers should take some measures to increase job satisfaction in order to improve efficiency.

  4. Composition of Staff Review Advisory Bodies - 2003

    CERN Multimedia

    2003-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows : Senior Staff Advancement Committee (SSAC) David Plane/EP [Convener] Enrico Chiaveri/AB Peter Schmid/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin Lauckner/AB [Chairman]Marcel Mottier/EST Michael Letheren/EP Louis Walckiers/AT Lucie Linssen/EP Mats Wilhelmsson/ST Long-term contract Boards (LTCBs) LTCB 1 (Categories 2 & 5a) Tiziano Camporesi/EP [Convener]Florence Ranjard/EP [Alternate] Roger Bailey/ABPeter Sievers/AT " " Doris Forkel-Wirth/TISPierre Ninin/ST " " Rob Rayson/HRMaarten Wilbers/DSU " " Seamus Hegarty/HR [Secretary] LTCB 2 (Categories 3, 4, 5b & 5c) Véronique Paris/AB [Convener]Fabien Perriollat/AB [Alternate] Christian Lasseur/ESTRamon Folch/EST " " Lucie Linssen/EP Alfredo Placci/EP " " Mats Møller/ASLaszlo Abel/SPL " " Seamus Hegarty/HR [Secretary] Human Resources Division Tel. 74128

  5. COMPOSITION OF STAFF REVIEW ADVISORY BODIES - 2002

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows: Senior Staff Advancement Committee (SSAC) Cristoforo BENVENUTI/EST [Convener] David PLANE/EP Peter SCHMID/EP Technical Engineers & Administrative Careers Committee (TEACC) Robin LAUCKNER/SL [Chairman] Flemming PEDERSEN/PS Lucie LINSSEN/EP Dietrich SCHINZEL/EP Marcel MOTTIER/EST Louis WALCKIERS/LHC Long-term contract Boards (LTCBs) (Categories 2 & 5a) Tiziano CAMPORESI/EP [Convener] Florence RANJARD/EP [Alternate] Jacques GRUBER/PS [until 30.6.2002] Roger BAILEY/SL [from 1.7. 2002] Peter SIEVERS/LHC [Alternate] Doris FORKEL-WIRTH/TIS Pierre NININ/ST [Alternate] Sue FOFFANO/AS Maarten WILBERS/DSU [Alternate] Werner ZAPF/HR[Secretary] LTCB 2 Categories 3, 4, 5b & 5c) Véronique PARIS/SL [Convener] Fabien PERRIOLLAT/PS [Alternate] Mats WILHELMSSON/ST Charles NUTTALL/TIS [Alternate] Lucie LINSSEN/EP Alfredo PLACCI/EP [Alternate] Patrick GEERAER...

  6. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

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

  7. Transmission of Pneumocystis carinii from patients to hospital staff

    DEFF Research Database (Denmark)

    Lundgren, Bettina; Elvin, K; Rothman, L P

    1997-01-01

    rooms in departments of infectious diseases managing patients with P carinii pneumonia (PCP), suggesting the airborne route of transmission. Exposure of staff to P carinii may occur in hospital departments treating patients with PCP. METHODS: Exposure to P carinii was detected by serological responses...... to human P carinii by ELISA, Western blotting, and indirect immunofluorescence in 64 hospital staff with and 79 staff without exposure to patients with PCP from Denmark and Sweden. DNA amplification of oropharyngeal washings was performed on 20 Danish staff with and 20 staff without exposure to patients...... with PCP. RESULTS: There was no significant difference in the frequency or level of antibodies to P carinii between staff exposed and those unexposed to patients with PCP. None of the hospital staff had detectable P carinii DNA in oropharyngeal washings. CONCLUSIONS: There is no difference in antibodies...

  8. Making It Easier for School Staff to Help Traumatized Students. Research Highlights

    Science.gov (United States)

    Maggio, Elizabeth

    2009-01-01

    Ten years ago, RAND researchers joined colleagues at the Los Angeles Unified School District and the University of California Los Angeles to confront the issue of the large number of children who go to school weighed down by experiencing or witnessing some form of violence, trauma, or maltreatment. The Cognitive-Behavioral Intervention for…

  9. At Their Service. Making Life Happier for Customers and Staff. The Helping Hand Series.

    Science.gov (United States)

    Nash, Claire

    This guide is intended to help persons employed in the hotel and catering industry to improve their customer relations skills. The following topics are discussed: the importance of customers and good customer relations in the hospitality industry; what customers want; what employees in hospitality occupations can give customers; and importance of…

  10. A Comparison of Pyramidal Staff Training and Direct Staff Training in Community-Based Day Programs

    Science.gov (United States)

    Haberlin, Alayna T.; Beauchamp, Ken; Agnew, Judy; O'Brien, Floyd

    2012-01-01

    This study evaluated two methods of training staff who were working with individuals with developmental disabilities: pyramidal training and consultant-led training. In the pyramidal training, supervisors were trained in the principles of applied behavior analysis (ABA) and in delivering feedback. The supervisors then trained their direct-care…

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

    Science.gov (United States)

    Williford, Anne; Depaolis, Kathryn J.

    2016-01-01

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

  12. staff/bed and staff/patient ratios in south african public sector mental

    African Journals Online (AJOL)

    occupational therapists 0.01, occupational therapy assistants. 0.01, social workers 0.01, community health workers 0.00, psychologists 0.00, intern psychologists 0.00, psychiatrists. 0.00, psychiatric registrars O.Dl, and medical officers 0.00. The ratio of ambulatory psychiatric service staff to daily patient visits (DPV) for the ...

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

    Science.gov (United States)

    Dudenhoeffer, Frances Tomlin; Fedak, Joseph F.

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

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

    OpenAIRE

    Matiushenko Yuliua V.

    2017-01-01

    The article is aimed at building a cognitive map using the method of gradually formalizing the decision making tasks – cognitive modeling to forecast the impact of organizational changes on the emergence of staff resistance to these changes and the use of an appropriate set of incentives to overcome the resistance. The theoretical generalization of existing research on cognitive modeling has led to the development of scenarios reflecting the impact of relevant organizational changes on the re...

