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.
... 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...
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' ...
Recruitment of staff into teaching hospitals in Nigeria, acts as the first step towards creating competitive strength and strategic advantage for such institutions. However, one of the major problems associated with these institutions in the South Western part of Nigeria is their mode of staff recruitment. In this research paper, we ...
... 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...
The aim of article. The purpose of the article is to improve and formalize methodological approaches to staff recruitment at labour markets. The results of the analysis. The integral result of the study is the following. The author systematized the main problems of the staff recruitment according to the subjects of the employment process (or their place of origin): 1) on the part of the applicants: - inflated / deflated self-esteem; - incorrect understanding of their own capabi...
Mwaisumo, William Nathan
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…
The sources from which organizations decide to select personnel from are central to its ability to survive, adapt, and grow (Noe et al, 2004:171). The paper examines a case study of recruitment and selection of quality academic staff into Covenant University. The paper addresses the factors that could affect recruitment ...
Higher Education Funding Council for England, Bristol.
This "consultation" notifies interested parties of the plans by the Higher Education Funding Council for England (HEFCE) to introduce recruitment incentives for teaching staff in higher education, also known as "golden hellos." These are being introduced from 2003-2004 to encourage new entrants to teaching in higher education…
Samchuk Kateryna I.
Full Text Available The article explores the components of the accounting method such as evaluation and calculation. It has been found that these constituents occupy an important place both in the overall staff costs and the costs for recruitment in particular, because in the future information about such costs may impact managerial decisions. Despite the fact that the costs for staff recruiting are the pure administrative costs of enterprise, there is a need to identify them with the separate workspaces for management purposes. For the apportionment of the costs for recruitment, it has been suggested to determine the distribution base depending on the category of coworkers. The author investigated the normative-legal acts of Ukraine concerning the calculation of the self-cost of production (works, services, which provide the following methods of calculation: job-order, simple, normative, process, standard-cost, direct cost. Proceeding from the analysis of the normative-legal acts, it can be seen the the most of the above mentioned methods of calculation are used to determine the self-cost of production, i.e. in the sphere of production. Given the specifity of the recruiting services, the author has suggested to use the integrated job-order and process method.
Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 1 September 2011, is available on the intranet site of the Human Resources Department: https://cern.ch/hr-docs/admincirc/admincirc.asp It cancels and replaces Administrative Circular No. 2 (Rev. 4) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2009. Department Head Office
The electronic voting procedure for the Senior Staff Advisory Committee ('The Nine') was closed on Friday 2 June. Of the 462 Senior Staff members eligible to vote, 291 voted and 5 abstained. The results are as follows: Electoral Group 2 Name Department Votes BURKHARDT Helmut AB 45 MARQUINA Miguel IT 45 MARTENS Reinoud IT 66 MESS Karl Hubert AT 48 PONCET Alain AT 44 SCHMICKLER Hermann AB 61 SILARI Marco SC 39 TSESMELIS Emmanuel TS 101 WILDNER Elena AT 62 Electoral Group 5a Name Department Votes GILDEMYN Pierre HR 42 SAINT-VITEUX Jean-Marc HR 39 UNNERVIK Anders FI 139 Reinoud Martens and Emmanuel Tsesmelis are therefore elected in Group 2, and Anders Unnervik is elected in Group 5a. Their mandate is from July 2006-June 2009. The committee now consists of these newly-elected members together with Philippe Charpentier, Daniel Froidevaux, Monica Pepe-Altarelli, Thomas Pettersson, Rudiger Schmidt and Andreas Schopper. Sue Foffano - Pollin...
Administrative Circular No. 2 (Rev. 7), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion at the Standing Concertation Committee meeting held on 17 February 2015 is available via the following link: AC No. 2 (Rev.7). This revised circular cancels and replaces Administrative Circular No. 2 (Rev. 6), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" and dated January 2015. The circular was revised in order to implement the amendment to Article R II 1.17 of the Staff Regulations, which introduces the possibility of extending limited-duration (LD) contracts up to a maximum total duration of eight years from the previous duration of five years. The award of indefinite contracts will continue to be subject to the outcome of a competitive process. Department Head Of...
Untitled Document The electronic voting process for the Senior Staff Advisory Committee ("The Nine") was closed on Friday, 5 June. Of the 433 Senior Staff members eligible to vote, 247 voted. The results are: Electoral Group 2 Name Department Votes Marco Cattaneo PH 62 Edmond Ciapala BE 57 Jean-Jacques Gras BE 33 Sorin Ilie TE 9 Erk Jensen BE 69 Jose Miguel Jimenez TE 67 Yacine Kadi EN 37 Paul Lecoq PH 39 Miguel Marquina IT 47 Hans Muller PH 33 James Purvis HR 113 Gerard Tranquille BE 16 Electoral Group 5 Name Department Votes Sudeshna Datta Cockerill HR 127 Jens Vigen GS 88 The elected persons are James Purvis (HR), Erk Jensen (BE), and Jose Miguel Jimenez (TE) for Electoral Gro...
Publicly available University of Botswana documents about the university's organisational structure, policies, and processes were reviewed. Results. Over a 5-year period, the school recruited 74 academics worldwide; 30 of them left the school. Retention was a greater challenge than recruitment. The school had difficulty ...
year period ending in December 2013. The university's organisational structure, relevant policies, proce- dures and leadership movements are described for their perceived or potential effect on recruitment and retention.[8,16-19] The article.
Tucker, Susan K; Sherrod, Roy A
Few problems are more relevant in health care today than nurse recruitment and retention. The purpose of this study was to identify job satisfaction factors for nurse and nursing student education scholarship recipients, as well as examine the relationship of these factors to the intent to complete contractual agreements. Findings revealed that job satisfaction and a positive image of nursing were influential factors in intent to complete contractual agreements. Results may prove valuable information to recruit nursing students and increase job satisfaction.
Human Resources Staff Has Increased Since Fiscal Year 2013 Note: Veterans Health Administration (VHA) data include permanent, temporary, full-time...Needed to Better Recruit and Retain Clinical and Administrative Staff What GAO Found Challenges in recruiting and retaining both clinical and human ...the Veterans Health Administration’s (VHA) Ability to Effectively Manage and Deliver Human Resources Services VA has exempted 108 clinical and
This paper examines gender issues in the recruitment and selection of academic staff in a Nigerian university. The recruitment and selection practices of the university are examined with a view to ascertaining whether such practices encourage male dominance. Primary data were obtained through the administration of ...
Kebaetse, Maikutlo; Mokone, Gaonyadiwe George; Badlangana, Ludo; Mazhani, Loeto
Sub-Saharan Africa has a greater share of the global burden of disease, poverty, and inadequate human resources for health compared with other regions of the world. Botswana, as other regional countries, is failing to successfully recruit and retain academics at its medical school. To document the medical school's staff recruitment and retention trends and challenges, and to propose possible solutions. This was a descriptive research study involving review and analysis of the University of Botswana medical school's staff number targets, actual numbers on post, and other relevant publicly available university documents. The numbers and country of origin of staff recruited from 2008 to 2013 were recorded. Net staff gain or loss per year was then calculated. Student numbers were analysed and related to staff availability. As there was a multilevel change in university management in 2011, the periods and events before and after April 2011 were analysed. Publicly available University of Botswana documents about the university's organisational structure, policies, and processes were reviewed. Over a 5-year period, the school recruited 74 academics worldwide; 30 of them left the school. Retention was a greater challenge than recruitment. The school had difficulty recruiting locals and senior academics, regardless of specialty. It appears that staff loss occurred regardless of country of origin. The authors suggest that multilevel change in management was one of the most likely contributors to the school's recruitment and retention challenges. The University of Botswana must comprehensively address these.
... Power Pool Strategic Planning Committee Meeting The Federal Energy Regulatory Commission hereby gives notice that members of its staff may attend the meeting of the Southwest Power Pool, Inc. (SPP) Strategic Planning Committee (SPC), as noted below. Their attendance is part of the Commission's ongoing outreach...
Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco
that naturally arises is whether women who do assume decisional roles, having witnessed other phenomena of discrimination, would practice less favoritism than men in similar positions. Our analysis refers to the particular case of favoritism in the work of university selection committees responsible for career...
McKenna, Erin; Clement, Kristina; Thompson, Elizabeth; Haas, Kathy; Weber, William; Wallace, Michelle; Stauffer, Cindy; Frailey, Jan; Anderson, Aimee; Deascenti, Missy; Hershiser, Lisa; Roda, Patricia Inama
Challenged by rising costs, higher registered nurse vacancy rates and declining staff morale, a Nursing Productivity Committee was formed to analyze productive and nonproductive hours and seek improvements in our staffing models and scheduling processes. The changes implemented led to lower nurse to patient ratios, better control of labor costs, elimination of agency staff, greater staff satisfaction, and introduction of new technologies. Nurse managers, nursing supervisors, and frontline staff are now more knowledgeable and empowered to use creative solutions to manage their budgets and schedules in these times of fluctuating census and varying vacancy rates.
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...
Day, Andrew; Giles, Glenn; Marshall, Brian; Sanderson, Von
In Australia, as in other countries that have experienced colonisation, indigenous people are massively overrepresented in all stages of the criminal justice system. If criminal justice agencies are to provide culturally responsive and effective services to this group, it is important that they employ significant numbers of indigenous staff across all levels of their organisations. Despite the positive intentions of many justice agencies to increase the proportion of indigenous staff members they employ, the numbers remain low. In this article, we explore some of the possible reasons for this by reporting the results of focus groups conducted with existing indigenous justice agency employees. The employees raised a number of issues relevant to recruitment and retention. These are discussed in terms of their potential value in improving justice agency indigenous recruitment and retention strategies.
Administrative Circular No. 2 (Rev. 6) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 27 November 2014 is available on the Human Resources Department website. It cancels and replaces Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2011. This circular was revised in order to improve the effectiveness of the career transition measures, in particular by expanding the scope of the programme to include also career transition within the Organization and by placing emphasis on career orientation and job search. Administrative Circular No. 2 will be further revised next year with the adoption of the new contract policy, subject to approval of the relevant amendments by all competent bodies. ...
Valeria-Liliana-Amelia Purda-Nicoară (Netotea-Suciu
Full Text Available Human resource management is a complex and dynamic process, whose components interrelate and reinforce one another, constantly evolving due to internal influences or because of external pressures. This is a cyclical process, and its "beginning" is represented by the recruitment and selection of staff. In the present context, when the labor market has changed so dramatically, and the demands of the employers are also ever more complex, these activities prove to be essential for the further development and success of any organization. This happens because recruitment and selection of the most suitable people result in obtaining employees who possess multiple skills and qualifications, and who are able to readily obtain high performance, an enhancement of their motivations, building a strong and lasting team, and thus ensure excellent results for the company and the ability to adapt to the present day continuous changes. Therefore, professionally addressing the Romanian Police staff recruitment and selection is absolutely necessary. If the recruitment activities will point out the most suitable people, with potential for development in the organization, a quality selection activity may be the guarantee of identifying the candidates who have the knowledge, skills and abilities needed to transform the potential capabilities into professionalism. Only organizations that will know how to build multidisciplinary, competent and motivated teams will be ready to face new challenges.
The votes for the above-mentioned elections were counted in public on Monday 17 June 2002 at 5 p.m. The results are as follows: Voting roll 520 Envelopes returned by deadline 313 (60.2%) Invalid votes 6 Blank 5 Valid votes 302 Electoral Group Name Votes Group 2 FOFFANO Sue MEYER Thomas Christian NIINIKOSKI Tapio PREGERNIG Ludwig SWOBODA Detlef ULLALAND Olav 98 42 28 28 25 68 Group 5a DALLMAN David PETTENATI Corrado TIIRAKARI Matti 58 94 69 The following persons are elected: One in group 2: Sue FOFFANO/AS One in group 5a: Corrado PETTENATI/ETT Their mandates are for three years. The Committee now consists of these newly-elected members together with P. Bloch, T. Camporesi, H. Dijkstra, R. Garoby, M. Mayoud, F. Ranjard and P. Strubin. R. Rayson/HR - Polling Officer Tel. 72808
The votes for the above-mentioned elections were counted in public on Friday 17 June 2004 at 16:00. The results are as follows Voting roll 474 Envelopes returned by deadline 312 Invalid votes 3 Blank 1 Valid votes 308 Electoral Group 2 Name Dept. Votes Tony Cass IT 28 Paolo Cennini AB 31 Miguel Angel Marquina IT 22 Reinoud Martens IT 34 John Pedersen TS 25 Wayne Salter IT 18 Rudiger Schmidt AB 91 Detlef Swoboda TS 9 Elena Wildner AT 38 The following person is elected in Group 2 : Rudiger Schmidt. His mandate is for three years. Electoral Group 5a Name Dept. Votes Eva-Maria Groniger-Voss DSU 74 Monica Pepe-Altarelli HR 82 Matti Tiirakari FI 24 Anders Unnervik FI 79 The following person is elected in Group 5a : Monica PEPE-ALTARELLI. Her mandate is for three years. The Committee now consists of these newly-elected members toge...
The votes for the above-mentioned elections were counted in public on Monday, 18 June 2001 at 5 p.m. The results are as follows : Voting roll 545 Envelopes returned by deadline 369 (68%) Invalid votes 6 Blank 5 Valid votes 358 Electoral Group Name Votes Group 1 Philippe BLOCH Hans DIJKSTRA 202 161 Group 2 Philippe CHARPENTIER Roland GAROBY Jean-Paul GRILLET Jean-Pierre KOUTCHOUK Ernst RADERMACHER Florence RANJARD Hermann SCHMICKLER Detlef SWOBODA 97 138 30 58 68 113 88 39 The following persons are elected : Two in Group 1 : Philippe BLOCH/EP and Hans DIJKSTRA/EP. Two in Group 2 : Roland GAROBY/PS and Florence RANJARD/EP. Their mandates are for three years. The Committee now consists of these newly-elected members together with T. Camporesi, J. Cuthbert, M. Mayoud, W. von Rueden and P. Strubin.
R. Rayson / HR Department
The votes for the above-mentioned elections were counted in public on Monday 28 June 2004 at 5 p.m. The results are as follows: Voting roll 481 Envelopes returned by deadline 287 Invalid votes 2 Blank 2 Valid votes 283 Electoral Group 1 Name Dept. Votes Daniel FROIDEVAUX PH 129 Michelangelo MANGANO PH 85 Thomas RUF PH 64 Andreas SCHOPPER PH 94 The following persons are elected in Group 1 : Daniel FROIDEVAUX and Andreas SCHOPPER. Their mandates are for three years. Electoral Group 2 Name Dept. Votes Philippe CHARPENTIER PH 78 Fabio FORMENTI PH 56 Miguel Angel MARQUINA IT 52 Hans MULLER PH 19 Thomas PETTERSSON TS 139 Jamie SHIERS IT 44 Detlef SWOBODA TS 32 Olav ULLALAND PH 62 The following persons are elected in Group 2 : Thomas PETTERSSON and Philippe CHARPENTIER. Their mandates are for three years. The Committee now consists of these newly-elected members together with F.&...
Rob Rayson; Polling Officer
The votes for the above-mentioned elections were counted in public at 5 p.m. on Thursday, 22 June 2000.The results are as follows :Voting roll554Envelopes returned by deadline370\t(67%)Invalid votes5Blank1Valid votes364Electoral GroupNameVotesGroup 1Dieter Schlatter218Group 2Tiziano Camporesi147 Jürgen Knobloch107 Livio Mapelli94 Michel Mayoud134 Hermann Schmickler117 Alan Silverman89 Pierre Strubin191The following persons are elected :One in Group 1Dieter Schlatter/EPThree in Group 2Tiziano Camporesi/EPMichel Mayoud/ESTPierre Strubin/LHCTheir mandates are for three years.The Committee now consists of these newly elected members together with G. Altarelli, J. Cuthbert, G. Geschonke, J. Schinzel and W. vonRueden.Rob Rayson - Polling OfficerTel. 72808
Werner ZAPF; Polling Officer
The votes for the above-mentioned elections were counted in public at 5.00 p.m. on Thursday, 24 June 1999.The results are as follows: Voting roll553Envelopes returned401\t(73%)Invalid votes9Blank3Valid votes389Electoral GroupNameVotesGroup 2AUTIN BrunoBAILEY, RogerGAROBY, RolandVON RUEDEN, Wolfgang6669118 119Group 5aCUTHBERT, JohnKOULBERG, NicolasLAGRANGE, Thierry13864 138The following persons are elected:One in Group 2: Wolfgang VON RUEDEN, ITOne in Group 5a: John CUTHBERT, PE1)Their mandates are for three years.The Committee now consists of these two newly elected members together with:G. Altarelli,D. Blechschmidt,G. Geschonke,O. Gröbner,J. Richards,L. Rolandi andJ. Schinzel.Werner Zapf, Polling Officer1) Given the ex aequo vote between John Cuthbert and Thierry Lagrange, lots were drawn on 25 June 1999 in the presence of the Polling Officer, the two candidates and members of the NINE. The result was in favour of John Cuthbert.
The votes for the above-mentioned elections were counted in public on Monday 16 June 2003 at 5 p.m. THE RESULTS ARE AS FOLLOWS: Voting roll501 Envelopes returned by deadline 302 (60.3 %) Invalid votes 6 Blank 2 Valid votes 294 ELECTORAL GROUP 2 Name Div Votes BORDRY Frederick AB 152 JEANNERET Jean-Bernard AB 57 MARQUINA Miguel Angel IT 61 MEYER Thomas Christian EP 60 MORPURGO Giulio IT 43 MULLER Hans EP 40 PASSARDI Giorgio AT 77 PREGERNIG Ludwig IT 35 RINOLFI Louis AB 63 SAINT-VITEUX Jean-Marc AS 53 SWOBODA Detlef EST 37 SZONCSO Fritz TIS 71 THE FOLLOWING THREE PERSONS ARE ELECTED: Frederick BORDRY / AB Giorgio PASSARDI / AT Fritz SZONCSO / TIS Their mandates are for three years. The Committee now consists of these newly-elected members together with P. Bloch, H. Dijkstra, S. Foffano, R. Garoby, C. Pettenati and F. Ranjard. R. Rayson/HR - Polling Officer Tel. 72808
... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Southwest Power Pool ICT Stakeholder Policy Committee Meeting and the Entergy Regional State Committee... efforts. ICT Stakeholder Policy Committee Meeting May 12, 2010 (8 a.m.-12 p.m.), Hilton Baton Rouge...
... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Southwest Power Pool ICT Stakeholder Policy Committee Meeting and the Entergy Regional State Committee... ongoing outreach efforts. ICT Stakeholder Policy Committee Meeting October 20, 2010 (8 a.m.-12 p.m...
Veerasamy, A; Loch, C; Adam, L; Howe, B J; Brunton, P A
The study was conducted to identify possible factors and potential barriers that affect the retention and recruitment of clinical teaching staff at the Faculty of Dentistry, University of Otago, New Zealand. A short questionnaire survey was distributed to 47 clinical teaching staff to understand the retention strategies and barriers. The collected quantitative and qualitative data were analysed and presented. The response rate was 96%, with an equal distribution of female and male clinicians. The majority of participants were European New Zealanders. Themes influencing retention strategies were the necessity of formal teaching skills, clinical teaching as a career pathway, pay progression, lack of support and heavy workload. Results suggested that generally the respondents to this survey were motivated to give back to their profession through engaging in dental clinical teaching. This study identified that lack of a career development and minimal pay progression are major factors impacting on the retention of clinical teaching staff. © 2018 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.
Nguyen, Lynda; Murphy, Glen; Chang, Artemis
This study examines the process by which newly recruited nuclear engineering and technical staff came to understand, define, think, feel and behave within a distinct group that has a direct contribution to the organization's overall emphasis on a culture of reliability and system safety. In the field of organizational behavior the interactive model of social identity formation has been recently proposed to explain the process by which the internalization of shared norms and values occurs, an element critical in identity formation. Using this rich model of organizational behavior we analyzed multiple sources of data from nine new hires over a period of three years. This was done from the time they were employed to investigate the construction of social identity by new entrants entering into a complex organizational setting reflected in the context of a nuclear facility. Informed by our data analyses, we found support for the interactive model of social identity development and report the unexpected finding that a newly appointed member's age and level of experience appears to influence the manner in which they adapt, and assimilate into their surroundings. This study represents an important contribution to the safety and reliability literature as it provides a rich insight into the way newly recruited employees enact the process by which their identities are formed and hence act, particularly under conditions of duress or significant organizational disruption in complex organizational settings. - Highlights: • We examined how newly recruited nuclear engineer staff develop their social identity. • The study empirically examined the interactive model of social identity formation. • Innovative research strategies were used to capture rich primary data for all case studies. • Age and experience moderated internalization route and the social identity formation process
Fu, Jun; Leng, Cheng-mei; Tang, Min; Yao, Wei-gang
To understand the status of schistosomiasis of staff in the Hydrology Bureau of Yangtze Water Resources Committee and the Oncomelania hupensis snail condition of their work areas in 2013, so as to provide the evidences for the schistosomiasis control in the industry. The physical examination data about schistosomiasis of the staff from 2006 to 2013 were collected and analyzed to understand the schistosomiasis prevalence condition of the staff and the changes of their liver parenchyma. Meanwhile, the snail status in the work areas was surveyed. There were 1,393 staff involved in the physical examinations of schistosomiasis in 2003, 197 of them were schistosomiasis patients, the prevalence rate was 14.14%, and no new acute schistosomiasis case occurred. The cases whose liver parenchyma were classified as Grade 0, I , II , III occupied 28.9%, 67.0%, 3.05% and 1.02%, respectively. A total of 24 work areas were involved in the snail survey, and 71 snails were captured. Among the whole snails captured, 39 were living snails, but no schistosome infected snails were found. The prevalence rate of schistosomiasis in staff of the Hydrology Bureau of Yangtze Water Resources Committee is relatively high, so the schistosomiasis surveillance as well as the snail survey and control still should be carried out consistently.
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Monday 7 June. Of the 443 Senior Staff members eligible to vote, 197 voted. This represents a participation of 44% compared to 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. The results are: Electoral group 1 Candidate Dept Votes Michael Doser PH 130 Elected Electoral group 2 Candidate Dept Votes Sylvain Weisz DG 91 Elected Jean-Jacques Gras BE 66 Elected Miguel Marquina IT 46 Mauro Nonis EN ...
... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the ICT Stakeholders Policy Committee and Entergy Regional State Committee Meetings The Federal Energy... noted below. Their attendance is part of the Commission's ongoing outreach efforts. ICT Stakeholder...
... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Southwest Power Pool ICT Stakeholder Policy Committee Meeting July 12, 2010. The Federal Energy Regulatory... is part of the Commission's ongoing outreach efforts. ICT Stakeholder Policy Committee Meeting July...
... Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members... outreach efforts. Entergy Regional State Committee Working Group and Stakeholders Meeting January 26, 2012...
... outreach efforts. Entergy Regional State Committee Work Group and Stakeholder Meeting October 19, 2011 (9 a... Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members...
Malika Meddahi, ex-spokesperson of the Nine
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Monday 22 August 2016 at 23:59. Of the 544 Senior Staff members eligible to vote, 270 voted. This represents a participation of 50% to be compared to 52% in 2015, to 59% in 2014, 63% in 2013, 61% in 2012, 43% in 2011, 44% in 2010, 57% in 2009, 53% in 2008, 63% in 2007, and 64% in 2006. The results are: Total votes: 270 Valid votes: 268 (of which 4 blanks) Null votes: 2 Electoral group 1 (Research Physicists) Candidate Dept Votes Result David Enterria EP 31 Andreas Hoecker EP 107 ELECTED Electoral group 2 (Applied Physicists, Engineers, Computer Scientists) Candidate Dept Votes Result Latchezar Betev EP 16 Maria Dimou IT 34 Vittorio Parma TE ...
Tim Smith, ex-spokesperson of the "Nine"
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Friday 28 August 2015 at 17:30. Of the 526 Senior Staff members eligible to vote, 275 voted. This represents a participation of 52%, to be compared to 59% in 2014, 63% in 2013, 61% in 2012, 43% in 2011, 44% in 2010, 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. The results are: Electoral group 2 (Applied Physicists, Engineers, Computer Scientists) Candidate Dept Votes Result Sergio CALATRONI TE 50 Marco CATTANEO PH 76 ELECTED Maria DIMOU IT 44 Fabio FORMENTI TE 51 John JOWETT BE 68 Maarten LITMAATH IT 26 John SHADE IT 28 Raymond VENESS BE 103 ELECTED Payol VOITYLA DGS 12 Maurizio VRETENAR DG 100 ELECTED Electoral group 3 (Administration, Human Resource...
Jean-Philippe Tock, spokesperson of the "Nine"
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Thursday 28 August 2014 at 17.00. Of the 511 Senior Staff members eligible to vote, 302 voted. This represents a participation of 59%, to be compared to 63% in 2013, 61% in 2012, 43% in 2011, 44% in 2010, 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. The results are: Electoral group 1 (Research Physicists) Candidate Dept Votes Result Urs WIEDEMANN PH 155 ELECTED Electoral group 2 (Applied Physicists, Engineers, Computer Scientists) Candidate Dept Votes Result Johan BREMER TE 59 Horst BREUKER PH 17 Olivier BRUNNER BE 41 Katy FORAZ EN 55 Wolfgang HOFLE BE 8 Yacine KADI EN 12 Pierre NININ GS 14 Mauro NONIS EN 14 &...
Jean-Philippe Tock, spokesperson of the "Nine"
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Thursday, 29 August 2013 at 18.00. Of the 503 Senior Staff members eligible to vote, 316 voted. This represents a participation of 63%, compared to 61% in 2012, 43% in 2011, 44% in 2010, 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. The results are: Electoral group 1 (Research Physicists) Candidate Dept Votes Result Augusto CECCUCCI PH 157 ELECTED Electoral group 2 (Applied Physicists, Engineers, Computer Scientists) Candidate Dept Votes Result Ronny BILLEN BE 32 Johan BREMER TE 35 Katy FORAZ EN 51 Malika MEDDAHI TE 72 ELECTED Pierre NININ GS 10 Thomas OTTO TE 15 Sandro PALESTINI PH 17 Christoph REMBSER PH 54 Thierry STO...
José Miguel Jimenez, Spokesperson of the Nine (2011-12)
The electronic voting process for the Senior Staff Advisory Committee (“The Nine”) was closed on Friday 31 August at 17h30. Of the 451 Senior Staff members eligible to vote, 277 voted. This represents a participation of 61%, to be compared to 43% in 2011, 44% in 2010, 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. The results are: Electoral group 1 and 2 Candidate Dept Votes Result Michele Battistin EN 39 Michael Benedikt BE 70 ELECTED Maria Dimou - IT IT 38 Francois Duval EN 76 ELECTED Eugenia Hatziangeli BE 69 Bernard Holzer - BE BE 25 Alessandra Lombardi BE 64 Christoph Rembser PH 69 Karl Martin Schirm BE 26 Tim Smith IT 89 ELECTED Raymond Veness BE 63 Electoral group 3 ...
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...
Luminita Mihaela Strajeri
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...
The electronic voting process for the Senior Staff Advisory Committee ("The Nine") was closed on Friday 1st June. Of the 449 Senior Staff members called to vote, 281 cast a vote, of which 279 were valid. The results are as follows: Electoral Group 1 Name\tDepartment\tVotes Patrick Janot\tPH\t50 Rolf Landua\tDSU\t86 Marcello Mannelli\tPH\t22 Thomas Ruf\tPH\t30 Electoral Group 2Name\tDepartment\tVotes Olivier Brunner\tAB\t47 Doris Burckhart\tPH\t44 Helmut Burkhardt\tAB\t31 Marco Cattaneo\tPH\t48 Paul Collier\tAB\t66 Hubert Gerwig\tPH\t19 Eugenia Hatziangeli\tAB\t34 Miguel Angel Marquina\tIT\t36 Malika Meddahi\tAB\t51 Alberto Pace\tIT\t123 Stephan Russenschuck\tAT\t35 Alan Silverman\tIT\t47 Detlef Swoboda\tTS\t25 Elena Wildner\tAT\t52 Rolf Landua is therefore elected in Group 1, and Alberto Pace, Paul Collier and Elena Wildner are elected in Group 2. Their mandate is from July 2007 to June 2010. The Committee now consists of these newly-elected members together with Monica Pepe-Altarelli, Rudiger Schmidt, R. Martens, A. Unnervik and E. Tsesmelis...
The electronic voting process for the Senior Staff Advisory Committee (‘The Nine’) was closed on Monday 2nd June. Of the 444 Senior Staff members called to vote, 228 voted. The results are: Electoral Group 1 Name\tDepartment\tVotes Patrick Janot\tPH\t52 Marcello Mannelli\tPH\t26 Pippa Wells\tPH\t100 Electoral Group 2 Name\tDepartment\tVotes Austin Ball\tPH\t75 Doris Forkel-Wirth\tSC\t110 Paul Lecoq\tPH\t23 Pippa Wells is therefore elected in Group 1, and Doris Forkel-Wirth in Group 2. Their mandate is from July 2008 to June 2011. The committee now consists of these newly-elected members together with P. Collier AB, R. Landua DSU, R. Martens IT, A. Pace IT, E. Tsesmelis TS, A. Unnervik FI and E. Wildner AT. Sue Foffano – Polling Officer.