  15. How does pre-dialysis education need to change? Findings from a qualitative study with staff and patients.

    Science.gov (United States)

    Combes, Gill; Sein, Kim; Allen, Kerry

    2017-11-23

    Pre-dialysis education (PDE) is provided to thousands of patients every year, helping them decide which renal replacement therapy (RRT) to choose. However, its effectiveness is largely unknown, with relatively little previous research into patients' views about PDE, and no research into staff views. This study reports findings relevant to PDE from a larger mixed methods study, providing insights into what staff and patients think needs to improve. Semi-structured interviews in four hospitals with 96 clinical and managerial staff and 93 dialysis patients, exploring experiences of and views about PDE, and analysed using thematic framework analysis. Most patients found PDE helpful and staff valued its role in supporting patient decision-making. However, patients wanted to see teaching methods and materials improve and biases eliminated. Staff were less aware than patients of how informal staff-patient conversations can influence patients' treatment decision-making. Many staff felt ill equipped to talk about all treatment options in a balanced and unbiased way. Patient decision-making was found to be complex and patients' abilities to make treatment decisions were adversely affected in the pre-dialysis period by emotional distress. Suggested improvements to teaching methods and educational materials are in line with previous studies and current clinical guidelines. All staff, irrespective of their role, need to be trained about all treatment options so that informal conversations with patients are not biased. The study argues for a more individualised approach to PDE which is more like counselling than education and would demand a higher level of skill and training for specialist PDE staff. The study concludes that even if these improvements are made to PDE, not all patients will benefit, because some find decision-making in the pre-dialysis period too complex or are unable to engage with education due to illness or emotional distress. It is therefore recommended that

  16. Nurse managers' perceptions and experiences regarding staff nurse empowerment: a qualitative study.

    Science.gov (United States)

    Van Bogaert, Peter; Peremans, Lieve; de Wit, Marlinde; Van Heusden, Danny; Franck, Erik; Timmermans, Olaf; Havens, Donna S

    2015-01-01

    To study nurse managers' perceptions and experiences of staff nurse structural empowerment and its impact on the nurse manager leadership role and style. Nurse managers' leadership roles may be viewed as challenging given the complex needs of patients and staff nurses' involvement in both clinical and organizational decision-making processes in interdisciplinary care settings. Qualitative phenomenological study. Individual semi-structured interviews were conducted with 8 medical or surgical nurse managers in a 600-bed Belgian university hospital between December 2013 and June 2014. This hospital was undergoing conversion from a classical hierarchical, departmental structure to a flat, interdisciplinary model. Nurse managers were found to be familiar with the structural empowerment of clinical nurses in the hospital and to hold positive attitudes toward it. They confirmed the positive impact of empowerment on their staff nurses, as evidenced by increased responsibility, autonomy, critical reflection and enhanced communication skills that in turn improved the quality and safety of patient care. Structural empowerment was being supported by several change initiatives at both the unit and hospital levels. Nurse managers' experiences with these initiatives were mixed, however, because of the changing demands with regard to their manager role and leadership style. In addition, pressure was being experienced by both staff nurses and nurse managers as a result of direct patient care priorities, tightly scheduled projects and miscommunication. Nurse managers reported that structural empowerment was having a favorable impact on staff nurses' professional attitudes and the safety and quality of care in their units. However, they also reported that the empowerment process had led to changes in the managers' roles as well as daily practice dilemmas related to the leadership styles needed. Clear organizational goals and dedicated support for both clinical nurses and nursing unit

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

    Science.gov (United States)

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

    2017-11-01

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

  18. Elections for staff representatives – Join, commit and vote!

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Council is a statutory body representing collectively in the area of employment conditions all CERN staff members (MPE and MPA), as well as the pensioners, former Cernois. The Staff Council is the supreme representative body of the CERN staff and pensioners, which defines the main lines of the policy of the Staff Association. The Staff Council is composed of staff representatives (45 seats to represent staff members, and 5 for representing fellows and associate members), as well as delegates for pensioners (seven positions), designated by GAC-EPA. Every two years, the Council is renewed through elections. Concerning the 45 delegates representing staff members, all departments have a least two seats allocated, one in career paths AA to D and one in career paths E to H. This guarantees a fair distribution of seats among the various organizational units and career paths. The table below, shows the exact number of delegates per department and career paths. Staff members or fellows who want to participa...

  19. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2001-01-01

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

  20. G. N. Rassam Joins AGU Staff

    Science.gov (United States)

    Ghassan N. Rassam joined the AGU staff today, assuming the dual roles of Division Director for Public Information and Marketing and of Special Assistant for Nonprint Publications. He comes to AGU from the American Geological Institute, where he has been chief editor and assistant director of the GeoRef Information System.As Director of Public Information and Marketing, Rassam will head one of AGU's five divisions. He will have under his purview the Public Information Department and the Promotion and Sales Department. The Public Information Department produces Eos and also has the responsibility for press relations, including the preparation of news releases and the operation of press rooms at meetings. These activities are critical to the implementation of AGU's public education and public affairs initiatives, as well as to the central role of AGU in promoting the unity of geophysics.

  1. 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

  2. Survey of how staff commute to work

    CERN Document Server

    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

  3. An analysis of obituaries in staff magazines.

    Science.gov (United States)

    Heynderickx, Priscilla C; Dieltjens, Sylvain M

    2016-01-01

    In the literature, extensive attention is given to the content, structure, and style of obituaries in newspapers. Analyses of the demise of colleagues in internal business communications are however nonexistent. This article discusses a bottom-up analysis of 150 obituaries published in Flemish staff magazines--obituaries that mostly focus on the deceased's career and professional qualities. Following analysis, the data were divided in obituaries that are continuous texts and obituaries with a letter format. The differences between the two types lie at different levels: format, content, structure, and language use. Obituaries with a letter format are characterized and determined by three paradoxes: the sender-receiver paradox, life-death paradox, and happiness-sadness paradox.

  4. [Quality of work life in nursing staff].

    Science.gov (United States)

    Zavala, María Olga Quintana; Klijn, Tatiana Maria Paravic

    2014-01-01

    This article deals with aspects that are related to work, quality of life, and its relationship with the nursing staff within the Mexican context. Professionals in health areas present alterations that are commonly overlooked and barely dealt with, especially when the person is a woman and, the care they give to patients, families, and/or friends, or community members, precede their own self care. In the case of institutions or work areas, even when the job provides human beings with several benefits, it usually lacks the proper conditions to perform the job, carries negatives aspects or pathological conditions, all which can relate to poor levels of Quality of Life at Work. Members of the nursing team need to perform their work in the best possible conditions in order to maintain their physical and mental health.

  5. Patient and staff dose during hysterosalpinography

    International Nuclear Information System (INIS)

    Buls, N.; Osteaux, M.

    2001-01-01

    Hysterosalpingography (HSG) is a useful and widely employed technique which uses X-ray fluoroscopy to investigate the female genital tract. Fluoroscopy is assessed by a gynaecologist, a physician who is not always trained to work with ionising radiation. Dose-area product measurements in a group of 34 patients allowed an estimation of the median effective dose (0,83 mSv) and the median dose to the ovaries (1,63 mGy) of the patient per procedure. The dose to the staff was estimated using thermoluminescent dosimetry. The following median entrance surface doses were estimated per procedure: 0,22 mGy to the lens of the eye, 0,15 mGy to the neck at thyroid level and 0,19 mGy to the back of the hand. The annual eye dose limit could be exceeded if the gynaecologist is a member of the public. (author)

  6. Making Meaningful: Intention in Children's Art Making

    Science.gov (United States)

    Malin, Heather

    2013-01-01

    Children's art work has often been the subject of study by researchers seeking to gain insight into the role of art making in children's learning and development. However, rarely are children's own explanations of their art making used to inform these studies. Children's perceptions of their own art making are important for research and practice…

  7. Experiences of mental health nursing staff working with voice hearers in an acute setting: An interpretive phenomenological approach.

    Science.gov (United States)

    McMullan, E; Gupta, A; Collins, S C

    2018-04-01

    WHAT IS KNOWN ON THE SUBJECT?: Community mental health staff and their service users have reported mixed views on the importance of talking about the content of voices. Community staff have reported feeling that they do not have the skills to explore voice content and worry about making things worse. Voice hearers experiencing extreme distress due to the content of their voices can access support through acute inpatient mental health services. No previous studies have focused on the experiences of staff who nurse voice hearers at a time of acute distress. WHAT DOES THIS STUDY ADD TO EXISTING KNOWLEDGE?: MHNs and HSWs working with voice hearers in acute distress report feeling powerless and helpless, as they feel that they cannot lessen the distress experienced by the voice hearer. Despite these difficult feelings, staff report finding ways of coping, including using structured tools to help make sense of their service users' voice-hearing experiences and accessing reflective practice forums. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Due to the current context of increased acuity and limited resources in acute services, there may be a need to further protect time for staff to access reflective practice groups and supervision forums to help them manage the difficult feelings arising from their work with voice hearers. Introduction Mental health nursing (MHN) staff in acute settings work with voice hearers at times of crises when they experience high levels of distress. Previous research has focused on community mental health staff's experiences and their service users views on exploring the content of voices. No studies have explored this from an acute mental health service perspective. Aim This study therefore sought to explore the experiences of staff working with voice hearers in an acute mental health service. Method Due to the exploratory nature of the research, a qualitative design was chosen. Three MHNs and five healthcare support workers (HSWs) were

  8. The Importance of Staff Training in the Hotel Industy : Case study: Renaissance Shanghai Yuyuan Hotel

    OpenAIRE

    Yang, Xiao

    2010-01-01

    In any kind of business, human resources are the most powerful sources. How to attract outstanding personnel, how to make full use of employees’abilities and potentials in order to help achieve the organizational objectives are the questions that every leader should take into consideration. Staff training is a very essential part of Human Resource Management (HRM), it is a path for the management to know about their employees, it is a way to help employees to make best use of their own abilit...

  9. 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.

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

    CERN Multimedia

    STAFF ASSOCIATION

    2010-01-01

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

  11. CERN Staff Association supports the personnel of WIPO

    CERN Multimedia

    Staff Association

    2017-01-01

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

  12. Education in geriatric medicine for community hospital staff.

    LENUS (Irish Health Repository)

    O'Hanlon, Shane

    2010-12-01

    Community hospitals provide many services for older people. They are mainly managed by nursing staff, with some specialist input. Little is known about education provided in these facilities. Most education in geriatric medicine is provided in hospitals, despite most elderly care being provided in the community. The authors surveyed senior nursing staff in Irish community hospitals to examine this area in more detail. Staff in all 18hospitals in the Health Service Executive (South) area were invited to participate. The response rate was 100%. Sixteen of the 18 respondents (89%) felt staff did not have enough education in geriatric medicine. Just over half of hospitals had regular staff education sessions in the area, with a minority of sessions led by a geriatrician, and none by GPs. Geriatrician visits were valued, but were requested only every 1-3 months. Staff identified challenging behaviour and dementia care as the areas that posed most difficulty.

  13. Identifying needs to develop a PBL staff development program

    Directory of Open Access Journals (Sweden)

    Prarthana Coffin

    2013-08-01

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

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

    Science.gov (United States)

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

    2017-11-01

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

  15. Connecting the learners: improving uptake of a nursing home educational program by focusing on staff interactions.

    Science.gov (United States)

    Colón-Emeric, Cathleen S; Pinheiro, Sandro O; Anderson, Ruth A; Porter, Kristie; McConnell, Eleanor; Corazzini, Kirsten; Hancock, Kathryn; Lipscomb, Jeffery; Beales, Julie; Simpson, Kelly M

    2014-06-01

    The CONNECT intervention is designed to improve staff connections, communication, and use of multiple perspectives for problem solving. This analysis compared staff descriptions of the learning climate, use of social constructivist learning processes, and outcomes in nursing facilities receiving CONNECT with facilities receiving a falls education program alone. Qualitative evaluation of a randomized controlled trial was done using a focus group design. Facilities (n = 8) were randomized to a falls education program alone (control) or CONNECT followed by FALLS (intervention). A total of 77 staff participated in 16 focus groups using a structured interview protocol. Transcripts were analyzed using framework analysis, and summaries for each domain were compared between intervention and control facilities. Notable differences in descriptions of the learning climate included greater learner empowerment, appreciation of the role of all disciplines, and seeking diverse viewpoints in the intervention group. Greater use of social constructivist learning processes was evidenced by the intervention group as they described greater identification of communication weaknesses, improvement in communication frequency and quality, and use of sense-making by seeking out multiple perspectives to better understand and act on information. Intervention group participants reported outcomes including more creative fall prevention plans, a more respectful work environment, and improved relationships with coworkers. No substantial difference between groups was identified in safety culture, shared responsibility, and self-reported knowledge about falls. CONNECT appears to enhance the use of social constructivist learning processes among nursing home staff. The impact of CONNECT on clinical outcomes requires further study.