Huang, Denise; Cho, Jamie; Nam, Hannah H.; La Torre, Deborah; Oh, Christine; Harven, Aletha; Huber, Lindsay Perez; Rudo, Zena; Caverly, Sarah
This study describes how staff qualifications, decisions on staffing procedures, and professional development opportunities support the recruitment and retention of quality staff members. Four high-functioning programs were identified. Qualitative procedures and instruments were designed to capture staff and parents' academic perspectives about…
... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members...
Smith, Sara D.; Galbraith, Quinn
Working with younger staff and student employees can be a challenge for library supervisors in a multigenerational workplace. Because members of the Millennial Generation have different work expectations, managers need to adjust to best meet their needs. By surveying its five hundred student employees, Brigham Young University's Harold B. Lee…
Spence Laschinger, Heather K; Leiter, Michael; Day, Arla; Gilin, Debra
The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature. A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings. We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses. Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R(2) = 0.46), organizational commitment (R(2) = 0.29) and turnover intentions (R(2) = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions. In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions. Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.
... send a copy of your resume to Ms. Yvette Springer at [email protected] . Deadline: This Notice of... INFORMATION CONTACT: Ms. Yvette Springer on (202) 482-2813. Dated: October 6, 2010. Yvette Springer, Committee...
... particular individual traveling on committee business, such as food or lodging. (c) Treatment as debts. A... exempted from the definition of contribution under 11 CFR 100.79. If the payment is not exempted under 11... individual's transportation expenses incurred while traveling on behalf of a candidate or political committee...
... send a copy of your resume to Ms. Yvette Springer at Yvette.Springer@bis.doc.gov . Deadline: This... FURTHER INFORMATION CONTACT: Ms. Yvette Springer on (202) 482-2813. Dated: January 22, 2013. Yvette Springer, Committee Liaison Officer. BILLING CODE 3510-JT-P ...
... send a copy of your resume to Ms. Yvette Springer at Yvette.Springer@bis.doc.gov . Deadline: This... FURTHER INFORMATION CONTACT: Ms. Yvette Springer on (202) 482-2813. Dated: January 11, 2012. Yvette Springer, Committee Liaison Officer. BILLING CODE 3510-JT-P ...
... Statistics Administration (ESA), is in the public interest in connection with the performance of duties...' activities would be beneficial. c. Establishing relationships with professional associations with an interest... existing academic advisory committees chartered to provide agency- specific advice, for the purpose of...
Yoong, Sze Lin; Wolfenden, Luke; Finch, Meghan; Williams, Amanda; Dodds, Pennie; Gillham, Karen; Wyse, Rebecca
Centre-based childcare services represent a promising setting to target the prevention of excessive weight gain in preschool-aged children. Staff training is a key component of multi-strategy interventions to improve implementation of effective physical activity and nutrition promoting practices for obesity prevention in childcare services. This randomised controlled trial aimed to examine whether an active telephone-based strategy to invite childcare-service staff to attend a training workshop was effective in increasing the proportion of services with staff attending training, compared with a passive strategy. Services were randomised to an active telephone-based or a passive-recruitment strategy. Those in the active arm received an email invitation and one to three follow-up phone calls, whereas services in the passive arm were informed of the availability of training only via newsletters. The proportion of services with staff attending the training workshop was compared between the two arms. One hundred and twenty-eight services were included in this study. A significantly larger proportion (52%) of services in the active arm compared with those in the passive-strategy arm (3.1%) attended training (d.f.=1, χ2=34.3; Pstaff attending training. Further strategies to improve staff attendance at training need to be identified and implemented. SO WHAT?: Active-recruitment strategies including follow-up telephone calls should be utilised to invite staff to participate in training, in order to maximise the use of training as an implementation strategy for obesity prevention in childcare services.
The electronic voting for new members of the nine closed on 6 June 2011. A total of 191 votes were registered, of which 190 were valid, from a total of 445 Senior Staff members eligible to vote. This participation of 43% is very similar to the 44% in 2010, compared to 57% in 2009, 53% in 2008, 63% in 2007, 64% in 2006 and 66% in 2005. Electoral group 1 Candidate Votes Marcello Mannelli (PH) 105 Elected Electoral group 2 Candidate Votes Marco Cattaneo (PH) 67 Jean-Philippe Tock (TE) 96 Elected Pavol Vojtyla (DGS) 17 Congratulations to Marcello Mannelli and Jean-Philippe Tock who will start th...
At its meeting on 22 June 2003, Council approved a revised proposal by the Management (document CERN/2499/Rev.) concerning the introduction of Local Staff (LS). During the preceding discussions by Finance Committee and TREF, it was agreed that the management would present an implementation report summarising the recruitment process and first experience. The present report provides the requested information with emphasis on recruitment and retention aspects. The review of employment conditions for Local Staff is the subject of a separate report to be prepared in the framework of the 5-yearly review. The Finance Committee is invited to take note of this report, which was presented at TREF on 16 February 2006.
Leadership Team of the IAHR Committee for Hydraulic Machinery and Systems Eduard EGUSQUIZA, UPC Barcelona, Spain, Chair François AVELLAN, EPFL-LMH, Switzerland, Past Chair Richard K FISHER, Voith Hydro Inc., USA, Past Chair Fidel ARZOLA, Edelca, Venezuela Michel COUSTON, Alstom Hydro, France Niklas DAHLBÄCKCK, Vatenfall, Sweden Normand DESY, Andritz VA TECH Hydro Ltd., Canada Chisachi KATO, University of Tokyo, Japan Andrei LIPEJ, Turboinstitut, Slovenija Torbjørn NIELSEN, NTNU, Norway Romeo SUSAN-RESIGA, 'Politehnica' University Timisoara, Romania Stefan RIEDELBAUCH, Stuggart University, Germany Albert RUPRECHT, Stuttgart University, Germany Qing-Hua SHI, Dong Fang Electrical Machinery Co., China Geraldo TIAGO, Universidade Federal de Itajubá, Brazil International Advisory Committee Shouqi YUAN (principal) Jiangsu University China QingHua SHI (principal) Dong Fang Electrical Machinery Co. China Fidel ARZOLA EDELCA Venezuela Thomas ASCHENBRENNER Voith Hydro GmbH & Co. KG Germany Anton BERGANT Litostroj Power doo Slovenia B C BHAOYAL Research & Technology Centre India Hermod BREKKE NTNU Norway Stuart COULSON Voith Hydro Inc. USA Paul COOPER Fluid Machinery Research Inc USA V A DEMIANOV Power Machines OJSC Russia Bart van ESCH Technische Universiteit Eindhoven Netherland Arno GEHRER Andritz Hydro Graz Austria Akira GOTO Ebara Corporation Japan Adiel GUINZBURG The Boeing Company USA D-H HELLMANN KSB AG Germany Ashvin HOSANGADI Combustion Research and Flow Technology USA Byung-Sun HWANG Korea Institute of Material Science Korea Toshiaki KANEMOTO Kyushu Institute of Technology Japan Mann-Eung KIM Korean Register of Shipping Korea Jiri KOUTNIK Voith Hydro GmbH & Co. KG Germany Jinkook LEE Eaton Corporation USA Young-Ho LEE Korea Maritime University Korea Woo-Seop LIM Hyosung Goodsprings Inc Korea Jun MATSUI Yokohama National University Japan Kazuyoshi Mitsubishi H I Ltd, Japan MIYAGAWA Christophe NICOLET Power Vision Engineering Srl Switzerland Maryse PAGE Hydro
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.
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...
Perspectives on barriers and facilitators to minority recruitment for clinical trials among cancer center leaders, investigators, research staff, and referring clinicians: enhancing minority participation in clinical trials (EMPaCT).
Durant, Raegan W; Wenzel, Jennifer A; Scarinci, Isabel C; Paterniti, Debora A; Fouad, Mona N; Hurd, Thelma C; Martin, Michelle Y
The study of disparities in minority recruitment to cancer clinical trials has focused primarily on inquiries among minority populations. Yet very little is known about the perceptions of individuals actively involved in minority recruitment to clinical trials within cancer centers. Therefore, the authors assessed the perspectives of cancer center clinical and research personnel on barriers and facilitators to minority recruitment. In total, 91 qualitative interviews were conducted at 5 US cancer centers among 4 stakeholder groups: cancer center leaders, principal investigators, research staff, and referring clinicians. All interviews were recorded and transcribed. Qualitative analyses of response data was focused on identifying prominent themes related to barriers and facilitators to minority recruitment. The perspectives of the 4 stakeholder groups were largely overlapping with some variations based on their unique roles in minority recruitment. Four prominent themes were identified: 1) racial and ethnic minorities are influenced by varying degrees of skepticism related to trial participation, 2) potential minority participants often face multilevel barriers that preclude them from being offered an opportunity to participate in a clinical trial, 3) facilitators at both the institutional and participant level potentially encourage minority recruitment, and 4) variation between internal and external trial referral procedures may limit clinical trial opportunities for racial and ethnic minorities. Multilevel approaches are needed to address barriers and optimize facilitators within cancer centers to enhance minority recruitment for cancer clinical trials. © 2014 American Cancer Society.
Original: English These meetings were devoted to the main topics summarised below. 1-Procedure for the award of Long-term Contracts After discussion at several sessions of the SCC, the Committee concluded that a thorough examination of contract policy is required, along the lines of the recommendations presented last year by Internal Task Force 4. However, this study and related changes to the Staff Rules and Regulations will not be completed until the latter part of this year. In the mean time, the Management has proposed to introduce simplified procedures concerning the award of long-term contracts, within the existing Staff Rules and Regulations. The Committee approved these simplified procedures in principle. After final editing of modifications to Administrative Circular no.2 - Guidelines and procedures concerning recruitment and probation period of staff members - and Administrative Circular no.9 - Staff members contracts, they will be submitted to the next meeting of the SCC for approval. 2- MAPS ...
Association du personnel
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 ...
Grant, Franklin Dean
Schools need a Renaissance human-resources director to implement strategic staffing and fast-track teacher-recruitment plans. The HR director must attend to customer satisfaction, candidate supply, web-based recruitment possibilities, stabilization of newly hired staff, retention of veteran staff, utilization of retired employees, and latest…
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.
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 ...
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
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.
In order to fulfil its mission of representing CERN staff with the Management and the Member States in an optimal way, the Staff Council relies on the work of a number of commissions, amongst them employment conditions, pensions, legal matters, social security, health and safety and InFormAction (training, information and action). All of these commissions have as a goal to try and improve the employment conditions of CERN members of personnel. This is the case in particular in the context of the five-yearly review process, ending in December 2015 (5YR 2015). Let us recall that the objective of a five-yearly review is to ensure that the financial and social conditions offered by the Organisation favour recruitment from all Member States, and to retain and motivate staff necessary for the fulfilment of its mission. The convenor of each Commission reports regularly to the Staff Council and Executive Committee on the work performed in their group. The commissions are open to all members of the Staff Associati...
Adams, Mary; Caffrey, Louise; McKevitt, Christopher
In the UK, the recruitment of patients into clinical research is a national health research and development policy priority. There has been limited investigation of how national level factors operate as barriers or facilitators to recruitment work, particularly from the perspective of staff undertaking patient recruitment work. The aim of this study is to identify and examine staff views of the key organisational barriers and facilitators to patient recruitment work in one clinical research group located in an NHS Academic Health Science Centre. A qualitative study utilizing in-depth, one-to-one semi-structured interviews with 11 purposively selected staff with particular responsibilities to recruit and retain patients as clinical research subjects. Thematic analysis classified interview data by recurring themes, concepts, and emergent categories for the purposes of establishing explanatory accounts. The findings highlight four key factors that staff perceived to be most significant for the successful recruitment and retention of patients in research and identify how staff located these factors within patients, studies, the research centre, the trust, and beyond the trust. Firstly, competition for research participants at an organisational and national level was perceived to undermine recruitment success. Secondly, the tension between clinical and clinical research workloads was seen to interrupt patient recruitment into studies, despite national funding arrangements to manage excess treatment costs. Thirdly, staff perceived an imbalance between personal patient burden and benefit. Ethical committee regulation, designed to protect patients, was perceived by some staff to detract from clarification and systematisation of incentivisation strategies. Finally, the structure and relationships within clinical research teams, in particular the low tacit status of recruitment skills, was seen as influential. The results of this case-study, conducted in an exemplary NHS
The Human Resources Department switches to electronic recruitment. From now on whenever you are involved in a recruitment action you will receive an e-mail giving you access to a Web folder. Inside you will find a shortlist of applications drawn up by the Human Resources Department. This will allow you to consult the folder, at the same time as everyone else involved in the recruitment process, for the vacancy you are interested in. This new electronic recruitment system, known as e-RT, will be introduced in a presentation given at 10 a.m. on 11 February in the Main Auditorium. Implemented by AIS (Administrative Information Services) and the Human Resources Department, e-RT will cover vacancies open in all of CERN's recruitment programmes. The electronic application system was initially made available to technical students in July 2003. By December it was extended to summer students, fellows, associates and Local Staff. Geraldine Ballet from the Recruitment Service prefers e-RT to mountains of paper! The Hu...
Phillips, Christy L.
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…
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
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)…
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).
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
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...
ORDINARY MEETING ON 27 FEBRUARY 2008 The main items discussed at the meetings of the Standing Concertation Committee on 27 February 2008 included: Short-term Saved Leave Scheme The Committee noted that, by the end of February 2008, some 600 staff had enrolled in the short-term saved leave scheme: approx. 58% had signed up for 1 slice, 14% for two slices, 5% for three slices and 23% for four slices. Administrative Circular No. 4 (Rev. 4) - Unemployment Insurance Scheme The Committee agreed to recommend the Director-General to approve Administrative Circular No. 4 (Rev. 4) - Unemployment Insurance Scheme. Administrative Circular No. 30 (Rev. 2) - Financial benefits upon taking up appointment and termination of contract The Committee agreed to recommend the Director-General to approve Administrative Circular No. 30 (Rev. 2) - Financial Benefits upon taking up appointment and termination of contract. Progressive Retirement Programme The Progressive Retirement Programme (PR...
Applewhite, Ann Simpson
When Thornton (Colorado) High School organized for site-based management, the structuring committee understood the importance of providing a professional-development fund for staff members. The school decided to restructure with one central umbrella committee for site-based governance and several subcommittees reporting to the main committee. (MLH)
Kleinman, Carol S
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.
The Staff Council met Tuesday, December 4th in an ordinary session. In agreement with the Statutes of the CERN Staff Association the Staff Council had to elect the Executive Committee for 2013. As there were no elections to the Staff Council this year, Michel Goossens, outgoing president and unique candidate for that fonction, presented a list for the Executive Committee which is quite similar to that of 2012. Some people change functions: Céline Grobon becomes Vice-President, Marcel Aymon Secretary, and Lawrence Faisandel Treasurer. Philippe Trilhe is the new departmental delegate to EN Department. There are also three new coordinators for standing committees: Frédéric Galleazzi, Juan Jose Perez Garcia, and Yves Sillanoli. Michel then presented the 2013 programme to the Staff Council. At the end of his presentation Michel thanked all Staff Council delegates for their dedication and motivation throughout the year. He particularly thanked Marcel Aymon, one of the ...
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
Effective human resources management has been identified as one of four critical success factors in the Department of Energy Strategic Plan. The Plan states relative to this factor: ``The Department seeks greater alignment of resources with agency priorities and increased diversification of the workforce, including gender, ethnicity, age, and skills. This diversification will bring new thinking and perspectives that heretofore have not had a voice in departmental decision-making.`` This Guide has been developed as a key tool to assist Department of Energy management and administrative staff in achieving Goal 2 of this critical success factor, which is to ``Ensure a diverse and talented workforce.`` There are numerous sources from which to recruit minorities, women and persons with disabilities. Applying creativity and proactive effort, using traditional and non-traditional approaches, and reaching out to various professional, academic and social communities will increase the reservoir of qualified candidates from which to make selections. In addition, outreach initiatives will undoubtedly yield further benefits such as a richer cultural understanding and diversity awareness. The resource listings presented in this Guide are offered to encourage active participation in the diversity recruitment process. This Guide contains resource listings by state for organizations in the following categories: (1) African American Recruitment Sources; (2) Asian American/Pacific Islander Recruitment Sources; (3) Hispanic Recruitment Sources; (4) Native American/Alaskan Native Recruitment Sources; (5) Persons with Disabilities Recruitment Sources; and (6) Women Recruitment Sources.
Original: English These meetings were devoted to the main topics summarised below. 1-Follow-up of the meetings of TREF in October and the Finance Committee in November, and preparation for the Committee meetings in December The Chairman reported that the Management's proposals to adjust, on 1 January 2004, the salaries by 1.1%, on the basis of the calculated salary index, and the pensions by 0.7%, corresponding to the Geneva cost-of-living index, had received the support of TREF and would now be proposed by the Finance Committee for approval by Council in December. TREF had taken note of a factual status report regarding the first phase of recruitment of Local Staff and looked forward to a final report on overall implementation in June next year. TREF also gave its support to the Management's proposed modification to the Progressive Retirement Programme. Subject to some amendments and clarifications made at TREF and at the SCC, this proposal will be submitted for approval at the Finance Committee and Counci...
Freed, Lindsey R.; Howell, Leanne L.
The following article describes the planning and implementation of a university student recruitment event that produced a high (new) student yield. Detailed descriptions of how staff and faculty worked together to plan and implement this event are described.
... leadership on matters relating to student and recent graduate recruitment; international students; academic... Academic Advisory Council AGENCY: Department of Homeland Security. ACTION: Committee Management; Notice of Federal Advisory Committee Meeting. SUMMARY: The Homeland Security Academic Advisory Council (HSAAC) will...
ORDINARY MEETING ON 27 FEBRUARY 2007 The main items discussed at the meeting of the Standing Concertation Committee on 27 February 2007 included: Saved Leave Scheme (SLS): It was announced that a Management/Staff Association working group had been set up to discuss the Saved Leave Scheme (SLS): Members : M. Büttner, E. Chiaveri (chair), Ph. Defert, D. Klem, M. Vitasse, J.-M. Saint-Viteux. It was noted that the Staff Association was launching a questionnaire on SLS and distributed to all members of the personnel. Merit Recognition Guidelines: In the context of the new Merit Appraisal and Recognition Scheme (MARS), the committee took note of the CERN-wide 2007 Merit Recognition Guidelines, including the Frequently Asked Questions on HR Department's dedicated website. Information on CERN's medium and long-term plans (MTP-LTP)/Contract renewals/ External mobility The Committee took note of the information provided on CERN's MTP-LTP and of documentation distributed at the meeting by the Staff ...
Administrative Committees are responsible for those functions required for the overall performance or well-being of AGU as an organization. These committees are Audit and Legal Affairs, Budget and Finance*, Development, Nominations*, Planning, Statutes and Bylaws*, Tellers.Operating Committees are responsible for the policy direction and operational oversight of AGU's primary programs. The Operating Committees are Education and Human Resources, Fellows*, Information Technology, International Participation*, Meetings, Public Affairs, Public Information, Publications*.
Jensen, J. [Jensen Consult, Virum (Denmark)
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).
Original: FrenchThe meeting was mainly devoted to the examination of the items below, to which the Committee had allocated two meetings:Preparation for the meeting of TREF on 19 November 1999The SCC took note of the agenda for that meeting which includes additional information on the long-term care insurance project, a second report on staff recruitment and retention, a status report on the voluntary programmes (especially an assessment of the Progressive Retirement Programme), a proposal for the application of the cost-of-living index for 2000, an addendum to the technical amendments to be made to the Staff Rules and Regulations, a balance sheet of CERN's apprenticeship programmes and a status report with regard to guarantees for the pensions of members of the personnel in the event of the dissolution of the Organization.Long-term care: TREF would be given further information following the comments made when the Management's initial proposals were presented to the Forum at its September meeting. The informat...
Main points examined at the meeting of 24 June 2009 Results of the 2009 MARS exercise The Committee took note of the results of the 2009 MARS exercise presented by the Head of the HR Department, expressing satisfaction for the early availability of the statistics and for the fact that the analysis of the results covered the last three years. Status report on the work on the five-yearly review The Committee took note of a presentation by P. Gildemyn on the data collection procedure for the 2010 five-yearly review (staff, fellows, associate members of the personnel, CHIS) and of the proposed work schedule. Implications for employment conditions of the discussions at the Finance Committee and Council on 17 and 18 June 2009 The Chairman briefly reported on the discussions at the meetings of the Finance Committee and Council in June 2009, on the 2010-2014 medium-term plan and the 2010 preliminary draft budget, as well as on the modified strategy and goals for 2009. The Committee ...
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: firstname.lastname@example.org) Telephone 04 50 40 82 66 for further details of posts. Ple...
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 ...
Kaitlyn E. Brodar
Full Text Available To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014–2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants, word of mouth (23%, Facebook (16%, and flyers or postcards (14%. Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth than were high-income and non-African American smokers (all p < 0.05. Hispanic and gay, lesbian, and bisexual smokers were more likely to be recruited by Craigslist than non-Hispanic and straight smokers (both p < 0.05. Of the recruitment methods requiring cost, the cheapest was Craigslist ($3–7 per smoker. The most expensive methods were newspaper ads in California ($375 per smoker and staff in-person recruiting in North Carolina ($180 per smoker. Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers.
Brodar, Kaitlyn E; Hall, Marissa G; Butler, Eboneé N; Parada, Humberto; Stein-Seroussi, Al; Hanley, Sean; Brewer, Noel T
To help tobacco control research better include vulnerable populations, we sought to identify effective ways to recruit diverse smokers. In 2014-2015, we recruited 2149 adult cigarette smokers in California and North Carolina, United States, to participate in a randomized trial of pictorial cigarette pack warnings. The most effective means of recruiting smokers were the classified advertising website Craigslist (28% of participants), word of mouth (23%), Facebook (16%), and flyers or postcards (14%). Low-income and African American smokers were more likely to respond to interpersonal contact (including staff in-person recruitment and word of mouth) than were high-income and non-African American smokers (all p < 0.05). Hispanic and gay, lesbian, and bisexual smokers were more likely to be recruited by Craigslist than non-Hispanic and straight smokers (both p < 0.05). Of the recruitment methods requiring cost, the cheapest was Craigslist ($3-7 per smoker). The most expensive methods were newspaper ads in California ($375 per smoker) and staff in-person recruiting in North Carolina ($180 per smoker). Successfully recruiting diverse smokers requires using multiple methods including interpersonal, online, and other media. Craigslist and word of mouth are especially useful and low-cost ways to recruit diverse smokers.
Lawton, Julia; White, David; Rankin, David; Elliott, Jackie; Taylor, Carolin; Cooper, Cindy; Heller, Simon; Hallowell, Nina
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
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...
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 ...
... 32 National Defense 6 2010-07-01 2010-07-01 false Information Security Oversight Committee. 2103... BE DECLASSIFIED Implementation and Review § 2103.51 Information Security Oversight Committee. The NCS Information Security Oversight Committee shall be chaired by the Staff Counsel of the National Security...
...] Risk Communication Advisory Committee; Notice of Meeting AGENCY: Food and Drug Administration, HHS... Communication Advisory Committee. General Function of the Committee: To provide advice and recommendations to... Person: Lee L. Zwanziger, Risk Communication Staff, Office of Planning, Food and Drug Administration...
...] Risk Communication Advisory Committee; Notice of Meeting AGENCY: Food and Drug Administration, HHS... Communication Advisory Committee. General Function of the Committee: To provide advice and recommendations to...: Lee L. Zwanziger, Risk Communication Staff, Office of Planning, Food and Drug Administration, 10903...
...] Risk Communication Advisory Committee; Notice of Meeting AGENCY: Food and Drug Administration, HHS... Communication Advisory Committee. General Function of the Committee: To provide advice and recommendations to... 1. Contact Person: Lee L. Zwanziger, Risk Communication Staff, Food and Drug Administration, 10903...
Olaitan, Peter B; Odesina, Victoria; Ademola, Samuel; Fadiora, Solomon O; Oluwatosin, Odunayo M; Reichenberger, Ernst J
More involvement of sub-Saharan African countries in biomedical studies, specifically in genetic research, is needed to advance individualized medicine that will benefit non-European populations. Missing infrastructure, cultural and religious beliefs as well as lack of understanding of research benefits can pose a challenge to recruitment. Here we describe recruitment efforts for a large genetic study requiring three-generation pedigrees within the Yoruba homelands of Nigeria. The aim of the study was to identify genes responsible for keloids, a wound healing disorder. We also discuss ethical and logistical considerations that we encountered in preparation for this research endeavor. Protocols for this bi-national intercultural study were approved by the Institutional Review Board (IRB) in the US and the ethics committees of the Nigerian institutions for consideration of cultural differences. Principles of community based participatory research were employed throughout the recruitment process. Keloid patients (patient advisors), community leaders, kings/chiefs and medical directors were engaged to assist the research teams with recruitment strategies. Community meetings, church forums, and media outlets (study flyers, radio and TV announcements) were utilized to promote the study in Nigeria. Recruitment of research participants was conducted by trained staff from the local communities. Pedigree structures were re-analyzed on a regular basis as new family members were recruited and recruitment challenges were documented. Total recruitment surpassed 4200 study participants over a 7-year period including 79 families with complete three-generation pedigrees. In 9 families more than 20 family members participated, however, in 5 of these families, we encountered issues with pedigree structure as members from different branches presented inconsistent family histories. These issues were due to the traditional open family structure amongst the Yoruba and by beliefs in
Jørgensen, Rune Nørgaard
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...
C. L. Karmaker
Full Text Available Evaluation of faculty members is very significant for educational organization to prompt reputation of the organization and to provide quality education. Teaching staff, the pillars of the educational institution, can change the whole nation stimulating the magnet of interest, knowledge, and wisdom in the pupils. Selecting a better academic staff among the others is very crucial for Human Resources Management (HRM as the success of any organization solely depends on how well it selects its manpower. Institute managing committee must have a reliable technique to judge a teachers’ ranking through multiple conflicting criteria because different teachers have various capabilities. In Bangladesh, it is a common practice in public engineering universities to select teachers only having good academic records. But teaching staff selection problem is a multi-staged decision-making problem having both quantitative and qualitative criteria. It is evident that it has become challenging as the number of alternatives and conflicting criteria increases. In this paper, a structured framework has been developed using MCDM methods both in fuzzy as well as non-fuzzy environments in the renowned engineering university of Bangladesh, where seven candidates under fifteen different sub-criteria are evaluated and ranked. The study helps the recruitment panel of educational organization in Bangladesh select the most eligible academic staff for required posts.
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)
Original: English La version française de cet article paraîtra dans le prochain Bulletin hebdomadaire. These meetings were devoted to the main topics summarised below. 1-Follow-up of the meetings of TREF in October and the Finance Committee in November, and preparation for the Committee meetings in December The Chairman reported that the Management's proposals to adjust, on 1 January 2004, the salaries by 1.1%, on the basis of the calculated salary index, and the pensions by 0.7%, corresponding to the Geneva cost-of-living index, had received the support of TREF and would now be proposed by the Finance Committee for approval by Council in December. TREF had taken note of a factual status report regarding the first phase of recruitment of Local Staff and looked forward to a final report on overall implementation in June next year. TREF also gave its support to the Management's proposed modification to the Progressive Retirement Programme. Subject to some amendments and clarifications m...
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 ...
The main items discussed at the meetings of the Standing Concertation Committee in the first quarter of 2009 included: Merit Appraisal and Recognition Scheme (MARS) 2009 exercise The committee took note of 2009 MARS ceiling guidelines giving the advancement budget by career path and amounting to approx 1.80% of the basic salary bill. To this will be added 250 steps CERN-wide, financed by savings from implementation of the international indemnity for 2007, 2008 and the first half of 2009. The specific Senior Staff Guidelines, including the proposed number of promotions from Career Path E to F, were also noted. The guidelines with respect to step distribution were also noted: the minima and maxima remain the same as in previous years. Compliance with the guidelines will continue to be monitored closely (more details, including a frequently asked questions section). It was also noted that Financial Awards (awards for extraordinary service and responsibility allowances) may b...
Ordinary Meeting on 11 May 2009 The meeting of the Standing Concertation Committee held on 11 May 2009 was entirely dedicated to the preparation of the TREF meeting on 19 & 20 May 2009. The Committee took note, discussed and agreed on some clarifications on a number of documents and presentations that the Management planned to submit and/or present to TREF on the following subjects: • Personnel statistics 2008: J. Purvis presented the Personnel Statistics for 2008 prepared by HR Department. In line with the previous year, key messages were firstly, a general reduction in staff (2544 to 2400, - 6%), secondly, a reduction in administrative services personnel (from 422 to 387, - 8%) and thirdly, a marked increase in the number of Users and Unpaid Associates (from 8369 to 9140, + 9%) • Five-Yearly Review 2010: A series of draft documents were submitted for discussion, comprising an introductory document explaining the statutory basis for the following four document...