  16. Management perceptions of a higher educational brand for the attraction of talented academic staff

    Directory of Open Access Journals (Sweden)

    Musa Saurombe

    2017-02-01

    Full Text Available Orientation: Academic staff members have a crucial role in the success of higher education institutions (HEIs. Therefore, it is imperative to cultivate an appealing organisational brand that will attract them to HEIs as an employer of choice. Research purpose: The main objective of this study was to explore management perceptions on a higher educational institution as a brand for the attraction of talented academic staff. Motivation for the study: Although a substantial amount of research has been conducted on organisational branding, not much has emphasised the higher educational sector. Research approach, design and method: A qualitative research approach was adopted, using semi-structured interviews to collect data from management (N = 12 of a merged South African HEI. Main findings: The findings revealed six themes that should form the core of a higher educational brand for academic staff: reputation and image, organisational culture and identity, strategic vision, corporate social responsibility and work and surrounding environment. Practical/managerial implications: The findings of the study will assist higher education management to create a compelling organisational brand and work environment to attract and retain talented academic staff members. Contribution/value-add: This research makes a valuable contribution towards creating new knowledge in the key that should form part of an appealing higher education brand that will attract and retain current and future talent.

  17. Analysis of Productivity Improvement Act for Clinical Staff Working in the Health System: A Qualitative Study.

    Science.gov (United States)

    Vali, Leila; Tabatabaee, Seyed Saeed; Kalhor, Rohollah; Amini, Saeed; Kiaei, Mohammad Zakaria

    2015-06-12

    The productivity of healthcare staff is one of the main issues for health managers. This study explores the concept of executive regulation of Productivity Improvement Act of clinical staff in health. In this study phenomenological methodology has been employed. The data were collected through semi-structured interviews and focus group composed of 10 hospital experts and experts in human resources department working in headquarter of Mashhad University of Medical Sciences and 16 nursing managers working in public and private hospitals of Mashhad using purposive sampling. Findings were analyzed using Colaizzi's seven step method. The strengths of this Act included increasing spirit of hope in nurses, paying attention to quality of nursing care and decreasing problems related to the work plan development. Some of the weaknesses of Productivity Improvement Act included lack of required executive mechanisms, lack of considering nursing productivity indicator, increasing non-public hospitals problems, discrimination between employees, and removal of resting on night shifts. Suggestions were introduced to strengthen the Act such as increased organizational posts, use of a coefficient for wage in unusual work shifts and consideration of a performance indicator. The results may be used as a proper tool for long term management planning at organization level. Finally, if high quality care by health system staff is expected, in the first step, we should take care of them through proper policy making and focusing on occupational characteristics of the target group so that it does not result in discrimination among the staff.

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

    National Research Council Canada - National Science Library

    Lee, John

    2000-01-01

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

  19. The Military Decision-Making Process (MDMP): A Prototype Training Product

    National Research Council Canada - National Science Library

    Wampler, Richard

    1998-01-01

    ...): A Prototype Training Product. The MDMP product is a computer-based, stand alone training support package to assist individuals and staffs of light infantry brigades in learning to participate in the military decision-making process...

  20. The caregiver's careshop. A renewal experience for nursing staff.

    Science.gov (United States)

    Fitzpatrick, M J; Bunevich, S; Jones, S

    2001-01-01

    What are some creative methodologies that staff development educators can use to nurture nursing staff while promoting caring and compassionate behaviors? The authors describe an innovative process used during a 1-day workshop designed to convey caring to nursing staff through a variety of experiences. The overall goal of the session is to provide caregivers with a variety of new "tools" to care for themselves as they deal with multiple stressors in their personal and professional lives.

  1. The Size of Operational Staffs: Less May Be More

    Science.gov (United States)

    2011-12-01

    War,” The Journal of Military History, v. 55, no. 1 (January 1991), 26. 78 J. Boone Bartholomees Jr, Buff Facings and Gilt Buttons: Staff and...Bartholomees Jr, Buff Facings and Gilt Buttons: Staff and Headquarters Operations in the Army of Northern Virginia, 1861-1865 (Columbia: University of...Heritage Library) (Intl Business Pubns USA, 2009), 1:464, cited in J. Boone Bartholomees Jr, Buff Facings and Gilt Buttons: Staff and Headquarters

  2. The relationship between managerial leadership behaviors and staff nurse retention.

    Science.gov (United States)

    Kleinman, Carol

    2004-01-01

    The purposes of this study were to describe perceptions of managerial leadership behaviors associated with staff nurse turnover and to compare nurse manager leadership behaviors as perceived by managers and their staff nurses. Effective leadership styles among nurse managers have been associated with staff nurse job satisfaction and retention. Although both transformational and transactional leadership styles have been described as effective, it is unclear which nurse manager leadership behaviors contribute most to staff nurse retention. This descriptive, correlational study was conducted at a 465-bed community hospital in the northeastern United States. All staff nurses and nurse managers employed in both ambulatory and acute care nursing units were invited to participate in the study. The study sample comprised 79 staff nurses and 10 nurse managers, who completed demographic forms and the 45-item Multifactor Leadership Questionnaire, which measures 12 dimensions of leadership style. Data were collected from July through September 2003. Active management by exception as perceived by staff nurses was the only managerial leadership style associated with staff nurse turnover (r = .26, p = .03). Compared with the perceptions among their staff nurses, nurse managers consistently perceived that they demonstrated a higher mean frequency of transformational leadership behaviors. The transactional leadership style of active management by exception not only appeared to be a deterrent to staff nurse retention but also reflected leadership perceptions among staff nurses who work evening and night shifts. This study also provides further evidence regarding a trend in which nurse managers and staff nurses do not concur on the frequency of transformational leadership behaviors but do demonstrate agreement on the frequency of transactional leadership behaviors.

  3. Radiation dose received by TAMVEC neutron therapy staff

    International Nuclear Information System (INIS)

    Smathers, J.B.; Graves, R.G.; Sandel, P.S.; Almond, P.R.; Otte, V.A.; Grant, W.H.

    1978-01-01

    Based on over 5 years of experience in fast neutron radiotherapy, the activation radiation source origins and magnitudes are discussed and the staff radiation exposures reviewed. Source magnitudes were determined using ionization chamber survey instruments and staff doses by commercial TLD and film badge service reports. It is concluded that while staff doses exceed those obtained in conventional therapy, the levels received are well within published guidelines for occupational exposure. (author)

  4. Mental Health staff views on improving burnout and mental toughness

    OpenAIRE

    Posner, Zoe; Janssen, Jessica; Roddam, Hazel

    2017-01-01

    Purpose- Burnout in mental health staff is acknowledged as a major problem. The purpose of this paper is to gain an understanding of mental health staff views on improving burnout and mental toughness in mental health staff.\\ud Design/methodology/approach-Ten participants from two mental health rehabilitation units across the North West of England took part in a Nominal Group Technique (NGT). Participants consisted of mental health workers from varied roles in order to\\ud capture views from a...