... rotation of approximately one-third of the Committee's membership. The United States Attorney for the... provide the Committee with such staff assistance and funds as are reasonably necessary to carry out the...
America's most highly qualified teachers are underrepresented in America's most challenging schools. Across the nation, only about 15% of America's expert teachers teach in high-poverty, underachieving schools. Most expert teachers teach in schools with fewer racial minority students, fewer students from low-income households, and fewer students…
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...
Association du personnel
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...
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&...
Association du personnel
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.
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...
Shoop, Robert J.; Dunklee, Dennis R.
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,…
... will meet in Spearfish, South Dakota. The committee is authorized under the Secure Rural Schools and... staff before or after the meeting. The agenda will include time for people to make oral statements of...
...) Determine project evaluation and selection process, (2) Project proposal review, (3) Project selection and... may file written statements with the Committee staff before or after the meeting. Public input...
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...
Sørensen, M. D.; Clausen, Jens
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...
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…
The aim of this study is to determine the serum lipid profile of apparently healthy staff of University of Benin Teaching Hospital (UBTH), Benin City. Consenting staff of UBTH who were apparently healthy were recruited for the study. Data extracted included the patient's age, sex, body mass index, weight, height, waist ...
E-recruitment, also known as online or web-based recruitment, is little discussed in research from an organizational perspective. The purpose of this chapter is therefore to analyze and discuss the process of e-recruitment, its key constituents and organizing principles. In doing so I draw...
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.
Association du personnel
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.
The aim of this research was to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with well-established e-recruitment practices were included in the study. The three case studies......, which were carried out in Denmark in 2008-2009 using qualitative research methods, revealed changes in the sequence, divisibility and repetitiveness of a number of recruitment tasks and subtasks. The new recruitment process design was identified and presented in the paper. The study concluded...... that the main task of the process shifted from processing applications to communicating with candidates....
Holm, Anna B.
Up to now, there has been little research on the impact of e-recruitment on the recruitment process as a whole. The present study fills part of this gap by investigating the effect of e-recruitment on the design of the recruitment process. Three explorative case studies were carried out in three...... tasks and subtasks. For management, the main task is now that of communicating with candidates. In addition, a new on-going task of maintaining a corporate career website has become an integral part of the new recruitment process. The new design is presented in the following, and its implications...
Original: English This meeting was devoted to the main topics summarised below. 1- MAPS The SCC took note of the numerical results of the 2004 MAPS exercise and agreed to examine a related analysis to be prepared along the same lines as those concerning the 2002 and 2003 exercises, since the introduction of MAPS. The Committee also took note of the numerical guidelines for the 2005 exercise and, in particular, of the increased allocation for periodic steps due to increased recruitment last year and demographic factors. These guidelines for 2005 will now be finalised, subject to establishing the number of additional steps that may possibly be awarded as a transitional measure. 2- Discussion on New Contract Policy The SCC held a first discussion based on an outline presented by the Management of possible approaches for a new staff contract policy. In substance, the Committee agrees that an improved and simplified policy is needed but, at this stage, there are different opinions on some of the concepts i...
Haug, Nancy A; Kieschnick, Dustin; Sottile, James E; Babson, Kimberly A; Vandrey, Ryan; Bonn-Miller, Marcel O
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
The Committee receives technical support from the Economic Department of the Office of the National Assembly (EDNA). Building research capacity, especially among young staff members of EDNA, is critical to improving the quality of research results generated for the Economic Committee. ... IDRC Officer. Due, Evan ...
Building research capacity, especially among young staff members of EDNA, is critical to improving the quality of research results generated for the Economic Committee. This project aims to provide the Committee with high-quality information and research-based evidence by ... Agent(e) responsable du CRDI. Due, Evan ...
Shenson, Jared Andrew; Adams, Ryan Christopher; Ahmed, S Toufeeq; Spickard, Anderson
As technology in medical education expands from teaching tool to crucial component of curricular programming, new demands arise to innovate and optimize educational technology. While the expectations of today's digital native students are significant, their experience and unique insights breed new opportunities to involve them as stakeholders in tackling educational technology challenges. The objective of this paper is to present our experience with a novel medical student-led and faculty-supported technology committee that was developed at Vanderbilt University School of Medicine to harness students' valuable input in a comprehensive fashion. Key lessons learned through the initial successes and challenges of implementing our model are also discussed. A committee was established with cooperation of school administration, a faculty advisor with experience launching educational technologies, and a group of students passionate about this domain. Committee membership is sustained through annual selective recruitment of interested students. The committee serves 4 key functions: acting as liaisons between students and administration; advising development of institutional educational technologies; developing, piloting, and assessing new student-led educational technologies; and promoting biomedical and educational informatics within the school community. Participating students develop personally and professionally, contribute to program implementation, and extend the field's understanding by pursuing research initiatives. The institution benefits from rapid improvements to educational technologies that meet students' needs and enhance learning opportunities. Students and the institution also gain from fostering a campus culture of awareness and innovation in informatics and medical education. The committee's success hinges on member composition, school leadership buy-in, active involvement in institutional activities, and support for committee initiatives. Students
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...
This paper examines recent recruitment practices in large Japanese companies. It was found that many large companies have adapted recruitment practices in varying degrees to deal with the changing economic environment. These changes include increasing the number of hires, diversifying hiring conditions, extending the recruitment schedule, and dealing with labor turnover issues. The implications of these changes and the impact on companies and university students are then discussed.
Riis, Allan; Jensen, Cathrine E; Maindal, Helle T
-factors as determinants for successfully recruiting healthcare professionals: relationships, reputation, requirements, rewards, reciprocity, resolution, and respect. METHOD: This is a process evaluation of the seven R-factors. We applied these factors to guide the design of our recruitment strategy as well as to make...... adjustments when recruiting general practices in a guideline implementation study. In the guideline implementation study, we studied the effect of outreach visits, quality reports, and new patient stratification tools for low back pain patients. RESULTS: During a period of 15 months, we recruited 60 practices...
... Forest, (435) 781-5105; e-mail: [email protected] Individuals who use telecommunication devices for the... project funding; (5) review of future meeting purpose, location, and date; (6) Receive public comment... with the committee staff before or after the meeting. Public input sessions will be provided and...
ORDINARY MEETING ON 29 SEPTEMBER 2003 Original: English This meeting was devoted to the main topics summarised below. 1 Follow-up from the meetings of TREF and the Finance Committee in September 2003 The last meeting of TREF had been devoted to presentations and clarifications on the 5-Yearly Review process. The content and planning of the 2005 Review are matters for the next Management, which will be presented to TREF next year. Underlining that due account has to be taken of the limited resources available to conduct such an exercise, the Staff Association stated that it looks forward to the concertation process at the SCC in preparing the next 5-Yearly Review to define an optimum set of topics in order to ensure that CERN can attract, retain and motivate the personnel that it needs to remain a centre of excellence. The Chairman of the SCC recalled that an information document on the Cost-Variation Index for 2004 had been transmitted to the Finance Committee last September and that complete information o...
This year there are still 70 limited duration staff vacancies to fill. Although the Web is proving a very effective way of attracting candidates, CERN people can play their part in the recruitment drive. To find out how you can help, read on. Despite the electronic era, word-of-mouth communication is still doing a good job! Over the last year about 23% of staff applicants found out about our vacancies through personal contacts. The article published last year in the Bulletin (10.4.and 24.4.2000) about recruitment at CERN had a very good initial response from people ready to spread the word about recruitment programmes in schools, universities and at conferences. As the article pointed out, it is still really important for CERN personnel to feel involved in this process. EST Division is now preparing its own initiative to send their engineers and technicians back to their schools in different Member States to attract candidates. We invite you once again to join in with this effort. The recruitment office is re...
Mushemeza, Elijah Dickens
This paper analyses the opportunities and challenges of academic staff in higher education in Africa. The paper argues that recruitment, appointment and promotion of academic staff should depend highly on their productivity (positive production per individual human resource). The staff profile and qualifications should be posted on the University…
The recruitment of international academic staff is viewed as one of the strategies to internationalise the universities. International academic staff, however, usually encounter many challenges when in a foreign context. This study aims to investigate the challenges of Chinese academic staff teaching in the UK in terms of language, relationships…
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...
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 (email@example.com). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...
Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco
Underrepresentation of women in the academic system is a problem common to many countries, often associated with gender discrimination. In the Italian academic context in particular, favoritism is recognized as a diffuse phenomenon affecting hiring and career advancement. One of the questions that naturally arises is whether women who do assume decisional roles, having witnessed other phenomena of discrimination, would practice less favoritism than men in similar positions. Our analysis refer...
Alessandro Raimondo, President of the Staff Association, has decided to tender his resignation to the Staff Council effective from 31 August 2016. “You know that the Pension Fund is my passion, and I have chosen to follow my heart,” he declared in a statement sent to the Staff Council on 22 June. In fact, in a session held on 16 June 2016, the CERN Council elected Alessandro Raimondo as the Vice-Chairman of the Pension Fund Governing Board. Following this election, Alessandro was compelled to choose between the Pension Fund and his role as the President of the Staff Association. According to the statutes of the Staff Association, resignation of the President results in the resignation of the Bureau and the Executive Committee. In a meeting held on 5 July 2016, the Staff Council thus decided on the following timetable and modalities for the election of the new Executive Committee: Wednesday 13 July: deadline for submission of lists for election; Tuesday 19 July: meeting of the Staff Counc...
Gourlay, Lesley; Deane, Janis
Student plagiarism and difficulties with writing have been widely investigated in the literature, but there has been less research on staff perspectives. A Joint Information Services Committee (JISC)-funded questionnaire (n = 80) and focus group study investigated the views of lecturers, librarians and study advisors at a UK post-92 university,…
Office of Personnel Management — Job vacancy and organizational information from customer agencies sufficient to provide requested services: examining, strategic staffing, recruitment and branding,...
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 (firstname.lastname@example.org). Do not forget to v...
Westermeyer, Roger H
.... Recruiting and retaining this highly skilled workforce is a significant challenge for the Air Force due to the high public and private sector demand for people with IT and related engineering skills...
Xiao, Guoqing; Cai, Xiaohong; Ding, Dajun; Ma, Xinwen; Zhao, Yongtao
ChairVice Chair Toshiyuki AzumaRoberto Rivarola Atomic, Molecular & Optical Physics LabUniversidad Nacional de Rosario and Advanced Science InstituteInstituto de Fisica Rosario RIKEN, JapanRosario, Argentina SecretaryMembers Dominique VernhetJoachim Burgdörfer, Austria Institut des NanoSciences de Paris Birgit Lohmann, Australia Université Pierre et Marie Curie Hossein Sadeghpour, USA Paris, FranceThomas Stöhlker, Germany Past ChairJim McCann, UK Barry DunningGuoqing Xiao, China Physics & AstronomyXiaohong Cai, China Rice University, HoustonXinwen Ma, China Texas, USAYongtao Zhao, China TreasurerFernando Martin, Spain Henrik CederquistLuis Mendez, Spain Alba Nova University CenterAnatoli Kheifets, Australia Stockholm University Stockholm, Sweden Details of the general committee are available in the PDF
The NRC staff uses probabilistic risk assessment (PRA) and risk management as important elements its licensing and regulatory processes. In October 1991, the NRC`s Executive Director for Operations established the PRA Working Group to address concerns identified by the Advisory Committee on Reactor Safeguards with respect to unevenness and inconsistency in the staff`s current uses of PRA. After surveying current staff uses of PRA and identifying needed improvements, the Working Group defined a set of basic principles for staff PRA use and identified three areas for improvements: guidance development, training enhancements, and PRA methods development. For each area of improvement, the Working Group took certain actions and recommended additional work. The Working Group recommended integrating its work with other recent PRA-related activities the staff completed and improving staff interactions with PRA users in the nuclear industry. The Working Group took two key actions by developing general guidance for two uses of PRA within the NRC (that is, screening or prioritizing reactor safety issues and analyzing such issues in detail) and developing guidance on basic terms and methods important to the staff`s uses of PRA.
The 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...
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.
On Tuesday, August 2, the Staff Council elected the next Executive Committee of the Staff Association. The new team will take office on September 1, 2016. The election was announced in Echo on July 11. In fact, according to the Statutes of the Staff Association, the resignation of the President leads to the election of a new Executive Committee and the appointment of a new Bureau. The list for the new Executive Committee was presented at the meeting of the Staff Council on July 19. The objective is to ensure continuity by following the political line of the previous team and the Staff Council elected in November 2015. In this light, it is hardly a surprise that 13 out of the 14 members on the newly elected Executive Committee are also members of the outgoing team. Moreover, a number of statutory posts must be filled by the members of the Executive Committee to form the Bureau of the Staff Association: President, Vice-President, Treasurer and Secretary. The new Bureau has four members, three of whom are also...
The issue of Local Staff (LS) has been discussed since May 2002 at successive meetings of TREF and the Committees, leading to a proposal document by the Management, which was examined at TREF last November. As reported by the Chairman of TREF to the Finance Committee in December, the Management has now revised its proposal in the light of discussions at the Forum. This document summarises the background, the main aims, scope and features of LS, as well as estimated consequences of implementing the Management's proposal, including those indicated in the Human Resources Plan submitted last December. Related modifications of the Staff Rules and Regulations required to implement the Management's proposal are set out in Annex 8. After discussion at TREF in February 2003, the Management hereby submits its proposal for approval by the Finance Committee and the Council, for entry into force as of 1 April 2003. This time-scale would permit gradual implementation of LS starting this year, which is consistent with the f...
Suggests ways community college journalism instructors can recruit and retain students in journalism classes (e.g., host a high school press day, fund a journalism scholarship, sponsor events for high school journalism teachers and advisers, serve as counselor for journalism majors, have a yearly journalism convocation, and involve campus…
that are now entering the workforce. These Millennials , also referred to as Generation Y , the Echo Boomers, or the Internet Generation (Igen), were...38 NAS Insights, Generation Y : The Millennials , NAS Recruitment Communications, available from www.nasrecruitment.com/TalentTips/NASinsights...challenge is further exacerbated by a new generation , commonly referred to as Millennials , now coming into the workplace. The Millennials have
Sánchez Legaza, E; Ciges Juan, M; González Pérez, M; Miranda Caravallo, J I
Presbycusis is characterised by a sensorineural hearing loss, mainly in high frequencies, symmetrical and progressive and poor understanding. Recuritment, typical in cochlear hearing loss, would be present in cases of sensorial presbycusis which runs mainly in cochlear pathologies. We analyse variables and their possible interrelations with recruitment in 241 presbycusic patients.
The sales plan is put into practice through the tasks associated with sales plan implementation. Whereas sales plan formulation focuses on "doing the right things," implementation emphasizes "doing things right." The three major tasks involved in implementing a sales plan are (1) salesforce recruitment and selection, (2) salesforce training, and (3) salesforce motivation and compensation.
Seamus Hegarty / HR; Tel. 74128
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...
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
Human Resources Division
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...
Original : English This meeting was devoted to the main topics summarised below. 1-The internal concertation process Responding to various questions in this connection raised by the Staff Association, the Chairman stated that the Management wishes to diminish in no way the role of the SCC in the internal concertation process, as set out in chapter VII of the Staff Rules and Regulations. On the contrary, he underlined the importance of ensuring this process to debate strategic issues concerning employment conditions, prior to decisions taken by the Director-General. On a point of clarification, he confirmed that, as discussed at the January meeting of the Executive Board, the Management wishes to abolish the Long-Term Contract Board and the Senior Staff Advancement Committee; the SCC took note of this intention. Simplified procedures without the Committees would be presented as soon as possible to the SCC, together with amendments to the relevant Administrative Circulars. 2-MAPS The Committee discussed th...
After a turbulent year, the Committee meetings during the week beginning 16th September took a calmer nature, even if the follow-up of the cost-to-completion review was still a central topic of discussion. The detailed Action Plan and timetable for implementing the recommendations of the External Review Committee were among the principle items. The Plan is based on actions that address specific recommendations, from the redeployment of staff to the LHC to improved financial controls and budgetary tools. It was well received by the Committees and will be presented to the full CERN Council in December. In the meantime, many actions are underway, such as the restructuring of the Accelerator Sector, and the establishment of an external committee to review costs and progress of the LHC on an annual basis. The Finance Committee examined the proposed budget for 2003, which will also be presented to Council for approval in December. In addition, the Committee approved the volume of Industrial Support contracts for 20...
Ekhosuehi Virtue U.
Full Text Available In this paper, we treat the following problem: Given a stable Gani-type personflow model and assuming no negative recruitment, what recruitment distribution at the n − step is capable of generating a staff-mix that closely follows the desired structure? We relate the problem to the challenge of universities in Nigeria towards reaching the desired academic staff-mix by rank specified by the National Universities Commission (NUC. We formulate a population-dynamic model consisting of aggregate-fractional flow balance equations within a discrete-time Markov chain framework for the system. We use MATLas a convenient platform to solve the system of equations. The utility of the model is illustrated by means of academic staff flows in a university-faculty setting in Nigeria.
Thompson, Debbe; Canada, Ashanti; Bhatt, Riddhi; Davis, Jennifer; Plesko, Lisa; Baranowski, Tom; Cullen, Karen; Zakeri, Issa
Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8-10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research. Although the initial recruitment strategy was…
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)
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.
Murphy, Norman L.
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)
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)
The year 2015 will see few changes in the composition of the Executive Committee. On the one hand, Oliver Boetcher enters and becomes the representative of the Staff Association in the Management Board of EN Department. On the other hand, Jaap Panman, who will retire in 2015, leaves the Committee at the end of 2014. We would like to thank Joël Lahaye, who was the departmental representative for EN in 2014, and Jaap for their contributions. The other members of the Committee continue to assume their respective duties, thus ensuring that your Staff Association will have a solid, experienced, effective and cohesive team to cope with the challenges of the new year, with, among others, the key issues of pensions and the 2015 five-yearly review. Your staff delegates hope to be able to count on the active support of all of you to defend the interests of the personnel, past, present, and future, and their families. Sandrine BAUDAT FP Member Oliver BOETCHER EN Member Rachel BRAY GS Memb...
Moreno, Megan A; Waite, Alan; Pumper, Megan; Colburn, Trina; Holm, Matt; Mendoza, Jason
Recruiting adolescent participants for research is challenging. The purpose of this study was to compare traditional in-person recruitment methods to social media recruitment. We recruited adolescents aged 14-18 years for a pilot physical activity intervention study, including a wearable physical activity tracking device and a Facebook group. Participants were recruited (a) in person from a local high school and an adolescent medicine clinic and (b) through social media, including Facebook targeted ads, sponsored tweets on Twitter, and a blog post. Data collected included total exposure (i.e., reach), engagement (i.e., interaction), and effectiveness. Effectiveness included screening and enrollment for each recruitment method, as well as time and resources spent on each recruitment method. In-person recruitment reached a total of 297 potential participants of which 37 enrolled in the study. Social media recruitment reached a total of 34,272 potential participants of which 8 enrolled in the study. Social media recruitment methods utilized an average of 1.6 hours of staff time and cost an average of $40.99 per participant enrolled, while in-person recruitment methods utilized an average of 0.75 hours of staff time and cost an average of $19.09 per participant enrolled. Social media recruitment reached more potential participants, but the cost per participant enrolled was higher compared to traditional methods. Studies need to consider benefits and downsides of traditional and social media recruitment methods based on study goals and population.
Universities of Technology (UTs) offer career-focused education in a wide variety of disciplines and fields. Traditionally, UTs recruited academic staff with relevant workplace experience, rather than academic qualifications. The result of this strategy was, while many lecturers possessed professional qualifications in their field ...
Winberg, C.; Adams, A.; Esbach, J.; Groenewald, W.; Lakay, D.; Muzondo, I.; Randall, K.; Seane, G.; Siyepu, S.; Veeran, P.
Universities of Technology (UTs) offer career-focused education in a wide variety of disciplines and fields. Traditionally, UTs recruited academic staff with relevant workplace experience, rather than academic qualifications. The result of this strategy was, while many lecturers possessed professional qualifications in their field, they did not…
Staisloff, Richard L.
This publication is part of an Association of Governing Boards of Universities and Colleges (AGB) series devoted to strengthening the role of key standing committees of governing boards. While there is no optimum committee system for institutions of higher education, certain principles, practices, and procedures prevail. The best practices…
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
Black Hawk Coll., Moline, IL.
An advisory committee is generally comprised of persons outside the education profession who have specialized knowledge in a given area. The committee advises, makes recommendations, and gives service to the college and its students, instructors, and administrators. At Black Hawk College, there are four types of advisory committees: community,…
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 ...
... Alimentarius Commission: Meeting of the Codex Committee on Food Additives AGENCY: Office of the Under Secretary... of the Codex Committee on Food Additives (CCFA) of the Codex Alimentarius Commission (Codex), which... Contact: Dennis M. Keefe, PhD, Director, Senior Science and Policy Staff, Office of Food Additive Safety...
Harrington, Lauriane; Van Damme, Pierre; Vandermeulen, Corinne; Mali, Stéphanie
Recruitment of volunteers is one of the main challenges in clinical trial management, and there is little information about recruitment barriers for preventative vaccine trials. We investigated both the recruitment barriers and recruitment strategies for preventive vaccine trials in Belgium. A 10 min survey was used as well as interviews of staff at all clinical trial sites in Belgium that regularly perform vaccine trials. We observed that there are successful recruitment strategies and few recruitment issues for trials involving healthy adults and those over 65 years old. However, challenges face the recruitment of paediatric populations, pregnant women, patients and the very elderly (over 85 years old). From these results, we identified three priority areas to increase recruitment for prophylactic vaccine trials in Belgium. These are: the lack of public knowledge about infectious diseases; the lack of resources of healthcare professionals to take part in clinical trials; and the burden to potential volunteers to take part in a trial. These were discussed with stakeholders and solutions were proposed. Copyright © 2017 Elsevier Ltd. All rights reserved.
Sevier, Robert A.
Focuses on the creation of an undergraduate recruiting funnel directed at traditional-age students. Most colleges have recruiting funnels, a series of contacts that move a prospective student from initial contact through the campus visit to matriculation. Discusses goals and strategies to include in the design of successful recruiting funnels.…
Joint Chief of Staff General (GEN) Martin E. Dempsey projects that by 2020 “we’re going to need as much diversity and as much talent as we can possibly...Recruiting, Retention Incentives,” American Force Press, March 3, 2009, http://www.defense.gov/news/newsarticle.aspx?id=53310. 8 Bernard Rostker, I Want You...37 Devore, Probability and Statistics, 422. 63 that the null hypothesis 1: 0OP rH P P= = = is rejected for the xP factor, giving grounds to
The Dosimetry Service
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
Human Resources Division
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
.... 8:35 a.m.-10 a.m.: Safety Culture Policy Statement (Open)--The Committee will hear presentations by... Safety Culture Policy Statement. 10:15 a.m.-12:15 p.m.: Staff Assessment of the RAMONA5-FA Code (Open...
Bioland, Paul A.; Moore, Paul L.
A sample of chief student affairs officers (N=10) reported on their practices and opinions regarding the use of search committees in the selection of new staff members. Citing a number of disadvantages, particularly the time involved, the respondents still believed the advantages were well worth the costs. (Author)
... Wright, RAC Committee Coordinator, 707-441-3562; [email protected] . Individuals who use... staff before or after the meeting. The agenda will include time for people to make oral statements of 3... accomodation, please make requests in advance for sign language interpreting, assistive listening devices or...
..., Ouachita National Forest, P.O. Box 1270, Hot Springs, AR 71902. (501-321-5318). Individuals who use... written statements with the committee staff before the meeting. The agenda will include time for people to...: If you require sign language interpreting, assistive listening devices or other reasonable...
..., CO 80487, 970-870-2187, [email protected] . Individuals who use telecommunication devices for the... and Setting Future Agendas; Project Process, Submission Form and Deadline; election of RAC Chairperson... file written statements with the Committee staff before or after the meeting. Public input sessions...
Shigaki, Cheryl L; Anderson, Kim M; Howald, Carol L; Henson, Lee; Gregg, Bonnie E
To identify employee perceptions regarding disability-related workplace issues in Institutions of Higher Education (IHE). Faculty and staff (N=1,144) at a large, Midwestern university. A voluntary on-line survey of disability-related employment issues was developed by the university's Chancellor's Committee of Persons with Disabilities. Item responses were analyzed using descriptive and Pearson chi-square statistical methods. Fifteen percent of faculty and staff respondents were found to have disabilities, with 26% reporting experience of job discrimination, and 20% reporting harassment because of their disability. Results indicated significant differences on gender, employment standing (i.e., faculty or staff) and disability status (i.e., with or without a disability), in regard to perceptions of disability acceptance, campus accessibility, disability awareness, ADA policy, and knowledge of work accommodation procedures. Recommendations for IHEs are provided to promote a welcoming and inclusive campus that ultimately supports work success for persons with a disability.
Johnson, M; Noble, C; Matthews, C; Aguilar, N
The presence of diverse language skills within health staff provides opportunities to better meet the needs of a multicultural population. A cross-sectional survey of all staff within the South Western Sydney Area Health Service was undertaken to compare language skills with population needs and examine the context of language use. Thirty-one per cent of staff (n = 964) were bilingual or multilingual, with the predominant languages spoken being Tagalog (Filipino), Cantonese, Hindi, Spanish, Vietnamese and Italian. Thirty-seven per cent of bilingual staff used their language skills at least weekly, predominantly in situations of simple conversation and giving directions. Bilingual staff are a valuable resource for the organisation and the presence of a similar overall proportion of bilingual and bicultural staff may engender tolerance and adaptability in providing care to a diverse population. However, supply does not directly match community demand. This mismatch will continue unless recruitment is focused towards identified language groups. The high proportion of staff who rarely used their language skills (37%) may be due to lack of opportunity or limited need, and suggests that further research needs to examine service models that locate bilingual workers close to client need. This study takes a crucial first step towards realising equitable and culturally appropriate care utilising the principles of productive diversity.
... of the Secretary Federal Advisory Committee; Threat Reduction Advisory Committee AGENCY: Office of... meeting. SUMMARY: Under the provisions of the Federal Advisory Committee Act of 1972 (5 U.S.C., Appendix... announces a meeting of the Threat Reduction Advisory Committee (hereafter referred to as ``the Committee...
Payment of research participants helps to increase recruitment for research studies, but can pose ethical dilemmas. Research ethics committees (RECs) have a centrally important role in guiding this practice, but standardisation of the ethical approval process in Ireland is lacking.
The Division's Executive Committee conducted several items of business at the New Orleans meeting. Elsewhere in this issue [see p 1032] is a listing of the candidates for Division offices for Fall 2008 election, approved by the Committee and later affirmed at the Division business meeting. Among items of specific interest to Division members is a plan to have the Journal of Chemical Education send an announcement to members when each issues goes online, and the Committee approved this use of the Division email list. It also approved plans presented by Amina El-Ashmawy and the BCCE committee to proceed with a bid from Pennsylvania State University for the 2012 BCCE.
Cerinus, Marie; Shannon, Marina
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.
Mercurio, M R
Institutional Ethics Committees are commonly available in hospitals with newborn intensive care units, and may serve as a valuable resource for staff and parents dealing with difficult ethical decisions. Many clinicians may be unaware of when the committee might be helpful, or how it functions. After a brief historical introduction, two cases are presented as illustrations of pediatric ethics committee function. The first involves consideration of cardiac surgery for an infant with ventricular septal defect and Trisomy 13. The second involves disagreement between staff and parents regarding possible provision of cardio-pulmonary resuscitation in a terminally ill newborn. Principles and considerations often brought to bear in committee deliberations are reviewed for each case. Neonatologists, staff and families should be aware of this potentially valuable resource, and are encouraged to use it for situations of moral distress, conflict resolution or ethical uncertainty.
... organizations --Relations with non-governmental organizations --World Maritime Day --International Maritime... DEPARTMENT OF STATE [Public Notice: 7879] Shipping Coordinating Committee; Notice of Committee...-second Session of the International Maritime Organization (IMO) Technical Co-operation Committee (TCC 62...
... intergovernmental organizations --Relations with non-governmental organizations --World Maritime Day --International... DEPARTMENT OF STATE [Public Notice 8340] Shipping Coordinating Committee; Notice of Committee... Session of the International Maritime Organization (IMO) Technical Co-operation Committee (TCC 63) to be...
Folbert, B.; Wirstad, J.
The report describes the state of things at the Nuclear Power Traini Center at Studsvik and at the Nuclear Power Plants in Barsebaeck, Forsmark, Oskarshamn and Ringhals. The training center makes use of reactor simulators. The requirements as to the qualifications of the personnel to be recruited are given. The plans of education of the control room staff are presented. The project is supported by the Swedish Nuclear Power Inspectorate. (G.B.)