  5. Sizing of Staff of Neonatal Units in a University Hospital

    OpenAIRE

    Gabriela Ramos Ferreira Curan; Amanda Beraldo; Sarah Nancy Deggau Hegeto de Souza; Edilaine Giovanini Rossetto

    2015-01-01

    The aim was to evaluate the size of the nursing neonatal units of a university hospital regarding the education and professional experience of the nursing staff and the adequacy of existing legislation professional staff. Descriptive, quantitative study, conducted at the Intensive Care Unit and Neonatal Intermediate Care. We used two instruments to collect data with the nursing staff and the professional relationship and bed occupancy. Employees had an average experience in neonatal units of ...

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

    Directory of Open Access Journals (Sweden)

    S K PULIST

    2004-01-01

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

  7. A review of NRC staff uses of probabilistic risk assessment

    Energy Technology Data Exchange (ETDEWEB)

    1994-03-01

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

  8. THE MANY ROLES OF THE CERN STAFF ASSOCIATION

    CERN Document Server

    Staff Association

    2011-01-01

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

  9. "Make Sure Somebody Will Survive From This"

    DEFF Research Database (Denmark)

    B. Jensen, Anja M.

    2016-01-01

    Based on anthropological fieldwork among Danish organ donor families and hospital staff in neurointensive care units, this article explores the transformative practices of hope in Danish organ donation. Focusing on various phases of the organ donation process, I demonstrate how families...... and professionals practice hope in astounding ways: when hoping for organs, when hoping for the end of patient suffering, when hoping for the usability of the donor body, and when hoping to help future donor families by sharing painful experiences. By focusing on such practices and transformations of hope......, this article sheds light on the social negotiations of life and death among families and staffs in medical contexts and describes how the dignity of the deceased donor and the usability of the donor body are closely connected in family attempts to make donation decisions meaningful during and after a tragic...

  10. Developing the digital literacies of academic staff: an institutional approach

    Directory of Open Access Journals (Sweden)

    Barbara Newland

    2016-10-01

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

  11. Extent and sources of occupational stress in university staff.

    Science.gov (United States)

    Biron, Caroline; Brun, Jean-Pierre; Ivers, Hans

    2008-01-01

    Canadian higher education sector has undergone numerous changes during the past decades. Increased student enrolments, massive cuts in human resources and constant restructuring are changes likely to have had a considerable impact on all employees (e.g., administrative, trades, and faculty). While many studies conducted in different countries have shown that stress in universities is a problem of alarming proportions, to date, no study of the entire staff of a university has been carried out in Canada. This research uses an approach based on the prevention and management of the sources of occupational stress to study 1086 employees of a Quebec university. Data were collected by means of questionnaires and semi-structured interviews. It was found that the proportion of individuals who reported a high level of psychological distress was twice as high (40%) than that reported for a Quebec-wide sample (20%). Work overload, the relationship with one's superior and participation in decision making were systematically reported as high risks to employees' health. It was found that human resources management practices have not followed the rapid organizational changes which affected the university in the past years. The results are discussed in light of the risk management approach.

  12. Community treatment adoption of contingency management: a conceptual profile of U.S. clinics based on innovativeness of executive staff.

    Science.gov (United States)

    Hartzler, Bryan; Rabun, Carl

    2013-07-01

    Community adoption of contingency management (CM) varies considerably, and executive innovativeness may help explain variance due to its presumed influence on clinic decision-making. Sixteen U.S. opioid treatment programs (OTPs) were visited, with ethnographic interviewing used in casual contacts with executives to inform their eventual classification by study investigators into one of Rogers' (2003) five adopter categories. Audio-recorded interviews were also conducted individually with the executive and three staff members (N = 64) wherein they reported reactions to clinic CM implementation during the prior year, from which study investigators later identified salient excerpts during interview transcript reviews. The executive sample was progressive, with 56% classified as innovators or early adopters. Implementation reports and corresponding staff reactions were generally consistent with what might be expected according to diffusion theory. Clinics led by innovators had durably implemented multiple CM applications, for which staff voiced support. Clinics led by early adopters reported CM exposure via research trial participation, with mixed reporting of sustained and discontinued applications and similarly mixed staff views. Clinics led by early majority adopters employed CM selectively for administrative purposes, with staff reticence about its expansion to therapeutic uses. Clinics led by late majority adopters had either deferred or discontinued CM adoption, with typically disenchanted staff views. Clinics led by a laggard executive evidenced no CM exposure and strongly dogmatic staff views against its use. Study findings are consistent with diffusion theory precepts, and illustrate pervasive influences of executive innovativeness on clinic practices and staff impressions of implementation experiences. Published by Elsevier B.V.

  13. Shared decision making

    Science.gov (United States)

    ... page: //medlineplus.gov/ency/patientinstructions/000877.htm Shared decision making To use the sharing features on this page, ... treatment you both support. When to use Shared Decision Making Shared decision making is often used when you ...

  14. Perinatal staff perceptions of safety and quality in their service.

    Science.gov (United States)

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

    2014-11-28

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

  15. Presenteeism among emergency health care staff.

    Science.gov (United States)

    Sánchez-Zaballos, Marta; Baldonedo-Mosteiro, María; Mosteiro-Díaz, Mª Pilar

    2018-02-01

    To estimate the prevalence of presenteeism among different categories of hospital and pre-hospital emergency health care professionals in the Principality of Asturias, Spain, and to define the sociodemographic characteristics and workplace factors associated with presenteeism in all categories. Cross-sectional descriptive study carried out during the last half of 2014 and first half of 2015. A self-administered questionnaire was used to collecta data on sociodemographic and work-related variables and perception of work as stressful. The respondents, who answered voluntarily and anonymously, assessed themselves on the Stanford Presenteeism Scale-6 adapted for use in Spain. The prevalence of presenteeism was 52.9% among the 323 respondents. Presenteeism was associated with stress (P<.01), place of work (P=.004), and bearing responsibility for dependent persons (P=.034) in the group overall. The association between stress and presenteeism was clearly present in emergency physicians (P=.049) and in nurses with dependents under their care (P=.016). The prevalence of presenteeism is high among emergency staff in the Principality of Asturias. Presenteeism is associated with diverse factors.