Vadeboncoeur, Claudia; Foster, Charlie; Townsend, Nick
The recruitment is an integral part of most research projects in medical sciences involving human participants. In health promotion research, there is increasing work on the impact of environments. Settings represent environments such as schools where social, physical and psychological development unfolds. In this study, we investigated weight gain in students within a university setting. Barriers to access and recruitment of university students within a specific setting, in the context of health research are discussed. An online survey on health behaviours of first year students across 101 universities in England was developed. Ethics committees of each institutions were contacted to obtain permission to recruit and access their students. Recruitment adverts were standardized and distributed within restrictions imposed by universities. Three time points and incentives were used. Several challenges in recruiting from a university setting were found. These included (i) ethics approval, (ii) recruitment approval, (iii) navigating restrictions on advertisement and (iv) logistics of varying university academic calendars. We also faced challenges of online surveys including low recruitment, retention and low eligibility of respondents. From the 101 universities, 28 allowed dissemination of adverts. We obtained 1026 responses at T1, 599 at T2 and 497 at T3. The complete-case sample represented 13% of those originally recruited at T1. Conducting research on students within the university setting is a time consuming and challenging task. To improve research-based health promotion, universities could work together to increase consistency as to their policies on student recruitment. © The Author 2017. Published by Oxford University Press. All rights reserved. For Permissions, please email: email@example.com.
Schmidt, C E; Möller, J; Schmidt, K; Gerbershagen, M U; Wappler, F; Limmroth, V; Padosch, S A; Bauer, M
There is a significant shortage of highly qualified personnel in medicine, especially skilled doctors and nurses. This shortage of qualified labor has led to competition between hospitals. Analyzing the circumstances of the competition, nurses and doctors of the so-called generation Y are of importance. Recruitment and retention of these staff members will become a critical success factor for hospitals in the future. An internet search was conducted using the key words "generation Y and medicine, demography, personnel and hospitals". A search in Medline/pubmed for scientific studies on the topics of labor shortage was performed using the key words "personnel, shortage doctors, generation X, baby boomer, personnel and demographic changes, staff". Finally, sources from public institutions and academic medical societies were analyzed. The data were sorted by main categories and relevance for hospitals. Statistical analysis was done using descriptive measures. The analysis confirmed the heterogeneous and complex flood of information on the topic demography and generation. A comparison of the generations showed that they can be separated into baby boomers (born 1946-1964 live to work), generation X (born 1965-1980 work to live) and generation Y (born 1981 and after, live while working). Members of generation Y "live while working" are oriented to competence and less with hierarchies. They exchange information using modern communication methods and within networks. Internet and computers are part of their daily routine. Employees of generation Y challenge leadership in hospitals by increasing the demands. However, generation Y can significantly increase professionalization and competitiveness for hospitals.
In this thesis the work of ethics committees in Croatia is being investigated for the first time. The 1997 Law on Health Protection introduced legal standards for the establishment of the so-called 'mixed' type of ethics committees in healthcare institutions. Our study aims to examine whether this
After the elections to the Staff Council in November, the results of which were published in the previous issue of Echo, the newly elected Staff Council convened on Tuesday, 3 December for the first time. Michel Goossens, the outgoing President, first thanked his close collaborators, in particular Alessandro and Céline, the Vice-Presidents, and Catherine, Sonia and Valerie, of the Staff Association Secretariat, the members of the Executive Committee, and finally all delegates of the Staff Council for their dedication and motivation throughout the past year. He wished goodbye to the 16 outgoing delegates and once again reminded all of us how much Philippe Defert, Vice-President of the Association, who passed away last September, is missed by all friends of the Staff Association. This was the last meeting for Marcel Aymon, a member of the Staff Council since 1989 and the Executive Committee since 1991, a record! The President praised the dedication and seriousness with which, as secretary, Vice-Pr...
The main items discussed at the meeting of the Standing Concertation Committee on 3 September 2008 included: Education fees: Indexation of the amounts for accommodation and meals The Committee approved the indexation calculations for accommodation and meals for the academic year 2008-2009. With the indexation of the lump sum payments, accommodation costs for the academic year 2007-2008 will be reimbursed at 529 CHF per month (previously CHF 500). Meals will be reimbursed at 17.50 CHF per meal (unchanged). The ceiling for school transport has been increased from 600 CHF to 622 CHF. Administrative Circular No. 26 (Rev. 8) The Committee took note of the modifications to Administrative Circular No. 26 (Rev. 8) ‘Recognition of merit of staff members’, concerning provision for the award of exceptional advancement outside the annual advancement exercise to recognize, for example, the completion of a major project. HR Survey The Committee took note of the Head of HR Department...
... in Alturas, CA. The committee is meeting as authorized under the Secure Rural Schools and Community... Office, Conference Room, 800 West 12th St., Alturas. FOR FURTHER INFORMATION CONTACT: Kimberly H...., Alturas, California 96101. Agenda topics will include recruiting new project proposals that meet the...
The Pesticide Program Dialogue Committee, a permanent, broadly representative advisory committee, meets with EPA on a regular basis to discuss pesticide regulatory, policy, and program implementation issues.
Nicholson, Lisa M; Schwirian, Patricia M; Klein, Elizabeth G; Skybo, Theresa; Murray-Johnson, Lisa; Eneli, Ihuoma; Boettner, Bethany; French, Gina M; Groner, Judith A
Conducting longitudinal research studies with low-income and/or minority participants present a unique set of challenges and opportunities. To outline the specific strategies employed to successfully recruit and retain participants in a longitudinal study of nutritional anticipatory guidance during early childhood, conducted with a low-income, ethnically diverse, urban population of mothers. We describe recruitment and retention efforts made by the research team for the 'MOMS' Study (Making Our Mealtimes Special). The 'multilayered' approach for recruitment and retention included commitment of research leadership, piloting procedures, frequent team reporting, emphasis on participant convenience, incentives, frequent contact with participants, expanded budget, clinical staff buy-in, a dedicated phone line, and the use of research project branding and logos. Barriers to enrollment were not encountered in this project, despite recruiting from a low-income population with a large proportion of African-American families. Process evaluation with clinic staff demonstrated the perception of the MOMS staff was very positive. Participant retention rate was 75% and 64% at 6 months and 12 months post-recruitment, respectively. We attribute retention success largely to a coordinated effort between the research team and the infrastructure support at the clinical sites, as well as project branding and a dedicated phone line. Successful participant recruitment and retention approaches need to be specific and consistent with clinical staff buy in throughout the project. Published by Elsevier Inc.
Holm, Anna; Ulhøi, John Parm
, and individuals’ social cognition. Among other things, this is reflected in the use of online recruitment and employer branding. The study concludes that the recruitment field has transformed and reviewed its practices due to institutional changes in how individuals search for employment and expect to be hired....
Ostrom, John S.
In many colleges and universities the responsibility of the governing board's audit committee is to arrange and oversee regular audits of financial activities, comply with donor restrictions on gifts, adhere to laws and regulations, and conform to established board policies. Membership of three to five is usually sufficient, and while the…
Elgie, Sarah; Hastings, Richard P.
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…
Tilley, Barbara C; Mainous, Arch G; Smith, Daniel W; McKee, M Diane; Amorrortu, Rossybelle P; Alvidrez, Jennifer; Diaz, Vanessa; Ford, Marvella E; Fernandez, Maria E; Hauser, Robert A; Singer, Carlos; Landa, Veronica; Trevino, Aron; DeSantis, Stacia M; Zhang, Yefei; Daniels, Elvan; Tabor, Derrick; Vernon, Sally W
Racial/ethnic minority groups remain underrepresented in clinical trials. Many strategies to increase minority recruitment focus on minority communities and emphasize common diseases such as hypertension. Scant literature focuses on minority recruitment to trials of less common conditions, often conducted in specialty clinics and dependent on physician referrals. We identified trust/mistrust of specialist physician investigators and institutions conducting medical research and consequent participant reluctance to participate in clinical trials as key-shared barriers across racial/ethnic groups. We developed a trust-based continuous quality improvement intervention to build trust between specialist physician investigators and community minority-serving physicians and ultimately potential trial participants. To avoid the inherent biases of non-randomized studies, we evaluated the intervention in the national Randomized Recruitment Intervention Trial (RECRUIT). This report presents the design of RECRUIT. Specialty clinic follow-up continues through April 2017. We hypothesized that specialist physician investigators and coordinators trained in the trust-based continuous quality improvement intervention would enroll a greater proportion of minority participants in their specialty clinics than specialist physician investigators in control specialty clinics. Specialty clinic was the unit of randomization. Using continuous quality improvement, the specialist physician investigators and coordinators tailored recruitment approaches to their specialty clinic characteristics and populations. Primary analyses were adjusted for clustering by specialty clinic within parent trial and matching covariates. RECRUIT was implemented in four multi-site clinical trials (parent trials) supported by three National Institutes of Health institutes and included 50 associated specialty clinics from these parent trials. Using current data, we have 88% power or greater to detect a 0.15 or
... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Recruitment. 41.310 Section 41.310 Public... in Admission and Recruitment Prohibited § 41.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Recruitment. 5.310 Section 5.310... in Admission and Recruitment Prohibited § 5.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 54.310 Section 54.310... in Admission and Recruitment Prohibited § 54.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Recruitment. 8a.310 Section 8a.310... in Admission and Recruitment Prohibited § 8a.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 6 Domestic Security 1 2010-01-01 2010-01-01 false Recruitment. 17.310 Section 17.310 Domestic... in Admission and Recruitment Prohibited § 17.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Recruitment. 1253.310 Section 1253.310... in Admission and Recruitment Prohibited § 1253.310 Recruitment. (a) Nondiscriminatory recruitment. A... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
... 41 Public Contracts and Property Management 2 2010-07-01 2010-07-01 true Recruitment. 101-4.310... Admission and Recruitment Prohibited § 101-4.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient... recruitment and admission of students. A recipient may be required to undertake additional recruitment efforts...
McDermott, F T; Cordner, S M; Tremayne, A B
Since 1992 the Consultative Committee on Road Traffic Fatalities in Victoria has identified deficiencies and errors in the management of 559 road traffic fatalities in which the patients were alive on arrival of ambulance services. The Committee also assessed the preventability of deaths. Reproducibility of results using its methodology has been shown to be statistically significant. The Committee's findings and recommendations, the latter made in association with the learned Colleges and specialist Societies, led to the establishment of a Ministerial Taskforce on Trauma and Emergency Services. As a consequence, in 2000, a new trauma care system will be implemented in Victoria. This paper presents a case example demonstrating the Committee's methodology. The Committee has two 12 member multidisciplinary evaluative panels. A retrospective evaluation was made of the complete ambulance, hospital and autopsy records of eligible fatalities. The clinical and pathological findings were analysed using a comprehensive data proforma, a narrative summary and the complete records. Resulting multidisciplinary discussion problems were identified and the potential preventability of death was assessed. In the present case example the Committee identified 16 management deficiencies of which 11 were assessed as having contributed to the patient's death; the death, however, was judged to be non-preventable. The presentation of this example demonstrating the Committee's methodology may be of assistance to hospital medical staff undertaking their own major trauma audit.
... Office of the Secretary Federal Advisory Committee; Missile Defense Advisory Committee AGENCY: Missile... Advisory Committee Act of 1972 (5 U.S.C., Appendix, as amended) and the Government in the Sunshine Act of... Missile Defense Advisory Committee will meet on August 4 and 5, 2010, in Washington, DC. DATES: The...
... Office of the Secretary Federal Advisory Committee; Threat Reduction Advisory Committee AGENCY: Department of Defense (DoD). ACTION: Renewal of Federal advisory committee. SUMMARY: Under the provisions of the Federal Advisory Committee Act of 1972, (5 U.S.C. Appendix), the Government in the Sunshine Act of...
... BIOLOGICS EVALUATION AND RESEARCH Allergenic Products Advisory Committee 3014512388 Blood Products Advisory... Committee 3014512391 CENTER FOR DRUG EVALUATION AND RESEARCH Anesthetic and Life Support Drugs Advisory Committee 3014512529 Anti-Infective Drugs Advisory Committee 3014512530 Antiviral Drugs Advisory Committee...
This chapter will cover digital recruitment from its definition thru to its history in recruitment and trends. The subject itself could cover an entire book or an entire module at university, so this chapter will broadly touch upon the key elements and considerations. Under cultural perspective, the recruitment life cycle will be broken down into its individual parts, and digital solutions will be examined for each individual part of the process together with the impact this has on the knowledge and challenges for the manager and team. The economic perspective will assist in prioritizing initiatives and building a business case for the introduction of digital recruiting solutions. The risk perspective will raise awareness of the potential pitfalls and the operational perspective on the key considerations for a successful implementation. Finally, the key messages of this chapter are summarized in the Do’s and Don’ts.
The AGU Public Affairs Committee will create an ad hoc committee to consider possible AGU position statements concerning the effects of nuclear war.The action was taken at the May 31, 1983, meeting of the Committee at the AGU Spring Meeting in Baltimore. Present were Carroll Ann Hodges, Chairman, and members Thomas J. Ahrens, David Cauffman, Jared Cohon, Stamatios Krimigis, Robert Murphy, Raymond Roble, and George Shaw. Also attending were the current Congressional Fellow Arthur Weissman and SPR—Cosmic Rays Section Secretary Miriam Forman.
Sweet, Richard; And Others
This staff brief was prepared for the Wisconsin Legislative Council's Special Committee on Teenage Pregnancy Prevention and Related Issues. It presents information on teenage pregnancy, programs to deal with teenage pregnancy, and proposed legislation from the 1989-1990 Wisconsin Legislative Session. Part I of the brief provides pregnancy data for…
Olarte, Juan José; Dominguez, César; Jaime, Arturo; Garcia-Izquierdo, Francisco José
In carrying out their capstone projects, students use knowledge and skills acquired throughout their degree program to create a product or provide a technical service. An assigned advisor guides the students and supervises the work, and a committee assesses the projects. This study compares student and staff perceptions of key aspects of…
...] (formerly Docket No. 02D-0049) Draft Guidance for the Public, Food and Drug Administration Advisory Committee Members, and Food and Drug Administration Staff: Public Availability of Advisory Committee Members... and Drug Administration Amendments Act of 2007, Public Law No. 110-85), and section 701 (21 U.S.C. 371...
... ENVIRONMENTAL PROTECTION AGENCY [FRL-9836-3] Request for Nominations of Experts for the Clean Air... Advisory Board (SAB) Staff Office is requesting public nominations for technical experts to form a CASAC ad... Advisory Committee, the CASAC conducts business in accordance with the Federal Advisory Committee Act (FACA...
Original : English This meeting was devoted to follow-up from the Committee meetings in November and to the other main topics summarised below. 1. Follow-up from the meetings of the Finance Committee and TREF in November and preparation for the Committee meetings in December 2002 The SCC took note that the Finance Committee, held on 6 November, had recommended to apply the 2003 calculated salary adjustment index of 1.2%, and to approve the Management's proposed measures for containing the cost of hospital treatment within the CERN Health Insurance Scheme (CHIS). Related amendments to the CHIS Rules are being drawn up by the CHIS Supervisory Board in preparation for implementation next year. At its meeting on 15 November, TREF had expressed appreciation for the Management's preview of the Human Resources Plan 2003-2010 that is submitted to the Committees in December. The Forum had also discussed the Management's proposal document on Local Staff, as described below. 2. Local Staff After extensive debate at its ...
Main issues examined at the meeting of 2 October 2009 The October 2009 meeting of the Standing Concertation Committee was entirely devoted to preparation of TREF’s meeting on 21-22 October. The Committee took note of, discussed and agreed on clarifications needed to some of the documents and presentations that the Management intended to submit and/or present to TREF on the following subjects: Equal opportunities The Committee took note of a preliminary report on equal opportunities at CERN drawn up by D. Chromek-Burckhart, the Equal Opportunities Officer, and T. Smith, Chairman of the Equal Opportunities Advisory Panel, containing in particular a proposal for a new process for resolving harassment conflicts. Technical analysis of the CERN Health Insurance Scheme - Actuary’s Report The Committee took note of a presentation by P. Charpentier, Chairman of the CERN Health Insurance Supervisory Board (CHIS Board), on the 2009 actuarial report on the CERN Health Insurance Scheme (CHIS). Th...
Thomas, Brian A; Givens, Eric
...) market based on data from: * DMDC (All services) * IRR (HRC-St. Louis) * AC/RC transition (HRC-Alexandria); 2) To recommend possible recruiting pools of applicants from the analyzed market data...
... 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...
The implementation of the tenth edition of the Staff Rules and Regulations on 1st January 1996 has highlighted the need for certain drafting amendments, now presented in this document. These initial proposed amendments are presented independently of any changes which might arise from the five-yearly review of the financial conditions of the members of the personnel currently in progress. In accordance with Articles VII 1.07 and 1.08 of the Staff Rules, the proposals set out below have been the subject of discussion within the Standing Concertation Committee. These modifications to the Staff Regulations have been discussed in TREF at its twenty-eighth and twenty-ninth meetings. They are submitted by the Management to Finance Committee for examination and approval, to take effect on 1st January 2000.
Forman, Susan G.; Forman, Bruce D.
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)
Association du personnel
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...
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.
... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Recruitment. 146.310 Section 146.310 Foreign... Recruitment Prohibited § 146.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 146.300 through 146.310 apply shall not discriminate on the basis of sex in the recruitment and admission...
... 49 Transportation 1 2010-10-01 2010-10-01 false Recruitment. 25.310 Section 25.310 Transportation... Recruitment Prohibited § 25.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 25.300 through 25.310 apply shall not discriminate on the basis of sex in the recruitment and admission of...
... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 86.23 Section 86.23 Public Welfare... in Admission and Recruitment Prohibited § 86.23 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which this subpart applies shall not discriminate on the basis of sex in the recruitment and...
... 10 Energy 4 2010-01-01 2010-01-01 false Recruitment. 1042.310 Section 1042.310 Energy DEPARTMENT... Recruitment Prohibited § 1042.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1042.300 through 1042.310 apply shall not discriminate on the basis of sex in the recruitment and admission...
Original : English This meeting was devoted to the main topics summarised below. 1-Circulars Administrative Circular no.26 - Procedure governing the career evolution of staff members (Revision 4) The Committee took note of textual amendments to this circular concerning mainly implementation aspects of Management's decision to abolish the Senior Staff Advancement Committee (SSAC). Henceforth, proposed advancement and promotion actions previously examined by the SSAC will be examined by the Executive Board, which will submit its recommendations to the Director-General. This revised document replaces the previous version of Revision 4 (dated January 2004), as published on the web. Operational Circular no.8 - Dealing with alcohol-related problems This new operational circular was agreed subject to some minor amendments and additions to the text. It was pointed out that it replaces previous administrative circular no. 28 and brochures on the subject, and is applicable to all persons worki...
In agreement with the Staff Association’s Statutes the new Staff Council elected on Tuesday, 8 December, a new President and his Executive Committee for a two-year mandate 2016–2017. Alessandro Raimondo, the only candidate for president, presented a list of delegates for an Executive Committee, which combines continuity and renewal. These are important assets to start working in early 2016 on the implementation of the decisions of the 2015 Five-Yearly Review, especially in the field of the career structure. Alessandro RAIMONDO GS President / Président Céline GROBON PH Vice-president / Vice-président Catherine LAVERRIÈRE DGS Vice-president / Vice-président Juan GARCIA PEREZ TE Treasurer / Trésorier Ghislain ROY BE Secretary / Secrétaire Sandrine BAUDAT FP Member / Membre Oliver BOETTCHER EN Member / Membre Rachel BRAY GS Member / Membre Nicolas DELRUELLE TE Member / Membre Gianni DEROMA GS Mem...
Myers, Jared T.; Yule, Daniel L.; Jones, Michael L.; Ahrenstorff, Tyler D.; Hrabik, Thomas R.; Claramunt, Randall M.; Ebener, Mark P.; Berglund, Eric K.
We examined the spatial scale of recruitment variability for disparate cisco (Coregonus artedi) populations in the Great Lakes (n = 8) and Minnesota inland lakes (n = 4). We found that the scale of synchrony was approximately 400 km when all available data were utilized; much greater than the 50-km scale suggested for freshwater fish populations in an earlier global analysis. The presence of recruitment synchrony between Great Lakes and inland lake cisco populations supports the hypothesis that synchronicity is driven by climate and not dispersal. We also found synchrony in larval densities among three Lake Superior populations separated by 25–275 km, which further supports the hypothesis that broad-scale climatic factors are the cause of spatial synchrony. Among several candidate climate variables measured during the period of larval cisco emergence, maximum wind speeds exhibited the most similar spatial scale of synchrony to that observed for cisco. Other factors, such as average water temperatures, exhibited synchrony on broader spatial scales, which suggests they could also be contributing to recruitment synchrony. Our results provide evidence that abiotic factors can induce synchronous patterns of recruitment for populations of cisco inhabiting waters across a broad geographic range, and show that broad-scale synchrony of recruitment can occur in freshwater fish populations as well as those from marine systems.
Duffield, Christine; Roche, Michael; O'Brien-Pallas, Linda; Catling-Paull, Christine
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.
2013 saw the launch of the one-day training course "Selecting the best person for CERN". So far, 10 courses have taken place and over 100 participants have taken part in this interactive, hands on experience. The course has been met with much enthusiasm and positive feedback, with participants not only feeling better prepared and organised for the recruitment boards, but also equipped with concrete tools on how to prepare and conduct an effective selection interview. Following on from this success, further sessions are planned in 2014: we look forward to welcoming recruiting supervisors and board members who are likely to take part in a recruitment process, whether for LD or LD2IC, and who are interested in finding out more about how to get the most out of this important process! To enrol to this course, please follow this link: "Selecting the best person for CERN".
Sjøberg, Kim Anker
the resonating sound from the microbubbles in the systemic circulation were recorded for determination of microvascular recruitment in designated muscle segments. Results showed that microvascular recruitment increased with insulin stimulation by ~30% in rats and ~40% in humans (study I). Furthermore......, it was observed that muscle contractions increased muscle perfusion rapidly by 3-4 fold and by 1-2 fold compared to basal and insulin, respectively, in both rat and human skeletal muscle (study I). The real-time contrast-enhanced ultrasound method was applied to investigate the vaso-active effect of the incretin...... hormone glucagon-like-peptide-1 (GLP-1) in the microcirculation. Glucagon-like-peptide-1 analogs are drugs used for treatments of insulin resistance and type 2 diabetes but the vascular effects of GLP-1 in vivo are elusive. Here it was shown that GLP-1 rapidly increased the microvascular recruitment...
Sjøberg, Kim Anker
hormone glucagon-like-peptide-1 (GLP-1) in the microcirculation. Glucagon-like-peptide-1 analogs are drugs used for treatments of insulin resistance and type 2 diabetes but the vascular effects of GLP-1 in vivo are elusive. Here it was shown that GLP-1 rapidly increased the microvascular recruitment...... the resonating sound from the microbubbles in the systemic circulation were recorded for determination of microvascular recruitment in designated muscle segments. Results showed that microvascular recruitment increased with insulin stimulation by ~30% in rats and ~40% in humans (study I). Furthermore......, it was observed that muscle contractions increased muscle perfusion rapidly by 3-4 fold and by 1-2 fold compared to basal and insulin, respectively, in both rat and human skeletal muscle (study I). The real-time contrast-enhanced ultrasound method was applied to investigate the vaso-active effect of the incretin...
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
Larsen, Anna Folke; Rand, John; Torm, Nina Elisabeth
This paper examines the extent to which recruitment ties affect individual wage outcomes in small and medium scale manufacturing firms. Based on a unique matched employer-employee dataset from Vietnam we find that there is a significant positive wage premium associated with obtaining a job through...... an informal contact, when controlling for standard determinants of wage compensation. Moreover, we show that the mechanism through which informal contacts affect wages depends on the type of recruitment tie used. The findings are robust across location, firm size categories and different worker types....
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
... Environment Protection Committee. --Consideration of the report of the Maritime Safety Committee... Session of the International Maritime Organization (IMO) Council to be held at the IMO headquarters in... HNS Convention. --World Maritime University: --IMO International Maritime Law Institute: --Protection...
... DEPARTMENT OF STATE [Public Notice 8031] Shipping Coordinating Committee; Notice of Committee... relating to the 1977 Torremolinos Convention on the Safety of Fishing Vessels --IMO International Maritime... administrative requirements in mandatory IMO instruments --External relations: --Relations with the United...
... atmospheric pollution --Development of international measures for minimizing the transfer of invasive aquatic... pollution hazards of chemicals and preparation of consequential amendments --Additional guidelines for... DEPARTMENT OF STATE [Public Notice 8133] Shipping Coordinating Committee; Notice of Committee...
Roberts, Rosa; Perry, Nicky; Phillips, Alan; Richardson, Daniel; Soni, Suneeta
Clinical research improves patient care and is a government priority. We sought the opinions of genito-urinary medicine clinic staff regarding undertaking research, any barriers they perceived, and methods to optimise study recruitment. Questionnaires were offered to everyone working in the genito-urinary medicine clinic over a one-week period. In addition, four focus groups were held with genito-urinary medicine clinic staff. Forty-three questionnaires were completed. All respondents stated that research was important; however, 14.0% worried that it affected patient care and 16.3% would rather see patients without having to consider research. Doctors were more likely to enjoy discussing studies than other healthcare staff (p = 0.029) and were less likely to think that too many studies were being conducted at one time (p = 0.027). Forty staff attended the focus groups. Time, knowledge of studies, difficulty in broaching the topic of research and patient factors were cited as barriers to recruitment. Suggestions to improve recruitment included: greater multi-disciplinary team involvement; improving staff research knowledge; streamlining the research process; and patient education. Reasons for different attitudes between staff disciplines towards research included different training pathways and incentives to conduct research. The recommendations staff have made to help drive recruitment should be implemented in the genito-urinary medicine clinic. © The Author(s) 2014 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.
Background Many studies have been published about ethics committees and the clarifications requested about the submitted applications. In Finland, ethics committees require a separate statement on ethical aspects of the research in applications to the ethics committee. However, little is known about how researchers consider the ethical aspects of their own studies. Methods The data were collected from all the applications received by the official regional ethics committee in the Hospital District of Northern Savo during 2004–2009 (n = 688). These included a total of 56 studies involving research on tissue other than blood. The statements by the researchers about the ethics about their own research in these applications were analyzed by thematic content analysis under the following themes: recruitment, informed consent, risks and benefits, confidentiality and societal meaning. Results The researchers tended to describe recruitment and informed consent process very briefly. Usually these descriptions simply stated who the recruiter was and that written consent would be required. There was little information provided on the recruitment situation and on how the study recruiters would be informed. Although most of the studies were clinical, the possibility was hardly ever discussed that patients could fail to distinguish between care and research. Conclusion The written guidelines, available on the webpages of the ethics committee, do not seem to be enough to help researchers achieve this goal. In addition to detailed guidelines for researchers, investigators need to be taught to appreciate the ethical aspects in their own studies. PMID:22873761
Advisory Committee:Organizing Committee: Marcello Baldo (Catania)Takaharu Otsuka (Tokyo), co-chair George Bertsch (Seattle)Michael Urban (Orsay), co-chair Jean-Paul Blaizot (Saclay)Taiichi Yamada (Yokohama) Michel Girod (Bruyères-le-Châtel)Nguyen van Giai (Orsay) Hisashi Horiuchi (Osaka)Shinichiro Fujii (Tokyo) Umberto Lombardo (Catania)Jérôme Margueron (Orsay) Gerd Röpke (Rostock)Kouichi Hagino (Sendai) Hiroyuki Sagawa (Aizu)Yoshiko Kanada-En'yo (Kyoto) Piet Van Isacker (Caen) Enrico Vigezzi (Milano) IPN logo EFES logo CNRS logo ihp logo
A small country approach to the regulatory personnel problems is presented. Recruitment of a staff with a relatively small previous knowledge and experience has been the only option available. In order to rapidly gain necessary knowledge and to jointly cover all aspects of nuclear technology most staff members have specialized to a limited technical field. Practical experience is acquired by combining the responsabilities for review and assessment and for inspections in such a way that each staff member carries out both efforts in his special field. (author)
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...
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...
standards and perhaps recruiters’ efforts. Another factor that has a sizable effect is unemployment. A one- point increase in the youth unemployment rate...one-percentage-point increase in the youth unemployment rate would yield 1,717 HSGs and 1,258 (73 percent) would be in the upper mental groups. The
Chamberlain, Frank M.
A marketing plan from the Young Presidents' Organization Task Force is offered: define the market; identify the target student; clarify the college selection process; assess the competition; define the college in terms of market needs; develop a recruiting strategy; develop objectives for the year; spell out the tactics; and manage for results.…
FACA committees are created to obtain advice on a wide range of environmental issues. Every committee meeting, no matter what the subject matter or where it is held, is dedicated to open government and citizen participation.