  16. Summer Camp of the CERN Staff Association

    CERN Document Server

    Staff Association

    2017-01-01

    A Journey to Discover the Four Elements Over the past few years, the Children’s Day-Care Centre and School (EVEE) of the CERN Staff Association has transformed into a summer camp for the four weeks of July. Every year, this summer camp welcomes up to 40 children from 4 to 6 years old. The camp offers a rich and varied program. This year, the theme was the four elements of life, and the children set out on a journey to discover a different element every week: WATER was the theme of the first week. What is water? What purpose does it serve? Where can we find it? With these questions and many others in mind, the children set out on a cruise, sailing across Lake Geneva to visit the Lake Geneva Museum in Nyon. All through the week, the children were able to discover the different properties of water by carrying out various scientific experiments. For instance, getting soaked can certainly help observe a simple property of water: it’s wet! Giggles guaranteed. The children made fancy hats and e...

  17. Hospital infection: vision of professional nursing staff.

    Directory of Open Access Journals (Sweden)

    Tarciane da Silva Monteiro

    2015-04-01

    Full Text Available Background and Objective: The hospital-acquired infection (HAI is defined as a serious public health problem, resulting in increased morbidity and mortality. The role of nursing staff on this issue is essential in ensuring solving and quality care, minimizing damages that may arise as a result of the care offered to patients. From this discussion, this study aimed to understand the vision of the nursing team professionals about HAI. Method: This is a qualitative, descriptive study. The data collection was performed using a semi-structured interview. We used the Bardin Content Analysis. Results: The categories that emerged were: Definition of HAI; Implemented prevention measures; Difficulties in controlling the HAI, and coping strategies. The study found a clear understanding of what is a HAI for nurses, however, for practical nurses that understanding appeared wrongly. Hand washing and the use of PPE were the main measures mentioned in prevention. The low uptake of the above measures and the problems of working in teams were listed challenges. Conclusion: Therefore, lifelong learning is an important instrument to promote changes in practice. It is essential that HIC act with professionals raising their awareness about the importance of play in the prevention and control of potential complications, ensuring the safety and quality of care directed to the patient. KEYWORDS: Cross Infection. Nursing. Qualitative research.

  18. 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)

  19. Ombuds' Corner: Users and Staff Members

    CERN Multimedia

    Vincent Vuillemin

    2010-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity. 
     Pam* and Jeff* are both physicists working on the same project for an experiment. Pam is from a collaborating institute and Jeff is a CERN staff member. As the project is being developed at CERN they both share the same technical support available in the Laboratory. At the beginning they organised themselves so they could get the support that both of them needed. When some milestones concerning the delivery of parts became urgent, they started to actually compete for the same resources, which could not possibly satisfy all requests at the same time. With the time pressure increasing, Jeff started to accuse Pam of diverting the resources for her own share of the proj...

  20. Making process improvement 'stick'.

    Science.gov (United States)

    Studer, Quint

    2014-06-01

    To sustain gains from a process improvement initiative, healthcare organizations should: Explain to staff why a process improvement initiative is needed. Encourage leaders within the organization to champion the process improvement, and tie their evaluations to its outcomes. Ensure that both leaders and employees have the skills to help sustain the sought-after process improvements.

  1. [Habermas' and Giddens' modernization theories applied to homes for the aged and to somatic nursing homes. The long road toward greater equivalence between residents and staff].

    Science.gov (United States)

    Belderok, J J

    1997-12-01

    The situation in homes for the elderly and nursing homes is for the residents both alarming and tragic. Recent Dutch legislation supports the movement towards more self-determination and autonomy for the residents. The staff are dedicated to making the living situation as good as possible for the residents. Nevertheless many publications describe how the dependence and helplessness of the residents stil continue. In this paper this helplessness is placed within the broader framework of modern society by application of Habermas' theory of communicative action and Giddens' structuration theory. Both theories show that the key to improve dependent making structures should be sought principally in the behaviour of both staff and residents. Habermas offers a perspective to more equivalent communicative action between residents and staff. Giddens draws attention to the knowledgeability of residents, with which they should be able to interact on an equal basis with professionals. This presupposes much dedication of both staff and residents.

  2. Nurse Managers’ Perceptions and Experiences Regarding Staff Nurse Empowerment: A Qualitative Study

    Directory of Open Access Journals (Sweden)

    Peter eVan Bogaert

    2015-10-01

    Full Text Available AimTo study nurse managers’ perceptions and experiences with staff nurse structural empowerment and the impact on the nurse manager leadership role and style.BackgroundNurse managers’ leadership roles may be viewed as challenging given the complex needs of patients in the context of staff nurses’ involvement in clinical as well organizational decision-making processes, in interdisciplinary care settings.DesignQualitative phenomenological study MethodsIndividual semi-structured interviews of 8 medical or surgical nurse managers were conducted in a 600-bed Belgian university hospital between December 2013 and June 2014. This organization was undergoing a transformational process to convert from a classic hierarchical and departmental structure to one that was flat and interdisciplinary.ResultsNurse managers were familiar with and held positive attitudes about nurse structural empowerment in the hospital. They conveyed the positive impact of empowerment on their staff nurses that in turn improved the quality of care and patient safety. Structural empowerment was supported by several change initiatives at the unit and hospital levels and nurse managers’ experiences with these initiatives was reported as mixed because of the changing demands on their manager role and leadership style. In addition, pressure was experienced both by staff nurses and nurse managers through direct patient care priorities, tightly scheduled projects and miscommunication.ConclusionNurse managers reported a favourable impact of structural empowerment on staff nurses’ professional attitudes and the safety and quality of care on their units. However, they also reported that the empowerment process, created changing demands in the manager role as well as daily practice dilemmas with regard to needed leadership styles. Clear organisational goals and dedicated support for nurses as well as nursing unit managers will be imperative to sustain an empowered practice

  3. Nutritional Science Staff | Division of Cancer Prevention

    Science.gov (United States)

    The Division of Cancer Prevention (DCP) conducts and supports research to determine a person's risk of cancer and to find ways to reduce the risk. This knowledge is critical to making progress against cancer because risk varies over the lifespan as genetic and epigenetic changes can transform healthy tissue into invasive cancer.

  4. Duty of care? Local staff and aid worker security

    Directory of Open Access Journals (Sweden)

    Katherine Haver

    2007-07-01

    Full Text Available Where security considerations compel the withdrawal of international aid workers, humanitarian agencies rely increasingly on national staff. Agencies tend to assume that locals are at less risk but this is not necessarily the case. They have largely failed to consider the ethics of transferring security risks from expatriate to national staff.