Paramasivan, S; Rogers, C A; Welbourn, R; Byrne, J P; Salter, N; Mahon, D; Noble, H; Kelly, J; Mazza, G; Whybrow, P; Andrews, R C; Wilson, C; Blazeby, J M; Donovan, J L
Randomized controlled trials (RCTs) involving surgical procedures are challenging for recruitment and infrequent in the specialty of bariatrics. The pilot phase of the By-Band-Sleeve study (gastric bypass versus gastric band versus sleeve gastrectomy) provided the opportunity for an investigation of recruitment using a qualitative research integrated in trials (QuinteT) recruitment intervention (QRI). The QRI investigated recruitment in two centers in the pilot phase comparing bypass and banding, through the analysis of 12 in-depth staff interviews, 84 audio recordings of patient consultations, 19 non-participant observations of consultations and patient screening data. QRI findings were developed into a plan of action and fed back to centers to improve information provision and recruitment organization. Recruitment proved to be extremely difficult with only two patients recruited during the first 2 months. The pivotal issue in Center A was that an effective and established clinical service could not easily adapt to the needs of the RCT. There was little scope to present RCT details or ensure efficient eligibility assessment, and recruiters struggled to convey equipoise. Following presentation of QRI findings, recruitment in Center A increased from 9% in the first 2 months (2/22) to 40% (26/65) in the 4 months thereafter. Center B, commencing recruitment 3 months after Center A, learnt from the emerging issues in Center A and set up a special clinic for trial recruitment. The trial successfully completed pilot recruitment and progressed to the main phase across 11 centers. The QRI identified key issues that enabled the integration of the trial into the clinical setting. This contributed to successful recruitment in the By-Band-Sleeve trial-currently the largest in bariatric practice-and offers opportunities to optimize recruitment in other trials in bariatrics.
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)…
... 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...
... 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...
Davidson, Denise L.
Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Studies have shown that job satisfaction has the potential to reduce absenteeism and employee turnover, but we still know little about the specific satisfaction levels of…
Full Text Available Within the framework of bureaucratic and human capital theories, an eclectic approach, the study examines the nexus between academic staff recruitment in Nigerian tertiary institutions and human capital development as well as service delivery with specific reference to universities. It is generally agreed that higher education is a sine-qua-non for human capital development and efficient service delivery. Higher education is a prerequisite for the production of highly competent experts, which in turn, contributes to the development of organizations and the economy at large. For these to be achieved, the right content and academic staff must be in place to perform this varied function. However, over the years the quality of human capital coming out of Nigerian universities and its impact on service delivery has become a source of concern to employers of labour and all stakeholders. Inferential opinions have traced the problem to the recruitment of incompetent academic staff. To investigate the issues raised, the study relied heavily on primary and secondary data and multi stage sampling was used to select the sample population. The data collected was presented in pie chart and simple percentage. Similarly, in order to test the hypotheses and establish the degree of dependence or independence of the variables under investigation, the chi-square statistical technique was used. The findings of the study revealed among others, that Nigerian universities do not employ merit, qualification and competency in the academic staff recruitment. It also established that there is a significant relationship between merit, qualification and competency based academic staff recruitment and human capital development and service delivery. To enhance human capital development and service delivery in Nigerian universities, the study recommends among others, that an independent body like the National University Commission (NUC should be given the responsibility of
Gyure, James F.; Arnold, Susan G.
Addresses a critical aspect of enrollment management by providing a "conceptual training outline" based on relationship marketing and management principles for admissions recruiters and other appropriate enrollment staff. Provides a set of "Attitude Tools" to suggest how various training methods might benefit from a consistent…
Butcher, Jennifer; Kritsonis, William Allan
Human Resource Management is a branch of an organization which recruits and develops personnel to promote the organization's objectives. Human Resource Management involves interviewing applicants, training staff, and employee retention. Compensation, benefits, employee/labor relations, health, safety, and security issues are a few of the aspects…
recruiters regarding the influences, traits, values, and communications methods best suited for Millenials ’ influencers. The section now examines the...between work and family; with respect to authority Millenials desire performance feedback; Millenials are "wired" to the internet and are considered...technological experts. With regard to values, RVS polling found that Millenials top four values are family security, health, freedom, and true
The Plasma Science Committee (PLSC) is a standing committee under the auspices of the Board on Physics and Astronomy, Commission on Physical Sciences, Mathematics, and Applications of the National Academy of Sciences--National Research Council. Plasma sciences represent a broad and diverse field. The PLSC has accepted the responsibility of monitoring the continuing development and assessing the general health of the field as whole. Although select advisory bodies have been created to address specific issues that affect plasma science, such as the Fusion Policy Advisory Committee (FPAC), the PLSC provides a focus for the plasma science community that is unique and essential. The membership of the PLSC is drawn from research laboratories in universities, industry, and government. Areas of expertise on the committee include accelerators and beams, space physics, astrophysics, computational physics and applied mathematics, fusion plasmas, fundamental experiments and theory, radiation sources, low temperature plasmas, and plasma-surface interactions. The PLSC is well prepared to respond to requests for studies on specific issues. This report discusses ion of the PLSC work
Biggs, John S. G.; Marchesi, August
The principal ethics committee in Australia's Capital, Canberra, underwent a major revision in the last three years based on changes debated in the literature. Committee or Board structure varies widely; regulations determining minimum size and membership differ between countries. Issues such as the effectiveness of committee management,…
Ostrom, John S.
The Effective Committees set of booklets comprises publications on the following committees: investment, buildings and grounds, academic affairs, student affairs, finance, development, trustees, audit, compensation, and executive. It is part of the AGB Board Basics Series. This report describes the primary role of an audit committee. The primary…
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,…
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…
Geyer, K A; Korte, P D
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.
This paper provides a review of current trends in international student recruitment. Focusing specifically on recruitment of Chinese students, important aspects of China's educational system relevant to recruitment are presented. Barriers to Chinese student recruitment are then discussed. Successful, employed, international graduates validate…
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Supervised recruitment. 655.30 Section 655.30... Workers) § 655.30 Supervised recruitment. (a) Supervised recruitment. Where an employer is found to have... failed to adequately conduct recruitment activities or failed in any obligation of this part, the CO may...
... 44 Emergency Management and Assistance 1 2010-10-01 2010-10-01 false Recruitment. 19.310 Section... RECEIVING FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 19.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 19.300 through 19...
... 45 Public Welfare 3 2010-10-01 2010-10-01 false Recruitment. 618.310 Section 618.310 Public... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 618.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 618.300 through 618.310 apply shall not discriminate on the...
... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Recruitment. 3.310 Section 3.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 3.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 3.300 through 3.310 apply shall not discriminate on the basis...
... 10 Energy 1 2010-01-01 2010-01-01 false Recruitment. 5.310 Section 5.310 Energy NUCLEAR REGULATORY... FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 5.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 5.300 through 5.310 apply shall not...
... 29 Labor 1 2010-07-01 2010-07-01 true Recruitment. 36.310 Section 36.310 Labor Office of the... FEDERAL FINANCIAL ASSISTANCE Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 36.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 36.300 through 36.310...
... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Recruitment. 1211.310 Section... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 1211.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1211.300 through 1211.310 apply shall not discriminate on the...
... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Recruitment. 23.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 23.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 23.300 through 23.310 apply shall not discriminate on the...
... 45 Public Welfare 1 2010-10-01 2010-10-01 false Recruitment. 83.12 Section 83.12 Public Welfare... § 83.12 Recruitment. (a) Comparable recruitment. A federally supported entity shall, with respect to... demonstrate that such action is part of a recruitment program which does not have the effect of discriminating...
... 7 Agriculture 1 2010-01-01 2010-01-01 false Recruitment. 15a.53 Section 15a.53 Agriculture Office... Activities Prohibited § 15a.53 Recruitment. (a) Nondiscriminatory recruitment and hiring. A recipient shall not discriminate on the basis of sex in the recruitment and hiring of employees. Where a recipient has...
... 32 National Defense 2 2010-07-01 2010-07-01 false Recruitment. 196.310 Section 196.310 National... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 196.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 196.300 through 196.310 apply shall not discriminate on the...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Supervised recruitment. 656.21 Section 656.21... Supervised recruitment. (a) Supervised recruitment. Where the Certifying Officer determines it appropriate, post-filing supervised recruitment may be required of the employer for the pending application or...
... 18 Conservation of Power and Water Resources 2 2010-04-01 2010-04-01 false Recruitment. 1317.310... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 1317.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 1317.300 through 1317.310 apply shall not discriminate on the...
... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Recruitment. 28.310 Section 28.310... Basis of Sex in Admission and Recruitment Prohibited § 28.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 28.300 through 28.310 apply shall not discriminate on the basis of sex in...
... 45 Public Welfare 4 2010-10-01 2010-10-01 false Recruitment. 2555.310 Section 2555.310 Public... Discrimination on the Basis of Sex in Admission and Recruitment Prohibited § 2555.310 Recruitment. (a) Nondiscriminatory recruitment. A recipient to which §§ 2555.300 through 2555.310 apply shall not discriminate on the...
Holm, Anna B.; Haahr, Lars
The use of information and communication technologies has revolutionized e-recruitment and selection function in many organizations, especially transforming it into a time- and space-independent process of sourcing and evaluating candidates. In the process, organizations rely on websites, social...... media and job portals for sourcing candidates and deploy computerized and online assessment tools when selecting the best-qualified applicants. Similarly, their communication with jobseekers has moved to cyberspace and is often performed through applicant tracking systems, where hiring managers use...... mobile technologies to track and evaluate candidates. In this chapter, we present an overview of e-recruitment and selection practices and discuss the use of technology throughout the hiring process....
the application of the age structure percentage 130 Jane’s World Insurgency and Terrorism database, Hizbullah (Mar 25, 2011) http://jwit.janes.com...The age structure percentage is 67.1%, which now reduces the Shiite population number to approximately 1,417,000 – the number of young as well as...middle aged Shiites potentially available for recruitment.134 The final calculation is the application of the male percentage for the age structure of
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
Fontaine, Dorrie K; Koh, Elyta H; Carroll, Theresa
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.
This self-instructional unit for supervisors and managers in the British hotel and catering industry is based on the view that problems in staff recruitment and retention are directly linked to the level of job satisfaction. The document begins with an introduction and advice on how to use the unit. Five sections cover the following topics: (1)…
International Advisory Committee Richard F CastenYale, USA Luiz Carlos ChamonSão Paulo, Brazil Osvaldo CivitareseLa Plata, Argentina Jozsef CsehATOMKI, Hungary Jerry P DraayerLSU, USA Alfredo Galindo-UribarriORNL & UT, USA James J KolataNotre Dame, USA Jorge López UTEP, USA Joseph B NatowitzTexas A & M, USA Ma Esther Ortiz IF-UNAM Stuart PittelDelaware, USA Andrés SandovalIF-UNAM Adam SzczepaniakIndiana, USA Piet Van IsackerGANIL, France Michael WiescherNotre Dame, USA Organizing Committee Libertad Barrón-Palos (Chair)IF-UNAM Roelof BijkerICN-UNAM Ruben FossionICN-UNAM David LizcanoININ Sponsors Instituto de Ciencias Nucleares, UNAMInstituto de Física, UNAMInstituto Nacional de Investigaciones NuclearesDivisión de Física Nuclear de la SMFCentro Latinoamericano de Física
... DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy ICT Transmission Planning Summit and Entegry Regional State Committee Meeting The Federal Energy.... Their attendance is part of the Commission's ongoing outreach efforts. Entergy ICT Transmission Planning...
ORDINARY MEETING ON 30 JANUARY 2007 The main items discussed at the meeting of the Standing Concertation Committee on 30 January 2007 included: Administrative Circular No. 26: with the introduction of the merit recognition system in the framework of the 5-yearly review of CERN employment conditions, Administrative Circular No. 26 has been revised. The Committee took note of the revised document which is being finalized for submission to the Director-General for approval in the near future. Technical analysis of CERN Health Insurance Scheme: the Committee was informed that a group has been set up by the Director-General to analyse the financial situation of the CERN Health Insurance Scheme in the short and long term, and to propose measures to ensure that the Scheme remains in financial balance, with adequate cover, over the medium term. The group's terms of reference and membership were communicated. Voluntary programmes It was announced that the programmes: 'part-time work as a pre-retirement mea...
Ordinary meeting on 30 January 2007 The main items discussed at the meeting of the Standing Concertation Committee on 30 January 2007 included: Administrative Circular No. 26: with the introduction of the merit recognition system in the framework of the 5-yearly review of CERN employment conditions, Administrative Circular No. 26 has been revised. The committee took note of the revised document which is being finalized for submission to the Director-General for approval in the near future. Technical analysis of CERN Health Insurance Scheme: the Committee was informed that a group has been set up by the Director-General to analyse the financial situation of the CERN Health Insurance Scheme in the short and long term, and to propose measures to ensure that the Scheme remains in financial balance, with adequate cover, over the medium term. The group's terms of reference and membership were communicated. Voluntary programmes It was announced that the programmes: 'part-time work as a pre-retirement measure...
Shkarayev, Maxim S; Shaw, Leah B; Schwartz, Ira B
We model recruitment in adaptive social networks in the presence of birth and death processes. Recruitment is characterized by nodes changing their status to that of the recruiting class as a result of contact with recruiting nodes. Only a susceptible subset of nodes can be recruited. The recruiting individuals may adapt their connections in order to improve recruitment capabilities, thus changing the network structure adaptively. We derive a mean-field theory to predict the dependence of the growth threshold of the recruiting class on the adaptation parameter. Furthermore, we investigate the effect of adaptation on the recruitment level, as well as on network topology. The theoretical predictions are compared with direct simulations of the full system. We identify two parameter regimes with qualitatively different bifurcation diagrams depending on whether nodes become susceptible frequently (multiple times in their lifetime) or rarely (much less than once per lifetime). (paper)
Cronk, Nikole J; Russell, Cynthia L; Knowles, Norma; Matteson, Michelle; Peace, Leanne; Ponferrada, Leonor
This pilot study investigated the acceptability of motivational interviewing among a group of dialysis clinic staff. A non-experimental, posttest-only design was used for this pilot study. Dialysis clinic staff (N = 8) were recruited from a Midwestern non-profit, freestanding hemodialysis clinic. Staff received three three-hour training sessions in motivational interviewing and monthly individual coaching sessions with a motivational interviewing expert for three months. Staff then completed anonymous questionnaires and participated in a focus group discussion. Staff reported liking the motivational interviewing skills they learned and finding them useful; however, staff reported disagreement with statements indicating they used motivational interviewing skills effectively on a regular basis, that their work environments were supportive of motivational interviewing, and that motivational interviewing was consistent with their natural patient care approach. Results indicate that staff are receptive to motivational interviewing skills, and with sufficient training and feedback to enhance confidence, dialysis staff will develop further motivational interviewing competence and comfort for long-term use.
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.
Davidhizar, R; Dowd, S; Giger, J
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
Abramo, Giovanni; D’Angelo, Ciriaco Andrea; Rosati, Francesco
It is well known that women are underrepresented in the academic systems of many countries. Gender discrimination is one of the factors that could contribute to this phenomenon. This study considers a recent national academic recruitment campaign in Italy, examining whether women are subject...... to more or less bias than men. The findings show that no gender-related differences occur among the candidates who benefit from positive bias, while among those candidates affected by negative bias, the incidence of women is lower than that of men. Among the factors that determine success in a competition...
... conduct of the meeting. 8:35 a.m.-10:30 a.m.: Cyber Security Activities (Open/Closed)--The Committee will... cyber security activities. [Note: A portion of this meeting may be closed pursuant to 5 U.S.C. 552b(c)(3... extended power uprate application and the NRC staff's associated safety evaluation. [Note: A portion of...
... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Nominations and selection of nonvoting members of... Advisory Committees § 14.84 Nominations and selection of nonvoting members of standing technical advisory... Oversight and Management Staff, Food and Drug Administration, 10903 New Hampshire Ave., Bldg. 32, rm. 1503...
Mary E. Northridge
Full Text Available Abstract Background Despite a body of evidence on racial/ethnic minority enrollment and retention in research, literature specifically focused on recruiting racially/ethnically diverse older adults for social science studies is limited. There is a need for more rigorous research on methodological issues and the efficacy of recruitment methods. Cultural obstacles to recruitment of racial/ethnic minority older adults include language barriers, lack of cultural sensitivity of target communities on the part of researchers, and culturally inappropriate assessment tools. Methods Guided by the Consolidated Framework for Implementation Research (CFIR, this study critically appraised the recruitment of racial/ethnic minority older adults for focus groups. The initial approach involved using the physical and social infrastructure of the ElderSmile network, a community-based initiative to promote oral and general health and conduct health screenings in places where older adults gather, to recruit racial/ethnic minority adults for a social science component of an interdisciplinary initiative. The process involved planning a recruitment strategy, engaging the individuals involved in its implementation (opinion leaders in senior centers, program staff as implementation leaders, senior community-based colleagues as champions, and motivated center directors as change agents, executing the recruitment plan, and reflecting on the process of implementation. Results While the recruitment phase of the study was delayed by 6 months to allow for ongoing recruitment and filling of focus group slots, the flexibility of the recruitment plan, the expertise of the research team members, the perseverance of the recruitment staff, and the cultivation of change agents ultimately resulted in meeting the study targets for enrollment in terms of both numbers of focus group discussions (n = 24 and numbers of participants (n = 194. Conclusions This study adds to the
Northridge, Mary E; Shedlin, Michele; Schrimshaw, Eric W; Estrada, Ivette; De La Cruz, Leydis; Peralta, Rogelina; Birdsall, Stacia; Metcalf, Sara S; Chakraborty, Bibhas; Kunzel, Carol
Despite a body of evidence on racial/ethnic minority enrollment and retention in research, literature specifically focused on recruiting racially/ethnically diverse older adults for social science studies is limited. There is a need for more rigorous research on methodological issues and the efficacy of recruitment methods. Cultural obstacles to recruitment of racial/ethnic minority older adults include language barriers, lack of cultural sensitivity of target communities on the part of researchers, and culturally inappropriate assessment tools. Guided by the Consolidated Framework for Implementation Research (CFIR), this study critically appraised the recruitment of racial/ethnic minority older adults for focus groups. The initial approach involved using the physical and social infrastructure of the ElderSmile network, a community-based initiative to promote oral and general health and conduct health screenings in places where older adults gather, to recruit racial/ethnic minority adults for a social science component of an interdisciplinary initiative. The process involved planning a recruitment strategy, engaging the individuals involved in its implementation (opinion leaders in senior centers, program staff as implementation leaders, senior community-based colleagues as champions, and motivated center directors as change agents), executing the recruitment plan, and reflecting on the process of implementation. While the recruitment phase of the study was delayed by 6 months to allow for ongoing recruitment and filling of focus group slots, the flexibility of the recruitment plan, the expertise of the research team members, the perseverance of the recruitment staff, and the cultivation of change agents ultimately resulted in meeting the study targets for enrollment in terms of both numbers of focus group discussions (n = 24) and numbers of participants (n = 194). This study adds to the literature in two important ways. First, we leveraged the social and
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...
... to entry into force of the International Labour Organization Maritime Labour Convention, 2006; Fair... offshore exploration and exploitation activities; Consideration of the report of the Committee on its...
Khakimova, N.U.; Malisheva, E.Yu.; Shosafarova, Sh.G.
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.
Lawton, Julia; Kirkham, Jackie; White, David; Rankin, David; Cooper, Cindy; Heller, Simon
Background: The perspectives and experiences of trial staff are increasingly being investigated as these can be used to improve recruitment, adherence to trial protocols and support given to future staff. We interviewed staff working on a type 1 diabetes trial in order to aid interpretation of trial findings, inform recommendations for the rollout of the treatments investigated and provide recommendations for the conduct of future trials. However, our interviews uncovered aspects of trial wor...
This meeting was devoted to the main topics summarised below. Follow-up from the meetings of the Finance Committee and Council in December 2004 The Chairman welcomed two new SCC members representing the Staff Association: Véronique Paris and Gianni Deroma. Expressing their best wishes for the New Year, the members of the SCC took note of a report by the Chairman on the outcome of these Committee meetings and of the Director-General's staff meeting on 10 January 2005, and discussed a number of internal follow-up actions. Work planning of the SCC & TREF The SCC agreed its calendar of ordinary sessions and its draft work planning for the first half of 2005, subject to including a number of matters outstanding from 2004. The Committee discussed internal preparation for the next meeting of TREF on 4 & 5 April devoted to items concerning the current 5-Yearly Review. The SCC also took note of the provisional scheduling of TREF meetings from May to September, which will be settled by...
This meeting essentially dealt with the various items below:Follow-up of the Finance Committee meeting and preparation for the TREF meeting in NovemberIn November, the Finance Committee recommended the Council to apply the calculated indices for basic salaries (1.292%) and pensions (1.3%) with effect from 1st January 2000. In addition, some voting procedure issues raised during the meeting need to be clarified. Following a question on the consequences of the scheduled downsizing of the staff complement, the Finance Committee agreed that it would be appropriate to await the results of a current internal study on that issue, which were expected to be available by June 2000. The SCC took note of the final preparations for TREF on19 November, with special reference to two items concerning the Pension Fund: compensation to the Fund for the reduction in staff numbers in 1998 and the second stage in the examination of pension guarantee questions. After taking note of the report drawn up by the external experts on pe...
Association du personnel
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?
O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.
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.,…
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 ...
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 ...
... 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...
... 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...
... 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...
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the staffs...
... 14 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...
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…
.... Our methodology will build on both the new and old schools of recruiting by conducting stakeholder interviews that will lead us to a model that is an efficient starting point for the Recruiter Mission Allocation (RMA...
Troy, Paul H
BACKGROUND: There is growing concern globally at the current flows of nurse migration, particularly from low-income to middle and high-income countries. Recruitment practices of many countries such as Ireland are thought to be fuelling this rate of migration. This paper aims to establish the perceptions and opinions of those involved in the recruitment process on their role in recruitment and the effects recruitment has on both source and destination countries. METHODS: A purposive sample of 12 directors of nursing, from major academic teaching hospitals in Dublin and hospitals in South Africa and the Philippines were recruited. Ten overseas nurses were also recruited. A phenomenological approach was used with semi-structured interviews as the data collection method. RESULTS: There were pronounced differences in opinions between the Irish and the overseas directors on recruitment and its effects on the health systems of the source countries. Difficulties in the retention of staff were highlighted by both groups of directors. Other findings included the language and cultural differences experienced by the overseas nurses. CONCLUSION: Recruitment of overseas nurses should not be left to the individual employer even in the presence of government guidelines. An international effort from all the involved parties is required to formulate a solution to this complex issue in order to protect both the health systems of individual countries and the nurse\\'s right to migrate.
Ramsey, Thomas M; Snyder, Joni K; Lovato, Laura C; Roumie, Christianne L; Glasser, Steven P; Cosgrove, Nora M; Olney, Christine M; Tang, Rocky H; Johnson, Karen C; Still, Carolyn H; Gren, Lisa H; Childs, Jeffery C; Crago, Osa L; Summerson, John H; Walsh, Sandy M; Perdue, Letitia H; Bankowski, Denise M; Goff, David C
Background The Systolic Blood Pressure Intervention Trial (SPRINT) is a multicenter, randomized clinical trial of 9,361 participants with hypertension who are ≥ 50 years old. The trial is designed to evaluate the effect of intensive systolic blood pressure control (systolic blood pressure goal recruitment strategies and lessons learned during recruitment of the SPRINT cohort and five targeted participant subgroups: pre-existing cardiovascular disease, pre-existing chronic kidney disease, age ≥ 75 years, women, and minorities. Methods In collaboration with the National Institutes of Health Project Office and SPRINT Coordinating Center, five Clinical Center Networks oversaw clinical site selection, recruitment, and trial activities. Recruitment began November 8, 2010 and ended March 15, 2013 (about 28 months). Various recruitment strategies were used, including mass mailing, brochures, referrals from healthcare providers or friends, posters, newspaper ads, radio ads, and electronic medical record searches. Results Recruitment was scheduled to last 24 months to enroll a target of 9,250 participants; in just over 28 months, the trial enrolled 9,361 participants. The trial screened 14,692 volunteers, with 33% of initial screens originating from the use of mass mailing lists. Screening results show that participants also responded to recruitment efforts through referral by SPRINT staff, healthcare providers, or friends (45%); brochures or posters placed in clinic waiting areas (15%); and television, radio, newspaper, internet ads, or toll-free numbers (8%). The overall recruitment yield (number randomized /number screened) was 64% (9,361 randomized /14,692 screened), 77% for those with cardiovascular disease, 79% for those with chronic kidney disease, 70% for those age ≥ 75 years, 55% for women, and 61% for minorities. As recruitment was observed to lag behind expectations, additional clinics were included and inclusion criteria were broadened, keeping event rates
The "Ethics committees" column in this issue of the Hastings Center Report features an introduction by Cynthia B. Cohen and four brief commentaries on the roles hospital ethics committees may play in the making of institutional and public health care policy in the 1990s. The pros and cons of a broader, more public role for ethics committees in reconciling the business and patient care aspects of health care delivery are debated by Cohen in "Ethics committees as corporate and public policy advocates," and by Philip Boyle in this article. Boyle is an associate for ethical studies at The Hastings Center.
The management of techno-scientific and multicultural societies, open and evolving, can neither be conceived nor carried out on the basis of fundamentalist, essentialist rules that are characteristic of closed, immobile societies. Within a global civilisation, fundamentalisms are only acceptable as individual or community beliefs. Against the background of our civilisation on the chaotic road to globalisation described here, what are the methodological rules for bioethics committees? A first rule concerns the composition of the committees: it must be multidisciplinary and pluralist. The second rule concerns the distinction of types, which is less evident at a time which cultivates postmodernism. The "types" which absolutely must be distinguished are: science, ethics, morals, law, politics. The third rule concerns the concluding procedures. A majority vote procedure after information and limited discussion makes it possible to conclude easily and rapidly. But it generally seems not to be very ethical, especially if it does not allow minorities to have their divergent opinions appear among the conclusions in an explicit argued manner. The "lazy dissensus" must, however also be avoided: it consists in not really engaging the interdisciplinary, pluralist discussion, simply exposing and explaining each position, on the pretext that pluralism is respecting diversity, the freedom to believe, to think and to express oneself either each for himself or in the name of one's community or tradition. This sort of "postmodern" methodology, individualistic and communitarian to an extreme, is precariously balanced in relation to the committee's ethical vocation. It is therefore very important that an ethics committee really engages in discussion and expresses, let's say, a preference for consensus. This preference is the expression of its "ethical" nature: in this word (as in the word "moral", in fact), there is a reference to what is common, to what unites and makes social life
Estrada Worthington, Rebecca
The 2014 Corporate Recruiters Survey Report examines the current hiring outlook for graduate business students and analyzes demand by industry and world region, salaries, job functions, and mobility in regional job placement. It also explores recruiter behavior, including recruitment practices and school and candidate selection criteria, and…
... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Direct recruitment. 330.402 Section 330.402 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS RECRUITMENT, SELECTION, AND PLACEMENT (GENERAL) Positions Restricted to Preference Eligibles § 330.402 Direct recruitment...
... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Recruitment. 345.31 Section 345.31 Judicial Administration FEDERAL PRISON INDUSTRIES, INC., DEPARTMENT OF JUSTICE FEDERAL PRISON INDUSTRIES (FPI) INMATE WORK PROGRAMS Recruitment and Hiring Practices § 345.31 Recruitment. Inmate workers for...
Levine, Marilyn; Schimpf, Martin
Faculty recruitment is a challenge for administration and departments, especially in an era of change in the academy. This article builds on information from an interactive conference panel session that focused on faculty recruitment best practices. The article addresses faculty recruitment strategies that focus on the optimization of search…
Karantzas, Gery C; McCabe, Marita P; Mellor, David; Von Treuer, Kathryn; Davison, Tanya E; O'Connor, Daniel; Haselden, Rachel; Konis, Anastasia
To date, no research has investigated how the organizational climate of aged care influences the self-efficacy of staff in caring for residents with dementia, or, how self-efficacy is associated with the strain experienced by staff. This study sought to investigate the extent to which the self-efficacy of aged care staff mediates the association between organizational climate variables (such as autonomy, trusting and supportive workplace relations, and the recognition of competence and ability, and perceptions of workplace pressure) and staff strain. A cross-sectional survey design was implemented in which 255 residential aged care staff recruited across aged care facilities in Melbourne, Australia. Staff completed self-report measures of organizational climate, self-efficacy, and strains in caring for residents with dementia. Indirect effects analyses using bootstrapping indicated that self-efficacy of staff mediated the association between the organizational climate variables of autonomy, trust, support, pressure, and staff strain. The findings of this study emphasize that the aged care sector needs to target organizational climate variables that enhance the self-efficacy of staff, and that this in turn, can help ameliorate the strain experienced by staff caring for residents experiencing dementia. Copyright © 2016. Published by Elsevier Ireland Ltd.
Pretrel, H.; Tregoures, N.; Bessiron, V.; Dehoyos, A.; Delvallee, I.; Brisson, N.; Debayle, C.; Dubreuil, M.; Nicaise, G.; Perignon, J.P.; Richard, J.; Reinke, N.; Kaulard, J.; Burgener, M.; Keesmann, S.; Schramm, B.; Seubert, A.; Sternkopf, J.; Thuma, G.; Weber, S.; Smidts, O.; Maillet, E.; Bucalossi, A.; Van haesendonck, M.; Uyttenhove, W.; Mertens, J.
Concept: The objective of the project is to allow junior staff members from the European Technical Safety Organisations (TSOs), IRSN, GRS and AVN, to work together with the final goal of creating a junior staff network, based on technical, cultural and personal interests. These projects are to show junior staff members at a very early stage during their career the need for European collaborations. They are also a tool to explore new subjects of co-operation. It is an initiative that should strengthen the links between the organisations and contribute to establishing the future of nuclear safety in Europe. A JS3P (Junior Staff Programme Pilot Project) is a project done jointly by 'junior' staff members from the three TSOs, where experience of 'seniors' is also integrated when needed. Compared to other collaborative activities, it has certain specific features. The JS3P favours staff exchanges, and technical meetings of several days should be planned during a project in order to encourage people to work together. Technical objectives are shared and the work is done jointly (reports, articles). The team involved in the JS3P should be as small as possible to favour its efficiency. The JS3P is short and easy to realize. Its duration is fixed to a maximum of about 12 months with the option to be prolonged. Typical topics are bibliographic work, comparison issues, scientific surveys, benchmark exercises and prospective investigations on innovative ideas. They can be linked to existing joint projects and then form a smaller module integrated into the large project. Topics may concern prospective issues, tentatively investigating new topics that can be seen as exploratory co-operation projects. Subjects may also concern research issues that are not a priority but that deserve to be investigated as new attractive topics. The JS3P is defined and managed by junior staff members. It is approved by a management board committee and supervised by a technical steering committee
Schlegel, G.; Christ, W.
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
Niranjan, Soumya J; Durant, Raegan W; Wenzel, Jennifer A; Cook, Elise D; Fouad, Mona N; Vickers, Selwyn M; Konety, Badrinath R; Rutland, Sarah B; Simoni, Zachary R; Martin, Michelle Y
The study of disparities in minority recruitment to cancer clinical trials has focused primarily on inquiries among minority patient populations. However, clinical trial recruitment is complex and requires a broader appreciation of the multiple factors that influence minority participation. One area that has received little attention is minority recruitment training for professionals who assume various roles in the clinical trial recruitment process. Therefore, we assessed the perspectives of cancer center clinical and research personnel on their training and education needs toward minority recruitment for cancer clinical trials. Ninety-one qualitative interviews were conducted at five U.S. cancer centers among four stakeholder groups: cancer center leaders, principal investigators, referring clinicians, and research staff. Interviews were recorded and transcribed. Qualitative analyses focused on response data related to training for minority recruitment for cancer clinical trials. Four prominent themes were identified: (1) Research personnel are not currently being trained to focus on recruitment and retention of minority populations; (2) Training for minority recruitment and retention provides for a specific focus on factors influencing minority research participation; (3) Training on cultural awareness may help to bridge cultural gaps between potential minority participants and research professionals; (4) Views differ regarding the importance of research personnel training designed to focus on recruitment of minority populations. There is a lack of systematic training for minority recruitment. Many stakeholders acknowledged the benefits of minority recruitment training and welcomed training that focuses on increasing cultural awareness to increase the participation of minorities in cancer clinical trials.
Hanley, Michael E; Bogdan, Gregory M
Disaster preparedness typically includes plans that address the need for surge capacity to manage mass-casualty events. A major concern of disaster preparedness in respiratory therapy focuses on responding to a sudden increase in the volume of patients who require mechanical ventilation. Plans for such disasters must include contingencies to address surge capacity in ventilator inventories and the respiratory therapy staff who will manage the ventilators. Tactics to address these situations include efforts to lower demand by transferring patients to other institutions as well as efforts to augment staffing levels. Staff can be augmented by mobilization of deployable teams of volunteers from outside the region and through exploitation of local resources. The latter includes strategies to recruit local respiratory therapists who are currently in either non-clinical or non-hospital-based positions and policies that optimize existing respiratory therapy resources within an institution by canceling elective surgeries, altering shift structure, and postponing vacations. An alternative approach would employ non-respiratory-therapy staff to assist in the management of patients with respiratory failure. Project XTREME (Cross-Training Respiratory Extenders for Medical Emergencies) is a cross-training program developed to facilitate training of non-respiratory-therapy health professionals to assist in the management of patients who require mechanical ventilation. It includes an interactive digital video disc as well as a competency validation laboratory and is designed to be performed at the time of an emergency. Pilot testing of the program suggests it is effective.
...) Maritime Safety Committee (MSC 89) to be held May 11-20, 2011. The primary matters to be considered at MSC... --Technical assistance sub-programme in maritime safety and security --Capacity-building for the... business --Report of the Maritime Safety Committee Members of the public may attend these two meetings up...
... the International Maritime Organization's (IMO) Marine Safety Committee to be held at the IMO... session of the Sub-Committee) Technical co-operation activities relating to maritime safety and security... amendments to mandatory instruments Measures to enhance maritime security Goal-based new ship construction...
... --Review and modernization of the Global Maritime DIstress and Safety System (GMDSS) --Review of general... and provisional agenda for STW 45 --Any other business --Report to the Maritime Safety Committee... forty-fourth Session of the International Maritime Organization's (IMO) Sub-Committee on Standards of...
... Session of the International Maritime Organization's (IMO) Sub-Committee on Safety of Navigation to be... --Report to the Maritime Safety Committee Members of the public may attend this meeting up to the seating... system ``BeiDou'' in the maritime field --International Telecommunication Union (ITU) matters, including...
... to the Maritime Safety Committee Members of the public may attend this meeting up to the seating... Session of the International Maritime Organization's (IMO) Sub-Committee on Dangerous Goods, Solid Cargoes... --Amendment 37-14 to the International Maritime Dangerous Goods (IMDG) Code and supplements, including...
... the International Maritime Organization's (IMO) Marine Safety Committee to be held at the IMO... seventeenth session of the Sub-Committee); Technical co-operation activities relating to maritime safety and... amendments to mandatory instruments; Measures to enhance maritime security; Goal-based new ship construction...
... Organization in London, United Kingdom from May 13 to 17, 2013. The primary matters to be considered include... facilities; --Reports of sub-committees; --Work of other bodies; --Harmful anti-fouling systems for ships... bodies; --Application of the Committees' Guidelines; --Election of the Chairman and Vice-Chairman for...
... international trade. --Ship/port interface. --Technical co-operation and assistance. --Relations with other... DEPARTMENT OF STATE [Public Notice 6827] Shipping Coordinating Committee; Notice of Committee... upcoming events at the International Maritime Organization (IMO) in London, United Kingdom. The first of...
... International Maritime Organization's Marine Environment Protection Committee (MEPC). The meeting will be held... prepare for the sixty-fourth session of the International Maritime Organization's Marine Environment Protection Committee (MEPC 64) to be held at the International Maritime Organization in London, United...
... Work Methods and Organization of Work of the Legal Committee --Any other business --Consideration of... for the ninety-seventh Session of the International Maritime Organization's (IMO) Legal Committee to... Pollution Damage, 2001 --Consideration of a proposal to amend the limits of liability of the 1996 Protocol...
... --Any other business. --The public should be aware that Legal Committee has received a proposal to... the International Maritime Organization's (IMO) Legal Committee to be held at the IMO headquarters in... treatment of seafarers in the event of a maritime accident; --Consideration of a proposal to amend the...
... management systems and reduction of atmospheric pollution --Consideration of the impact on the Arctic of... agenda --Decisions of other IMO bodies --Evaluation of safety and pollution hazards of liquid chemicals... DEPARTMENT OF STATE [Public Notice 8572] Shipping Coordinating Committee; Notice of Committee...
... HUMAN SERVICES Food and Drug Administration 21 CFR Part 14 Advisory Committee; Veterinary Medicine Advisory Committee; Termination AGENCY: Food and Drug Administration, HHS. ACTION: Final rule. SUMMARY: The Food and Drug Administration (FDA) is announcing the termination of the Veterinary Medicine Advisory...
Valdez-Martínez, Edith; Lifshitz-Guinzberg, Alberto; Medesigo-Micete, José; Bedolla, Miguel
To identify ethics committees in medical practice in Mexico and possible implications stemming from their composition and functions. A cross-sectional descriptive study was conducted from January-December 2005. A survey was sent by e-mail to the hospitals and family medicine centers with at 10 practices within the Mexican Institute for Social Security (Instituto Mexicano del Seguro Social) (n=437) and the Institute for Security and Social Services for State Employees (Seguridad y Servicios Sociales de los Trabajadores del Estado) (n=167) and to the Mexican Ministry of Health's most important health care centers (n=15). The following items were analyzed: name of the committee, date of formation, current status, composition, functions, and level of authority. In all, 116 committees were identified, with various names. Of these, 101 (87.1%) were active. The committees were formed from 1985-2006, with a spike occurring in 2004-2005. Of the active committees, 59 (58.4%) were charged with ethical problems/dilemmas related to clinical practice as well as those related to research projects. Of the committee members, 357 (59.0%) held managing positions in the establishment to which the committee pertained; most were medical professionals (71.5%), followed by nursing staff (11.9%). Among the members of the active committees, 77.9% had not received training in ethics. Legal conflicts can be expected, mainly within the organizations whose committees have the authority to determine a course of action. An integrated plan is needed that will set standards for the composition and proceedings of Mexico's ethics committees and the improved training of committee members.
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.
Fibbins, Hamish; Ward, Philip B; Watkins, Andrew; Curtis, Jackie; Rosenbaum, Simon
Exercise interventions are efficacious in reducing cardiometabolic risk and improving symptoms in people with severe mental illness, yet evidence guiding the implementation and scalability of such efforts is lacking. Given increasing efforts to address the disparity in physical health outcomes facing people with a mental illness, novel approaches to increasing adoption of effective interventions are required. Exercise interventions targeting mental health staff may improve staff health while also creating more positive attitudes towards the role of lifestyle interventions for people experiencing mental illness. We aimed to determine the feasibility, acceptability and effectiveness of exercise interventions delivered to staff working in mental health services. A systematic review was conducted from database inception, until November 2017. Studies recruiting staff participants to receive an exercise intervention were eligible for inclusion. Five studies met the inclusion criteria. Physical health interventions for mental health staff were feasible and acceptable with low dropout rates. Reductions in anthropometric measures and work-related stress were reported. Limited evidence suggests that exercise interventions targeting mental health staff are feasible and acceptable. Further research is required to determine the efficacy of such interventions and the impact such strategies may have on staff culture and patient outcomes.
... of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements and... IN WASHINGTON Order Regulating Handling Definitions § 923.8 Committee. Committee means the Washington Cherry Marketing Committee established pursuant to § 923.20. ...
... of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements and... WASHINGTON Order Regulating Handling Definitions § 922.8 Committee. Committee means the Washington Apricot Marketing Committee established pursuant to § 922.20. ...
The main items discussed at the meeting of the Standing Concertation Committee on 4 December 2007 included: 2006 Medical Service Annual Report The Committee took note of the report by the head of the Medical Service, Dr V. Fassnacht, (see http://sc-me.web.cern.ch/sc-me/index.html) and of a number of points raised during the discussion, including the importance of further prevention measures. The Committee expressed its thanks to all members of the Medical Service for their work in 2006 and over the past year. Short-Term Saved leave Scheme As announced in Weekly Bulletins Nos. 28/2007 and 51/2007, the Saved Leave Scheme will be succeeded from 1 January 2008 by the Short-Term Saved Leave Scheme (see also https://hr-services.web.cern.ch/hr-services/services-Ben/sls_shortterm.asp). The Committee agreed to recommend the Director-General to adopt the relevant procedure. It was noted that staff could apply immediately to participate from 1 January 2008 and that applications to pa...
The main items discussed at the meetings of the Standing Concertation Committee on 25 June 2008 included: Mutual Aid Fund The committee took note of the annual report for 2007 by the chairman of the Mutual Aid Fund and approved contributions to the Fund’s 2008 budget from the Management and the Staff Association. Results of 2008 MARS exercise and LHC achievement awards The committee took note of the Head of HR Department’s presentation of the results of the 2008 MARS exercise and the distribution of LHC achievement awards. It was noted that these awards would be granted with effect from 1 October 2008 (see Bulletin 18&19). The results show agreement with the 2008 MARS guidelines (see Bulletin 10&11) for the advancement ceilings per career path, the number of awards for extraordinary service, as well as the distribution of steps for the recognition of merit as shown in the SCC of 27 February (see Bulletin 14&15). Follow-up of Finance Committee and Council...
Full Text Available INTRODUCTION: The lack of trained mental health workers is a primary contributor to the mental health treatment gap worldwide. Despite the great need to recruit and retain mental health workers in low-income countries, little is known about how these workers perceive their jobs and what drives them to work in mental health care. Using qualitative interviews, we aimed to explore factors motivating mental health workers in order to inform interventions to increase recruitment and retention. METHODS: We conducted 28 in-depth, open-ended interviews with staff in Ghana's three public psychiatric hospitals. We used the snowballing method to recruit participants and the constant comparative method for qualitative data analysis, with multiple members of the research team participating in data coding to enhance the validity and reliability of the analysis. The use of qualitative methods allowed us to understand the range and depth of motivating and demotivating factors. RESULTS: Respondents described many factors that influenced their choice to enter and remain in mental health care. Motivating factors included 1 desire to help patients who are vulnerable and in need, 2 positive day-to-day interactions with patients, 3 intellectual or academic interest in psychiatry or behavior, and 4 good relationships with colleagues. Demotivating factors included 1 lack of resources at the hospital, 2 a rigid supervisory hierarchy, 3 lack of positive or negative feedback on work performance, and 4 few opportunities for career advancement within mental health. CONCLUSIONS: Because many of the factors are related to relationships, these findings suggest that strengthening the interpersonal and team dynamics may be a critical and relatively low cost way to increase worker motivation. The data also allowed us to highlight key areas for resource allocation to improve both recruitment and retention, including risk pay, adequate tools for patient care, improved hospital work
Jack, Helen; Canavan, Maureen; Ofori-Atta, Angela; Taylor, Lauren; Bradley, Elizabeth
Introduction The lack of trained mental health workers is a primary contributor to the mental health treatment gap worldwide. Despite the great need to recruit and retain mental health workers in low-income countries, little is known about how these workers perceive their jobs and what drives them to work in mental health care. Using qualitative interviews, we aimed to explore factors motivating mental health workers in order to inform interventions to increase recruitment and retention. Methods We conducted 28 in-depth, open-ended interviews with staff in Ghana’s three public psychiatric hospitals. We used the snowballing method to recruit participants and the constant comparative method for qualitative data analysis, with multiple members of the research team participating in data coding to enhance the validity and reliability of the analysis. The use of qualitative methods allowed us to understand the range and depth of motivating and demotivating factors. Results Respondents described many factors that influenced their choice to enter and remain in mental health care. Motivating factors included 1) desire to help patients who are vulnerable and in need, 2) positive day-to-day interactions with patients, 3) intellectual or academic interest in psychiatry or behavior, and 4) good relationships with colleagues. Demotivating factors included 1) lack of resources at the hospital, 2) a rigid supervisory hierarchy, 3) lack of positive or negative feedback on work performance, and 4) few opportunities for career advancement within mental health. Conclusions Because many of the factors are related to relationships, these findings suggest that strengthening the interpersonal and team dynamics may be a critical and relatively low cost way to increase worker motivation. The data also allowed us to highlight key areas for resource allocation to improve both recruitment and retention, including risk pay, adequate tools for patient care, improved hospital work environment
Bloom, Thomas A.
The use of advisory committees for the development, maintenance, and continued exchange of information for hospitality education programs is discussed. Two types of committees are the general advisory type, which can deal with entire programs on institutional and community levels, and the single-field type, which helps develop programs in specific…
In October 1982, NRC's Executive Director for Operations appointed a five-member Committee to review NRC security requirements at nuclear power plants with a view toward evaluating the impact of these requirements on operational safety. During visits to five power reactor sites and more than a dozen days of meetings over a period of four months, the Committee observed plant operating conditions and obtained views from abut 100 persons representing 16 nuclear utilities and industry organizations. They also interviewed about 40 NRC employees, including Resident Inspectors, and members of the Regional and Headquarters staffs. Overall, the Committee did not identify any clear operational safety problems associated with implementation of the NRC's security requirements. However, they did find that the potential existed, to varying degrees, at licensed facilities. The Committee's report, dated February 28, 1983, contains five basic findings and a number of associated recommendations intended to minimize the potential impact of security on safety
This large document provides a catalog of the location of large numbers of reports pertaining to the charge of the Presidential Advisory Committee on Human Radiation Research and is arranged as a series of appendices. Titles of the appendices are Appendix A- Records at the Washington National Records Center Reviewed in Whole or Part by DoD Personnel or Advisory Committee Staff; Appendix B- Brief Descriptions of Records Accessions in the Advisory Committee on Human Radiation Experiments (ACHRE) Research Document Collection; Appendix C- Bibliography of Secondary Sources Used by ACHRE; Appendix D- Brief Descriptions of Human Radiation Experiments Identified by ACHRE, and Indexes; Appendix E- Documents Cited in the ACHRE Final Report and other Separately Described Materials from the ACHRE Document Collection; Appendix F- Schedule of Advisory Committee Meetings and Meeting Documentation; and Appendix G- Technology Note.
This large document provides a catalog of the location of large numbers of reports pertaining to the charge of the Presidential Advisory Committee on Human Radiation Research and is arranged as a series of appendices. Titles of the appendices are Appendix A- Records at the Washington National Records Center Reviewed in Whole or Part by DoD Personnel or Advisory Committee Staff; Appendix B- Brief Descriptions of Records Accessions in the Advisory Committee on Human Radiation Experiments (ACHRE) Research Document Collection; Appendix C- Bibliography of Secondary Sources Used by ACHRE; Appendix D- Brief Descriptions of Human Radiation Experiments Identified by ACHRE, and Indexes; Appendix E- Documents Cited in the ACHRE Final Report and other Separately Described Materials from the ACHRE Document Collection; Appendix F- Schedule of Advisory Committee Meetings and Meeting Documentation; and Appendix G- Technology Note
Lars Øystein Ursin
Full Text Available Rosamond Rhodes and John Harris have both recently argued that we all have a general moral duty to participate in medical research. However, neither Rhodes' nor Harris' arguments in support of this obligation stand up to scrutiny, and severe and convincing criticism has been levelled against their case. Still, to refute their arguments is not to refute the conclusion. There seems to be some truth in the view that when people are asked to take part in medical research, their choice is not completely morally neutral. In this article, we argue that the proper question to ask is when, rather than if, a certain moral duty to volunteer for medical research can be appealed to. To answer this question, we need a denser description of relevant research projects and their context rather than just describing medical research in general. Drawing on our study of participants in the Norwegian HUNT biobank, we use the normative implications of the Norwegian concept «dugnad» as an analogy to discuss the requirement of providing neutral information to potential biobank participants in order to promote their free and informed decision as to whether or not to take part. We suggest that normative recruitment is not just a question of principles and ethics. It is also a question of research design and the creation of the common good in the community where the research takes place.http://dx.doi.org/10.5324/eip.v2i2.1697
Davies, Sarah Rachael
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....
Chairman:Jozef Spałek (Kraków) Program Committee:Stephen Blundell (Oxford), J Michael D Coey (Dublin), Dominique Givord (Grenoble), Dariusz Kaczorowski (Wrocław), Roman Micnas (Poznań), Marek Przybylski (Halle), Ludiwig Schultz (Dresden), Vladimir Sechovsky (Prague), Jozef Spałek (Kraków), Henryk Szymczak (Warszawa), Manuel Vázquez (Madrid) Publication Committee:Dariusz Kaczorowski, Robert Podsiadły, Jozef Spałek, Henryk Szymczak, Andrzej Szytuła Local committee:Maria Bałanda, Anna Majcher, Robert Podsiadły, Michał Rams, Andrzej Ślebarski, Krzysztof Tomala Editors of the Proceedings:Jozef Spałek, Krzysztof Tomala, Danuta Goc-Jagło, Robert Podsiadły, Michał Rams, Anna Majcher Plenary, semi-plenary and tutorial speakers:Ernst Bauer (Wien)Stephen Blundell (Oxford)J Michael D Coey (Dublin)Russell P Cowburn (London)Burkard Hillebrands (Kaiserslautern)Claudine Lacroix (Grenoble)Lluís Mañosa (Barcelona)María del Carmen Muñoz (Madrid)Bernard Raveau (Caen)Pedro Schlottmann (Tallahassee)Frank Steglich (Dresden)Oliver Waldmann (Freiburg) Invited speakers within symposia: R Ahuja (Uppsala)A Kirilyuk (Nijmegen) M Albrecht (Vienna)L Theil Kuhn (Roskilde) K Bärner (Göttingen)J Liu (Dresden) U Bovensiepen (Duisburg)G Lorusso (Modena) V Buchelnikov (Chelyabinsk)M M Maska (Katowice) B Chevalier (Bordeaux)Y Mukovskii (Moscow) O Chubykalo-Fesenko (Madrid)M Pannetier-Lecoeur (Saclay) A V Chumak (Kaiserslautern)G Papavassiliou (Athens) J M D Coey (Dublin)K R Pirota (Campinas) B Dabrowski (DeKalb)P Przyslupski (Warszawa) S Das (Aveiro)M Reiffers (Košice) A del Moral (Zaragoza)K Sandeman (London) V E Demidov (Muenster)D Sander (Halle) B Djafari-Rouhani (Lille)M Sawicki (Sendai/Warsaw) H A Dürr (Menlo Park)J Schaefer (Würzburg) J Fassbender (Dresden)H Schmidt (Wetzikon) J Fontcuberta (Barcelona)J Spałek (Kraków) V Garcia (Orsay)L Straka (Helsinki) J N Gonçalves (Aveiro)A Szewczyk (Warszawa) M E Gruner (Duisburg)Y Taguchi (Wako) G Gubbiotti (Perugia)A Thiaville
Mineral Physics Committee members for the period July 1, 1986, to J ne 30, 1988, have been announced. They are Murli H. Manghnani (Hawaii Institute of Geophysics, Honolulu), and Orson L. Anderson (University of California, Los Angeles), Thomas J. Ahrens (California Institute of Technology, Pasadena, Calif.), Subir K. Banerjee (University of Minnesota, Minneapolis), William A. Bassett (Cornell University, Ithaca, N.Y.), Gordon E. Brown, Jr. (Stanford University, Stanford, Calif.), Michael Brown (University of Washington, Seattle), Robert M. Hazen (Geophysical Laboratory, Washington, D.C.), Raymond F. Jeanloz (University of California, Berkeley), Robert C. Liebermann (State University of New York (SUNY),(Stony Brook), Alexandra Navrotsky (Princeton University, Princeton, N.J.), Robert N. Schock (Lawrence Livermore National Laboratory, Livermore, Calif.), and Donald J. Weidner (SUNY Stony Brook).
Sønvisen, Signe Annie
The majority of actors in the Norwegian fisheries consider recruitment of fishers to be the main future challenge for the Norwegian fishing fleet. As fleet recruitment is a highly politicized field, the problem of how to mitigate the recruitment problem is a subject of heavy debate. Some argue that recruitment problems are caused by low fleet profitability, while others argue that recruitment problems are caused by fleet restructuring polices. This article aims to explore th...
Original: English This meeting was devoted to the main topics summarised below. Preparation for the 5-Yearly Review 2005 The Committee took note that preparatory work had started over the summer months on various topics for the 5-Yearly Review, in line with the internal planning presented to the SCC last June. Concertation process and working procedures Referring to its recent publications, the Staff Association raised this subject in connection with the organization and procedures of the HR study teams and CFO discussion group working on the various topics which are to be covered in the 5-Yearly Review. After some debate, both the Management and the Staff Association underlined the importance that they attach to an efficient concertation process. Both parties agreed to continue the discussion after the meeting. Data collection questionnaire The SCC discussed the content of the questionnaire for the data collection enquiry to be launched this autumn. Subject to some further clarifications and improv...
Full Text Available Abstract Background Recruitment of participants with obesity is a real challenge. To reduce time and costs in similar projects, we investigated various recruiting strategies used in a longitudinal family study with respect to their enrolment yield and cost effectiveness. Results may help other research groups to optimize their recruitment strategies. Methods We applied different recruitment strategies to acquire families with children aged 6 to 47 months and at least one parent with obesity (risk group or two parents of normal weight (control group for a longitudinal non-interventional study. Based on four main strategies-via media, kindergartens, health professionals and focusing on the community-we examined 15 different subcategories of strategies. Based on enrolment yield and relative costs (e.g., material expenses, staff time we analyzed the effectiveness of each recruitment strategy. Results Following different recruitment approaches, 685 families contacted us; 26% (n = 178 of these met the inclusion criteria. Of the four main strategies, the community-focused strategy was the most successful one (accounting for 36.5% of the sample followed by contacts with kindergartens (accounting for 28.1% of the sample. Of the subcategories, two strategies were outstanding: Posters (community-focused strategies, and recruitment via kindergartens using phone contacts rather than emailing. Only a small number of participants were recruited via announcements in newspapers (lower cost strategy, advertisements on public transport or face-to-face recruitment at various places (higher cost strategies. Conclusions Results revealed that only a combination of different active and passive methods and approaches led to a sufficient sample size. In this study, recruitment via posters and contacting kindergartens on the phone produced the highest numbers of participants (high enrolment yield at moderate costs.
Adam, Laura M; Manca, Donna P
Background Recruitment is often a difficult and costly part of any human research study. Social media and other emerging means of mass communication hold promise as means to complement traditional strategies used for recruiting participants because they can reach a large number of people in a short amount of time. With the ability to target a specified audience, paid Facebook advertisements have potential to reach future research participants of a specific demographic. This paper describes the experiences of a randomized controlled trial in Edmonton, Alberta, attempting to recruit healthy pregnant women between 8 and 20 weeks’ gestation for participation in a prenatal study. Various traditional recruitment approaches, in addition to paid Facebook advertisements were trialed. Objective To evaluate the effectiveness of paid advertisements on Facebook as a platform for recruiting pregnant women to a randomized controlled trial in comparison with traditional recruitment approaches. Methods Recruitment using traditional approaches occurred for 7 months, whereas Facebook advertisements ran for a total of 26 days. Interested women were prompted to contact the study staff for a screening call to determine study eligibility. Costs associated with each recruitment approach were recorded and used to calculate the cost to recruit eligible participants. Performance of Facebook advertisements was monitored using Facebook Ads Manager. Results Of the 115 women included, 39.1% (n=45) of the women who contacted study staff heard about the study through Facebook, whereas 60.9% (n=70) of them heard about it through traditional recruitment approaches. During the 215 days (~7 months) that the traditional approaches were used, the average rate of interest was 0.3 (0.2) women/day, whereas the 26 days of Facebook advertisements resulted in an average rate of interest of 2.8 (1.7) women/day. Facebook advertisements cost Can $506.91 with a cost per eligible participant of Cad $20.28. In
Adam, Laura M; Manca, Donna P; Bell, Rhonda C
Recruitment is often a difficult and costly part of any human research study. Social media and other emerging means of mass communication hold promise as means to complement traditional strategies used for recruiting participants because they can reach a large number of people in a short amount of time. With the ability to target a specified audience, paid Facebook advertisements have potential to reach future research participants of a specific demographic. This paper describes the experiences of a randomized controlled trial in Edmonton, Alberta, attempting to recruit healthy pregnant women between 8 and 20 weeks' gestation for participation in a prenatal study. Various traditional recruitment approaches, in addition to paid Facebook advertisements were trialed. To evaluate the effectiveness of paid advertisements on Facebook as a platform for recruiting pregnant women to a randomized controlled trial in comparison with traditional recruitment approaches. Recruitment using traditional approaches occurred for 7 months, whereas Facebook advertisements ran for a total of 26 days. Interested women were prompted to contact the study staff for a screening call to determine study eligibility. Costs associated with each recruitment approach were recorded and used to calculate the cost to recruit eligible participants. Performance of Facebook advertisements was monitored using Facebook Ads Manager. Of the 115 women included, 39.1% (n=45) of the women who contacted study staff heard about the study through Facebook, whereas 60.9% (n=70) of them heard about it through traditional recruitment approaches. During the 215 days (~7 months) that the traditional approaches were used, the average rate of interest was 0.3 (0.2) women/day, whereas the 26 days of Facebook advertisements resulted in an average rate of interest of 2.8 (1.7) women/day. Facebook advertisements cost Can $506.91 with a cost per eligible participant of Cad $20.28. In comparison, the traditional approaches
Shortell, S M; Getzen, T E
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
Loskutova, Natalia Y; Smail, Craig; Ajayi, Kemi; Pace, Wilson D; Fox, Chester H
We assessed the challenging process of recruiting primary care practices in a practice-based research study. In this descriptive case study of recruitment data collected for a large practice-based study (TRANSLATE CKD), 48 single or multiple-site health care organizations in the USA with a total of 114 practices were invited to participate. We collected quantitative and qualitative measures of recruitment process and outcomes for the first 25 practices recruited. Information about 13 additional practices is not provided due to staff transitions and limited data collection resources. Initial outreach was made to 114 practices (from 48 organizations, 41% small); 52 (45%) practices responded with interest. Practices enrolled in the study (n = 25) represented 22% of the total outreach number, or 48% of those initially interested. Average time to enroll was 71 calendar days (range 11-107). There was no difference in the number of days practices remained under recruitment, based on enrolled versus not enrolled (44.8 ± 30.4 versus 46.8 ± 25.4 days, P = 0.86) or by the organization size, i.e. large versus small (defined by having ≤4 distinct practices; 52 ± 23.6 versus 43.6 ± 27.8 days; P = 0.46). The most common recruitment barriers were administrative, e.g. lack of perceived direct organizational benefit, and were more prominent among large organizations. Despite the general belief that the research topic, invitation method, and interest in research may facilitate practice recruitment, our results suggest that most of the recruitment challenges represent managerial challenges. Future research projects may need to consider relevant methodologies from businesses administration and marketing fields. © The Author 2017. Published by Oxford University Press. All rights reserved. For permissions, please e-mail: firstname.lastname@example.org.