  5. 15 CFR 2002.2 - Trade Policy Staff Committee.

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 3 2010-01-01 2010-01-01 false Trade Policy Staff Committee. 2002.2 Section 2002.2 Commerce and Foreign Trade Regulations Relating to Foreign Trade Agreements OFFICE OF THE UNITED STATES TRADE REPRESENTATIVE OPERATION OF COMMITTEES § 2002.2 Trade Policy Staff Committee. (a) The...

  6. Experiences of Australian School Staff in Addressing Student Cannabis Use

    Science.gov (United States)

    Gates, Peter J.; Norberg, Melissa M.; Dillon, Paul; Manocha, Ramesh

    2013-01-01

    Cannabis is the most frequently used illicit drug by Australian secondary school students yet there is scant research investigating school staff responses to student cannabis use. As such, this study surveyed 1,692 school staff who attended "Generation Next" seminars throughout Australia. The self-complete survey identified that the…

  7. Practical Staff Management Techniques for Distance Education Coordinators

    Science.gov (United States)

    Porter, Toccara D.

    2016-01-01

    This article reports on the author's enrollment in the SuccessfUL Supervisor Series course. As a new distance education library coordinator the author sought out formal supervisor training to address staff misconduct and establish staff training initiatives for distance library service needs. Structured as a case study, the author discusses how…

  8. Retention of Staff in the Early Childhood Education Workforce

    Science.gov (United States)

    Holochwost, Steven J.; DeMott, Kerri; Buell, Martha; Yannetta, Kelly; Amsden, Deborah

    2009-01-01

    What incentives can the administrators of early childhood education facilities offer their staff in order to retain them? In light of research identifying low staff turnover as a key component of high quality early childhood education, the answer to this question has ramifications beyond human-resources management. This paper presents the results…

  9. Exploring The Benefits Of Staff Retention Strategies And ...

    African Journals Online (AJOL)

    This study empirically explores the benefits of staff retention strategies for organizational performance. To achieve the objectives of the study, 120 copies of questionnaires were administered to respondents and structured interview carried out with members of staff of the Nigerian Breweries Plc located at Abebe village, ...

  10. The Recruitment of Support Staff in Tanzanian Secondary Schools

    Science.gov (United States)

    Mwaisumo, William Nathan

    2016-01-01

    This paper focuses on the meaning, classification and types of support staff, their contributions towards conducive teaching and learning environments, conditions required/attributes required for support staff to be employed in temporally or permanent terms. It further identifies current situations and challenges in recruitment and recruited…

  11. The Relationship between Staff Religiosity and Attitudes toward Elderly Sexuality.

    Science.gov (United States)

    Walker, Bonnie L.

    The relationship between religiosity and the knowledge, attitudes, and practices of long-term care staff related to elderly sexuality was investigated. Participants were 127 long-term care staff recruited at 8 sites in Oklahoma, Michigan, Virginia, California, and Maryland. Participants' positions included nurses, housekeepers, administrators, and…

  12. staff development of Library Assistants in the Kwame Nkrumah

    African Journals Online (AJOL)

    User

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

  13. Dermatophytes and other pathogenic fungi from hospital staff ...

    African Journals Online (AJOL)

    hospital staff apparel from protective gown, face- shields and hand gloves were tested for the presence of fungi. Examined samples were collected using the swab culture method. Results: Of a total of 110 swab samples of hospital staff apparel, 56 (51 %) showed fungi contamination including 31 (66 %) of 47 samples from ...

  14. Staff Prescription Medication: Safety and Privacy Concerns. A Roundtable Discussion.

    Science.gov (United States)

    Marugg Mary; Erceg, Linda Ebner; Weinberg, Stuart

    2003-01-01

    Staff medications, except for time-critical medications, should be kept at the camp health center, separate from camper medications. Medication use should be documented, with efforts to insure confidentiality. Staff should be able to access their own medications unless they are controlled substances. Medication policies should be explained to…

  15. Principals' Leadership Style and Staff Job Performance in Selected ...

    African Journals Online (AJOL)

    Nneka Umera-Okeke

    leadership styles have significant effects on the staff job performance in the schools. Also, the findings proved that the ... the organisational value, and could be direct or indirect based on the status of the staff involved in the .... where any Leader derives its Leadership from a unique mix of one or more of the former factors (p.

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

    Science.gov (United States)

    Padden, Lisa; Ellis, Carol

    2015-01-01

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

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

    African Journals Online (AJOL)

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

  18. Training Staff to Implement Brief Stimulus Preference Assessments

    Science.gov (United States)

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

    2014-01-01

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

  19. Professional Training of Junior Medical Staff: European Experience

    Science.gov (United States)

    Iliasova, Yuliia

    2017-01-01

    The article covers current problems of professional training of junior medical staff. The main disadvantages of Ukrainian system of medical education that impede the intention of improving quality of professional training of junior medical staff have been analyzed. European experience in organizing medical education, namely, in Great Britain,…

  20. Knowledge and attitudes of nursing staff and mothers towards ...

    African Journals Online (AJOL)

    Sixty per cent of the nursing staff did not have any KMC training. The majority of the mothers were committed to KMC, were satisfied with the results (with regard to the weight gain of the infant), and indicated that they would continue to practise KMC at home. The majority of the hospital nursing staff was very positive toward ...

  1. School Climate for Gay and Lesbian Students and Staff Members.

    Science.gov (United States)

    Anderson, John D.

    1994-01-01

    In high schools, a conspiracy of silence shrouds the sexual orientation issue. Although the social atmosphere is vaguely supportive, fear and the realities of life cause most gays and lesbians to keep their sexual identities hidden. Homophobia can be addressed through staff development, support staff and services, inclusion of homosexual issues in…

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

    African Journals Online (AJOL)

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

  3. Staff knowledge, attitudes and practices in public sector primary care ...

    African Journals Online (AJOL)

    The questionnaire was administered in a 40-minute private interview to the principal diabetic club staff members identified by the sister-in-charge of the day hospital concerned. Staff members of all the Cape Town day hospitals worked under the authority of the previous Cape Provincial. Administration (day hospitals in black ...

  4. Case Study Of Ergonomics Awareness Among Library Staff Of Two ...

    African Journals Online (AJOL)

    The study examined ergonomics awareness among library staff of two universities in south-western Nigeria. The purpose of the study was to investigate the level of awareness of ergonomics by the library staff, find out if they experience ergonomic symptoms and ascertain if there exist ergonomic education and other ...