Botvin, Judith D
At the University of Maryland Medical Center (UMMC), Baltimore, a team of marketing, human resources and patient care services departments staffers worked on a campaign to recruit staff members. They created a successful campaign that exceeded by 12% the four-month goal for new hires. Reportedly, the program has had lasting momentum and has helped to enhance the image of UMMC. Incidentally, the campaign also won peer recognition for its creators.
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...
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
Original: EnglishThis meeting of the SCC was devoted to the follow-up of the meetings of the Finance Committee and Council in June, to discussion of the voluntary programmes - including news from the Director-General on four extra RSL posts, and to other main items indicated below :Follow-up of the meetings of Finance Committee and Council in JuneThe Committee took note of the Chairman's report on these meetings and discussed follow-up actions in preparation for the next meeting of TREF on 24 September.Report from FC and Council meetingsThe Management concluded that work would continue on the basis of the planning and scope of the 5-yearly review as presented to the Committees (document CERN/TREF/127/Rev.2), in order to launch the data collection enquiry in external organisations this autumn. Emphasis would be given to the study of the career structure and recruitment-related aspects, whilst limiting data collection work on some other issues which had been examined in depth at the previous review in 1994/95. ...
efficient recruiting of Millennials . There is not a consistently strong linkage within the command to explain national advertising messaging methodology to...St ra te gy R es ea rc h Pr oj ec t UNDERSTANDING MILLENNIALS TO IMPROVE RECRUITING EFFICIENCY BY LIEUTENANT COLONEL HEATHER GARRETT...Research Project 3. DATES COVERED (From - To) 4. TITLE AND SUBTITLE Understanding Millennials to Improve Recruiting Efficiency 5a
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 ...
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
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.
Western military establishments which have decided to shift from conscription (the draft) to volunteerism as the basis of recruitment to their armed forces, commonly face very considerable challenges...
... Correspondence Group (ISCG) work. --E-business possibilities for the facilitation of maritime traffic. A...-Chairman for 2012. --Any other business. --Consideration of the report of the Committee on its thirty...
... Session of the International Maritime Organization's (IMO) Sub-Committee on Safety of Navigation to be... --Election of Chairman and Vice-Chairman for 2013 --Any other business --Report to the Maritime Safety...
..., the DEAC submitted its final report, The Deemed Export Rule in the Era of Globalization, to the... experience in business, educational research, and national homeland security matters related to scientific...
The NNSA convened the 16th NSAC meeting in 1999. The Committee listened to the report by the NNSA relating to the fault of core barrel at the QNPP. And also the NNSA convened the 17th NSAC meeting in Beijing. The Committee listened to the report by the NNSA relating to the review and assessment on the application of CP at the JTNPP and discussed on the granting of CP and the related license conditions at the JTNPP. The Sub-Committee of NSAC of the NNSA on siting convened and enlarged meeting for a consulting with the domestic experts on the issue of seismic response spectrum in design at the JTNPP
Angelova, Maia; Zakrzewski, Wojciech; Hussin, Véronique; Piette, Bernard
This volume contains contributions to the XXVIIIth International Colloquium on Group-Theoretical Methods in Physics, the GROUP 28 conference, which took place in Newcastle upon Tyne from 26-30 July 2010. All plenary and contributed papers have undergone an independent review; as a result of this review and the decisions of the Editorial Board most but not all of the contributions were accepted. The volume is organised as follows: it starts with notes in memory of Marcos Moshinsky, followed by contributions related to the Wigner Medal and Hermann Weyl prize. Then the invited talks at the plenary sessions and the public lecture are published followed by contributions in the parallel and poster sessions in alphabetical order. The Editors:Maia Angelova, Wojciech Zakrzewski, Véronique Hussin and Bernard Piette International Advisory Committee Michael BaakeUniversity of Bielefeld, Germany Gerald DunneUniversity of Connecticut, USA J F (Frank) GomesUNESP, Sao Paolo, Brazil Peter HanggiUniversity of Augsburg, Germany Jeffrey C LagariasUniversity of Michigan, USA Michael MackeyMcGill University, Canada Nicholas MantonCambridge University, UK Alexei MorozovITEP, Moscow, Russia Valery RubakovINR, Moscow, Russia Barry SandersUniversity of Calgary, Canada Allan SolomonOpen University, Milton Keynes, UK Christoph SchweigertUniversity of Hamburg, Germany Standing Committee Twareque AliConcordia University, Canada Luis BoyaSalamanca University, Spain Enrico CeleghiniFirenze University, Italy Vladimir DobrevBulgarian Academy of Sciences, Bulgaria Heinz-Dietrich DoebnerHonorary Member, Clausthal University, Germany Jean-Pierre GazeauChairman, Paris Diderot University, France Mo-Lin GeNankai University. China Gerald GoldinRutgers University, USA Francesco IachelloYale University, USA Joris Van der JeugtGhent University, Belgium Richard KernerPierre et Marie Curie University, France Piotr KielanowskiCINVESTAV, Mexico Alan KosteleckyIndiana University, USA Mariano del Olmo
Strengths-Based Recruitment and Development explains how and why strengths-based recruitment (SBR) is having a transformational impact on performance in top companies like Saga, Gap, Starbucks and SABMiller. By shifting the focus from what people can do (competency-based recruitment) to what they naturally enjoy doing, or SBR, these companies have reported results which include a 50% drop in staff turnover, 20% increase in productivity and a 12% increase in customer satisfaction within a matter of months. It is no wonder that organizations in many sectors are adopting this new and powerful approach to improve performance, customer satisfaction and competitive edge. Strengths-Based Recruitment and Development includes case studies and interviews with executive board level leaders. These provide rare insight into how they implemented strengths approaches in their organizations to improve the bottom line and performance. The book shows how strengths-based talent management goes beyond simply recruiting the righ...
Laws, Rachel A; Litterbach, Eloise-Kate V; Denney-Wilson, Elizabeth A; Russell, Catherine G; Taki, Sarah; Ong, Kok-Leong; Elliott, Rosalind M; Lymer, Sharyn J; Campbell, Karen J
observed in participant sociodemographic characteristics between recruitment methods, with the exception that practitioner/face-to-face recruitment resulted in a higher proportion of first-time parents (68% versus 48%, P=.002). Less than half of the practitioners surveyed reported referring to the program often or most of the time. Key barriers to practitioner referral included lack of time, difficulty remembering to refer, staff changes, lack of parental engagement, and practitioner difficulty in accessing the app. Online recruitment using parenting-related Facebook pages was the most cost effective and timely method of recruitment to an mHealth intervention targeting parents of young infants. Consideration needs to be given to addressing practitioner barriers to referral, to further explore if this can be a viable method of recruitment.
.... 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...
The Ordinary General Assembly is an opportunity for members of the Staff Association, and also non-members, to get an overview of: the Staff Association’s activities over the last year; the financial report and the estimated budget of the Staff Association; the work programme of the current year. This is very interesting for anyone wishing to learn about the work carried out by the CERN Staff Association. 2017 Activities Report Isabelle Mardirossian, Vice-President of the Staff Association, presented the 2017 Activities Report. The main aspects of the report were: a follow-up on the 2015 Five-yearly review: the decisions taken by the Council in December 2015, their implementation, and work that remains to be done; definition and implementation of the Promotion Guide and the 2018 MERIT Guidelines; work carried out within the CERN working groups, the subgroups of the Standing Concertation Committee (SCC) and the Pension Fund, on diverse themes such as religious practice in the workplace, mobility o...
... 7 Agriculture 8 2010-01-01 2010-01-01 false Committee. 955.12 Section 955.12 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... Definitions § 955.12 Committee. Committee means the Vidalia Onion Committee, established pursuant to § 955.20. ...
... responsibility for the advisory committees listed below have determined that renewing these groups for another..., 13853 Advisory Committee for Mathematical and Physical Sciences, 66 Advisory Committee for Social, Behavioral, and Economic Sciences, 1171 Business and Operations Advisory Committee, 9556 Proposal Review...
... 11 Federal Elections 1 2010-01-01 2010-01-01 false Political committee. 9032.8 Section 9032.8 Federal Elections FEDERAL ELECTION COMMISSION PRESIDENTIAL ELECTION CAMPAIGN FUND: PRESIDENTIAL PRIMARY MATCHING FUND DEFINITIONS § 9032.8 Political committee. Political committee means any committee, club...
... 39 Postal Service 1 2010-07-01 2010-07-01 false Committee procedure. 5.2 Section 5.2 Postal Service UNITED STATES POSTAL SERVICE THE BOARD OF GOVERNORS OF THE U.S. POSTAL SERVICE COMMITTEES (ARTICLE V) § 5.2 Committee procedure. Each committee establishes its own rules of procedure, consistent with...
... COMMISSION Consumer Advisory Committee Meeting AGENCY: Federal Communications Commission. ACTION: Notice. SUMMARY: The Commission announces the next meeting date and agenda of its Consumer Advisory Committee (Committee). The purpose of the Committee is to make recommendations to the Commission regarding consumer...
... DEPARTMENT OF ENERGY Electricity Advisory Committee AGENCY: Office of Electricity Delivery and... announces a meeting of the Electricity Advisory Committee (EAC). The Federal Advisory Committee Act (Pub. L... at: http://energy.gov/oe/services/electricity-advisory-committee-eac . FOR FURTHER INFORMATION...
... 7 Agriculture 8 2010-01-01 2010-01-01 false Committee. 983.8 Section 983.8 Agriculture Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements and... NEW MEXICO Definitions § 983.8 Committee. Committee means the Administrative Committee for Pistachios...
Evaluación de la calidad docente y promoción del profesorado (VII. Legislación universitaria española (e: modificación de la Ley Orgánica de Universidades. Profesorado contratado permanente (2004-2008 Evaluation of teaching and faculty promotion (VII. University Spanish legislation (e: modification of the Organic Law of Universities. Recruited staff with indefinite contract (2004-2005
Full Text Available La Ley Orgánica de Modificación de la Ley Orgánica de Universidades (LOMLOU, promulgada el año 2007, incluyó disposiciones referentes al profesorado contratado doctor (PCD que supusieron la consolidación de la vía laboral como alternativa a la vía funcionarial en la carrera universitaria. La Ley estableció que la contratación de los PCD sería de carácter indefinido y con dedicación a tiempo completo, determinó que dichos profesores tenían plena capacidad docente e investigadora, reconoció su condición de elegibles para los órganos unipersonales de gobierno (salvo para el cargo de rector, les atribuyó voto ponderado en la constitución del claustro universitario y en la elección de rector y, mediante modificación de la Ley General de Sanidad, determinó que podría establecerse vinculación de plazas asistenciales con plazas de PCD. Por lo que respecta a los requisitos para acceder a una plaza de PCD, la LOMLOU suprimió la necesidad de acreditar tres años de actividad docente e investigadora, establecida por la LOU, pero mantuvo como requisito una evaluación positiva por parte de un órgano externo (acreditación. En este artículo se analizan comparativamente los procesos de acreditación desarrollados por la Agencia Nacional de Evaluación de la Calidad y Acreditación (ANECA y por los órganos de evaluación establecidos por las diversas comunidades autónomas, así como los concursos de acceso a las plazas convocadas por las universidades. Además, se describen las características de las diversas figuras de PCD establecidas por las comunidades autónomas.The Organic Law of Modification of the Organic Law of Universities (LOMLOU, promulgated the year 2007, included referring dispositions to the recruited professors with doctorate qualification (PCDs that supposed the consolidation of the direct contracting way as alternative to the way functionarial in the academic career. The Law established that the contract of the
Hey, Tony [eScience Institute, University of Washington; Agarwal, Deborah [Lawrence Berkeley National Laboratory; Borgman, Christine [University of California, Los Angeles; Cartaro, Concetta [SLAC National Accelerator Laboratory; Crivelli, Silvia [Lawrence Berkeley National Laboratory; Van Dam, Kerstin Kleese [Pacific Northwest National Laboratory; Luce, Richard [University of Oklahoma; Arjun, Shankar [CADES, Oak Ridge National Laboratory; Trefethen, Anne [University of Oxford; Wade, Alex [Microsoft Research, Microsoft Corporation; Williams, Dean [Lawrence Livermore National Laboratory
The Advanced Scientific Computing Advisory Committee (ASCAC) was charged to form a standing subcommittee to review the Department of Energy’s Office of Scientific and Technical Information (OSTI) and to begin by assessing the quality and effectiveness of OSTI’s recent and current products and services and to comment on its mission and future directions in the rapidly changing environment for scientific publication and data. The Committee met with OSTI staff and reviewed available products, services and other materials. This report summaries their initial findings and recommendations.
... Relations AGENCY FOR INTERNATIONAL DEVELOPMENT NONDISCRIMINATION ON THE BASIS OF SEX IN EDUCATION PROGRAMS... admission of students. A recipient may be required to undertake additional recruitment efforts for one sex... action pursuant to § 229.110(b). (b) Recruitment at certain institutions. A recipient to which §§ 229.300...
Kearney-Gissendaner, Janet E.
The tools and resources in this book help school leaders seamlessly incorporate minority teacher recruitment and retention programs into current human-resources activities. With details about exemplary minority teacher recruitment and retention programs, this book also showcases strategies for how to replicate such programs in your own school or…
den Hartog, D.N.; Caley, A.; Dewe, P.
Recruiting the right leaders is an important challenge for organisations. How do organisations find these leaders? This article looks at the recruitment of leaders through advertisements. We address to what extent the 'vocabulary of leadership' originating in influential leadership theories is
Science Organising Committee (SOC) Pierre Binetruy, APC - College de France Massimo Cerdonio, University of Padova Karsten Danzmann, AEI/University of Hannover Mike Cruise, University of Birmingham Jim Hough, University of Glasgow Oliver Jennrich, ESTEC Philippe Jetzer, University Zurich Alberto Lobo (Chair), ICE-CSIC and IEEC Yannick Mellier, IAP, Paris Bernard Schutz, AEI Potsdam Tim Sumner, Imperial College, London Jean-Yves Vinet, OCA, Nice Stefano Vitale, University of Trento Peter Bender, University of Colorado Sasha Buchman, Stanford University Joan Centrella, NASA/Goddard Neil Cornish, Montana State University Curt Cutler, NASA/JPL Sam Finn, Penn State University Jens Gundlach, NPL Craig Hogan, University of Washington Scott Hughes, MIT Piero Madau, Lick Observatory Tom Prince, NASA/JPL Sterl Phinney, Caltech Doug Richstone, University of Michigan Tuck Stebbins, NASA/Goddard Kip Thorne, Caltech Roger Blandford, Stanford University Eugenio Coccia, University of Roma-2 Carlos F Sopuerta,ICE-CSIC and IEEC Enrique Garcia-Berro, Universitat Politècnica de Catalunya, Barcelona Seiji Kawamura, National Observatory, Japan Jay Marx, LIGO Laboratory Stephen Merkowitz, NASA/Goddard Benoit Mours, Laboratoire d'Annec Gijs Nelemans, IMAPP, Nijmegen Enric Verdaguer, University of Barcelona Clifford M Will, Washington University, St Louis Local Organising Committee (LOC) Anna Bertolín (IEEC) Priscilla Cañizares (ICE-CSIC and IEEC) Carlos F Sopuerta (ICE-CSIC and IEEC) Ivan Lloro (ICE-CSIC and IEEC),Chair Alberto Lobo (ICE-CSIC and IEEC) Nacho Mateos (ICE-CSIC and IEEC) Pilar Montes (IEEC) Miquel Nofrarias (IEEC) Juan Ramos-Castro (Universitat Politècnica de Catalunya) Josep Sanjuán (IEEC)
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.
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)…
van Oorsouw, Wietske M. W. J.; Embregts, Petri J. C. M.; Bosman, Anna M. T.; Jahoda, Andrew
Background: A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about dealing with incidents and limit physical risk of…
... 20 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...
Nicol, David J.
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.…
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.
Barr, Margaret J.; Hurst, James C.
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.…
... 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...
Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.
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
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.
Crow, Merwin R.
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)
Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders
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....
... 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...
Hall, Natalie; Durand, Marie-Anne; Mengoni, Silvana E.
Background: Despite experiencing health inequalities, people with intellectual disabilities are under-represented in health research. Previous research has identified barriers but has typically focused on under-recruitment to specific studies. This study aimed to explore care staff's attitudes to health research involving people with intellectual…
Bernhardt, Julie; Lindley, Richard I; Lalor, Erin; Ellery, Fiona; Chamberlain, Jan; Van Holsteyn, John; Collier, Janice M; Dewey, Helen M; Parsons, Brooke; Moodie, Marjory; Lennon, Sheila; Donnan, Geoffrey A; Thrift, Amanda G; Churilov, Leonid; Langhorne, Peter
To report the number of participants needed to recruit per baby born to trial staff during AVERT, a large international trial on acute stroke, and to describe trial management consequences. Retrospective observational analysis. 56 acute stroke hospitals in eight countries. 1074 trial physiotherapists, nurses, and other clinicians. Number of babies born during trial recruitment per trial participant recruited. With 198 site recruitment years and 2104 patients recruited during AVERT, 120 babies were born to trial staff. Births led to an estimated 10% loss in time to achieve recruitment. Parental leave was linked to six trial site closures. The number of participants needed to recruit per baby born was 17.5 (95% confidence interval 14.7 to 21.0); additional trial costs associated with each birth were estimated at 5736 Australian dollars on average. The staff absences registered in AVERT owing to parental leave led to delayed trial recruitment and increased costs, and should be considered by trial investigators when planning research and estimating budgets. However, the celebration of new life became a highlight of the annual AVERT collaborators' meetings and helped maintain a cohesive collaborative group. Australian New Zealand Clinical Trials Registry no 12606000185561. Participation in a rehabilitation trial does not guarantee successful reproductive activity. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.
... Committee and Board of Trustees Meetings Board of Trustees Corporate Governance and Human Resources Committee, Compliance Committee, Finance and Audit Committee, and Standards Oversight and Technology...
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 ...
Neuhalfen, Jon K
.... The analysis uses the PRIDE database, provided by Commander, Navy Recruiting Command. Trend analyses are used to identify significant changes in enlistment and attrition behavior for recruits who joined from fiscal years 1998 through 2005...
.... However, the allocation of these resources across the 31 Navy recruiting districts must be made based on the characteristics of each district, and recruiters must be placed in geographic locations...
Otado, Jane; Kwagyan, John; Edwards, Diana; Ukaegbu, Alice; Rockcliffe, Faun; Osafo, Nana
To identify successful recruitment strategies, challenges and best practices for researchers to engage African American communities in clinical studies taken into consideration target participants' culture and context. We reviewed 50 studies conducted from 2001 to 2012 at an inner-city research center to determine the type, duration, anticipated enrollments and actual enrollments. Survey was sent to study coordinators to obtain data on recruitment and retention strategies, challenges and dropout rates. We also interviewed 25 study coordinators on challenges and strategies. Of the 50 studies, 24 had completed recruitment at the time of this report. The completed studies achieved a median recruitment rate of 88% (range: 50-110). Successful recruitment and retention strategies included: field-based strategy and snowballing. Major barriers were: distrust, compensation, education disadvantage, lack of interest, and inability to have study partner. Strategies to reduce barriers included providing informational sessions, disseminating newsletters about study outcomes. Best practices include being culturally sensitive including demonstrating a caring attitude and being responsive to participants needs. Cultural competence is critical in order to design and implement successful recruitment strategies in this population. Research teams should consist of multiethnic staff, involve the community, demonstrate trust and deliver concise education of the research endeavor. © 2015 Wiley Periodicals, Inc.
Gilbertson-White, Stephanie; Bohr, Nicole; Wickersham, Karen E
Despite significant advances in cancer treatment and symptom management interventions over the last decade, patients continue to struggle with cancer-related symptoms. Adequate baseline and longitudinal data are crucial for designing interventions to improve patient quality of life and reduce symptom burden; however, recruitment of patients with advanced cancer in longitudinal research is difficult. Our purpose is to describe challenges and solutions to recruitment of patients with advanced cancer in two biobehavioral research studies examining cancer-related symptoms. Study 1: Symptom data and peripheral blood for markers of inflammation were collected from newly diagnosed patients receiving chemotherapy on the first day of therapy and every 3-4 weeks for up to 6 months. Study 2: Symptom data, blood, and skin biopsies were collected from cancer patients taking epidermal growth factor receptor inhibitors at specific time points over 4 months. Screening and recruitment results for both studies are summarized. Timing informed consent with baseline data collection prior to treatment initiation was a significant recruitment challenge for both the studies. Possible solutions include tailoring recruitment to fit clinic needs, increasing research staff availability during clinic hours, and adding recruitment sites. Identifying solutions to these challenges will permit the conduct of studies that may lead to identification of factors contributing to variability in symptoms and development of tailored patient interventions for patients with advanced cancer.
Verena Strehlau, MD
Full Text Available Background: Homeless individuals with mental illness are challenging to recruit and retain in longitudinal research studies. The present study uses information from the Vancouver site of a Canadian multi-city longitudinal randomized controlled trial on housing first interventions for homeless individuals. We were able to recruit 500 participants and retain large number of homeless individuals with mental illness; 92% of the participants completed the 6-month follow up interview, 84% the 24-month follow up, while 80% completed all follow-up visits of the study. Purpose: In this article, we describe the strategies and practices that we considered as critical for successful recruitment and retention or participants in the study. Methods: We discuss issues pertaining to research staff hiring and training, involvement of peers, relationship building with research participants, and the use of technology and social media, and managing challenging situations in the context of recruitment and retention of marginalized individuals. Conclusions: Recruitment and retention of homeless participant with mental illness in longitudinal studies is feasible. It requires flexible, unconventional and culturally competent strategies. Longitudinal research projects with vulnerable and hidden populations may benefit from extensive outreach work and collaborative approaches that are based on attitudes of mutual respect, contextual knowledge and trust. Keywords: Housing first intervention, Homelessness, Mental illness, Recruitment, Retention, Longitudinal study
Original : English This meeting was devoted to the main items summarised below. 1. The new Career Structure - MAPS V. Hatton, Leader of HR Division, presented the various measures that have been taken to introduce the new Merit Advancement and Promotion Scheme (MAPS) in September and the next steps required to launch the interview and assessment process, as well as the advancement and promotion exercise for 2002. The Committee then examined a draft text of the related Administrative Circular, prepared by a Sub-Group of the SCC, and discussed several suggestions and questions raised by the Staff Association that are to be settled at the next meeting, with a view to publishing a final text in October. The SCC also took note of a proposal by the Staff Association regarding the setting up of a monitoring mechanism for the implementation of MAPS, which will be discussed at the next meeting. Finally, the Committee discussed some detailed implementation issues which, once settled at SCC, will be published on the HR ...
This meeting was mainly devoted to the items summarised below. The Director-General attended for discussion of item 2. 1. Membership of SCC and its Sub-Groups The Chairman welcomed K-H. Schindl, new member of the SCC nominated by the Management. The President of the Staff Association, confirming that M. Aymon and M. Vitasse are nominated as its Vice-Presidents, announced its new members of the SCC, namely : Ch. Petit-Jean-Genaz and Ph. Defert. The Committee also agreed on the membership of three Sub-Groups working on : the implementation of the new career structure, the draft Guide of career path descriptions, as well as amendments to Staff Rules & Regulations and various circulars. 2. Follow-up from the meetings of the Finance Committee and Council in December 2000 Having analysed the detailed implications of implementing the package of measures approved by Council last December, the SCC identified a small discrepancy in the salary adjustment which is a secondary effect due to the redistribution of c...
This meeting was mainly devoted to follow-up from the meetings of the Finance Committee and Council in December 2000, as well as to the work planning of the SCC for 2001. The newly-appointed Chairman of SCC, J. van der Boon, welcomed the Director-General and members to this first meeting of the new year, underlining his objective of maintaining a positive climate of concertation in the best interests of the Organization and its personnel. The President of the Staff Association declared that the latter would actively pursue its role in the same spirit. 1. Follow-up from the meetings of the Finance Committee and Council in December 2000 The Director-General, underlining the positive outcome of the 5-yearly review, conveyed his thanks to all parties that had taken part and, in particular, to the Staff Association for its constructive contribution to reach the compromise accepted by the three parties. After discussion of decisions on the package of measures approved by Council last December and on related impleme...
...) Carbon Monoxide Review Panel to peer review EPA's Risk and Exposure Assessment to Support the Review of... Panel will hold a public meeting to peer review two draft documents related to the NAAQS review for... scientific assessments to ] review the primary (health-based) NAAQS for CO. CASAC has previously provided...
... (8 a.m.-5 p.m.), Doubletree Hotel, 300 Canal Street, New Orleans, LA 70130, 504-581-1300. The.... Docket No. ER11-2136 Entergy Texas, Inc. Docket No. ER11-2157 EWO Marketing, Inc. Docket No. ER11-2158...
... owned by United States citizens, or taken certain steps that have such an effect, without proper... adverse effect on United States commerce; (5) owns an entity that engages in the broadcast of copyrighted... become a party to and implement the Inter-American Convention Against Corruption; and (7) the extent to...
... described in the statute that have such an effect, without proper compensation or arbitration of the dispute... States, which has, or is likely to have, a significant adverse effect on United States commerce; (5) owns... Inter-American Convention Against Corruption; and (8) the extent to which the country applies...
..., 2012 (8 am-12 pm). This meeting will be held at the Astor Crowne Plaza Hotel, 739 Canal Street, New Orleans, LA 70130. The hotel phone number is 504-962- 0500. The discussions may address matters at issue...
Curiel-García, José Angel; Rodríguez-Morán, Martha; Guerrero-Romero, Fernando
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.
More than a hundred epigraphic documents on different writing materials refer to medical staff in the Roman army. This paper focuses on the identity, legal status and origin of the Roman army medical staff--a topic which until now has hardly been studied. Various titles were conferred to a large number of medical staff in every unit of the Roman army; the doctors (medici) were the most numerous and had different ranks and status. The onomastic study of the inscriptions reveals a large proportion of Roman citizens in the military medical service. Most of them are ingenui with a Latin name, but freedmen with a Greek origin are frequently attested, though less so than among civilian doctors. These results dispel some misconceptions such as the Greek origin of most military doctors, which can be explained by the legal requirements of the recruitment into the Roman army.
Thomas Kim S
Full Text Available Abstract Background Cellulitis is a very common condition that often recurs. The PATCH II study was designed to explore the possibility of preventing future episodes of cellulitis, with resultant cost savings for the NHS. This was the first trial to be undertaken by the UK Dermatology Clinical Trials Network. As such, it was the first to test a recruitment model that involved many busy clinicians each contributing just a few patients. Methods A double-blind randomised controlled trial comparing prophylactic antibiotics (penicillin V with placebo tablets, for the prevention of repeat episodes of cellulitis of the leg. Primary outcome was time to subsequent recurrence of cellulitis. Results The PATCH II study was closed to recruitment having enrolled 123 participants from a target of 400. Whilst the recruitment period was extended by 12 months, it was not possible to continue beyond this point without additional funds. Many factors contributed to poor recruitment: (i changes in hospital policy and the introduction of community-based intravenous teams resulted in fewer cellulitis patients being admitted to hospital; ii those who were admitted were seen by many different specialties, making it difficult for a network of dermatology clinicians to identify suitable participants; and iii funding for research staff was limited to a trial manager and a trial administrator at the co-ordinating centre. With no dedicated research nurses at the recruiting centres, it was extremely difficult to maintain momentum and interest in the study. Attempts to boost recruitment by providing some financial support for principal investigators to employ local research staff was of limited success. Discussion The model of a network of busy NHS clinicians all recruiting a few patients into large clinical studies requires further testing. It did not work very well for PATCH II, but this was probably because patients were not routinely seen by dermatologists, and recruitment
Elliott, Daisy; Husbands, Samantha; Hamdy, Freddie C; Holmberg, Lars; Donovan, Jenny L
The importance of evidence from randomised trials is now widely recognised, although recruitment is often difficult. Qualitative research has shown promise in identifying the key barriers to recruitment, and interventions have been developed to reduce organisational difficulties and support clinicians undertaking recruitment. This article provides an introduction to qualitative research techniques and explains how this approach can be used to understand-and subsequently improve-recruitment and informed consent within a range of clinical trials. A literature search was performed using Medline, Embase, and CINAHL. All studies with qualitative research methods that focused on the recruitment activity of clinicians were included in the review. The majority of studies reported that organisational difficulties and lack of time for clinical staff were key barriers to recruitment. However, a synthesis of qualitative studies highlighted the intellectual and emotional challenges that arise when combining research with clinical roles, particularly in relation to equipoise and patient eligibility. To support recruiters to become more comfortable with the design and principles of randomised controlled trials, interventions have been developed, including the QuinteT Recruitment Intervention, which comprises in-depth investigation of recruitment obstacles in real time, followed by implementation of tailored strategies to address these challenges as the trial proceeds. Qualitative research can provide important insights into the complexities of recruitment to trials and inform the development of interventions, and provide support and training initiatives as required. Investigators should consider implementing such methods in trials expected to be challenging or recruiting below target. Qualitative research is a term used to describe a range of methods that can be implemented to understand participants' perspectives and behaviours. Data are gathered from interviews, focus groups
Taylor-Piliae, Ruth E; Boros, Daniella; Coull, Bruce M
Relatively few exercise randomized clinical trials (RCTs) among stroke survivors have reported the effectiveness of recruitment and retention strategies, despite its central importance to study integrity. Our objective is to examine recruitment and retention strategies used among a group of older community-dwelling stroke survivors for an exercise RCT. Recruitment strategies were multidimensional using both paid (ie, newspaper, radio and, television) and unpaid advertisements (ie, staff visits, flyers, and brochures placed at outpatient rehabilitation centers, physician offices, and community facilities working with older adults; free media coverage of the study, presentations at stroke support groups, relatives/friends, and study Web site) to obtain referrals. Retention strategies centered on excellent communication, the study participants' needs, and having dedicated study staff. Attrition rates and adherence to the intervention were used to examine the effectiveness of these retention strategies. A total of 393 referrals were received, 233 persons were screened, and 145 stroke survivors enrolled in the study. During 3 years of study recruitment, we achieved 97% of our enrollment target. We enrolled 62% of those screened. Study enrollment from paid advertising was 21.4% (n = 31), whereas unpaid advertisements resulted in 78.6% (n = 114) of our participants. Attrition was 10% (n = 14 dropouts), and adherence to the intervention was 85%. Recruitment and retention of participants in an exercise RCT are time and labor intensive. Multiple recruitment and retention strategies are required to ensure an adequate sample of community-dwelling stroke survivors. Many of these strategies are also relevant for exercise RCTs among adults with other chronic illnesses. Copyright © 2014 National Stroke Association. Published by Elsevier Inc. All rights reserved.
For the present staff review, the advisory bodies set up to prepare recommendations are composed as follows:Senior Staff Advancement Committee (SSAC)D. Treille / EP (Convener)C. Benvenuti / ESTD. O. Williams /ITTechnical Engineers & Administrative Careers Committee (TEACC) C. Hauviller / EPL. Leistam / ESTS. Jarp / IT [Chairman]F. Pedersen / PSR. Lauckner / SLC. Roche / ETTLong-term contract Boards (LTCBs) (Categories 2 &5a)Tiziano Camporesi / EP [Convener]Florence Ranjard / EP\t[Alternate]Jacques Gruber / PSPeter Sievers / LHCThomas Pettersson / ESTMichel Mayoud / ESTSue Foffano / ASThierry Lagrange / SPLWerner Zapf / HR (Secretary) LTCB 2(Categories 3, 4, 5b & 5c)Véronique Paris / SL [Convener]Fabien Pérriolat / PS\t [Alternate]Mats Wilhelmsson / STVéronique Fassnacht / TISLucie Linssen / EPMichel Mayoud / ESTPatrick Geeraert / FIJohn Cuthbert / HRSeamus Hegarty / HR (Secretary) Composition of the Joint Training Board (JT...
... SPACE ADMINISTRATION NASA Advisory Council; Space Operations Committee and Exploration Committee; Joint... and Space Administration announces a joint meeting of the Space Operations Committee and Exploration... CONTACT: Dr. Bette Siegel, Exploration Systems Mission Directorate, National Aeronautics and Space...
... Committee on International Communications and Information Policy; Notice of Committee Renewal The Department of State has renewed the Charter of the Advisory Committee on International Communications and... solely advisory capacity regarding current issues and concerns affecting international communications and...
... Committee on International Communications and Information Policy; Notice of Committee Renewal The Department of State renewed the Charter of the Advisory Committee on International Communications and... solely advisory capacity regarding current issues and concerns affecting international communications and...
Vañó, E.; Cosset, J.M.; Rehani, M.M.
Committee 3 of the International Commission on Radiological Protection (ICRP) is concerned with protection in medicine, and develops recommendations and guidance on the protection of patients, staff, and the public against radiation exposure in medicine. This paper presents an overview of the work of Committee 3 over recent years, and the work in progress agreed at the last annual meeting in Bethesda, MD in October 2011. The reports published by ICRP dealing with radiological protection in medicine in the last 10 years cover topics on: education and training in radiological protection; preventing accidental exposures in radiation therapy; dose to patients from radiopharmaceuticals; radiation safety aspects of brachytherapy; release of patients after therapy with unsealed radionuclides; managing patient dose in digital radiology and computed tomography; avoidance of radiation injuries from medical interventional procedures; pregnancy and medical radiation; and diagnostic reference levels in medical imaging. Three new reports will be published in the coming months dealing with aspects of radiological protection in fluoroscopically guided procedures outside imaging departments; cardiology; and paediatric radiology. The work in progress agreed by Committee 3 is also described.
Original: FrenchThis meeting dealt mainly with preparations for the TREF meeting in March.1.\tPreparation for the meeting of TREF on 30 March 2000The Committee continued preparations for this meeting, with the main emphasis on:1.1 Long-term care insuranceSubject to a few formal amendments, the members of the Committee agreed on a draft document to be submitted to TREF. This document comprises a summary of the situation and the work undertaken and preliminary cost-sharing ideas.1.2 Study of the career structureThree working documents will be submitted to TREF, one each from the Management, the Staff Association and the United Kingdom Delegation. The members of the Committee informally exchanged views on these working documents, while taking note of the fact that the discussion procedure will not actually get under way until the Management has put forward a formal proposal on the subject. In drawing up this proposal, the Management will take account of the discussion at TREF and the data collected for the...
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...
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
Dickson, Sylvia; Logan, Janet; Hagen, Suzanne; Stark, Diane; Glazener, Cathryn; McDonald, Alison M; McPherson, Gladys
Successful recruitment of participants to any trial is central to its success. Trial results are routinely published, and recruitment is often cited to be slower and more difficult than anticipated. This article reflects on the methodological challenges of recruiting women with prolapse attending United Kingdom (UK) gynaecology outpatient clinics to a multi-centre randomised controlled trial (RCT) of physiotherapy, and the systems put in place in an attempt to address them. Gynaecology outpatients with symptomatic prolapse were to be recruited over a 16-month period from 14 UK hospitals and one New Zealand hospital. Eligible women were informed about the trial by their gynaecologist and informed consent was obtained by the central trial office. Recruitment difficulties were encountered early on, and a number of strategies were employed to try to improve recruitment. Some strategies were more successful than others and they differed in the resources required. Actions that facilitated recruitment included increasing recruiting centres to 23 UK and two international hospitals, good centre support, using processes embedded in clinical practice, and good communication between the trial office, collaborators and participants. Collaborator incentives, whereby staff involved received the benefit immediately, were more successful than a nominal monetary payment per woman randomised. Barriers to recruitment included fewer eligible women than anticipated, patient's preference to receive active treatment rather than allocation to the control group, lack of support staff and high staff turnover. Geographical variations in Primary Care Trust Research Management and Governance approval systems and general practitioner (GP) referral procedures also impacted negatively on recruitment. Our article reflects on the methodological challenges of recruiting to a multi-centre RCT in a UK gynaecology setting. Effective interventions included increasing the number of recruiting centres and
Anthony J. Alberta
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.
Nataliya N. Kretova
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.
The Five-Yearly Review 2015 has concluded with the approval, by the Finance Committee and the Council on 16 and 17 December 2015, of the package of measures proposed by the Management (CERN/3213). In accordance with the recommendations made and decisions taken at the Finance Committee and Council meetings relating to diversity-related aspects, which enter into force on 1 January 2016, the following pages of the Staff Rules and Regulations have been updated: Preamble, Contents – amendment on page iii. Chapter II, Conditions of Employment and Association: - Section 1 (Employment and Association) - amendment on pages 11, 12, 14 and 15. - Section 4 (Leave) - amendment on pages 24, 25, 26 and 27. Chapter IV, Social Conditions: - Section 1 (Family, partners and family benefits) – amendment on page 37. - Section 2 (Social insurance cover) – amendment on page 39. Chapter V, Financial conditions: - Section 1 (Financ...
Joanna T. W. Chu
Full Text Available BackgroundRecruitment is central to any research project, and recruitment itself should be well documented and researched. We describe our recruitment efforts for a community-based research project—entitled the Learning Families Project—conducted in Hong Kong.MethodsIn collaboration with community stakeholders, residents from a public housing estate were recruited to participate in family programs aimed at enhancing family well-being. Various recruitment strategies were employed including the distribution of 19,200 leaflets, 688 posters, a banner, a kick-off ceremony, 10 promotion activities, 1,000 direct calls, word of mouth, 51 mobile counters, and 10 door-to-door visits. Drawing on field notes, research logs, short questionnaires, and focus group conducted with our community partners and residents, we describe and discuss our recruitment strategies, challenges, and lessons learned.ResultsOver a 9-month period, 980 participants were recruited and participated in our study, exceeding our recruitment goal (860 participants. Several observations were made including active recruitment strategies (i.e., door-to-door and mobile counter being more effective than passive strategies (i.e., posters and leaflets; the importance of raising project awareness to facilitate recruitment; and the challenges encountered (i.e., burn-out and loss of motivation of staff, decreased community capacity in collaborating in research projects.ConclusionThe lessons learned include the importance of engaging Chinese communities, utilizing a positive outreach approach, and setting realistic expectations. Although similar recruitment strategies have been reported the West, a number of cultural differences should be taken into account when working with Chinese population. Further research is needed to examine the effectiveness of tailoring recruitment strategies to various populations.
Chu, Joanna T W; Wan, Alice; Stewart, Sunita M; Ng, Kwok Tung; Lam, Tai Hing; Chan, Sophia S
Recruitment is central to any research project, and recruitment itself should be well documented and researched. We describe our recruitment efforts for a community-based research project-entitled the Learning Families Project-conducted in Hong Kong. In collaboration with community stakeholders, residents from a public housing estate were recruited to participate in family programs aimed at enhancing family well-being. Various recruitment strategies were employed including the distribution of 19,200 leaflets, 688 posters, a banner, a kick-off ceremony, 10 promotion activities, 1,000 direct calls, word of mouth, 51 mobile counters, and 10 door-to-door visits. Drawing on field notes, research logs, short questionnaires, and focus group conducted with our community partners and residents, we describe and discuss our recruitment strategies, challenges, and lessons learned. Over a 9-month period, 980 participants were recruited and participated in our study, exceeding our recruitment goal (860 participants). Several observations were made including active recruitment strategies (i.e., door-to-door and mobile counter) being more effective than passive strategies (i.e., posters and leaflets); the importance of raising project awareness to facilitate recruitment; and the challenges encountered (i.e., burn-out and loss of motivation of staff, decreased community capacity in collaborating in research projects). The lessons learned include the importance of engaging Chinese communities, utilizing a positive outreach approach, and setting realistic expectations. Although similar recruitment strategies have been reported the West, a number of cultural differences should be taken into account when working with Chinese population. Further research is needed to examine the effectiveness of tailoring recruitment strategies to various populations.
Child, Rebekah Jay Howerton; Mentes, Janet C; Pavlish, Carol; Phillips, Linda R
To examine the use of social networking sites in recruiting research participants. Workplace violence is an important issue for staff and patients. One workplace that reports the highest levels of violence is the emergency department. The ability to research issues such as workplace violence in real time is important in addressing them expeditiously, and social media can be used to advertise and recruit research subjects, implement studies and disseminate information. The experience of recruiting subjects through social networks, specifically Facebook, and the use of participant information clips (PICs) for advertising. A brief discussion of the history of advertising and communication using the internet is presented to provide an understanding of the trajectory of social media and implications for recruitment in general. The paper then focuses on the lead author's experience of recruiting subjects using Facebook, including its limitations and advantages, and her experience of using participant information clips. The low cost of advertising and recruiting participants this way, as well as the convenience provided to participants, resulted in almost half the study's total participants being obtained within 72 hours. Using Facebook to target a younger age range of nurses to participate in a study was successful and yielded a large number of completed responses in a short time period at little cost to the researcher. Recording the PIC was cheap, and posting it and a link to the site on pre-existing group pages was free, providing valuable viral marketing and snowball recruiting. Future researchers should not overlook using social network sites for recruitment if the demographics of the desired study population and subject matter permit it.
... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...
... 34 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...
This document is the final report of the Fusion Policy Advisory Committee. The report conveys the Committee's views on the matters specified by the Secretary in his charge and subsequent letters to the Committee, and also satisfies the provisions of Section 7 of the Magnetic Fusion Energy Engineering Act of 1980, Public Law 96-386, which require a triennial review of the conduct of the national Magnetic Fusion Energy program. Three sub-Committee's were established to address the large number of topics associated with fusion research and development. One considered magnetic fusion energy, a second considered inertial fusion energy, and the third considered issues common to both. For many reasons, the promise of nuclear fusion as a safe, environmentally benign, and affordable source of energy is bright. At the present state of knowledge, however, it is uncertain that this promise will become reality. Only a vigorous, well planned and well executed program of research and development will yield the needed information. The Committee recommends that the US commit to a plan that will resolve this critically important issue. It also outlines the first steps in a development process that will lead to a fusion Demonstration Power Plant by 2025. The recommended program is aggressive, but we believe the goal is reasonable and attainable. International collaboration at a significant level is an important element in the plan
The Nuclear Safety Research Review Committee has had a fundamental difficulty because of the atmosphere that has existed since it was created. It came into existence at a time of decreasing budgets. For any Committee the easiest thing is to tell the Director what additional to do. That does not really help him a lot in this atmosphere of reduced budgets which he reviewed for you on Monday. Concurrently the research arm of Nuclear Regulatory Commission has recognized that the scope of its activity needed to be increased rather than decreased. In the last two-and-a-half-year period, human factors work was reinstated, radiation and health effects investigations were reinvigorated, research in the waste area was given significant acceleration. Further, accident management came into being, and the NRC finally got back into the TMI-2 area. So with all of those activities being added to the program at the same time that the research budget was going down, the situation has become very strained. What that leads to regarding Committee membership is a need for technically competent generalists who will be able to sit as the Division Directors come in, as the contractors come in, and sort the wheat from the chaff. The Committee needs people who are interested in and have a broad perspective on what regulatory needs are and specifically how safety research activities can contribute to them. The author summarizes the history of the Committee, the current status, and plans for the future
Antonella Del Rosso
The Safety Training Centre on the Prévessin site boasts not only a life-sized mock-up of the LHC accelerator but also a number of other simulators, such as those used for electrical work certification (“habilitation électrique"). What better place to test the technical competencies of candidates applying for a job in the CERN Fire Brigade? Instructors put the technical competencies of candidates applying for positions in the CERN Fire Brigade to the test in the tunnel that houses the LHC mock-up. On 4 and 5 November, the Fire and Rescue Service’s facilities were used for the first time by the selection committee for a staff position. This gave candidates the chance to show their abilities and physical fitness in practice. CERN’s Safety Training Centre, which was fitted with a mock-up of the LHC in 2013, is becoming more and more widely used: by the Fire Brigade for their professional training sessions, incl...
Drechsler, Maik; Soehnlein, Oliver
Accumulation of classical monocytes is imperative for the progression of atherosclerosis. Hence, therapeutic interference with mechanisms of lesional monocyte recruitment, the primary mechanism controlling macrophage accumulation, may allow for targeting atheroprogression and its clinical
...), as part of its mandate to provide analysis of potential impacts of trends and change on defense and defense related issues, has designed a prototype model of recruitment and attrition of the Canadian Forces (C F...
Becoming a nurse used to be pretty straightforward. The vast majority of potential recruits applied to their local nursing school, learned on the job, qualified after three years and started work straightaway.
Treweek, Shaun; Pitkethly, Marie; Cook, Jonathan; Fraser, Cynthia; Mitchell, Elizabeth; Sullivan, Frank; Jackson, Catherine; Taskila, Tyna K; Gardner, Heidi
Recruiting participants to trials can be extremely difficult. Identifying strategies that improve trial recruitment would benefit both trialists and health research. To quantify the effects of strategies for improving recruitment of participants to randomised trials. A secondary objective is to assess the evidence for the effect of the research setting (e.g. primary care versus secondary care) on recruitment. We searched the Cochrane Methodology Review Group Specialised Register (CMR) in the Cochrane Library (July 2012, searched 11 February 2015); MEDLINE and MEDLINE In Process (OVID) (1946 to 10 February 2015); Embase (OVID) (1996 to 2015 Week 06); Science Citation Index & Social Science Citation Index (ISI) (2009 to 11 February 2015) and ERIC (EBSCO) (2009 to 11 February 2015). Randomised and quasi-randomised trials of methods to increase recruitment to randomised trials. This includes non-healthcare studies and studies recruiting to hypothetical trials. We excluded studies aiming to increase response rates to questionnaires or trial retention and those evaluating incentives and disincentives for clinicians to recruit participants. We extracted data on: the method evaluated; country in which the study was carried out; nature of the population; nature of the study setting; nature of the study to be recruited into; randomisation or quasi-randomisation method; and numbers and proportions in each intervention group. We used a risk difference to estimate the absolute improvement and the 95% confidence interval (CI) to describe the effect in individual trials. We assessed heterogeneity between trial results. We used GRADE to judge the certainty we had in the evidence coming from each comparison. We identified 68 eligible trials (24 new to this update) with more than 74,000 participants. There were 63 studies involving interventions aimed directly at trial participants, while five evaluated interventions aimed at people recruiting participants. All studies were in
Drago, James P
.... Using generational theory it will review the characteristics beliefs values and attitudes of Generation X the Baby Boomers and the Millennial generation the target audience of the Army's current recruiting efforts...
Wilson, Rhonda Lynne; Usher, Kim
to a downturn in traditional forms of media, such as television, radio and printed newspapers, magazines and newsletters. Increasingly, the public is using social media instead of traditional media. This change has implications for the design of research and researchers will have to adapt their recruitment...... strategies to include social media, if they are to collect representative rich data that can be analysed and reliably inform the findings of research. AIM: To discuss the importance of rigorous research designs and to provide an example of a study that demonstrates how mental health researchers......, investigating help and support for young people's mental health, can adapt their traditional recruitment practices and applied this new knowledge to recruitment using social media. DISCUSSION: A carefully designed social media recruitment process was particularly useful in attracting informative participant...
O'Callaghan, Clare C; Hornby, Colin J; Pearson, Elizabeth J M; Ball, David L
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.
Zicko, Cdr Jennifer M; Schroeder, Lcdr Rebecca A; Byers, Cdr William S; Taylor, Lt Adam M; Spence, Cdr Dennis L
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.
Chairpersons Dr Dinesh Sathyamoorthy, Science & Technology Research Institute for Defence (STRIDE), Ministry of Defence, Malaysia Associate Professor Sr Dr Abdul Rashid Mohamed Shariff, Universiti Putra Malaysia (UPM), Malaysia Dr Ahmad Fikri Abdullah, Universiti Putra Malaysia (UPM), Malaysia Dr Farrah Melissa Muharram, Universiti Putra Malaysia (UPM), Malaysia Members Professor Dr Li Jing, Beijing Normal University, China Professor Dr Iyyanki Muralikrishna, Administrative Staff College of India (ASCI), India Professor Dr Alias Abdul Rahman, Universiti Teknologi Malaysia (UTM), Malaysia Professor Dr Ismat Mohamed El Hassan, King Saud University, Saudi Arabia Professor Dr George Miliaresis, Open University of Cyprus, Cyprus Professor Dr Christine Pohl, Universiti Teknologi Malaysia (UTM), Malaysia Professor Dr Mahender Kotha, Goa University, India Associate Professor Dr Paolo Gamba, University of Pavia, Italy Associate Professor Dr Behara Seshadri Daya Sagar, Indian Statistical Institute (ISI), India Associate Professor Sr Ranjit Singh, Infrastructure University Kuala Lumpur (IUKL), Malaysia Associate Professor Dr Abdul Nasir Matori, Universiti Teknologi Petronas (UTP), Malaysia Associate Dr Lucian Dragut, West University of Timişoara, Romania Associate Professor Dr Saied Pirasteh, Islamic Azad University, Iran Associate Professor Dr Peter Yuen, Cranfield University, United Kingdom Associate Professor Dr Lim Hwee San, Universiti Sains Malaysia (USM), Malaysia Associate Professor Dr Wayan Suparta, Universiti Kebangsaan Malaysia (UKM), Malaysia Associate Professor Dr Tuong Thuy Vu, The University of Nottingham Malaysia Campus, Malaysia Associate Professor Dr Maged Mahmoud Marghany, Universiti Teknologi Malaysia (UTM), Malaysia Associate Professor Dr Rami Al-Ruzouq, University of Sharjah, UAE Associate Professor Dr Biswajeet Pradhan, Universiti Putra Malaysia (UPM), Malaysia Associate Professor Dr Helmi Zulhaidi Mohd Shafri, Universiti Putra Malaysia (UPM), Malaysia
Taylor, A; Andriuk, M L; Langlois, P; Provost, E
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.
.... 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...
Konkle, Bruce E.
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)
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
Lauring, Jakob; Selmer, Jan
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....
Bor, D.; Cekirge, S.; Tuerkay, T.; Turan, O.; Guelay, M.; Oenal, E.; Cil, B.
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)
Kelly, David S
.... 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...
Ramiro Avilés, Miguel A
According to Law 14/2007 and Royal Decree 1090/2015, biomedical research must be assessed by an Research Ethics Committee (REC), which must be accredited as an Research ethics committee for clinical trials involving medicinal products (RECm) if the opinion is issued for a clinical trial involving medicinal products or clinical research with medical devices. The aim of this study is to ascertain how IEC and IECm accreditation is regulated. National and regional legislation governing biomedical research was analysed. No clearly-defined IEC or IECm accreditation procedures exist in the national or regional legislation. Independent Ethics Committees are vital for the development of basic or clinical biomedical research, and they must be accredited by an external body in order to safeguard their independence, multidisciplinary composition and review procedures. Copyright © 2016 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.
Please note that, following decisions taken at the June and December 2011 Finance Committee and Council meetings, the following pages of the Staff Rules and Regulations have been modified with effect from 1 July 2011 and 1 January 2012. - Chapter I, General Provisions, Section 1 (Staff Rules and Regulations): amendment of page 1 – with effect from 1 January 2012. - Chapter II, Conditions of Employment and Association, Section 5 (Termination of Contract): amendment of pages 28 and 29 – with effect from 1 July 2011. - Chapter II, Conditions of Employme...
Ashing-Giwa, Kimlin; Rosales, Monica
To describe recruitment and retention strategies of a psychosocial intervention with African American and Latina American breast cancer survivors (BCSs). Prospective design with pre- and post-testing. A mailed survey and assignment to telephone counseling or education booklet only. 587 African American and Latina American BCSs were recruited. The sample was drawn from the population-based California cancer and hospital registries, as well as community agencies. Mailed self-report health-related quality-of-life assessments were at baseline and 4-6 months follow-up. Accrual outcomes; recruitment and retention strategies. A total of 375 (64%) completed the baseline survey and 320 (55%) completed both baseline and follow-up assessments. The recruitment outcomes suggest that very special attention must be paid to the initial recruitment of Latina Americans to engage their interest and participation. For African Americans, particular attention must be devoted to their retention to address potential attrition. Findings suggest that the inclusion of lower-income and ethnic minority cancer survivors in a longitudinal intervention study is doable. The results indicate that recruitment outcomes are influenced by participant and study characteristics. Successful enrollment requires investigations that attend to culturally and socioecologically informed recruitment and retention strategies, from staff selection, training, and supervision to overall study approach protocol, to address barriers to participation. Nursing research and practice have championed survivorship care, including psychosocial care. This article outlines practical strategies to recruit and retain population-based samples, ethnic minorities, and underserved survivors.
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
Flynn, Eleanor; Woodward-Kron, Robyn; Hu, Wendy
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.
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.
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.
Suárez, M; Asenjo, M; Sánchez, M
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.
Hekmat, Somayeh Noori; Dehnavieh, Reza; Rahimisadegh, Rohaneh; Kohpeima, Vahid; Jahromi, Jahromi Kohpeima
Patients' health and safety is not only a function of complex treatments and advanced therapeutic technologies but also a function of a degree based on which health care professionals fulfill their duties effectively as a team. The aim of this study was to determine the attitude of hospital committee members about teamwork in Kerman hospitals. This study was conducted in 2014 on 171 members of clinical teams and committees of four educational hospitals in Kerman University of Medical Sciences. To collect data, the standard "team attitude evaluation" questionnaire was used. This questionnaire consisted of five domains which evaluated the team attitude in areas related to the team structure, leadership, situation monitoring, mutual support, and communication in the form of a 5-point Likert type scale. To analyze data, descriptive statistical tests, T-test, ANOVA, and linear regression were used. The average score of team attitude for hospital committee members was 3.9 out of 5. The findings showed that leadership had the highest score among the subscales of team work attitude, while mutual support had the lowest score. We could also observe that responsibility was an important factor in participants' team work attitude (β = -0.184, p = 0.024). Comparing data in different subgroups revealed that employment, marital status, and responsibility were the variables affecting the participants' attitudes in the team structure domain. Marital status played a role in leadership; responsibility had a role in situation monitoring; and work experience played a role in domains of communication and mutual support. Hospital committee members had a positive attitude towards teamwork. Training hospital staff and paying particular attention to key elements of effectiveness in a health care team can have a pivotal role in promoting the team culture.
Hekmat, Somayeh Noori; Dehnavieh, Reza; Rahimisadegh, Rohaneh; Kohpeima, Vahid; Jahromi, Jahromi Kohpeima
Introduction: Patients’ health and safety is not only a function of complex treatments and advanced therapeutic technologies but also a function of a degree based on which health care professionals fulfill their duties effectively as a team. The aim of this study was to determine the attitude of hospital committee members about teamwork in Kerman hospitals. Methodology: This study was conducted in 2014 on 171 members of clinical teams and committees of four educational hospitals in Kerman University of Medical Sciences. To collect data, the standard “team attitude evaluation” questionnaire was used. This questionnaire consisted of five domains which evaluated the team attitude in areas related to the team structure, leadership, situation monitoring, mutual support, and communication in the form of a 5-point Likert type scale. To analyze data, descriptive statistical tests, T-test, ANOVA, and linear regression were used. Results: The average score of team attitude for hospital committee members was 3.9 out of 5. The findings showed that leadership had the highest score among the subscales of team work attitude, while mutual support had the lowest score. We could also observe that responsibility was an important factor in participants’ team work attitude (β = -0.184, p = 0.024). Comparing data in different subgroups revealed that employment, marital status, and responsibility were the variables affecting the participants’ attitudes in the team structure domain. Marital status played a role in leadership; responsibility had a role in situation monitoring; and work experience played a role in domains of communication and mutual support. Conclusions: Hospital committee members had a positive attitude towards teamwork. Training hospital staff and paying particular attention to key elements of effectiveness in a health care team can have a pivotal role in promoting the team culture. PMID:26889105
...: --Adoption of the agenda --Decisions of other IMO bodies --Global Maritime Distress and Safety System (GMDSS... facilities --Consideration of operational and technical coordination provisions of maritime safety... Vice-Chairman for 2014 --Any other business --Report to the Maritime Safety Committee Members of the...