  5. Identification of Domains for Malaysian University Staff Happiness Index Development

    Science.gov (United States)

    Yassin, Sulaiman Md.

    2014-01-01

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

  6. Predictors of Organizational Commitment among Staff in Assisted Living

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2005-01-01

    Purpose: This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Design and Methods: Data were collected…

  7. Quality Assurance of Assessment and Moderation Discourses Involving Sessional Staff

    Science.gov (United States)

    Grainger, Peter; Adie, Lenore; Weir, Katie

    2016-01-01

    Quality assurance is a major agenda in tertiary education. The casualisation of academic work, especially in teaching, is also a quality assurance issue. Casual or sessional staff members teach and assess more than 50% of all university courses in Australia, and yet the research in relation to the role sessional staff play in quality assurance of…

  8. Confidence of Extension Staff in Akwa Ibom State Agricultural ...

    African Journals Online (AJOL)

    This study assessed the organizational confidence of extension staff in Akwa Ibom state agricultural development programme (AKADEP). The study also determined the relationships between selected personal characteristics and organizational confidence variables of the extension staff. A sample of ninety (90) randomly ...

  9. Hygiene Knowledge of Food Staff in Catering Industry

    Directory of Open Access Journals (Sweden)

    Hülya Yardımcı

    2015-04-01

    Full Text Available This study, designed as a cross-sectional study, was carried out to determine the hygiene knowledge of the staff (N = 317 employed in kitchen and service departments of catering firms in Ankara. It was found that the mean scores of the staff with regard to personal hygiene, food hygiene, and kitchen and equipment hygiene were 10.7 ± 1.6, 19.8 ± 4.0, and 13.6 ± 2.0, respectively. Male staff achieved higher mean scores in personal hygiene knowledge test compared with female staff (p < .01. The staff receiving a hygiene training were determined to have higher mean scores in terms of hygiene knowledge tests compared with those who have not received, and the production staff had higher knowledge as to hygiene than the other groups (p < .01. The mean scores for hygiene knowledge tests were found to be increasing with age. Hygiene knowledge scores of the staff were quite lower than what must be taken. For that reason, periodical training programs should be organized to increase the awareness of the staff about hygiene.

  10. Maintaining Nursing Staff Performance on an Intensive Behavior Therapy Unit.

    Science.gov (United States)

    Marshall, B. D., Jr.; And Others

    1983-01-01

    The authors suggest ways to establish quality behavioral programs within a hospital for the mentally ill. They emphasize the importance of staff morale, consistency of effort, teamwork, staff training and reinforcement. Procedures said to be responsible for successful maintenance include a flexible credit economy system. (Author/CL)

  11. Funding of Academic Staff's Research in Public Universities in Uganda

    African Journals Online (AJOL)

    This article discusses the funding of academic staff's research in public universities in Uganda, with specific reference to challenges and opportunities. The specific objectives of the study were to: 1) investigate the sources of funding for academic staff research; 2) evaluate the extent of funding available; and 3) explore ...

  12. Faculty and Staff: The Weather Radar of Campus Climate.

    Science.gov (United States)

    Somers, Patricia; Cofer, James; Austin, Jan L.; Inman, Dean; Martin, Tim; Rook, Steve; Stokes, Tim; Wilkinson, Leah

    1998-01-01

    The campus climate for faculty and staff is one of change and uncertainty. College faculty are varied and bring to their work diverse perspectives. They are challenged to redefine their work, assimilate interdisciplinary and active learning techniques into their repertoires, and deal with a new population of students. Nonteaching staff may find…

  13. Attitudes of Spanish University Teaching Staff to Quality in Education

    Science.gov (United States)

    Barandiaran-Galdos, Marta; Barrenetxea-Ayesta, Miren; Cardona-Rodriguez, Antonio; Mijangos-Del-Campo, Juan Jose; Olaskoaga-Larrauri, Jon

    2012-01-01

    This article sets out to investigate the notions Spanish university teaching staff have of quality in education, on the assumption that those notions give a reliable picture of the attitudes of teaching staff towards education policy design and university management. The paper takes an empirical approach, collecting opinions telematically via a…

  14. 78 FR 24193 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-04-24

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  15. 78 FR 26361 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-05-06

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  16. 78 FR 37214 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-06-20

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  17. 77 FR 75630 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-12-21

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meeting...

  18. 77 FR 74844 - Notice of FERC Staff Attendance

    Science.gov (United States)

    2012-12-18

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance PacifiCorp Docket No. ER13-64-000. Deseret... meeting is open to all stakeholders and Commission staff's attendance is part of the Commission's ongoing...

  19. 77 FR 30003 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-05-21

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  20. 77 FR 34034 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-08

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  1. 78 FR 39728 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-07-02

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  2. 78 FR 28839 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-05-16

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  3. 77 FR 16221 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-03-20

    ... From the Federal Register Online via the Government Publishing Office ] DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  4. 77 FR 59184 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-09-26

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives ] notice that members of the Commission's staff may attend the following...

  5. 77 FR 38613 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-28

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings and...

  6. 77 FR 21765 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-04-11

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meeting...

  7. 77 FR 58376 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-09-20

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  8. 76 FR 76157 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2011-12-06

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  9. 76 FR 66061 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2011-10-25

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings: of...

  10. 78 FR 18330 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-03-26

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...

  11. 77 FR 37664 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-22

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  12. 77 FR 34378 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-06-11

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  13. 77 FR 65680 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-10-30

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  14. 77 FR 47620 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-08-09

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  15. 77 FR 28869 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-05-16

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meeting...

  16. 77 FR 12277 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-02-29

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  17. 78 FR 16497 - Notice of FERC Staff Attendance

    Science.gov (United States)

    2013-03-15

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance Docket No. PacifiCorp ER13-64-000 Deseret... stakeholders and Commission staff's attendance is part of the Commission's ongoing outreach efforts. The...

  18. 77 FR 64982 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-10-24

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  19. 77 FR 2975 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2012-01-20

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission hereby gives notice that members of the Commission's staff may attend the following meetings...

  20. 78 FR 14783 - Notice of Commission Staff Attendance

    Science.gov (United States)

    2013-03-07

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of Commission Staff Attendance The Federal Energy Regulatory Commission (Commission) hereby gives notice that members of the Commission's staff may attend the following...